You and Shawn are now ready to meet with John and AGC’s investor group. Shawn calls to check in with you about the executive report. You need to add one more section of information that will help ensure that AGC remains proactive and competitive in a quickly changing global environment.
Assignment Details
Key Assignment – Part 2
You and Shawn are now ready to meet with John and AGC’s investor group. Shawn calls to check in with you about the executive report. You need to add one more section of information that will help ensure that AGC remains proactive and competitive in a quickly changing global environment. You have enjoyed working with Shawn on the change management project and know that you will soon have fond memories of helping AGC be more aware of the value of human capital.
Review the AGC scenario for this course, revise Part 1 of the Key Assignment based on your instructor’s feedback, and add an additional 750–1000 words to the executive report that addresses the following:
Now that the change management plan has been completed, describe AGC’s new leadership styles and organizational culture.
Are there any potential internal or external threats that AGC should be prepared to address in its business environment?
How can AGC detect these potential internal and external threats?
What are some methods that AGC can use to protect the organization from these internal and external threats?
Part 1 of the Key assignment that needs to be revised:
Introduction
To fix the big problems with AGC’s human capital management, which were hurting the company’s performance, a full diagnosis was done to find out where the problems came from. The goal of this change management project is to solve global problems with how AGC manages its human capital. Because of this, the intervention phase has been focused on coming up with and implementing new ways to manage human capital. As we move forward, the board of directors is happy with the progress made by putting the change management plan into action. They see that it has a positive effect on employee morale and the organization’s market success.
Diagnosis
The persistent human resources management issues have hurt AGC’s performance and business overall. A thorough diagnosis was done to determine the main causes of the problems. The diagnosis found that AGC’s human capital goals didn’t match its organizational goals, thus causing the issues. A change management plan describe the change management approach and how it will implement it. AGC created a change management plan to align its human capital goals with its organizational goals. The first step of the plan was to explain the problem in a few words.
The plan for managing human capital was looked at, and problems pointed out. Once the problems were found, a new plan for managing human capital was to be made and put into place. In the end, AGC will keep an eye on and review its goals for human capital to make sure the new plan is working. A quick look at the work being done to put the change management plan into action. The plan for managing change was being put into action. The first step in making a clear account of what happened was done.
The next step was to look at the plan for managing human capital and find any holes. A description of what would happen if the change management plan was used. The organizational and human capital goals of AGC was part of the plan for managing change. Because of this, human capital management will get better, which will make AGC more efficient. Change management has several drawbacks, including the possibility that the newly implemented human capital management strategy will fail, that AGC will not meet its human capital goals, and that the plan will disrupt AGC’s business operations.
To prevent these negative outcomes, the newly developed human capital management strategy has been extensively tested, a comprehensive communication strategy has been developed, and a specialized team has been established to monitor the plan’s execution. AGC directors prioritize worldwide human capital management issues. This attempt relies on the change management plan, which the board of directors believes will succeed. Brief, simple, and informative are board of directors report requirements. It should provide a change management overview and progress on AGC’s global human capital management issues. Additionally, the report must highlight change management plan risks and mitigation methods. This line reflects AGC’s achieving its human capital targets and the board of directors’ trust in the change management plan (Irtyshcheva et al., 2020).
Intervention
The intervention phase of the change management project proposed and implemented new human resource management methods. This strategy addressed AGC’s global human resource management difficulties by aligning its goals with the business’s. A strong cooperation between the human resources department and other organizational divisions was needed to identify and address skill gaps through focused training and development. Regular meetings and an intranet portal were also implemented to improve interdepartmental communication and collaboration. AGC has introduced a new performance management system with frequent check-ins and formal performance reviews to improve staff appraisals. Employee recognition, growth, and flexible work arrangements were created to increase staff involvement. The above procedures were implemented to align AGC’s human capital management goals with the organization’s. These measures stressed the need of departmental communication and collaboration (Ballaro et al., 2021).
Evaluation
The board of directors have conveyed their contentment with the progress achieved in implementing the change management plan. The plan is currently running in alignment with its intended design and is yielding positive results. These positive outcomes are not limited to the organization’s market performance but also extend to a notable boost in employee morale. The effectiveness of the change management plan underwent thorough evaluation through various methods, including employee surveys, focus group discussions, and interviews with key stakeholders. The results of this evaluation were favorable, as employees reported increased job satisfaction and observed improvements in the organization’s market performance. With these encouraging signs, the board of directors maintains a high level of confidence in the proposed change management plan, viewing it as the optimal strategy for the company. They anticipate its ultimate success in achieving its objectives, even in the face of lingering challenges.
References
Ballaro, J. M., McCowan, J., & Polk, L. (2021). Succession Planning Strategies for Preparing Millennials for Senior Leader Positions. International Leadership Journal, 13(3).
Irtyshcheva, I., Trushliakova, A., & Sirenko, I. (2020). Strategic human capital management in the context of digitalization. Baltic Journal of Economic Studies, 6(5), 178-183
Instructor’s Feedback from Key assignment – Part 1 Unit – 4 – IP
Great start on the diagnosis section. AGC does face significant issues and engagement is a concern. How will you identify the root cause?. Intervention success is dependent on accurate Diagnosis. Often we look at the outcome and mistake it for the root cause – for example, higher turnover does cause issues on a team, but what causes the turnover – it is often something else.
Opportunities for Improvement: Overall you did a great job on your formatting/APA. Work on citation timing and adding other scholarly references. For argument formation, work to create synthesis – connecting your areas and forming a compelling argument.
Requirements: Add additional 750 – 1000 words to the revised edition
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