AGC Limited: Change Management and Transformation Plan Report

This report delivers a comprehensive change management plan for AGC Limited, focusing on resolving global human capital management issues. It begins with a diagnosis of AGC's problems, including employee engagement, performance issues, and a lack of cross-cultural organizational management. The report then analyzes these issues, identifying root causes such as a lack of cultural understanding and training. To address these challenges, the report proposes interventions based on Kotter's change model, emphasizing the importance of developing a sense of urgency, building a strong coalition, creating a clear vision, and involving all employees. The implementation phase includes identifying key stakeholders and promoting employee dedication. Finally, the report evaluates the effectiveness of the change management plan, highlighting the importance of a clear vision for employee understanding and improved market performance, concluding that addressing these issues is essential for the organization's success.

AGC Limited
Change Management and Transformation
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AGC’ Change Management Plan
Contents
Introduction...........................................................................................................................................2
Diagnosis...............................................................................................................................................2
AGC’S problems...................................................................................................................................2
Diagnosis of the issues...........................................................................................................................3
Intervention...........................................................................................................................................3
Implementation......................................................................................................................................4
Effectiveness of the change management plan..................................................................................4
Conclusion.............................................................................................................................................5
References.............................................................................................................................................6

AGC’ Change Management Plan
Introduction
This report aims to deliver an effective change management plan, its process, and
implementation to solve the issues of the global human capital management in the AGC. This
report will frame steps as identification of the roots causing the issues in the organisation and
then this report will suggest strategies to change in organisational strategies that will help the
board of directors to solve the issue (Alvesson, 2015).
Diagnosis
AGC is dealing the expansion of its business operations at global level but it is facing the
issues with the human capital management. Change in an organisation is essential because
change brings new development to attract the effective involvement. To deal the challenges
and for effective change management plan this report will discuss the issues as;
AGC’S problems
Present stage of AGC for the human capital management represents the following issues:
 Employee remembering and inspiration issues
 Performance issues
 Lack of knowledge relating overseas operation
 Lack of cross-cultural organization management
In the AGC’s current Culture, the employees follow the processes and techniques of the
relationship and association. A standout between the determinations behind Worker
dissatisfaction will be that lack of alternative absence about communal mindfulness, What's
more, appreciation (Bauwens, 2018). It is supreme to get it that dissatisfaction to identify

AGC’ Change Management Plan
social issues and reduce move could prompt society amazement, which comprises affections
about separation, being worried what’s more concerned.
Diagnosis of the issues
Detailed discussion about the issues at the AGC is based on systematic analysis of the
employees performance, organizational changes and analysis of the existing employees
interviews (Bernard, 2004). This record represented that many challenges with the legislative
structure of rules and regulations and code of ethics were causing the issues. Based on the
diagnosis root behind the issues found is:
Root causes were Absence of cultural understanding, Lack of staff training and development
Lack of managerial cultural training Absence of knowledge in overseas businesses and Lack
of effective implementation of AGC mission
Intervention
Change management strategies to solve the issue at the AGC require effective model that can
focus and solve the issues step-by-step. Kottler’s model of change is best suitable here
because it supports the identification of root causes and implements the change process with
urgency (Elsemore, 2017). Kottler’s change model will focus on the following stages:
1. Develop the reason of insistence
First step of implementation of change management plan will to identity and diagnose the
importance of issues solution to the board members to take the action in urgency with
effective planning.
2. Build a strong association

AGC’ Change Management Plan
Change is for the organisation hence involvement of alliance in the change management is
essential; there is the requirement for a strong management and a superficially exposed
assistance from the substantial persons in the industry or organization for generating a needed
alliance (Jones, 2013).
3. Invent a vision with aim of transformation
There is also the requirement to influence employees that change is supreme priority for the
association. Instantaneously after the creation of the change association; they are expected to
work composed to keep on emerging the earnestness and drive around the requirement for
transformation (Hayes, 2018).
4. Involve each employee of the organizations
Every member associated with the organisation is required to include in the process of change
management plan, and it need to give proper training and development to the employees
engaged in the organisation.
5. Disclose the vision
Before getting involved in the transformation disclosure of the expected vision form the
transformation is essential because setting goals leads the team towards success in effective
manner (Hornstein, 2015).
Implementation
To implement the Kottlers’ model in the change management plan following steps are
important to be considered as Promotion and identification the real leaders and key
stakeholders of the business, use emotional dedication of employees for the success. Derive

AGC’ Change Management Plan
the many thoughts from the members of team and joint them to create vision that can be
simply and reminisced by the staff and non-staff.
Effectiveness of the change management plan
Change management plan’s success depends on the clear vision and its disclosure to the
employees. a clear vision help them understand why they are being trained to do numerous
tasks, when employees are clear about the vision they can put their best (Elsemore, 2017).
Effect of change on employees and organisation’s market performance reflects the success of
transformation and this change is measurable after a period that is decided by the
management team.
Conclusion
This report concludes that employees facing the issues with the management and overseas
operations are essential to handle by the organisation. AGC is facing the global human capital
management challenges, that are risky hence change in the organisational factors may help to
the managers and leaders to increase the productivity.

AGC’ Change Management Plan
References
Alvesson, M. a. (2015). Changing organizational culture: Cultural change work in progress. Abingdon:
Routledge.
Bauwens, R. A. (2018). Fostering societal impact and job satisfaction: the role of performance
management and leader–member exchange. Public Management Review, 1-30.
Bernard, B. (2004). Kurt Lewin and the Planned Approach to Change: A Re appraisal.‐ Journal of
Management Studies, 41(6), 977-998.
Cook, N. D. (2015). Crisis management strategy: Competition and change in modern enterprises.
Abingdon: Routledge.
Elsemore, P. (2017). Organisational Culture: Organisational Change?: Organisational Change?.
Abingdon: Routledge.
Hayes, J. (2018). The theory and practice of change management (5 ed.). London: Palgrave.
Hornstein, H. (2015). The integration of project management and organizational change
management is now a necessity. . International Journal of Project Management,, 33(2), 291-
298.
Jones, G. R. (2013). Organizational theory, design, and change. Upper Saddle River,. NJ person.