HMSV3203 Change Management Plan: Health & Human Services Org

This change management plan template for HMSV3203 outlines key objectives such as building employee morale, establishing a culture of innovation, and increasing return on investment. It highlights the benefit of improved image for health and human services organizations. The plan emphasizes the importance of organizational culture, stakeholder analysis, communication, leadership, and evaluation as crucial components. Risks and barriers to successful change management, including ineffective leadership, broken communication, and cultural resistance, are assessed. The communication plan focuses on key messages for employees and business partners. Tools for the 'Plan' phase include culture mapping and data collection, while tools for the 'Manage/Execute' phase are also mentioned, providing a comprehensive framework for implementing and managing change effectively. Desklib provides access to similar solved assignments and resources for students.

Change Management Plan Template
HMSV3203: Managing Change in Health and Human Services
Student Name:
Student ID:
Student email:
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Change Management Plan Template:
1. Change Management Objectives
In this section, please describe the objectives (goals) of Change Management. Name three general objectives (goals) of Change
Management (for any type of organization):
Name of Goal or
Objective of Change
Management:
Description of the goal or objective: (Maximum 100 words per goal)
1 Building Employee
Morale
When the experience of the employee changes, they are aware that the organization has taken their
needs into account. Effective change management process creates a differentiation between
dissatisfied employees and the employees who are energetic and empowered by such change. The
morale of the employees automatically increase when they feel that the organization is making
efforts for binging the employees out of their monotonous work and is giving due consideration to
their interests (Al-Haddad & Kotnour, 2015).
2 Establishing a culture of
Innovation
The main objective of change management practice is to establish a culture that is creative and
which facilitates the acceptance of change. In most of the organizations, there is a culture of
resisting change due to which the implementation of every change becomes difficult. When a
culture of innovation will be established within the organization, it will become capable of
outperforming in the market. This will be possible only with the help of change management
(Alvesson & Sveningsson, 2015).
3 Increasing Return on
Investment on Projects
When large amount of money is spend by the organization for the development or implementation
of a new business tool, the investment is valuable only the tool is actually utilized by the employees.
This is the most important tool for change management as it will assist people in incorporating
change in the way they perform their work so that the desired effect can be obtained by change
(Booth, 2015).
2. What is the main benefit of Change Management for Health and Human Services Organizations?
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Main benefit of Change
Management for
Health and Human
Services organizations?
Description of the main benefit: (Maximum 100 words)
1 Improved Image in the
Marketplace
In case of health and human services organization, change management will provide benefit of
improved image as it will offer uniqueness to the organization by enhancing its services to the
customers. A competitive advantage will be obtained by such organizations in the market as the
organization will become capable of offering its services to the customers in an innovative way
(Bourne, 2016).
3. Change Management Components:
Each of the following are key components of a Change Management process. Please describe why each component is important for
successful change management. Maximum 100 words per component:
Key Component of Change
Management:
What is the purpose of this component of Change Management? Why is it important? (Maximum 100
words per component.)
Organizational Culture: Organizational culture plays a great role in change management. Incorporating change in the
organization is challenging process. It is important as culture is a soft concept and if it cannot be defined
or measured, bringing change can become more difficult. Collective behaviors and norms are
represented by culture. It is very difficult to bring changes in the behavior of an individual. Therefore,
bringing change in the entire organization can only be possible by addressing cultural change. Therefore,
organizational culture is an important component of change management as it requires following a
number of steps such as reviewing organizational structure, reviewing all work systems, redesigning
approach to recognition and rewards, creating belief and value system, etc. All these steps need to be
taken into consideration as a part of change management (Brown & Osborne, 2012).
Stakeholder Analysis: Stakeholder analysis also constitutes an important component of change management process.
Communication plan and change impact statement is developed with the help of change management.
