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