Strategic Change Management and Partnerships

This assignment provides a comprehensive overview of strategic change management and partnerships, incorporating a range of research studies and theoretical frameworks. It includes a list of relevant sources from peer-reviewed journals, books, and conference proceedings, offering insights into effective change management strategies, partnership functioning, and organizational development in various contexts.

STRATEGIC
PLANNING

EXECUTIVE SUMMARY
Hillsboro County Home Health Agency, Inc. (HCHHA) established in 1946 is an
important organisation in the health and care sector. The firm is operated at two
major locations of the country. There are many roles that are been played the
selected organisation. However, it should be recognised that there are also some
flaws in some sector. For the cited firm, financial growth is big issue that is
required to be resolved to sustain in this competitive era. In the present report, two
strategies are found for gaining the effectiveness in the business operations. For
the, change management strategies are prepared so that the ineffective method can
be replaced. Two teams were formed for the attainment of the objective. Also,
roles and responsibilities of all the members is described in this report.

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................1
1 .Mission and vision statement of the entity..............................................................................1
2 .SWOT Analysis......................................................................................................................1
3 .Major Issues faced by the entity:............................................................................................2
4 .Grand Strategies or Long-term strategic priorities:................................................................2
5 .Operational and Tactical Plan.................................................................................................3
6 .Key Performance and Evaluation Indicators:.........................................................................3
7 .Change Management Plan.......................................................................................................4
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Businesses are not about all good and earning profit, rather there are various challenges
that arises in the way of its' effective functioning (Walston, 2014). In order to cope-up with these
obstacles, organizations are suggested to develop strategic plans. They can be created for various
purposes such as to increase financial performance, operational performance or to address the
external threats that may impact upon the entity. In the present study, various issues related to
these sectors will be identified and then a change management plan will be developed to
eradicate those challenges. All the components that will be reacquired in the planning will be
explained in this assignment.
The organisation selected for the present undertaking is Hillsboro County Home Health
Agency, Inc. (HCHHA) establishes in 1946 with a purpose to provide health and well-being to
individuals. However, it should be recognised that there are some flaws in the functions of the
company and for which strategic plans will be developed.
1.Mission and vision statement of the entity.
Mission: The selected organisation, HCHHA aims to serve the individuals health and well-being
to the people within their community. Further, they emphasise on rendering quality nursing
services that can prevent diseases and hinder their progress. Such type of care is also provided to
the non-institutionalised person (Al-Adwani,2014).In addition to this, HCHHA also works for
encourages individuals, families and special group for health promotion by rendering relevant
information to them.
Vision: The vision of Hillsboro County Home Health Agency, Inc. is to serve community by
promoting a healthy lifestyle. Also, it strives to promote the understanding of preventive
measures for a bouncing community as a whole.
Values: The cited firm believes in rendering equal care and support to the people of nation
without any discrimination based on their race, colour, gender, etc.
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2.SWOT Analysis
Strengths Weaknesses
There is a wide range of services that has been
provided by the HCHHA.
The organisation is located at two convenient
locations .
The entity holds an overall positive reputation
in the sector.
There are various new services that bas been
added by the executive director, Martha
Washington.
The financial performance of the entity is
declining over the years.
The perspectives of the members of the board
of directors highly varies from each other
which are causing conflicts between them.
There are many older employees in the firm
that impacts upon the productivity.
Opportunities Threats
It has been shown that the insurance and
managed care entities are increasing interest in
expanding to home care services.
There is high demand of such organisations in
the community.
There is high level of competition in this sector
that has raised due to demand among
communities (Cocks, 2014).
The absence of Medicare-certified hospice may
increase troubles for the entity in terms of
finances and trust of patients.
3.Major Issues faced by the entity:
There are different departments in the form and thus, their manageableness is bit
difficulty to be performed without any issues and challenges. The entity encompasses
management team, home care division, private duty section, community health division, etc.
(Henderson & et. al. 2013) There are several issues that are arising from these units, some of
them are as follows:
It has been observed that the absence of Medicare-certified hospice has made the patients
dissatisfied with the services. In addition to this, it led to negative publicity of the firm which is
not good for brand image as well as for financial status. Also, the performance of the work is not
up to the mark. This is impacting on the quality and quantity of the operations performed by the
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employees. Consequent to this, the productivity and profitability is getting affected. Besides this,
the HCHHA renders limited services to the community people.
4.Grand Strategies or Long-term strategic priorities:
Grand or long-term strategies are time consuming and requires effective planning. It has
been observed that there are various factors in which the entity lacks such as financial issues,
criticism for lacking Medicare-certified hospice, etc. In order to evacuate them, the suggested
grand strategies are as follows:
 Turnaround: It has been identified that the selected entity is facing decline in the
economy since some years. There are many issues that accounted in rise of this challenge.
The manor among them is the decreased performance of work (Kash & et. al. 2014).
 Development of services: This is another important strategy that is helpful in eliminating
the issues that are been faced by the HCHHA. There is a wide range of services that are
provided as home care. However, it should be recognised that this range is limited in
context to the community health care. Thus, it should expand it's root in this sector. This
will also increase the brand recognition of the entity.
