The first step in this process is to set a communication goal for the employees to be able to understand the changes that will occur. The goal is to communicate to each employee the new customer management plan and ensure that they understand the changes; this will help the employees adjust to the new customer management plan without resistance. There are a few different types of communication channels that can be used to communicate these new changes. The different communication styles are verbal, non-verbal, and written communication, such as e-mails or memos. In this case, I believe that using verbal and written communication will be the most effective way to communicate new changes.
This could be ensuring that all staff is using best practice and everyone is working in the same way. What impact would their be on the service provided by the business, with the change on working methods will the service offered to clients suffer or will it benefit the client. Failing to review the impact of change could lead to failing within a business. It is important when changes are being implemented with in a business that staff are fully trained and supported throughout. Most businesses would have a change manager who would implement the changes.
Dealing with the fear of change and anxiety is important to help open employees to change. Personnel are given information that helps them to become aware of why changes necessary. The 2nd phase is ‘change’, which deviates from the norm within an organization. This type of change can include many items such as implementing new technology, changing leadership, changing products, and how patients are serviced, or policies and procedures. The staff will be given information Re: training sessions and the plan to ensure staff are aware and prepared for the changes to come.
The technical and non-technical staff needs to give the manager as much feedback as necessary in this stage. If the plan is working and what can make it better. The manager needs to realize that it is alright to change if something is not working. Running head: Technology Implementation 6 The final step of the process is institutionalizing the new business processes. This is the stage that some managers miss.
This strategy emphasizes the company’s ability to utilize its existing internal resources and focuses on streamlining operation through proper sizing and cost reduction. Even though this way could create short-term benefits to shareholder, this approach could negatively impact the company’s ability to adjust to external changes, especially rapid market and competitors’ changes. * Outside-in strategy: which is external market oriented strategy. Company makes the business decision according to the customer needs and market trends. It is “outside –in” thinking, which could help company to catch up with the market trend and develop products and services that meet the needs of customers.
Amongst the company's policies and procedures, you will find such guidelines, as 'equality and diversity'., and 'dealing with harassment and bullying at work' These policies exists to enable all employees to work cohesively. Please make sure that you familiarise yourself with all of the company policies that will assist you within your job role. It is not only important for the company to have full and up to date details of agreed ways of working, it is also a legal requirement. It is vital that this company can show up to date documents, in the forms of policies and procedures, so that employees can gain a better insight into how the company works with others to promote best practice. Little or no documentation relating to agreed ways of working, would breach national regulations, and the standards of this company.
For the hardware replacement project to work in the best way, it is necessary to control and help the management. In every new system that makes up the project, it is important to include devices that address the project's risks. The size and construction of the project, along with the passion of the level of training that the company's require to become comfortable with the new information system, all affect the project's risk level. Formal planning and the use of Pert and Gantt charts need to be used to track the project’s tasks and its resource distribution. In this assignment, I have explained how the hardware replacement costs relates to the hardware replacement project and the project management.
Supervisors should always be aware and encourage employees to discuss any issue with them. This will make sure that and problems the employees have, they can be dealt with early instead of turning them into grievances against the company and its workers. This would be the second best practice. When problems are dealt with when they first come up and employee feels like what concerns them is also what concerns the company and is therefore dealt with then and there or the supervisor can find out ways to deal with them. When problems are not dealt with they can become conflicts against the company that can take long times to settle since they employee most likely found someone who would listen to them.
"What kind of company do we want to become / what kind of company must we become?" • Strategy A strategy is concerned with the actions and resources needed to achieve specific long-term objectives. Some typical questions one might ask at this level are: "What conditions need to hold for our business to be viable?" "What products and services will we offer and to what customers?" "What capabilities and capacities will we require?"
chapter 9 Recruitment and Selection Ray F ren c h a n d Sa lly R u m b le s LEA RN ING OU TC OMES After reading this chapter, you should be able to: ● ● ● ● ● comprehend the potential importance of recruitment and selection in successful people management and leadership identify aspects of recruitment and selection which are needed to avoid critical failure factors understand recruitment and selection policies and procedures which are said to be asociated with high performance, commitment and successful organisational outcomes evaluate selection methods according to criteria of professionalism including reliability, validity and fairness appreciate the links between recruitment and selection and other activites which integrate workers within an organisation and ensure their longer-term successful working. ov e r vie w In this chapter we examine the important role of recruitment and selection within the process of leading, managing and developing people. Recruitment and selection is pivotal in this regard in certain important respects. At the most basic level our focus in this book is on people management within the employment relationship. Those charged with recruiting people to posts in work organisations take a crucial ‘gatekeeper’ role; only those people selected for employment can be led, managed and developed.