Change Management Harvard Case Solution & Analysis

Change Management Case Study Solution

In addition to this, the employee retention efforts of the company should begin from the on boarding process which involves integrating with management, other employees and the corporate culture. Ideally, the on boarding and training would complement one another to be successful. The on boarding of new employees would help the company in assuring a better fit from start and open up a communication line. Also, the company should encourage the employees to seek support and introduce them to its options for career advancement in order to increase the employees’ engagement. Another benefits of on boarding is that it would lower the uncertainties, develop an atmosphere of support and build strong basis for intangible factors, creating positive work culture. Such kind of culture within a company would retain and attract the top talent.(Carucci, 2018).

Implementation

The short term and long term implementation plan along with goals are discussed below:

Short term Action plan:

The definition of job performance might seem straightforward at first sight, it is about how well or poorly employees do their jobs. Job performance involves both task performance and contextual performance.

Thus, the first objective of the company is to retain the existing employee and attract the new ones, for which it should perform some actions and tactics to assure that the company doesn’t lose its real and valuable assets.

1. Provide growth opportunities.
2. Setting objectives for employees.
3. Analyzing and rating employing performance.
4. Providing feedback based on previous discussions.
5. Offering employee development opportunities.
6. Linking pay and rewards to employee performance.
7. Engage workforce intellectually, emotionally, physically and mentally.
8. Follow the competency based system.
9. Encourage the people modeling smart risk taking behavior at workplace.
10. Offer remuneration on par with industry.
11. Provide personalized training program.
12. Develop on boarding process.
13. Develop suggestions and complain system.
14. Health and safety in work environment.
15. Regular increments and promotions.
16. Offer employee benefit program.
17. Offer great work culture, work life balance, multiple growth opportunities.
18. Link strategy to employees’ performance.

Long term action plan:

For the long term training and internal development of the employees, the personalized training means would help increase the retention and productivity and make the company competitive in the highly competitive market arena. In personalized training, the leaning experience would fit to the personal needs, learning style, interest and retention speed of each employee. As such, it would also reduce the employee turnover and create rooms for the multiple growth opportunities.(Friedman, 2014).

Therefore, after accomplishing the short term goals; the company should review the performance of the employees and strive to be able to compete with the market rivals.

1. Assess performance management processes.
2. Meet project deadlines.
3. Observe employee performance.
4. Monitor the score card quarterly or yearly.
5. Develop in-house applications for the management of employee performance and workforce planning.
6. Hold a meeting twice a year staff strategy meeting in order to report on the employee progress
7. Exploit growth and expansion opportunities.

Delivery process

It is significantly important for the company to adopt the performance planning and management approach in which an individual employee’s objective supports the team goals, which in turn supports the goals of the organization as a whole. The delivery is assured through observing the employees’ performance on weekly or daily basis, and provide feedback to develop and coach. The performance of the employees can be assessed against the goals and objectives. Lastly, the company should make reward recommendations as well.

In addition to this, defining the clearly stated rating scale for the behaviors and competencies of the employees related to the specific level of the performance. The company needs to deliver the feedback to its employees in timely manner. The peer feedback should effectively work in terms of building accountability to the team’ success and create nagging and collaborative work environment. Not only this, the employees are offered with meaningful development and career advancement opportunities, enabling the business to reward and motivate the employees for their participation and contribution. Shortly, the company demands a workforce with skills and talent to accomplish successful strategic objectives. Creating an open environment that fosters the communication within the team members would result in many benefits such as increased and improved efficiency and morale, continuous improvements, needs fulfillment, innovation, synergy, better & faster decisions as well as pool of expertise, ideas and resources.

Conclusion

To sum up, it is to conclude that the well-planned employer branding strategy provides a competitive edge that sets the company apart from the market competitors. The benefits of having a talented and high performing staff team is unquestionable, yet to track down the exceptional prospects recruits is challenging. It should use the HR applicant tracking software in order to successfully and efficiently manage the process of hiring. The company leverages the cloud technologies and has various in-house applications for the management of employees’ performance and workforce planning. Engaging workforce intellectually, emotionally, physically and mentally for the success of individual and organization and unleashing the talent of employees are two of the most predominant and critical factors faced by the organization because of an increased dynamicity prevalent in the market. Also, the company should follow the competency based system for the consistent process of recruitment in order to make sure that the candidate has “know how” and the “right fit” to fill the role.

Exhibit – Employee Value Propositions (EVP)

Exhibit – Channels and Methods for Promoting Employer Brand

Exhibit – key Objectives of Talent Management

Exhibit – Project scope

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