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This document is Change Management Plan Template. It is part of the supporting assessment resources for Assessment Task 2 of BSBINN601. Samson Media Change Management Plan Introduction Samson Media is a publisher of several upmarket fashion magazines. It has strong links with a number of high profile fashion houses whose products are featured in the magazines, and also provide a significant source of advertising revenue. . Readers of the magazines are predominantly 35 – 54-year-old women. Readership has fallen over the last two years. This is due in the most part to due to competition from a range of other fashion magazines and consumers switching to digital media. Due to the decline in readership, profits have also fallen by 20% and there has also been a decrease in the share price. Some of the objectives are to increase return on capital to 8% within 2 years, Achieving cost efficiencies through relocating the head office to a smaller office, enacting a transformational change of the company that will convert all magazines to a digital format and closing the printing and distribution site. Project Sponsor Managing director will lead the change project and is accountable for ensuring the project and change plan are implemented. Project Objectives The project objectives are: · Increase return on capital to 8% within 2 years · Enact a transformational change of the company that will convert all magazines to a digital format. · Close the printing and distribution site. · Achieve cost efficiencies through relocating the head office to a smaller office. · Restructure head office staff through moving to a smaller core of permanent staff and more contract staff. Change Objectives and Principles Some of the objectives and principles are aims to manage the transition phase, Help make sure programme management, schedule, recruitment, communication and resources and limit the effects that the substitute could have on companies, staff, customers and key stakeholders. Constructing financing or manage benefits , Form coalitions to improve, Assess the training of companies, Retaining the adjustment necessary to each person affected and actions to increase transfer performance. Change Plan Elements Effective alternative administration graph depending on services that help and manpower. These tools have been further designed and implemented internally whether by the growing administration industry or the stakeholders involved in the exchange administration process. The people/ culture, systems/technology, documentation, position/roles, process, skills are the main factor in the trade plan Rationale for the Change The drivers and constraints for change are Customer, competition, the economy, technology, political and social conditions and the resources. The risks for the change process are: leadership, forcing change, impact on investments, budgets, workloads, data and system, Stakeholder commitment, habit, fear, dismissed autonomy and power. Organizations need to change because of ever-changing market and economic circumstances. Change management is a synthesis of principles and techniques for successful change planning and execution. The basic change management process involves the assessment of the need for improvement, the introduction of new processes and policies and the evaluation of outcomes. The key risk factor for any change is that the latest processes and procedures will not work, leaving the company worse off than before. Key Stakeholder Analysis The key stakeholders are: Instructor: instructor require the educational qualification of their profession and expect progress to be made in terms of lifestyle and skills. The mode of communication used to make the adjustment between the instructors can be both formal and informal. It can be performed at meetings and sessions. Shareholders-The interests of the customer are linked to the services. Customers expect the developments to be such that they reinforce the quality given to them by professional trainers and the management of the facility. Official type of communication should be used. Customers-The requirements of the Customer are linked to the facilities. Customers expect the improvements to be such that they enhance the facilities given to them by fitness instructors and the management of the organisation. The needs of the individual are in relation to the facilities. Customers expect the improvements to be such that they enhance the facilities given to them by fitness trainers and the management of the centre. Assessment of Readiness to Change Some of the elements that might support the change are dissatisfaction with current processes, a workplace culture that supports change and innovation. Some of the instructors are denying the organisation's training sessions. These constraints or the resistance of the trainers impede progress in the implementation of the improvement. Other than this, it has been reported that the changes have been introduced very smoothly thus far. And yes, there's a senior’s guide to change. They’re proposing and giving ideas on how best it could be achieved. Key Change Messages The six key messages to convey about the change process, being upfront about gains and losses are Stakeholders would get more chances and an interaction of working processes and procedures, They will gain new ideas and techniques, As soon as the task can be successful and the stakeholders benefit from the initiative, they are helping and doing their best for the whole project, The key concerns of the stakeholders will be revenue, benefit, job satisfaction, return on investment, new skills, A few of the key stakeholders ought to be working in a great way, appreciation for workers and employment rights along with employee satisfaction and there may be some problems when the agreement has been made in the organization and may probably go through the loss, but we intend to face it and deal with any potential hindrance that causes the loss. Identify Change Elements The elements that have been included in the changes are the capabilities that have been given to the instructor. The need to make improvements in this sector has resulted to low skilled and unqualified instructors who do not have any graduate degrees. Losing employment is insanely priced due to the increasing coaching rates and the length of time it takes to get new people up to speed. We may also want to make a few improvements, such as alternative teams, high-quality developers / professionals qualified in first-time tools that can support people in the workplace, engage consumers and key stakeholders at a variety of levels, and change advocates in the working place. Develop Change Plan Develop a change plan including performance measures [how will you know the change plan is effective?]. Ensure the plan is adequately resourced. Actions Resource requirements Who When Performance Measures Review of human resources policies and procedures Human resource manager Human resource department During the course of change management Quality analysis of policies and practices. Special attention to the individual process of change Average daily attendance Individuals As soon as the start begins. Consumption or use documentation and employee involvement and reviews Chance for unemployed staff Human resource, debriefing sessions Human resource department Start of change management process. Exit interviews and debriefing sessions. Reporting arrangements Regular meetings can be scheduled where improvements can be reviewed and presented. Employees can also be informed via e-mail. Consolidation There are several issues that have delayed the introduction of the improvement, such as opposition to taking part in the development program. This was overcome by motivating them to take a professional training course and to inspire them to take a hike if they attend training courses and receive a certificate. We can strengthen the benefits of change through recognition of work, rewards will be a motivating force when it comes to promoting change in some very separate situations, ongoing reviews for employees, results and review management, and employees must be made responsible for employee performance, advantages and strategic planning. Evaluation The improvement will be measured in relation to the achievement of the proposed goals by evaluating the procedure, gathering data for the evaluation, evaluating the facts and evidence and assessing the procedure and sharing your results with others. The project management plan can be analysed by specifying and revaluating your objectives, gaining input from digital learning employees, receiving feedback from team management, or before-assessing Pinpoint Differences, and employing an external consultant to assess training requirements. © J&S Learningwork 2018 This document is Communication and Education Plan Template. It is part of the supporting assessment resources for Assessment Task 2 of BSBINN601. Samson Media Communication and Education Plan Audience Key message Delivery method Frequency and duration of session (if applicable) Location Staff member Feedback from the staff members Survey form Fortnightly Head office Staff member To provide information of the change in organization Face to face meeting 2 hour meeting Head office customers Update about human resource and digital media Internet, articles, newspaper Head office Staff member Process and advantage of change Emails /meeting 1 hour Meeting room of head office Senior management Reporting the changes in organization Emails/meeting Every 6 months Meeting room of head office © J&S Learningwork 2017