The College Nuveau is undergoing a considerable change with respect to the review of the new performance management system in the college. The college feels that it is required to undergo a change to ensure that it is able to attract a larger audience and to see to it that the different teachers and other faculty staff are being managed successfully (Collings, Wood & Szamosi, 2018). For this reason a performance management system is being recommended and the report will highlight the manner in which the plan has to be carried out.
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Stakeholder Audience |
Stakeholder Information (What might they fear or lose as a result of this change?) |
Communication Objective (What we want them to know, do, say, or think ) |
Key Message (Therefore, we have to let them know . . .) |
Strategies (How to let them know – meetings, media, web, etc) |
Who |
When |
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Internal Stakeholders – people who work within your organization |
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The teaching faculty which includes the different teachers |
· As a result of the implementation of the performance management plan, the employees as present will fear out on losing their job or increase in the pressure. |
· The college head would like them to know that under no circumstances would the lose out on their job and this performance management system is mostly due to the better functioning of their organization. |
· Hence, the college would let them know that Performance review and management has a considerable impact on the organization and hence, they need to cooperate with the firm. |
· The employees will be informed about this opportunity through a meeting. |
The college head, the HR head |
By Jan 2019 |
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The support staff comprising of administrative, shipping and finance department employees |
· The external staff may have a similar fear and they might feel that they will lose out in their job. |
· Through this move, the organization would like the different employees to know that the performance management is for their own benefit. |
· They will be told that the performance review will enhance their promotional chances. |
They will be told about the plan through a meeting and an email. |
The college head, the HR head |
By Jan 2019 |
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External Stakeholders – people who work outside of your organization |
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Students |
· The students are under the direct guidance of the teachers and may feel lost in case the situation falls out of hand. |
· The college wants them to understand that the decision taken will benefit the students (Collings, Wood & Szamosi, 2018). |
· The key message to this group will be that a good education will be provided to them irrespective of the teacher concerns. |
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Senior management |
By Jan 2019 |
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Trustees |
· The trustees have their stake invested in the college and hence they would be interested in understanding the scenario at large. |
· The college wants them to know that the decision of change is in the welfare of the firm. |
· The organization will engage in the best of the activities to maximize returns. |
· Meeting |
The senior management and HR |
By Jan 2019 |
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Government |
· The government is largely concerned with the management of the colleges and their welfare. |
· The college wants the government to know that the decision has been taken with respect to the welfare of the college. |
· The college will engage in the welfare of the society and the different employees as well |
· Social media |
HR Manager |
By Jan 2019 |
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Unions |
· The unions are concerned about the welfare of the different employees. |
· The college wants the union to know that they will ensure considerable success in sustaining the employees. |
· · The college will ensure that the employees are protected. |
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HR Manager |
By Jan 2019 |
The Nuveau College has always been a reputed one which has been concerned with ensuring that the education and development of its students remains a top most priority. In addition to this, the college has always taken consistent measures to ensure that it is successfully able to inculcate a sense of diversity at the workplace. However, this is not possible without the involvement of the teachers and the other staff and it is for this reason, that a systematized way of conducting the performance management is considered to be the need of the hour (Marchington et al., 2016). The performance management will not only be concerned with the management of their performance but also ensuring that the different employees are provided with adequate feedback which will then assist them to contribute to the college in a better manner. It is for this reason, that the college requires adequate cooperation from the different employees so as to see to it that the teachers perform in a manner such that they are easily able to provide world-class education to the different students from all around the globe.
The formation of a guiding coalition is very critical to an organization as it assists in building up the momentum of the entire motion which will then go a long way in assisting the college to carry out the change procedure easily. Through this the organization will easily be able to transit from one phase to another and ensure considerable success. Hence, the formation of the coalition must be done with the help of different agents which would then assist the business in the long run (Mello ,2015). The members which have been chosen for the coalition are the VP communications, VP Human resources and the VP Academic. These three change drivers will be useful in assisting the college and thereby supporting them to drive the particular change at the workplace. The VP communications has been chosen because communications plays a key role in making the different users aware of the change and his coalition with the team would assist in ensuring that the change management would be taken seriously by all the members of the college. The second party for coalition is the VP Human resources because the Performance management which is being discussed is in regard to the human resource department of the team and thus it is for this reason that the VP of the human resource department will be chosen for the coalition and will assist in conducting the review. Lastly, the VP academics has been chosen for the motion because, the different performance management of the faculty will be done based on their performance with respect to the student of the college and hence, the VP of the Academics department will assist in ensuring that correct measures will be taken at large.
