Additional information the last large scale tech

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Additional Information: The last large scale tech implementation resulted in a huge loss in productivity because of a lack of training. Because of this, training is a priority for leadership. Leadership wants to roll out the implementation in mid-size markets first. Proposed markets are Mexico, Hong Kong, Brazil and Canada. Management needs the training schedule to be flexible and time sensitive. Hours spent in training are hours spent away from productive work. The culture of ValueCenter is high efficiency at the lowest possible cost. Interviewer Guidance:
Answer 199 Structure: Assess, Design, Deliver (with accompanying workstreams) Assess Stakeholder Analysis : Conduct a stakeholder analysis to identify key stakeholders (those employees who will be impacted by the change and to what extent) at each of the locations that the new system will be rolled out. Change Impact Assessment : Conduct a change impact analysis (i.e a forum for those impacted stakeholders) to identify concerns about the new system and document all procedural changes that will need to be addressed via training and communications) Design : Training : Design training materials to prepare employees for the new system. These training materials should vary in the type of delivery to ensure they are adaptable to all learning styles. For example, there should be instructor led trainings, computer based trainings and quick reference guides for FAQs. Communications : Design a communications plan documenting all communications that will be delivered to stakeholders. This plan should outline what group of stakeholders should receive what message, the frequency of the communications, the vehicle of communication and the due date. Change Management : For such a large-scale change, it would be advantageous to create a Change Agent Network made up of “change agents” who will champion the new technology and be subject matter experts on the new system amongst colleagues. The Change Agent Network would meet several times before the Go-Live date to receive additional training on the system and get the opportunity to answer any questions or address any concerns arising from colleagues. Deliver : Training : Roll out training in a time sensitive way, ensuring that employees can receive the training that they need without sacrificing too much time away from their day-to-day work. Offer the training as close to the Go-Live date as possible. Communications : Execute on the first communications that are meant to build awareness. As the Go-Live date approached, the emails will be more tactical with system updates and how to prepare for G-Live. Change Management : Facilitate Change Network Meetings to inform the change agents of upcoming events. Inform all employees that the change agents will be the go-to people for questions regarding the change and new system so that management can carry on with day-to-day activities.

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