HR Management Plan for Organisational Change at Rogers Wireless

This report presents a comprehensive human resource management plan tailored for Rogers Wireless during a period of significant organisational change. The core objective is to outline strategies, from an HR manager's perspective, that support the successful execution of change management processes, specifically concerning the company's expansion into the Asian market. The report details the company's overview, mission, vision, products, services, and organizational structure. It emphasizes the importance of organizational change in responding to dynamic business environments. The report then delves into the HR department's critical role, including talent management, training, and the application of Kotter's eight-step model for leading change. It covers creating urgency, building a strong coalition, developing a clear vision, communicating the vision, empowering employees, and generating short-term wins to achieve sustained growth. The plan also addresses the importance of recruiting effective employees, continuous improvement, and recognizing the value of employee contributions. The report concludes by highlighting the key responsibilities of HR managers in decision-making and the three phases of Lewin's framework (unfreezing, changing, and freezing) to ensure smoother operations and adaptability within the workforce. The paper uses references to support the plan and includes an appendix with the change management plan.

Running head: HR MANAGEMENT PLAN FOR ORGANISATIONAL CHANGE
HR Management Plan for Organisational Change
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1HR MANAGEMENT PLAN FOR ORGANISATIONAL CHANGE
Executive summery
The purpose of this paper is to highlight the role of human resource management and its
executives in an atmosphere of organisational change. In order to do that it has elaborated
various strategies of managing the workforce to ensure better execution of change
management process and organisational transformation. The chosen business organisation the
eminent, undisputed telecommunication service provider of Canada, Rogers Wireless. In the
due course of this paper, the role of a HR manager has been described as he/she carries out
important responsibilities during organisational change. HR management strategies has been
prepared after discussing necessary organisational details.

2HR MANAGEMENT PLAN FOR ORGANISATIONAL CHANGE
Table of Contents
Introduction....................................................................................................................3
Overview of the company..............................................................................................3
Mission statement.......................................................................................................3
Vision and core values...............................................................................................4
Product and services...................................................................................................4
Organizational structure and size of the workforce...................................................5
Performing organisational change..................................................................................5
Conclusion......................................................................................................................8
References......................................................................................................................9
Change management plan............................................................................................10

3HR MANAGEMENT PLAN FOR ORGANISATIONAL CHANGE
Introduction
This report intends to present a human resource management plan in a situation of
organizational change. From the perspective of HR manager, this paper will set up strategies,
which are going to be approved by CEO of the company. The chosen business organisation is
the provider of undisputed telecommunication services across Canada, Rogers Wireless
(www.rogers.com, 2018). In the due course of this paper, the role of a HR manager will be
highlighted as he/she carries out important responsibilities during organisational change. A
HR management plan will be prepared following a discussion on organisational details.
Overview of the company
The journey started when the owner of the company purchase one of the eminent
wireless network Fido. Additionally with the acquisition of Chatr wireless network the
territory of the company extended. It was the first telecommunication company to carry
iPhone across Canada. As per the theory described in McGuirk, Lenihan and Hart (2015),
innovation is the key to attain competitive advantage for them. The company believes in
setting long-term goals and at the same time develop the workforce for future challenges. In
the last economic year, the company contributed almost $14 billion to Canadian economical
ground. Not only has the company provided job to 25,000 eligible candidates, but also it has
taken some praise worthy initiatives regarding social and environmental sustainability. The
consumption of paper has been reduced up to 50% annually and most importantly out of the
profit figure, it has contributed a large amount to NGOs for charity for social welfare.
Mission statement
Rogers Wireless aims to connect Canadians to a world full of opportunities and the
unforgettable moments, which matters the most in their lives.