5.Operational and Tactical Plan
Tactical plans: These are the short term plans that are prepared to ensure the undergoing work is
going on right track. For the selected entity, the tactical plans are as follows:
 Increasing work performance: This performance will raise the productivity that will help
in attaining quality in the services. This effectiveness will later appreciated by the
patients and hence, increased profitability will be there Martínez-Jerez, F. A. (2014)
 Increasing services for community health: This increment in the services will help in
expanding market roots. Further, community health services will help in achieving
consumer trust and loyalty by increasing company's reputation.
Operation planning: It is the process of linking strategic goals and objectives to the tactics
plans. In order to gain the above mentioned tactical objectives, the operation planning should
include:
 Increasing employee motivation through intrinsic and extrinsic method so that they can
perform well. Also, HR department should ensure effective recruitment and training of
employees.
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 For expansion of community health services, entity should hire some effective candidates
that can work for the betterment of entity. Also, organisation can tie-up with some
voluntary firms (Mutale & et. al. 2014).
6.Key Performance and Evaluation Indicators:
Key performance and evaluation indicators covers those tools that can be used to measure
the financial and non-financial status of an entity. The financial performance of the HCHHA can
be measured by evaluating the net profit of the entity. It is also known as the bottom line. It is the
amount that left as profit after excluding all the expenses. It's when converted into percentage is
known as profit margin. For the present entity, profit margin can be checked before and after
implementation of change management plan. Further, current ratio can be used to measure the
financial performance. It can be calculated by dividing the current assets to the current debts. It
has been observed that at presents the profit margin of the selected firm is 15%, which is
necessary to be improved to sustain in this competitive era (Gopal & Kumar, 2015)
Whereas in order to measure the effectiveness of the non-financial status, the cited firm
can make use of the tools: foot traffic evaluation, month over month, employee turnover,
frequency of repetition of customers, and quality metrics. For the selected firm, it has been
observed that the medical-certified hospice are missing which is decreasing the trust of patients
and leading to negative impact over the people. Also, other staff lacks in effective knowledge
which should be enhanced.
7.Change Management Plan
In order to bring effectiveness in the business operations, it is necessary to identify the
ineffective techniques that are just consuming cost and time of the entity.
Size of change: As the present management plan covers employees for increasing work
performance, leaders to guide them, patients under community service and staff members
hence, the size of change is very large. Also, in order to gain the setted objectives, so much
time and other resources will be required (Ovseiko & et. al. 2015). Further, there will be
requirement of skilled employees that can work towards accomplishment of the desired
goals.
Impact of change on community and organisation: The above mentioned goals have impact
on both the organisation and on the wider community. These impacts are as follows: Work
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Performance: This will have direct impact upon the organisation. By increasing the
productivity of the functions, profitability can be enhanced. Further, this increased
performance will help community by assuring quality services to them.
Development of community service: Besides this, the decision of development of the services
will directly influence over the wider community (Rajaram & et. al. 2014).
Further, by gaining satisfaction of these people, entity can achieve the business objectives.
Readiness of organisation for change: Work Performance: The selected entity is instant ready
for implementing the techniques to increase the work performance. There are some highly
skilled employees that can conduct training sessions for the other workers for enhancing
their technical skills. Further, the firm possess effective human resource team that can
motivate the workers to increase their performance.
Development of services: However, development of service will require some measurable funds
and a detailed plan. For attaining this, the organisation has to work hard. It will also need a
detailed research operation to identify the needs and demands of consumers from the
services of the entity.
Change Management strategy: It is a plan to pursue the less or ineffective tasks differently. For
the setted business objectives, different change management strategies will be implied and
they are as follows: creating visible and short term goals, feedback from the community
people, time-management. In order to achieve the goals, it is necessary to segregate them in
smaller objectives. Segregated goals are easy to achieve and less time-consuming. Further,
to evaluate the effectiveness of the development of the community services, organisation
should take the feedback from the people (Reid & et. al. 2014) The method of change
management is as follows:
 Identify: In this phase, the functions that are to be changed are identified depending upon
the priorities of the company.
 Prepare: In this step, the preparation of the strategies for the change management is done.
 Design: This is the most important phase of the change management plan. In this, design
of the plan is prepared that acts as a blueprint following which goals can be achieved.
 Execute: The designed plan is implemented in the organisation at this stage of the change
management strategy.
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 Sustain: If the plans are observed to the effective they are prolonged and entirely replaced
by the older ones.
 Monitor: The effectiveness of the implemented plan is measured in this step of change
management. If they are observed to be ineffective then modifications or alterations are
made accordingly.
Team Structure and Responsibilities: Work Performance: The team structure fir improving the
work performance of the employees involves the leaders, employees and human resource
management team. Their functions are explained below in detail:
Human resource management team: This department is required to check the availability of all
the resources needed in the training and development of employees to increase their work
performance. Also, they should conduct effective training sessions for this development.
Human resource management team should also develop communication between the
employees and higher authorities (Shea & et. al. 2014).This action will increase the
motivation of employees.