The Strategic Visions and Initiatives help in deciding whether the organization is ensuring that the actions being taken by it are in line with the vision and mission of the organization or not (Reiche, Harzing & Tenzer, 2018). It also helps in deciding whether the firm will perform well in the future or not. The Strategic Vision which has been chosen for the organization is as follows:
Initiatives
Please find the poster attached.
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Identification of short term wins |
Method of communication |
Measure of achievement |
Celebrating the achievement |
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Agreement from the internal stakeholders |
The given small win will be celebrated soundly and with an email (Chelladurai & Kerwin, 2017). |
The measurement of achievement will be done when the internal stakeholders give in their agreement. |
By hosting a High-Tea party. |
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Agreement from the external stakeholders |
The agreement from the external stakeholders shall be communicated using the basis of a meeting. |
This is when the college will receive confirmation from the outside organization and then they will be successfully able to carry on. |
This will be celebrated over lunch. |
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Completion of the Phase 1 of change |
This shall be communicated by using the means of a formal letter which will be sent out to the different employees at large. |
This will be understood when the results of all the candidates will be received after the first round (Burns & Vaivio, 2001). |
This shall be celebrated by giving incentives to the different employees. |
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Completion of the Phase 2 of change |
This shall be completed by conducting a meeting which will help in understanding the overall success of the firm at large (Aladwani, 2001). |
This will be understood when the results of all the candidates will be received after the second round. |
This shall be celebrated by providing them a team picnic. |
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Completion of the entire change procedure and successful execution. |
The completion of the entire change procedure is communicated with the help of aa mail as well as a meeting for the different parties at large. |
This shall be understood when the entire change management procedure will be carried out efficiently (Gilmore & Williams, 2013). |
This shall be celebrated by holding a dinner party and successful acknowledgement to the employees. |
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Your Name |
Street Address, City, ST ZIP Code Telephone |
This is in regard to the recent change which has been instilled in the organization at large. Change is taken to be a critical part of an organization and with respect to this, it needs to be understood that in order to ensure long term success, a firm would be required to see to it that considerable changes are made regularly in order to be successful. Recently, in the Nuveau College we inculcated a considerable change in regard to the Performance management of the different employees and hence, with respect to this it needs to be understood that the change cannot be a onetime procedure and instead it needs to be sustained into the realm of the firm. Therefore, as a managing head of the organization, the following methods of sustaining change in the organization is being recommended.
In order to ensure whether the change has taken place or not, the organization can easily ensure that they engage in considerable feedback mechanism and survey whereby the method of teaching can be judged based on the student feedback received and the method of performance of the other faculties can be judged based on the efficiency of the operations in the college (Bratton & Gold, 2017). In case no considerable changes have been observed then, the mechanism can be changed at large and the entire process needs to be reviewed again.
Conclusion
Therefore, from the above analysis it can be stated that change is generally considered to be a crucial part of the organization and in order to ensure long term success any organization would be required to ensure that they are successfully able to engage in the change process which would thereby contribute to the long term welfare of the firm.
References
Aladwani, A. M. (2001). Change management strategies for successful ERP implementation. Business Process management journal, 7(3), 266-275.
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. & Saks, A.M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Bratton, J. & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Brewster, C. & Hegewisch, A. eds. (2017). Policy and practice in European human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C. & Sparrow, P. (2016). Globalizing human resource management. Routledge.
Burns, J., & Vaivio, J. (2001). Management accounting change.
Chelladurai, P. & Kerwin, S. (2017). Human resource management in sport and recreation. Human Kinetics.
Collings, D.G., Wood, G.T. & Szamosi, L.T. (2018). Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.
Gilmore, S & Williams, S (2013). Human Resource Management (2nd Ed). Oxford; Oxford University Press.
Knies, E., Boselie, P., Gould-Williams, J. & Vandenabeele, W. (2015). Special issue of International Journal of Human Resource Management: Strategic human resource management and public sector performance.
Kuipers, B. S., Higgs, M., Kickert, W., Tummers, L., Grandia, J., & Van der Voet, J. (2014). The management of change in public organizations: A literature review. Public administration, 92(1), 1-20.
Mankin D, (2009). Human Resource Development. Oxford; Oxford University Press.
Marchington, M., Wilkinson, A., Donnelly, R. & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.
Mello J A . (2015). Strategic Human Resource Management (4th Edition). Stamford; Cengage.
Reiche, B.S., Harzing, A.W. & Tenzer, H. eds. (2018). International human resource management. SAGE Publications Limited.
Reiche, B.S., Stahl, G.K., Mendenhall, M.E. & Oddou, G.R. eds. (2016). Readings and cases in international human resource management. Taylor & Francis.
Todnem By, R. (2005). Organisational change management: A critical review. Journal of change management, 5(4), 369-380.
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