Change Management Presentation: Flyhigh Airlines' HR Initiatives

This presentation outlines Flyhigh Airlines' change management plans within its human resources department, focusing on addressing issues such as high employee turnover, low morale, and staffing problems. The proposed changes encompass adjustments to the wage and salary structure, operational improvements, and modifications to the company's culture and management style. Lewin's change management model, consisting of unfreezing, changing, and refreezing stages, will guide the implementation. Key benefits of these changes include increased productivity, improved employee morale and motivation through a fair reward system, and reduced employee turnover, ultimately leading to better market and financial performance for Flyhigh Airlines. The presentation concludes by highlighting the positive impact on stakeholders and potential returns on investment.

INTRODUCTION
This presentation is explains the plans of change management in
human resource of Flyhigh airlines. In addition to this, it also
depicts benefits which the airlines will have due to the changes
made.

Change management plans
After looking at the present performance and situation of Flyhigh airlines, it can be stated that there
are few changes which needs to be made as soon as possible. The changes have become very
crucial because it will help airlines to cope up with the marketing conditions and deal with various
issues which it is presently facing. The changes will be made in areas such as wage and salary
structure, operations, culture and style of management. In order manage these changes. Lewin's
change management model will be used by Flyhigh airlines. The model consists of three major
stages which are:

Contd...
Unfreeze: It will be the first step in the process of change management in which the
airlines will be required to accept all major changes which are likely to be implemented.
This can be done by with using the strategy in which Flyhigh airlines will develop effective
message which will state that why it cannot continue the existing way of doing things. In
simpler terms the need of change will be communicated to all the staff member. They will
be informed about the fact that high rate of employee turnover, low morale and staffing
problems has created several kinds of obstacles in growth and success of the airlines.
Further this is directly affecting higher growth opportunities for employee in negative
sense.

Contd...
Change: It is going to be the stage when are major changes will be implemented in the Flyhigh
airlines. In this stage, the structure of wages and salary provide to all staff members will be changed
and will be developed on the basis of employee knowledge, skill set and experience. Along with this,
changes will be done in management style and employee which are not able to perform as per
expectation will be motivated and encouraged to deliver better performance in the future. On the
other side of this, effective reward policy will be introduced which will consist of various monetary
and non-monetary rewards. It can be also stated that after implementation of the strategy, employee
will be rewarded every month against their performance. This will result in making all staff members
more productive by enhancing their morale and motivational level. The senior management will also
make sure that changes do not have any kind of negative impact on workers and the desired results
are obtained.
Refreeze: It is the stage in which the changes will be implemented and new ways of working in the
airlines will be implemented. People will have new job roles and responsibilities in Flyhigh airlines.
In the stage of refreeze, the airline is going to help all its people in carrying out and managing
changes. The airlines will also identify the factors which has supported the change and key barriers
regarding sustaining changes. Along with this, it will also provide rewards to people which has
supported in implementing changes in the best possible manner.

Benefits of changes
The key benefits of changes are mentioned below as:
Increase in productivity- The changes made will result in improving the overall productivity of the
airlines. It can be stated that due to the identified issues the management has witnessed low
productivity level. The changes will help Flyhigh airlines to overcome from issues and enhances its
productivity.
Increase morale and motivational level of employee- The changes will allow Flyhigh airlines to
introduce a fair reward system. This will result in enhancing the motivational level and morale of
employee. It has been observed that the industry in which Flyhigh airlines is performing is highly
competitive. Therefore, a team of highly motivated employee will provide competitive advantage to
the airlines over other market players. Motivated employee always look forward to delivering
customers with better and more satisfactory services. This will further increase sales and profits of
Flyhigh airlines.

Contd...
Low employee turnover- another benefit which Flyhigh airline will have due to the changes is related
to low rate of employee turnover. In the present scenario, it is has become very essential for
businesses to retain their workers for long run. The changes made in different areas will develop
sense of satisfaction among workers and will also result in retaining them. This is going to results in
serving customers with more accurate and reliable services.
Thus, it can be stated that the changes will provide Flyhigh airlines with several kinds of benefit. It
will also able deliver satisfactory market and financial performance. It will be very beneficial for
stakeholders to invest their money in Flyhigh airlines as they are going to get higher return against
that the investment made.

References
Afiouni, F., 2013. Human capital management: a new name for HRM. International Journal of
Learning and Intellectual Capital. 1(10). pp.18-34.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice.
Kogan Page Publishers.
Becton, J.B. and Schraeder, M., 2009. Strategic Human Resources Management: Are we there
yet?. The Journal for Quality and participation,31(4), p.11.
Cardon, M. S., and Stevens, C., 2004. Managing human resources in smallorganizations: What do
we know?. Human Resource Management Review. 20(3). Pp.295- 323.
Datta, D.K., Guthrie, J.P. and Wright, P.M., 2005. Human resource management and labor
productivity: does industry matter?. Academy of management Journal. 48(1). pp.135-145.
Jackson, S., Schuler, R. and Werner, S. 2011. Managing human resources. Cengage Learning.
Storey, J., 2007. Human resource management: A critical text. Cengage Learning EMEA.