Each individual is considered in case of stakeholder analysis along with their responsibilities and
expectations from the project. Such analysis also considers their accountability and how change impacts
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Key Component of Change
Management:
What is the purpose of this component of Change Management? Why is it important? (Maximum 100
words per component.)
their position in the organization. With the help of stakeholder analysis, specific organizational chart can
be created along with the overall progress and deliverables of the project (Cameron & Green, 2015).
Communication Plan: Creation of a communication plan plays a key role in change management process. Change program can
be successfully implemented only when the ideas and feelings are properly exchanged in the
organization through various mediums. When an organization has an effective communication plan, it is
able to create awareness, understanding, acceptance and commitment among the stakeholders toward
the change. The whole effort of change can be altogether derailed if there is no communication or over
communication. It is important because without a proper communication plan, the change management
process can convert into a disaster (Carnall, 2018).
Leadership: Change management process can be easily implemented in the organization with the help of successful
leadership. Leaders can bring clarity, accountability and connection among the employees with the
change. Leaders play an important role as they clarify that the role of the employees will be reshaped
after change. Leaders also makes the employees feel comfortable with the change by creating
understanding regarding how they would be equipped for fulfilling the new roles. When the change
management role is effectively fulfilled by the leaders, the expectations of the partners, staff, clients and
other stakeholders are met and the changes are made sustainably and efficiently.
Evaluation: Evaluation constitutes an important component of change management process as it is necessary to
evaluate the success, progress and benefit of the change. Change management does not end with the
implementation of plan, but involves continuous monitoring and evaluation. Evaluation of indicators
such as cost effectiveness of change, reactions of change, meeting customer needs and comparison of
actual outcomes and expected outcomes will result in measurement of overall benefit of change.
Evaluation also assists in measuring the gaps along with the reasons of such gaps (Whyte, Stasis &
Lindkvist, 2016).
4. Risks & Barriers (Failure) Assessment:
Name and describe three risks or barriers that would cause a change management effort to fail. Include the role of culture.
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Name of risks or
barrier:
Description of why this risk/barrier would cause the Change Management to fail? (Maximum 100
words per risk/barrier)
1 Ineffective leadership Employees constitute the lifeblood of an organization. If new changes are not embraced by the
employees then implementation becomes an uphill battle. When the leaders of the organization does
not perform an effective job, many employees fear that the incorporation of change will cause them
to become obsolete and may also result in losing their jobs. When the sensitivities and fears of the
employees are failed to be understood, a barrier to change management is created. In this way, the
effective completion of the risk management process is risked (Van der Voet, 2014).
2 Broken Communication When change management is introduced in an organization, it is important to ensure the
communication of changes being implemented at each level of the organization. Each individual
involved in the organization should be regarded as the key stakeholder for the purpose of ensuring
successful outcome. However, if no proper communication plan is established in the organization for
facilitating change management, then it can act as a barrier for its success. Broken communication
can result in confusions and less enthusiasm for the change (Matos Marques Simoes & Esposito,
2014).
3 Culture Culture constitutes the most important barrier to change management. Since organizational culture is
a component of change management, as the behavior of the organization can be changed only when
change is brought to the norms and behaviors of the individuals. However, organizational culture
cannot be changed in a single go and requires time. It evolves and grows over time and is the
outcome of action and reaction. It also requires following a number of steps then only change
management process can be implemented in the organization. Organizational culture acts a barrier
because change is resisted by the employees and it is not easy to prepare them for accepting the
change.
5. Key Messages: Communications Plan
Using your Stakeholder Analysis from Assignment #3, please list TWO of your stakeholders and a key message about the change (re:
Core Story of Brain Development) that would help them engage or “buy in” to the change. Hint: Think about what the benefits this
stakeholder will experience as a result of the change.
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Stakeholder: Key Message for this Stakeholder: (Maximum 100 words per stakeholder.)
