High-level framework / playbook for Organizational Change Management - M&A/Internal Consolidation. Template addresses scenario of scattered SME groups consolidation under single organizational unit or M&A with similar departments existing on both sides

1. ORGANIZATIONAL CHANGE
MANAGEMENT
SCOPE & APPROACH

2. Start / Current State Final Objectives
OBJECTIVES
Vacant
Roles for
<ORG>
Resources
across
Organization
Resource
Skill Gaps
Low
Familiarity
<ORG> Org
Structure
Completed
Fully
Operational
SME Pool
Well
Qualified
SME
Personnel
Enterprise
wide
Familiarity
Hiring Process
Transition/Acquisition
Assessment & Training
Socialize <ORG> Organizational
Model
Technology
Landscape
Gaps
<ORG>
owned
Technology
Technology & Assets
Transition/Acquisition

3. Employee
Transition
Training
Work Load
Transition
Strategy
Develop Engage Track Follow-up
Dimensions of Change
Management
Identify & Engage Develop CM Strategy Execute Transition to Operations
Identify Qualify Acquire / Transition
Operational <ORG>
Organization
Identify & Assess Impact Develop Transition Plan Execute Transition Plan
Workload Transitioned to
<ORG>
Assess Training Needs Develop Training Plan Execute Training Plan
Manage & Maintain <ORG>
Training Assets
Technolog
y
Transition
Identify Asset Needs
Develop Acquisition / Transition
Plan
Execute Acquisition / Transition
Plan
<ORG> Equipped with
Technology Assets

4. NEW HIRING – OWNER: <>
• Identify and report vacant positions
• Coordinate with HR on job requisition
• Initiate and continue hiring process
• Screen and Interview applicants
• Qualify new hires to <ORG> Pool based on resource band level
Vacant Role Supervisor Hiring Status Closing Date Band level Location
Employee Hiring Matrix

5. EMPLOYEE TRANSITION TO <ORG> – OWNER: <>
• Gather statistics
• Identify impacted employees
• Notify new roles and responsibilities
• Determine if employees are change ready
• Transit employees to new org
• Review and Coordinate with HR on resource alignment
• Qualify to resource pool
Employe
e
Current
Role
Current
Supervisor
Current
Organization
New
Role
New
Supervisor
Transition
Status
Transition
Owner
Resource Alignment Tracker

6. WORKLOAD TRANSITION – OWNER: <>
• Identify impacted work load – Projects and Base Business
• Determine new org level mapping
• Gather data (Project data, new mapping, transition plan etc.)
• Facilitate meeting with current and future owners
• Facilitate meeting with Impacted Stakeholders
• Build consensus
• Transfer ownership
Business Impact Analysis
Project
Name
Project
Type
Supportin
g
Resources
Transition
Plan in place?
Transition
Type
Completio
n Date
New Org
Model
Mapping
Project Base Business Names Steps required
to
In progress Run

7. SKILL GAP ANALYSIS – OWNER: <>
• Identify employees affected by re-org, new <ORG> Procedures and <Domain>
Tools
• Note the job tasks that have changed
• List skills required to perform each task
• Determine if existing employees already have skills to perform new or changed
tasks
• Arrange training where skill gaps exist
Job Role Skill Set
Requiremen
ts
Skill met in
current
role?
Type of Training
Required
Assessment Eligibility
Criteria
Target
Qualification
Date
SME
Process
No <ORG>
Framework
Training
Quiz Complete all
items in
curriculum
Skill Gap Analysis

8. TRAINING / COACHING – OWNER: <>
• Revise/Update internal procedures
• Develop Curriculum and content
• Develop Training plan and strategy
• Procure Training promotional material
• Publish and communicate training
schedule
• Arrange Training
• Evaluate effectiveness of training
• Manage training records
• Support training requests
• Generate training compliance reports
• Make new procedures effective
Stakeholder
Group
Type of
Training
Required
Delivery Method Training Status Training Records Source
Training Status

9. TECHNOLOGY & ASSETS ACQUISITION /
TRANSITION – OWNER: <>
• Identify existing Technology assets, platforms, tools etc.
• Determine new org needs
• Identify existing asset to be transitioned, new assets to be acquired
• Coordinate asset ownership transition (where required)
• Plan for new assets acquisitions
Asset Acquisition & Transition
AnalysisAsset
Name
Asset Type Identified
Owner
Plan in place? Transition or
Acquisition
Target
Completio
n Date
<ORG>
Owner

10. CHANGE COMMUNICATION – OWNER: <>
• Identify Stakeholder Groups
• Develop Communication Plan
• Develop communication content
• Establish objective, purpose and type (Awareness, Understanding, Acceptance,
Alignment, Commitment)
• Execute Communication plan and Track Communication Delivery
• Perform Follow-ups as required
Incident/Ev
ent
Communication
Content Developed?
Communicato
r
Intended
Audience
Communication
Means
Status Frequenc
y
Initial
Change
Sponsor Leadership
Team
Video In
progress
Training Change Lead <ORG>
Analysts
Flyers/Banners Pending
Communication Tracking

11. CLIENT FACING / WEB FRONT CHANGES
<ORG> Website Content Development
• Create/Review/Approve portal design
• Develop/Gather content
• Host/Publish Content
• Socialize portal across Enterprise
• Maintain and update content

12. <ORG> FRAMEWORK TRAINING COMPLETION DATA
User Group Training Type Cumulative
count of Users
Trained
% of <ORG>
SME Resource
Pool Trained
% of <ORG>
SME Pending
Practitioner ILT 1216
SME ILT 90
Awareness CBT 608
Practitioner CBT 2011
SME CBT 41

13. RESOURCE ALIGNMENT DATA
<ORG> Department
#
Required for <ORG> Department
Readily Available
Transitioning from other groups
New hires
Require training
Employee Transition
Total Employees From other groups
Employees already transitioned
Employees pending