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Leader: Leaders are required to ensure the effective sessions of technical knowledge that are to
be provided to the employees. Further, they should conduct a query session to identify and
resolve the questions of workers.
Employees: Roles and responsibilities of the employees are major in this strategic goal. Workers
are required to be abide with all that which is taught to them in the training and development
sessions. Also, they should implement these in their work to improve their performance.
Development of community services: This strategic goals is very vast and covers a larger team
size as compared to the above mentioned goal. For this, the members along with their roles
and responsibilities are as follows:
Research team: The function of this unit is major. They have to identify the rising needs and
demands of customers from the organisation. Further, they are required to analyse the
effectiveness of the existing service.
Development team: Depending upon the data obtained by the research team, the development
section is to develop the services as per the needs of patients.
RN & Staff: These are the most crucial member of this strategy. The staff and RN members are
the people which will implement the developed services on the patients (Steinbauer & et. al.
2014)
Leaders: They have to ensure that all the staff members are done with the acquisition of the
relevant skills and abilities.
Roles and responsibilities of sponsor: Work Performance:
Manager: Managers' role is to monitor the plan designed for the development of employees'
work performance. For this, they are required to possess consistent monitoring.
High level authorities: High level authorities should involve all the employees in the discussions
of the entity. It will help in developing a level of dedication and commitment in the workers'
which is highly required for increasing their performance.
Development of community services:
Human resource management: they have to ensure the availability of the proper resources that
will be required in the development of the services.
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High level authorities: They are to be participate in the meeting to check the overall plan. Also,
they are required to manage the work of leaders and managers so that effectiveness in the
operations can be achieved.
Planning and implementation: Work Performance: In order to increase the work performance
of the employees, the plan is to conduct effective training and development sessions for the
enhancement of their technical skills. For the rise in motivation level HRM and leaders have
to influence them. The prepared plan will be implemented after discussing it with the
managers.
Development of community services: This goal requires effective planning. For this, a design has
to be prepared on the basis of the outcomes obtained from the research. Based on this
guideline further operations are required to be charred This designed services are then
required to applied on a smaller sector for evaluating the effectiveness.. Later, on the basis
of the feedback they should be either modified or remained the same.
Communications plan: Work Performance: Human resource management should ensure the
effective communication of the workforce with the leaders, managers, high level authorities
and colleagues. For gaining effective communication, various method can be used by the
organisation: intranet, e-mails, messaging apps, etc. (Traberg, A., Jacobsen, P., & Duthiers,
N. M. 2014).
Development of community services:
Oral presentations: This communication tool can be used by the organisation to promote the
significance of the health services to the people of community.
Questionnaire: With the help of this tool, entity can gain the answers of the questions which they
want to ask from the community people. They are highly useful in the development of the
services, Fuhrer, they help in identifying the effectiveness of the implemented services.
Feedback: With the help of feedback, company allows people to share their reviews about the
services that they are provided with.
Incentives: Work Performance: Incentives for this should be rendered on the basis of the results
of the evaluation of the performance of the employees. For this, both intrinsic and extrinsic
type of rewards should be given to the employees.
Development of community services: The candidates that deserves incentives for the
development of the service are the research and development team for identifying and
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developing the appropriate services. It should be provided on the basis of the feedback taken
from the patients and community people.
Timeline: Work Performance: According to the plan, it has been observed that the total time
period that will be taken for increasing the work performance of the entity is 14 weeks. This
timeline cover the development of executive summary to the evaluation of improvised work
performance.
Development of community services: As per the change management plan, the activities that are
involved for the development of community services will take total 17 weeks. It includes all
the actions from commencement till monitoring (Steinbauer & et. al. 2014).
Schedule of activities: Work Performance: In order to attain effective work performance,various
steps will be covered. These process are present below along with the time-period associated
with their completion:
Activity Time-period in Weeks
Developing an
executive
summary
Strategic Subject
creation
Internal analysis to
identify existing
work
performance
Setting up of goals
and objectives
Meeting of board of
directors
Designing strategic
plan
Training and
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development of
employees
Evaluation of
effectiveness
Development of community services:
Activity Time-period in Weeks
Developing an
executive
summary
Strategic
Subject
creation
Research
Meeting with
BOD and
other
department
s
Goals and
objectives
setting
Strategic plan
design
Development of
community
services
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Implementation
of services
Monitoring
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Budgeting: Work Performance: Budget for this operation to get done will be measurable less
that that of the development of services. The budget for it as follows:
Activity Budget
Nursing practice training 50000
Arrangement of presentation 500
Training and development for motivation 500
Development of community services: This operation will require a huge amount of capital to be
completed. The detailed list is present below:
Activity Budget
Equipments for health service 200000
Involvement of RN and other staff 120000
Research and development 80000
Feedback Gathering 10000
CONCLUSION
Strategic management is a key part of an organization that bring effectiveness in the
operations. For this, it is necessary to identify the strengths and weaknesses of the firm. In the
present report, strategic goals fort the HCHHA are developed after conducting an internal
analysis. This investigation is done to identify the need of change management. In addition to
this, major issues that are been faced by the entity are also identified. Further, effective change
management strategies have been developed for overcoming these issues.
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