Question

You are an HR consultant, contracted by the VP of an LLC in Wilmington, Delaware, to solve their internal challenges. This U.S. office is a branch of a larger Singaporean software solutions organization that has a total of 140 employees and generates $20M in revenue per year. The CEO of this organization, headquartered in Singapore, wants to explore new markets in the United States, gain access to new customers, diversify risk, leverage resources, and increase profits.

Unfortunately, the newly formed U.S. branch has been facing several problems from the beginning.

Employees at the call center and the sales and marketing division are disengaged and emotionally fatigued due to contradictory communication between the branch’s leadership and the leadership at the Singaporean headquarters.

The branch team members feel frustrated and undervalued as a result of conflicting feedback from their VP and management team.

Messages from leadership lack consistency, especially regarding policies and practices related to human resources.

There is no training for team members.

Communication problems between the Singaporean headquarters and U.S. branch are resulting in low employee morale.

Overall, the standard operating procedures (SOP) followed successfully at the headquarters in Singapore could not be replicated at the U.S. branch. As a result, the CEO’s vision of successfully furthering expansion into the U.S. market remains unfulfilled.

Your goal as an HR consultant is to create a change management toolkit that includes the following:

1. A needs assessment or change readiness audit

2. An organizational change management plan

3. A change management communication plan

4. A letter recommending strategies to ensure that the changes and their benefits are retained

Answer 1

As an HR consultant, you should create a change management toolkit that includes a needs assessment, organizational change management plan, change management communication plan, and strategies to ensure the changes are retained.

Step-by-step explanation:

To solve the internal challenges at the U.S. branch of the Singaporean software solutions organization, as an HR consultant, you should create a change management toolkit that includes the following:

1. A needs assessment or change readiness audit
2. An organizational change management plan
3. A change management communication plan
4. A letter recommending strategies to ensure that the changes and their benefits are retained

By conducting a needs assessment or change readiness audit, you can identify the specific challenges and obstacles that need to be addressed. Based on this assessment, you can develop an organizational change management plan that outlines the steps and strategies needed to overcome these challenges and implement the necessary changes. Communication is crucial during the change process, so you should also develop a comprehensive change management communication plan to ensure that all stakeholders are informed and involved. Finally, you can write a letter recommending strategies to ensure that the changes and their benefits are retained in the long term, providing guidance and best practices for sustaining the changes.