Introduction
Sampson Television has always focused on its business goals. The company has worked hard to address the changing needs of its customers, stakeholders, and employees. The company’s former HR manager did not support the changing needs of every employee. The situation calls for new changes and strategies in order to support the company’s goals and objectives.
I will work with my HR staff members to improve the current situation. My staff of four HR professionals will make the proposed change successful. Every employee disrespects the HR department. My staff members are also unhappy with the situation. My goal is to change this situation. I am planning to make my HR department successful. I will ensure every employee supports its functions and activities. This obligation is necessary towards dealing with the current problem.
The Proposed Plan of Action
Organizational change is essential towards improving the performance of every department. Business leaders and HR managers should use the best concepts in order to support every organizational change. The proposed change will establish better relationships between the HR department and the company’s employees. The current challenge in my organization does not intimidate me. My duty is to ensure the HR department regains its reputation. The approach will ensure every employee supports the functions and policies of our HR department. The department “will begin to support the needs and expectations of every employee and stakeholder” (Krell, 2011, p. 47). I am planning to use the plan of action presented below.
Conclusion
Change management is a useful concept because it helps businesses achieve their goals. Sampson Television will benefit from this change management plan (CMP). I will constantly communicate with my team members and employees in order to support the above change. I will also “support new practices such as problem solving and decision-making in order to make the change successful” (Weberg, 2010, p. 249). This discussion explains why our company will achieve its objectives.
Reference List
Krell, E. (2011). Change Within. HR Magazine, 56(8), 42-50.
Leavy, B. (2011). Leading adaptive change by harnessing the power of positive deviance. Strategy & Leadership, 39(2), 18-27.
Maurer, R. (2012). Change Without Migraines in HR. Web.
Meinert, D. (2013). Positive momentum: The appreciative inquiry process can help a company build on its strengths. HR Magazine, 58(6), 68-74.
Spaho, K. (2013). Organizational Communication and Conflict Management. Management, 18(1), 103-118.
Weberg, D. (2010). Transformational leadership and staff retention: An evidence review with implications for healthcare systems. Nursing Administration Quarterly, 34(3), 246-258.