Post on 14-Apr-2017
transcript
Communication Plan
AET/560 CHRISTINE NORTZBY KEVIN L. COX
DECEMBER 7,2015
Introduction• Kraft Organizational Information• Third largest Food & Beverage
Company in North America• Provides High Quality Foods Home &
Business• 20,000 Positions needed to fill• Internal employees change of pace
Introduction• Change Management Issues at Kraft• Communication risk between upper
and lower management• Retention Rate at Production Plants
reduced• Possible realignment and Assessments• Low morale work production
Introduction• The Need for a Communication Plan• Communication gap between bridge
building and fundamentals /upper and lower management
• Failure of not setting standards • Communication key indicators of
validity information
Communication Plan• Deploy the Communication Plan• Utilizing proper Technology and Indicators• Observing the process of Management
Process and Testing• Obtaining Feedback and Issues towards
improving factors• Locating negative responses and
identifying change
Deploying Communication Plan
• Step One- Approval Needed• Present the plan to Upper
management and executives of Kraft• Provide and establish change at a
smaller rate• Time Management control• Provide Assistance and Training
Deploying Communication Plan
• Step Two- Establishing the Need for Change
• Training• Reinforcement of New patterns• Education• Communication/ Data• Job Analysis
Deploying Communication Plan
• Step Three- Streamline Change• Communication from Management to
Employees• Feedback from employees• Diverse issues from employee engagement• Eliminate Rumors• Provide New Jobs to Kraft
• Step Four- Compiling Change Practices• Confirm weak task and execute
assistance• Produce well being motivation• Empower Employees• Praise Success
Technology needed for change
• Emails• Projections and LCD Profile Data Tech• Web based conference calls• Cell and Mobile Phone
Testing Management Protocol
• Establish the need for change towards employees
• Establish the purpose of the change and reasoning
• Establish the principles of business and the targets and goals of the change
• Testing Management Response and Culture
Effectiveness of Management Testing
• Except Feedback and give communication barriers
• Create a open relationship between the Unions at Kraft
• Review Training and Associated Factors• Observe Behavior Patterns• Relate to Feedback
Gaining Feedback• Observe Feedback from Employees• Gain Knowledge and Information
towards issues and ideas• Performance Reviews• Establish a Live Binder for Relation• Generate a System or Support Staff
Employee Engagement
• Employee Readiness• Challenges• Communication Opening• Time Fragment Guidelines• Addressing Negative Reactions
Negative Aspects• Welcome negative responses• Establish a Communication barrier• Focus on Behavior settings• Praise good patterns• Eliminate issues at lower level
Relation towards Organizational
Change• Employee participation and
engagement• Less Resistance• Train Future Leaders and Team
members• Encourage the principles• Reestablish the Brand
Organization Change Efforts
• Improve Service• Reduce Costs• Manage Employees• Provide Assistance• Deploy Conclusion
Factors of Communication
• Goals and Targets• Constantly Tested• Change of focus towards association• Provisions and Purpose
References• University of Phoenix – AET 560 Team
A• WSJ.com 2015• Financial Times .com 2011• You tube• What is Change Management 2011