IBM AUS Change Project: HR Software Upgrade & Infrastructure

This assignment presents a change management project plan for IBM AUS, driven by the need to improve efficiency, productivity, and competitive advantage within the organization. The plan focuses on upgrading the human resource department's software and infrastructure to address challenges such as managing a large workforce, adapting to technological advancements, and enhancing employee performance. The proposal details the scope of the project, significant drivers for change (including political factors and market competition), and specific changes to be implemented. It includes a project organizational chart (RACI chart) to define roles and responsibilities, a stakeholder analysis to assess the impact on internal management, employees, customers, and competitors, and a cost analysis. The overall aim is to foster transformation within IBM AUS, leading to improved human resource operations and increased organizational effectiveness.

Running head: Project Management
Project Management
Name of the Student:
Name of the University:
Author’s note:

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Table of Contents
Executive Summary.........................................................................................................................2
Introduction......................................................................................................................................3
Purpose of the change plan:.........................................................................................................3
Scope of Project:..........................................................................................................................3
Discussion........................................................................................................................................4
Significant Drivers for Initialing Change....................................................................................4
Change Proposal..........................................................................................................................6
Project Organizational Chart.......................................................................................................8
Stakeholder Analysis...................................................................................................................9
Conclusion.....................................................................................................................................11
Recommendation...........................................................................................................................11
References......................................................................................................................................12

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Executive Summary
The current assignment focuses on the impact of change in IBM AUS organization.
Change management is a strategy which enables the organization to bring effectiveness,
efficiency, productivity and competitive advantage in the organization through brining
signification modifications and modification in the organization. The organization can perform
modification in existing operations or inducing new change within the operations of the
organization. It is observed that the management of IBM AUS is facing certain external and
internal problems which hinders the productivity and bard value of the organization. Therefore,
IBM AUS aims at incorporating changes in the human resource department that is upgrading
software. The paper aims at developing change project plan for IBM AUS for the members of
the organization. The main purpose and vision of the change is demonstrated in the paper, which
helps the management to proceed with the change and give a pathway for the change. The
change is initiated due to significant drivers of the organization. This change has significant
impact on the stakeholders. The paper demonstrates the necessary factors which should be
considered while initiating change management. At last it is concluded that he change proposed
in the organization has positive impact for the company by fostering transformation in the
organization.

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Introduction
The human resource is the most important and critical part of any organization. Through
the analysis of previous assessment it is identified that the organization requires effective change
in the human resource department with innovativeness and use of technological advances. In the
contemporary business world and globalization the industries and aiming at making progressive
change in order to compete with the global market. The change management is a continuous
process which would help the organization to tackle economic and competitive obstacles. This
change aims at fostering the working operations of human resource management as well. In
order to do so the paper identifies and reflects the important resources and the role of responsible
personnel who will adhere the change within the organization.
Purpose of the change plan:
IBM AUS being the global leader and well-recognized company in technological sector,
the total number of employees in IBM AUS in different regions are 351 thousand employees
worldwide. There is need to manage huge number of employees in the organization and perform
all the human resource activities within the organization effectively. It is also noted that the
company has faced external challenges and allegation which drives the organization to perform
the change in the organization. This change will foster productivity and performance of the
employees in the organization. The change plan will enhance the company’s ability to compete
with its competitors and modern business in the market. In order to do so the management is
focusing on upgrading advanced software in the human resource systems (Taras, 2017). The
organization is focusing on building new department within the workplace where all the
equipment will be incorporated with new upgraded software. The new infrastructure layout will
be incorporated through extension of previous infrastructure. The purpose and vision of the