4HR MANAGEMENT PLAN FOR ORGANISATIONAL CHANGE
Vision and core values
The company aspires to develop by establishing an excellent future through
digitalization for entire Canadian community.
In order to fulfil the vision they focus on innovation and long term organisational
objectives as mentioned before. Workforce is being trained to provide best possible
telecommunication services. In order to do that company believes in teamwork. As far as
innovation is concerned, as described in Hossain and Suchy (2013), customers’ requirements
are considered with highest priority to establish a trustworthy relationship by serving them
quality product and services.
Product and services
Rogers provides business communication services and IT solutions to customers in
different scales. The company helps in connecting people worldwide as it allows them to
operate interaction in a more undisturbed and efficient way at an affordable budget. Every
year the rate of several business organisations and individual home cable users are increasing
in terms of availing benefits from Rogers.
As per (www.rogers.com, 2018), Rogers’s solutions regarding security protect a
firm’s IT infrastructure from the different characteristics of virtual threats. The use of smart
sensors has been noticed while delivering IoT solutions (Internet of Things) to help the
customers increasing efficiency in operational activities. Besides, managing companies’ IT
infrastructure such as managing the communication within an organisation with various
software and tools; and high performing connectivity services have made the firm extra
ordinary within telecommunication industry of Canada.

5HR MANAGEMENT PLAN FOR ORGANISATIONAL CHANGE
Organizational structure and size of the workforce
The company stands in position of 19th largest telecommunication company and
recruits nearly 20,000 employees every year depending on the annual revenue and increasing
demand of maintaining undisturbed communication.
Performing organisational change
Organizational change is important to respond against the dynamic business
environment and to fulfill the aspiration of growth. Acknowledging the ongoing uncertainty,
as per several researches conducted on organisational change in telecommunication industry,
like elaborated in Higgs et al. (2014), the human resource department is one of the major
stakeholders of a business firm. It carries several responsibilities while an organisation is
going through a change to maintain the success. In order to change the management related
aspects, as per Bolden (2016), the department plays crucial role of a leader, as they have to
recruit and develop future executives to confront with the major challenges in such a dynamic
business industry. The main task of HRM is to manage workforce by arranging effective
training sessions and benefits. Further, as described in Godemann et al. (2014), it works to
enhance the capability of them by recruiting fresh talents with higher qualification.
As the company is on the verge of executing plan of extending its business to
emerging Asian market, the purpose is to serve Asian consumers with high quality IT
services, managers and executives of Rogers have to plan an organisational change to
succeed. It has been noticed that telecommunication industry is expanding keeping the tech-
savvy Asian population in centre. In order to explore this opportunity, and considering the
growth a change management plan has been proposed to modify the managerial practice of
organisation. In this context, as described in Chappell et al. (2016), Kotter’s eight-step model
has been followed.

6HR MANAGEMENT PLAN FOR ORGANISATIONAL CHANGE
 The first step is to create an urgency through effective communication among all the
employees. The company needs to be feel motivated and have to build an approach of
working together towards the change. Communication is not merely to convey the
objective, discussing about competition and revenue. The subject must be the change
company want to proceed with in future. In this case, Rogers wireless can talk about
increasing potential of telecommunication business in Asian countries at the same
time managers must address the market competition as well. Human resource must be
developed in order to exploit opportunities. Not only the employees but also
customers, industrialists and shareholders must understand the requirement of growth
and organisational change.
 Second step demands to change the coalition, which means leaders have more
responsibility than managing change. They have to lead it creating several situation of
urgency. Mangers must identify leaders in its true sense. Employees, targeted
customers base can lead a business truly. Simultaneously, HRM practices must be
effective enough to recognise the weakness of different departments and develop
them according to the market need of Asian telecommunication industry.
 In order to plan the change mission, vision and values must be determined for the new
business proposal. According to that, strategy must be created for market entry.
 Determined business vision is important for creating and executing the strategy. That
is why, vision must be communicated within the organisation whatever has been
modified for the expanded territory. While proceeding with this method, managers
and HR executives must address both the customers’ and employees’ concern and
issues. Training and performance must be critically supervised for delivering
advanced IT services.