1 Employees While implementing the change management plan in the organization, the wants and needs of the
employees will be taken into consideration by the leaders. This will help them in getting more
involved in the organization and performing better. Change management plan will offer the growth
opportunities to the employees. Through change management, the concerns of the employees will
also be addressed on timely basis which will allow them to work more effectively and efficiently. The
lines of communication will also remain open in the organization so that the employees can share the
problems being faced during the process of transition (Gatenby, Rees, Truss, Alfes & Soane, 2015).
2 Business Partners The business partners will benefit from the change management plan as the day to day operations of
the organization will enhance with the reduction in the related risks and inefficiencies. Change
management will be in the favor of business partners as it will assist the organization in predicting and
responding to the changes which may arise during and after the process of transition. When there will
be less risks, the organization will be able to perform well and make higher profits. Return on the
investment of the business partners will increase accordingly (Scott, Mannion, Davies & Marshall,
2018).
6. Plan phase:
Name two Change Management tools that can be used in the “Plan” phase of a change management process and the reason for using
the tool:
Name of the plan tool: What is the reason for using this tool? How would it help you plan for successful change
management? ((Maximum 100 words per tool.)
1 Culture Mapping The reason behind using this tool is that each organization has its own way of establishing concepts,
values, practices and norms. This tool will help in creating awareness regarding the organizational
culture so that the appropriateness of the management practices can be ensured. This tool can assist
an organization in the successful change management as it analysis the deeply embedded mentality in
the organizational culture which acts as the biggest hurdle to change. Some paradigms in most of the
organizations are seniority or good performance based reward system and decisions made by senior
authority remain unquestioned. This change management tool will help in changing the existing
paradigms before working on organizational change management (Hornstein, 2015).
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Name of the plan tool: What is the reason for using this tool? How would it help you plan for successful change
management? ((Maximum 100 words per tool.)
2 Metrics and Data
Collection
The collection of data and right information constitutes an important step in the change
management. Past experiences of the organization and its standing today with respect to
competition, opportunities and risks are considered with the help of this tool. All these data assists in
providing a constructive direction to change management and helps in shortening the time required
for making decisions. Successful change management will be facilitated when unnecessary arguments
will be avoided that will avoid frustration. Correct and meaningful data will be collected with the help
of this tool which will be easy to read for the management before facilitating change (Elsmore, 2017).
7. Manage and Execute phase
Name two Change Management tools that can be used in the “Manage/Execute” phase of a change management process and the
reason for using the tool:
Name of the manage
tool:
What is the reason for using this tool? How would it help you manage/execute for successful
change management? ((Maximum 100 words per tool.)
1 Project Plan Tool The reason behind using this tool is that it plays an important role in staying on track. It serves as a
framework from which work can be done. It further provides the areas where flexibility can be
allowed and reminds of the boundaries which should not be crossed. It is an effective tool for the
managing/ execution phase. Successful change management can be managed or executed with the
help of this tool as it will assist in coming up with a clear plan on the way in which the proposed plan
will be implemented. It will further clarify the roles and assist in the effective management of the
deadlines which are the biggest challenges of the change process (Ceptureanu, 2015).
2 Risk Assessment Tool Risk assessment tool will be used with the motive of comparing the potential benefits to the probable
risks of specific courses of action. The objective is not to reach zero amount of risk but it is to discuss
regarding the acceptable level of risk by considering the impacted stakeholders and business
objectives. This tool will help in managing successful risk management as it will help in minimizing the
operational impact of the issues that take place during the change initiative. The risks will be
identified before it will impact the organization and will be addressed on time so that the organization
does not suffer from its impacts (Smollan, 2015).
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8. Evaluate and Sustain phase:
Name two Change Management tools that can be used in the “Evaluate/Sustain” phase of a change management process and the
reason for using the tool:
Name of the manage
tool:
What is the reason for using this tool? How would it help you evaluate or sustain a successful
change management process? ((Maximum 100 words per tool.)
