Question

From: Jake Thompson, Senior Production Manager

To: The management tram

Hi,y'all, We are in cetcbratory mode here in production managenent. The CBO's given me the go alead to get the autonnition on our low-end prodoct line as bigh ar we can take it, in as short a time ar posible. Obviounly, Fa relying on the finance team to come up with the appropriate level of iaveitment over the next frw year. It's not going to happen ovemight-unfortanately, Thy exinting line has maintenance problems, plas there'y a lot of atf to manage over the two shifts.
Some of them have been with un a logy time, and, of course, they know better than the management team how to run the plscet Once we bring in the bots, so many of my day to-day irdtatione will go away. Ferl free to come by and share a celebritory cup of coffee-I know you've beard me urgue this inue in management meeting for wome time, so you'l underitand how happy 1 am.
Jake

From: Chris Pranklin, Director of Human Resources
To: fake Thonpeon Whos, sareful lake.

Some people might call your day to day iritations by another name-employees, Congratulations on the mutoenation outcone, but this issue if golng to be very sensitive ance news gets out, I linow you rerpect your people, and your emall is the result of being exited by your win, but take it cusy, conboy! Chris Fron Jke Thompaon, Senior Hroduction Manager Ton Ghris Vranklin Wow, morry, Chris. I gues I was so carried away over the busines implications-we can get the product out more efficiently for a lower price - that I wam't thinking about what'o going to happen between now and then. Of course, 1 know ia's going to be toogh. There are a lot of breatwinners on the low end line. Can we carch up for a chat about how to handle this? Jake

Your Assignment

You are the human resources director, Chris Franklin. When you see the full report on the automation project, you understand there will be 100 people to lay off this year and another 75 next year. However, some higher-skilled positions will also become available as the factory automates.

Your company is an important employer in your regional center, Jobs on the low-end line represent something that's now rare in your town-secure work for people with modest skills. There will be redundancies, reassignments, early retirements, ete. for you to manage once the layoffs begin. Right now, however, your job is to prepare a communication plan for your CEO to manage the dissemination of information.

Please provide a report for your CEO including:
- A list with all relevant stakeholders.
- The sugsested communication channel or channels to reach the stakeholder groups (e.g, email, individual face-to-face meetings, group meetings, local media, personal letters, ete.).
- The key messages you need to communicate to each audience.
- Ideas for retaining or retraining employeen: Can you work with a local community college, access or design online training or support a community project by providing an employee for a certain period?

Answer 1

The report outlines a comprehensive communication plan detailing various stakeholders, channels for communication, key messages tailored to each group, and initiatives for employee retention and retraining amid the company's automation efforts.

Step-by-step explanation:

Communication Plan Report for CEO on Automation Project

Creating an effective communication plan is essential in managing the sensitive information regarding the restructuring and automation process in our company. It's imperative to address the concerns of all stakeholders while ensuring a smooth transition. Here's a structured communication plan for your consideration:

Stakeholders and Communication Channels

• Employees: Group meetings, individual face-to-face meetings, and email updates.
• Management Team: Internal memos, strategic planning sessions, and direct emails.
• Local Community: Press releases, local media engagement, and town hall meetings.
• Investors: Official press releases, investor briefings, and annual reports.

Key Messages for Each Audience

• Employees: Respect and gratitude for their contributions, detailed information about the upcoming changes, opportunities for retraining and redeployment within the company, along with support for those affected by layoffs.
• Management Team: Strategic objectives, the necessity for change, and expected outcomes of the automation project, along with their role in supporting their team members through the transition.
• Local Community: Commitment to the region, efforts to minimize negative impact, and initiatives for local development and partnership with educational institutions for skill enhancement.
• Investors: The business rationale for automation, expected benefits, and the company's strategy to retain a competitive edge and ensure long-term profitability.

Ideas for Employee Retention and Retraining

• Partnerships with local community colleges for workforce development programs tailored to the new technological requirements.
• Development or sourcing of online training modules to upskill current employees for higher-skilled positions.
• Supporting community projects by offering personnel on loan for those affected, thereby maintaining employment during the transition period.

Your leadership will be key in ensuring that this communication strategy is empathetic, clear, and consistent across all channels and stakeholder groups.