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change plan is well-established by the management and effectively communicated to all the
departments of the organization.
Scope of Project:
The change will impact the whole organization system and human resource operations, the
change is planned for the all the members working within the organization. The new software
will allow them to know their performance scale and at what level they need to increase their
performance in the organization. It allows the management to store, analyze and interpret the
data of employees in the organization. Hence it helps the human resource department to perform
fair decision and appropriate actions for its employees. The organization aims at recruiting
skilled and competent employees who could perform their job responsibility effectively and give
their best in the organization (Bratton and Gold, 2017). The talentsoft software helps the
employees to perform talent acquisition and greenhouse software does the same. It also impacts
on the working style of the managers. It aims at covering all the human resource operations and
activities of the organization such as recruitment and selection process, retention, performance
evaluation, data storage of the employees, payroll, benefit management, compensation
management and reward and recognition.
Discussion
Significant Drivers for Initialing Change
The significant driver for bringing change in the organization is depicted below:
Abundance of employee due to limiting the H1B visa by Donald Trump
This political factor enabled the IBM AUS employees working in US to shift back to
their respective countries and hence creating abundance of employees in the countries like India,

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Australia. IBM AUS has global presence in overall 175 counties and it is quite difficult to
manage such huge number of employees throughout the organization. The total number of
employees IBM AUS works with is 3, 50,600 employees. In order to manage the massive
number of employees in the organization, the management needs to come up with a solution for
example, changing the way the human resource department works within the organization. It is
also observed that Australia had to cut off 1000 employees that is almost 15% from its Australian
workforce. This is due to the abundance of employees in the organization (Mondy and
Martocchio 2016). By incorporating human resource software that is human resource
information system in the human resource operations will enable the management ton process all
the human resource activities and issues related to human resource of the organization.
Rapid Changes in Technological Advances
The technological advances has brought immense changes in the operations of the
organization. It is usually witnessed that the organizations are too casual when it comes to
workforce of the organization. Technological advances has made the work processes easier and
hence, the same can be incorporated in the human resource operations in order to manage the
workforce and motivate them to give their best in the organization. There is development of
various software such as human resource information system which intersects information
technology and human resource through the HR software (Franco et.al, 2016). This allows the
human resource operations and operations to occur electronically. It enables the organization
perform effective workforce planning as well without errors.
Due to heavy competition in the Market

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Due to inevitable competition in the market, the labour supply in the market has become
limited. Potential candidates with highly skilled and competent levels are no target by the
companies. In order to increase the productivity and performance of the companies the
management aims at effectively recruiting talented candidates (Butt et al., 2016). It drives heavy
competition in the market regarding labour supply. Therefore in order to overcome the obstacle
IBM AUS aims at incorporating the green house software to perform effective recruitment and
selection process electronically within the organization.
Improve the performance of the employees
It is evident that the company has been filed suit by Lusacell, for making fraudulent
misinterpretation. It is big allegation that was put on the company. This allegation can reduce the
value proposition and brand image of the company. It was due to the lack of good performance
of the employees in IBM. It is also noted that due to defective systems of the company IBM
AUS has misinterpreted and provided poor customer service to their clients. Therefore, in order
to increase the performance of the employees, better performance management system has to be
incorporated in the organization (Cameron and Green, 2019). The human resource information
software enables the management to perform better performance management system
electronically. It drives motivation within the employees and foster performance by filling the
gaps within the organization. It also helps to promote effective training programs to the
employees according to the evaluation.
Change Proposal

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In order to complete the project (Software Upgrade Project) the required resource are people,
technology, management, financial aspects and training.
What to
Change
How to
Change
Who are
responsible
for the
change
Time for
change
Cost of
Change
Change
preparedness
Software
upgrade project
(Technological
changes)
Upgrading the
human
resource
software.
Project
manager
Operation
manager,
human
resource
manager and
information
technology
department.
One year
February
2019 to
January
2020
Staffing-
$1000
Consultation-
$500
Technology
(software)-
$10,000
The total
cost- $11,500
All the
employee needs
to process their
updated data
and the
company must
be ready with
technical
requirements.
Change in
infrastructure
layout for new
equipment.
Renovating
the
infrastructure
of the
company
especially the
human
resource
department
Project
manager
Operation
manager and
human
resource
manager
One year
February
2019 to
January
2020
Staffing-
$1000
Consultation-
$500
Constructors:
$ 1200
The total
cost: 2700
WHS policies
and OHS
policies to
maintain safety
environment for
construction.
The employees
are given
another place
for their safety
and to continue
the work
process till the
work is
completed.

