General manager: General manager understand the reason why the company needs changes. He understands why these changes are necessary and care about solving the problem of the talent loss and also worried about solving the complaint caused by loss of quantity and quality before it causes further harm to the company. He supported the company and my job. He also put a lot of effort into the market expansion and company transfer, but the processes meet some delay because of the COVID-19. He would like to help explain the reason why the company needs to transfer but he would also need to respect everyone’s will because of the position.
HR Director: HR director would like to support the company director and try to build up a better HR system during this process. Because the company is still developing, She would like to build up a more formal structure for the company. It would help the company have a better HR system and make the human resources department have a greater influence on the company. It could help increase the scale of human resources and her personal growth and salary.
Experienced workers: Experienced workers mostly working in this industry for many years. They understand the necessity of transfer for an aquatics company. Because of their experience. They could quickly adapt to the new working process. The new company bouns system would also benefit them for more salary. Also, building up a new domestic market could help them gain more opportunities. Because of their long-term cooperation with the company and experience within the employees. They would be a good support to convince the entry-level employees.
Resistors:
Finance department: The finance department did not show much enthusiasm for transformation. they occasionally complain about the increase in their work caused by the company’s transformation. At the same time, the finance department is reluctant to add new members into the department cause they could still handle the job. It is a delicate balance. They didn’t show strong resistance to the program but the transfer would need the finance department to offer help and be efficient. So before convincing other resistors. I might need to have some one-on-one interviews ( and face to face if possible) to help understand what is their concern and giving out specific solutions according to the interview.
Factory director: The factory director understands the necessity of the transformation, but he worked in the position for many years and resisting big company structure changes. Transferring from primary food processing to secondary food processing would greatly increase his workload. At the same time, we would need more assistant from other departments and handle new coming issues. It is important for the consultant to engage with the managers.
Increasing Workload:
One of the great challenges for my project is the increasing workload, the program needs to coordinate with multiple departments, It would certainly increase the working pressure of these departments. The structure change might cause the resistance of the employees.
Implementation Challenges
Ideas to overcome the challenge:
Keep communication and information updating to every department. Make sure that no employee is left behind. Isolating a department can easily lead to failure, keep connection and getting feedback from every department will help employees feel their progress. It could also help the employees combined with each other for future challenges.
Celebrating phase success would help employees feel relaxed. The increasing workload is an inevitable problem during the program. On this basis, relaxing work environment requirements and periodic celebrations can relax employees. It could also employees build connections with each other.
Phasing in Areas
Another challenge is phasing in the area. As the program is a long-term program. It is easy for the program to lack professionals for certain areas. For example, the recruitment of domestic sales department.
Ideas to overcome the challenge:
Arrange a dedicated person to be responsible for the department, keep in touch with each department, try to meet the time limit, and look for experts to assist in the development of the new department.
Measuring Change：
What are the quantitative measures?
The rate of qualified products.
What kind of data will you need to collect for that measure?
For the new bonus system, to avoid the quantity and quality lost. The consultant needs to gather the number of rates of qualified products.
95% qualified and above: outstanding and will get bonuses to depend on the bonus system. Will pick the top qualified employees as a model for future quality training.
85% qualified and above=Meets the requirement
Less than 85% Complete = Does not the meet requirement, penalties will be based on the failure rate
Who will be collecting the data?
Quality inspection departments
How will they be gathering the data?
The quality inspection department will count the pass rate of the processed products of the employees to the individual. Any unqualified products will be held accountable to individuals.
How often will they be analyzing the data and presenting the results to senior management?
Strictly review and report daily at the beginning of the plan, and resume once a week after the quality problem solved and the tanning program processed to avoid the talent loss.
The responsibility of the manager level team leaders.
What kind of data will you need to collect for that measure?
For the new bonus system, team leaders need to be a reward or penalize depend on the team quality rate. The consultant needs to gather the quality and quantity rate of each working group.
Who will be collecting the data?
The quality inspection departments will gather the data of each team, the HR department will analyze the data and get help from manager level if necessary.
How will they be gathering the data?
The quality inspection department will count the pass rate of the processed products of the employees to the individual. Any unqualified products will be held accountable to individuals. Then will analyze the data for each team.
How often will they be analyzing the data and presenting the results to senior management?
Just like the data for an individual, strictly review and report daily at the beginning of the plan, and resume once a week after the quality problem solved and the tanning program processed to avoid the talent loss. The team leader will also have meetings per week for further engagement.
What are the quality measures?
The satisfaction of the employees to the new structure.
What kind of data will you need to collect for that measure?
This process will gather the ideas of how employees feel about the new process. The idea, thoughts, and feedback would help make adjustments to the program.
Who will be collecting the data?
The HR department and the consulting team.
How will they be gathering the data?
Anonymous questionnaire and random interview
How often will they be analyzing the data and presenting the results to senior management?
The anonymous questionnaire would be once two weeks for necessary changes. And a random interview would be processed during this time zone depending on the available time of the employees.
The satisfaction of the manager level to the new structure and their expectation of the new market.
What kind of data will you need to collect for that measure?
The data need to include the manager level’s feedback and suggestion to the new structure, also their perspectives on the expedition’s new market. The data also need to gather if the manager level needs to separate work to a new position or department. If they could accept their work changes because of the company’s transition.
Who will be collecting the data?
The HR department with the help of the manager level.
How will they be gathering the data?
One-on-one interviews, meetings, and questionnaires with both select questions and open questions.
How often will they be analyzing the data and presenting the results to senior management?
The information will be gathered by period to the program processing. Also, meetings will behold for any changes incentivizing surveys can used in this process .If an organization senses that their employees might be too saturated with surveys, they can add incentives (drawing for a gift card or paid day off) to increase participation.