7HR MANAGEMENT PLAN FOR ORGANISATIONAL CHANGE
 Recruiting effective employees and managers for the new business proposal is as
important as creating, an obstacle free organizational structure and plan of
transformation. Asian countries have immense competency as far as
telecommunication field is concerned. Although, preferences of customers are varied
as well. Competition can be strong with the native and existing companies yet plan of
acquisition or holding a partnership would be a positive approach to remove the
obstacles.
 Instead of setting long-term targets from the initial stage, managers must stick to
short-term goals. Investment in small projects would be helpful as far as both the
capital and human resource are concerned.
 After achieving every small targets company may learn and try to understand market
response. The idea of continuous improvement only can successfully implement a
change management plan.
 The success of the organisation can create a remarkable example in corporate sector.
Talking about the progress, communicating the successful venture to new employees
and facilitating the employees’ contribution publicly will enhance the company
goodwill and market position. Creating plans for sustainable development would be
smart enough.
Apart from handling recruitment and training, there are several new duties of HR
managers and executives such as carrying out the responsibilities of decision-making and
sharing opinions while company is going to decide something important (Grant, 2014).
According to Cameron and Green (2015), Change management involves three phases:
unfreezing, changing and freezing. These three phases of Lewin’s framework, if can be
managed effectively by HR department mostly the company can experience flawless

8HR MANAGEMENT PLAN FOR ORGANISATIONAL CHANGE
execution of operations, high intensity of both the productivity and adaptability among
workforce. The conflict reduces with the growth in a positive way.
Conclusion
Based on the above-discussed facts, this paper concludes stating that HRM of Rogers
has several responsibilities to carry out in case of organisational change. Organisational
change occurs when the company wants to adopt new strategies, policies or technological
innovations. According to that, HR department must recruit and train employees to carry out
the newfound responsibilities effectively. Change in managerial practice may occur as well
when the responsibility of HR department expand from managing people to share opinion
into the matters of essential decision-making process. Appropriate execution of
responsibilities within HR department (effective recruitment and adequate training); help to
implement change more smoothly avoiding mistakes and consumption of excessive
resources.

9HR MANAGEMENT PLAN FOR ORGANISATIONAL CHANGE
References
B. S., Higgs, M., Kickert, W., Tummers, L., Grandia, J., & Van der Voet, J. (2014). The
management of change in public organizations: A literature review. Public
administration, 92(1), 1-20.
Bolden, R. (2016). Leadership, management and organisational development. In Gower
handbook of leadership and management development (pp. 143-158). Routledge.
Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide
to the models, tools and techniques of organizational change. Kogan Page Publishers.
Chappell, S., Pescud, M., Waterworth, P., Shilton, T., Roche, D., Ledger, M., ... &
Rosenberg, M. (2016). Exploring the process of implementing healthy workplace
initiatives: mapping to Kotter's leading change model. Journal of occupational and
environmental medicine, 58(10), e341-e348.
Godemann, J., Bebbington, J., Herzig, C., & Moon, J. (2014). Higher education and
sustainable development: Exploring possibilities for organisational
change. Accounting, Auditing & Accountability Journal, 27(2), 218-233.
Grant, A. M. (2014). The efficacy of executive coaching in times of organisational
change. Journal of Change Management, 14(2), 258-280.
Hossain, M., & Suchy, N. J. (2013). Influence of customer satisfaction on loyalty: A study on
mobile telecommunication industry. Journal of Social Sciences, 9(2), 73-80.
McGuirk, H., Lenihan, H., & Hart, M. (2015). Measuring the impact of innovative human
capital on small firms’ propensity to innovate. Research Policy, 44(4), 965-976.
www.rogers.com. (2018). Cell Phones and Plans | iPhone and Android Smartphones | Rogers.
Retrieved from https://www.rogers.com/consumer/wireless

10HR MANAGEMENT PLAN FOR ORGANISATIONAL CHANGE
Appendix
Change management plan
Proposed change Business expansion to Asian market
Reason of the
required change
In order to approach global consumers of internet services Rogers has
decided to emerging Asian market.
Intended
outcome
To capture a considerable market share by providing best quality IT
solutions.
Estimated
timeline
15 to 20 months.
Human resource HRM executives and managers need to execute several responsibilities
regarding managing talent and communication for the approached plan.
Stakeholders Potential customers, employees, shareholders are major stakeholders.