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The people who are responsible for the initiating and running the project are project manager,
design engineer, implementation manager, and training lead and functional manager.
The time required to complete the project is five weeks. Each engineer is required to
work 40 hours per week for the first three weeks of the project. Later the requirements is then
scaled to five hours for each engineer in the fourth week. The design engineer will be released
from the project after the fourth week. The training lead is required to perform for 15 hours for
the first week and then during week, 40 hours of training is required.
The human resource software include Talentsoft Software, Human resource information system
and Greenhouse software.
Project Organizational Chart
The below presented chart is RACI chart which represents the relation between the team
members and the project task. This is a representation on how changes will be initiated in the
organization and how these people are responsible for the change in the organization. The
changes is proposed in accordance with the change control process of the project. Throughout
the changes the following table has to be followed by all the team members and management of
the organization.

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Project
Manager
Implementation
Manager
Design
manager
Training
Leads
Functional
Managers
Requirements
Gathering
A R R C C
Coding Input A - R -
Network
Preparation
A R C - I
Coding Design A C R - C
Software Testing A C R - I
Implementation A R C C C
Conduct Training A - R R C
Key:
R- People who are responsible for completing the work
A People who are accountable for ensuring the task is totally completed
C- Consulted when a particular decision has to be made
I- Informed of when a decision has been made.
Stakeholder Analysis
The stakeholders who will be benefit due to the change introduced within the
organization are internal management, employees, customers and competitors.
Internal management- The change project plan has high level of impact on the
customers. The internal management will be benefited in many ways. The new change that is
upgrading the human resource software would make the work process faster and easier. It will
help the management to store, interpret and analyze the massive data of the employees. It helps

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them to perform effective human resource operations and activities in the organization (Butt,
Naaranoja and Savolainen, 2016). This change aids the whole organization to improve the
efficiency of the employees in the organization and thereby increasing the productivity and
performance with increased revenue and profit. It also foster workforce planning in the
organization effectively.
Employees- The change project plan has high level of impact on the customers. The
employees will be bale increase their performance in the organization and get all the
compensation and pay-roll benefits with fair decision. The employees will be able to their gap in
their performance not manually but through dashboards and accordingly they can improve their
performance. This also helps them to take proper training from the organization according to
their skill gaps which is required to effectively assess their job roles and responsibilities.
Customer- The change project plan has medium level of impact on the customers. With
the increase in performance of the employees, the customer will be getting better service from
the organization. As previously noted, IBM AUS was criticized by their client for providing poor
service therefore, this obstacle can be managed by the change in the organization providing
better service to the customers.
Competitors- The change project plan will have a low level of impact on the
competitors. The impact on the competitors is observed to be lack in competitive edge (Noe et
al., 2017). Since the performance of the organization will be increased thereby, increasing brand
image of the organization, the company will gain adverse competitive advantage. The
competitors may find it difficult to gain competitive edge in the market.

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Conclusion
It is inferred from the above discussion and analysis that the proposed change will have
positive impact on the IBM. The proposed change is well-defined in the organization and
therefore, is expected to drive effectiveness and efficiency within the human resource operations
of the organization. The change project plan of upgrading human resource system software is a
strategic plan which will aid the organization to achieve its organizational goals.
Recommendation
1. It is recommended that the change plan should be initiated before the timeline to avoid
unnecessary delays.
2. The management should keep a pace with the communication plan in accordance to their
change project plan.
3. All the members must take their responsibilities strictly and should keep track of the
progressions.
4. The funding must be more than approx. and a contingency plan should be planned by the
management.
5. Risk management plan should be assessed by the project manager in order to promote
healthy and safe workplace environment.
6. All the legal necessities should be take care of for example: WHS Act 2011, for
promoting safe, hazardless work environment.