Change Management Plan and Analysis Report for Sunoco Inc.

This report analyzes the change management plan implemented at Sunoco Inc., focusing on the transition from paper-based to automated computer records. The analysis covers the reasons for change, primarily the need to reduce data loss risk, save time and office space, and improve decision-making. The type of change is identified as a standard change initiated by the CIO. The scope affects all Sunoco staff except subordinate staff, requiring new computer hardware and software. The report outlines the roles and responsibilities of the change management team across different departments, detailing process changes such as data entry and finance processes, and people changes including the creation of an ICT department and the need for employee computer literacy training. Stakeholder and resistance analyses are conducted, identifying employees as primary stakeholders and clerical staff as potential resistors. Risk and impact analysis addresses potential job losses. The report also examines organizational change readiness, emphasizing the need for a cloud-based data warehouse and staff training. The report provides a detailed overview of the change management plan, including the challenges and solutions implemented by Sunoco Inc.

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Change Management: Overview and Analysis
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Table of Contents
Contents
Overview of the Change..............................................................................................................................3
Reason for Change...................................................................................................................................3
Type of the Change..................................................................................................................................3
Scope of the Change................................................................................................................................4
Role and Responsibilities of Change Management Team........................................................................4
Change Analysis...........................................................................................................................................4
Process Change........................................................................................................................................4
People Change.........................................................................................................................................5
Stakeholder Analysis................................................................................................................................5
Resistance Analysis..................................................................................................................................5
Risk and Impact Analysis..........................................................................................................................6
Organizational Change Readiness............................................................................................................6
Bibliography................................................................................................................................................7

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Overview of the Change
Sunoco Inc realized that some of its important files and records were not utilized. Many
of its files were scarcely used. Valuable and useless data had been mixed up. The chief
information officer suggested a change from paper to automated computer records. Moving all
information to the Amazon cloud and establishing a cloud-based warehouse were the CIO’s
other recommendations.
Reason for Change
By moving all information data to Amazon Cloud, the company’s risk to lose data in case
of unprecedented hazard such as fire attacks would be reduced. The proposed cloud-based data
warehouse would help Sunoco personnel's to enhance their decision making in issues regarding
the company. Moreover, time and office space will be significantly saved. Proper filing systems
help a company's staff easily access and retrieve valuable information (Ahmad, Bazlamit and
Ayoush, 2017, pp. 5). Time remains an important resource for any successful company.
Therefore, a more efficient filing system saves a company considerable time and energy,
eventually reducing costs (Li, et al., 2015, pp. 3573). Sunoco Inc saw a need to conserve time
and avoid data losses.
Type of the Change
Sunoco's change from paper to computer-based records can be described as a standard
change. This is because the change has been pre-authorized by the chief information officer for
the benefit of Sunoca Inc. The change is triggered by possible inefficiencies that may arise from
overreliance on paper records.

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Scope of the Change
All staff in Sunoco, except the subordinate staffs, would be affected by the change. The
company is looking forward to establishing new computer hardware ranging from storage to
network servers to influence the change.
Role and Responsibilities of Change Management Team
Every formal employee’s roles and responsibilities in Sunoco will change. According to
Jamali, Dirani, and Harwood (2015, pp. 127), the human resource team's roles and
responsibilities significantly change due to operational changes. The following is a table that
shows the roles and responsibilities changes per department.
Department New Roles and Responsibilities
Compliance Investigate data in all company databases
Clerical Enter all company data in computers
Finance Process and prepare all financial documents using machines
Change Analysis
Process Change
The change at Sunoco Inc. is about the change of data storage systems. Operation change
in offices leads to numerous process changes (Al-Haddad and Kotnour, 2015, pp. 251). There
will be new processes such as data entry and capitulation. Employees in the formal departments
of the company will be greatly affected. In the finance department, processing of invoices shall

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be broken down into individual processes which include receipt, confirmation, and auditing.
Following the changes, almost everything in Sunoco will be done differently.
People Change
In all departments, except the subordinate, roles of each staff will significantly change. A
new department, the ICT department is likely to be created. The staffs in this department would
be very instrumental to the staffs in other departments. However, before the new department, the
company will rely greatly upon outside companies to install hardware and software office
equipment. Moreover, computer literacy is needed by each employee in the company. The
company thus needs to train its staff on how to handle and work with computers. For Sunoco’s
employees, more strong healthy relationships would be imperative. Employees with computer
knowledge are expected to help their colleagues during the first stages of the change.
Stakeholder Analysis
Sunoco’s employees will be the primary stakeholders because they will be directly
affected by the change. Employees are the major stakeholders because they are directly affected
by management changes (Shin, et al., 2015, pp. 45). It is through their active participation that
the proposed changes will be implemented.
Resistance Analysis
Clerical members of staff may find it difficult to adopt the new changes. This is because,
unlike employees in other departments, the workload in this department will be further increased.
Considering that most of the staffs’ typing speeds are below average, members in his department
may resist the change. To mitigate this problem, Sunoco will start training clerical officers before

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training employees in other departments. According to (Coursehero.com, 2019, pp. 7),
changing an organization’s culture starts from the top and eventually has to reach the other low
levels in the organization. To ensure a smooth transition, process, people and technological
factors has to be aligned. Sunoco's new metaphor is ‘to do more with less'.
Risk and Impact Analysis
Unfortunately, Sunoco Inc. may risk losing some employees. To reduce costs, some of
the staff will lose their jobs. Apart from reducing paperwork, the new technology reduces the
need for human capital (Porter and Heppelmann, 2014, pp. 77). This risk can only be mitigated if
the company grows at an exponential rate, demanding more human capital.
Organizational Change Readiness
To fully implement the changes, Sunoco Inc. needs to establish the cloud-based data
warehouse as proposed by the CIO. Moreover, more education and training for the staff needs to
be started as soon as possible. Hitherto, the company has only transferred information in paper
records to automated computer records.

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Bibliography
Ahmad, H.S., Bazlamit, I.M. and Ayoush, M.D., 2017. Investigation of Document Management
Systems in Small Size Construction Companies in Jordan. Procedia Engineering, 182, pp.3-9.
Al-Haddad, S. and Kotnour, T., 2015. Integrating the organizational change literature: a model
for successful change. Journal of Organizational Change Management, 28(2), pp.234-262.
Coursehero.com. (2019). CASE-STUDY.pdf - Business Analysis Driven Change A Case Study
Going Paperless at Sunoco Inc By Ken Fulmer IIBA Philadelphia PA Alain Arseneault IIBA.
[online] Available at: https://www.coursehero.com/file/24997927/CASE-STUDYpdf/ [Accessed
20 Sep. 2019].
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management
roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business Ethics: A
European Review, 24(2), pp.125-143.
Li, J., Chen, X., Huang, X., Tang, S., Xiang, Y., Hassan, M.M. and Alelaiwi, A., 2015. Secure
distributed deduplication systems with improved reliability. IEEE Transactions on
Computers, 64(12), pp.3569-3579.
Porter, M.E. and Heppelmann, J.E., 2014. How smart, connected products are transforming
competition. Harvard business review, 92(11), pp.64-88.
Shin, Y., Sung, S.Y., Choi, J.N. and Kim, M.S., 2015. Top management ethical leadership and
firm performance: Mediating role of ethical and procedural justice climate. Journal of Business
Ethics, 129(1), pp.43-57.