Action plan

Assessment Task 1: Change Management Plan

Part A – Research and analysis

Part C – Prepare report and update your plan

Change Management Plan

Introduction

Samson Media is a publisher of several upmarket fashion magazines. In last few years, their profits have gone down due higher competition from range of other fashion magazines and consumers switching to digital media.

Project Sponsor

This person leads the change project and is accountable for ensuring the project and change plan are implemented

Amir the former marketing director and his team managers, intended that the new digital magazines will the following features

Focus on health and beauty, fashion and celebrity gossip.

Some free content but full access available only on a subscription basis.

Additional features available to subscribers such as video clips, podcasts and discussion

Project Objectives

Detail what the project will achieve.

Management team have developed a strategic plan that includes the following objectives;

Increase return on capital employed to 8% within 2 years

Enact a transformational change of the company that will convert all magazines to a digital format only.

Close the printing and distribution site.

Achieve cost efficiencies through relocating the head office to a smaller office.

Restructure head office staff through moving to a smaller core of permanent staff and more contract staff.

Recruitment, selection and induction policy and procedure

Policy Statement

Samson Media is committed to recruiting and selecting quality staff and inducting staff to ensure they understand their job role and can follow all required procedures.

Samson Media is also committed to ensuring that where a staff member’s employment is terminated, this is completed in accordance with the law and with sensitivity.

Principles

Selection decisions will always be made on merit so as to avoid discrimination and unfairness.

Employee termination will be handled sensitively and with fairness.

Scope

This policy and procedure applies to all staff who undertake recruitment, selection, induction and termination. This policy and procedure is supported by, and linked to the company’s Strategic Plan, and Staff Code of Conduct.

Procedure

Recruitment, selection and appointment.

The following procedures will be followed for recruitment.

Prior to the recruitment process commencing, HR to develop a position description or access an existing position description. Ensure all information in the position description is accurate and identifies the key responsibilities, key selection criteria and desirable skills and attributes.

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recruitment process commencing, HR to develop a position description or access an existing position description. Ensure all information in the position description is accurate and identifies the key responsibilities, key selection criteria and desirable skills and attributes.

HR will advertise the position using the organisation’s preferred medium(s) and Ad templates. Ads will clearly specify the purpose of the role, key selection criteria, mandatory qualifications and a contact name and number,

Following receipt of applications, HR and the responsible manager will develop a shortlist of applicants based on the applications provided and their suitability to the role. Ensure that all shortlisted applicants have mandatory qualifications required of the position or the ability to obtain them.

Interview of shortlisted candidates will be completed with HR and the responsible manager at the interview. Standard questions will be used and accurate notes will be takent.

Following the interview, HR and the responsible manager will agreed on the selected applicant and referee checks will occur using the Reference Check form.

Letter of offer to be sent out to successful candidate/s and rejection letters to unsuccessful candidates using standard letters.

Letter of offer is developed using standard template

Induction

HR creates a staff file for the new staff member and all documents relating to the recruitment process are stored.

Staff member completes all required documentation for employment, including contrats, staff details forms and TFN notice.

Ensure signed contract is on file.

Induction plan is created and initial induction completed.

Inductions as per plan are conducted during the first three months, which is also the probationary period.

At least 2 days prior to the probationary period lapsing, HR will hold a review and support session with the employee. This session is to be used as a feedback and review from both parties on the probationary period.

A forward plan for development and training needs is to be developed during this session and agreed to by the employee.

If the employee’s performance is not satisfactory,

Supporting documents

Position description template

Advertisement templates

Letter of offer

Award

Employment Contract template

Unsuccessful candidate template

Induction plan

Induction checklist

Staff survey comments

A survey of remaining staff has taken place with the following comments made by staff:

– Experience of the change management process

Sometimes it makes you feel unsettled, so I experience a bit of anxiety

While there is an attempt…

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