1 Conflict Management
Tool
Conflicts are caused as a result of disagreement of alternatives or disagreement over objectives. The
reason behind using this tool is that it will assist in resolving the conflicts by using a number of
techniques by developing a good understanding. With the help of this tool, successful change
management will be implemented as it will ensure the alignment of goals and will also provide a way
of reaching there. This tool will co-ordinate people and resources for ensuring that the goal is met as
soon as possible. This tool is used in the evaluation phase (Dawson & Andriopoulos, 2014).
2 Process Walk-Throughs The reason behind using this tool is that training and information can be provided in the identified
areas after the implementation of the plan as a part of support process. This tool will be used in the
evaluation phase and leads the stakeholders through new applications, processes and websites.
Training is offered in the areas where it is needed. It can also be incorporated in the Communication
and Engagement Plan for providing information. Successful change management process can be
evaluated through this tool as it will highlight the areas of deficiency and accordingly training will be
provided (Cummings & Worley, 2014).
9. Reflection:
How will you use what you have learned about change management in your workplace (past, present or future)?
Key feature: Why? (Maximum 200 words.)
Assessment of Organizational
Culture and Implementation
of Change Management
Tools
I will definitely use the knowledge obtained regarding change management in my workplace. I have learnt
that organizational culture plays a key role in the process of change management and is the most
important component. Resistance to change showed by the employees is also the result of the culture of
organization. Change will be accepted in the workplace only when there is a culture within the
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Key feature: Why? (Maximum 200 words.)
organization of doing so. I will try to implement a culture where change is accepted for the benefit of the
employees and the organization. I will also ensure that effective communication channel is there in the
workplace where individual can easily resolve their queries. They will also be provided the guidance of a
leader with the help of which they will be easily familiarized with the change process. Different tools will
be used in the workplace during planning, managing/ execution and evaluation phase such as culture
mapping tool, project plan tool and risk assessment tool with the help of which successful change
management will be ensured in the workplace. Moreover, the outcomes will be evaluated on continuous
basis so that the gaps can be filled within time.
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References
Al-Haddad, S., & Kotnour, T. (2015). Integrating the organizational change literature: a model for successful change. Journal of
Organizational Change Management, 28(2), 234-262.
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. Routledge.
Booth, S. A. (2015). Crisis management strategy: Competition and change in modern enterprises. Routledge.
Bourne, L. (2016). Stakeholder relationship management: a maturity model for organisational implementation. Routledge.
Brown, K., & Osborne, S. P. (2012). Managing change and innovation in public service organizations. 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.
Carnall, C. (2018). Managing change. Routledge.
Ceptureanu, E. G. (2015). Research regarding change management tools on EU SMEs. Business Excellence and Management
Review, 5(2), 28-32.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.
Dawson, P., & Andriopoulos, C. (2014). Managing change, creativity and innovation. Sage.
Elsmore, P. (2017). Organisational Culture: Organisational Change?: Organisational Change?. Routledge.
Gatenby, M., Rees, C., Truss, C., Alfes, K., & Soane, E. (2015). Managing change, or changing managers? The role of middle managers
in UK public service reform. Public Management Review, 17(8), 1124-1145.
Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International
Journal of Project Management, 33(2), 291-298.
Matos Marques Simoes, P., & Esposito, M. (2014). Improving change management: How communication nature influences resistance to
change. Journal of Management Development, 33(4), 324-341.
Scott, T., Mannion, R., Davies, H., & Marshall, M. (2018). Healthcare performance and organisational culture. CRC Press.
Smollan, R. K. (2015). Causes of stress before, during and after organizational change: a qualitative study. Journal of Organizational
Change Management, 28(2), 301-314.
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Van der Voet, J. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership
and a bureaucratic organizational structure. European Management Journal, 32(3), 373-382.
Whyte, J., Stasis, A., & Lindkvist, C. (2016). Managing change in the delivery of complex projects: Configuration management, asset
information and ‘big data’. International Journal of Project Management, 34(2), 339-351.
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