Email Attachment TechWare Department of Human Resources Background TechWare recently secured a government contract for $10 million to develop state-of-the-art internet security software. As an integral part of this new contract, the company has plans to obtain ProTech. The acquisition will take place over the next nine months, which provides our department with sufficient time to inform and prepare stakeholders of the changes at the following levels of the organization: • Level I: Leadership including the President, Vice President, and Executive Directors • Level II: Managers and Supervisors • Level III: Department Staff, Customers, Vendors Communication and change starts from the top. Leadership needs to walk the walk to get people to follow and buy in to change. Leadership has tasked the human resources (HR) department with creating a communication plan that it can roll out while the acquisition takes place over the next few months. Once the communication plan is approved, HR will present changes to department managers and supervisors and will train Level II leaders to be effective in sharing changes with Level III members of the organization, including employees, customers, and vendors. You will be responsible for preparing managers to effectively communicate changes and get buy-in from Level III. Consider your role as an HR project manager to ensure consistent messaging and managing change initiatives. Level III employees—particularly staff in the marketing, sales, and customer service departments—require a good understanding of changes and transparency. Lack of transparency and understanding leads to uncertainty, and fear of the unknown can create a toxic work environment. Uncertainty can reduce employee morale and productivity. In addition, it is essential that external parties at Level III, including vendors and customers, are aware of the changes. ProTech: Company Profile ProTech is a small information technology (IT) company that specializes in firewall and internet security software. ProTech was founded in 2012 and is a privately owned business in Manhattan, Kansas, that typically contracts out its 18 remote employees to small businesses across the central United States. Organizational Structure and Hiring TechWare will hire additional tech support and customer service department staff to maintain customer satisfaction during the acquisition and thereafter while developments occur for the new government contract. No deviation in terms of tech support or customer service is anticipated. Moving forward, TechWare and ProTech will maintain a consistent organizational structure. Since new employees from ProTech specialize in a certain area, they will be additions to the existing departments. Minimal layoffs and terminations are anticipated. TechWare will change its name and logo to TechWare Pro. As the logo and company name appears on the website, email address domain nam ...

1. Email Attachment
TechWare Department of Human Resources
Background
TechWare recently secured a government contract for $10
million to develop state-of-the-art
internet security software. As an integral part of this new
contract, the company has plans to
obtain ProTech. The acquisition will take place over the next
nine months, which provides our
department with sufficient time to inform and prepare
stakeholders of the changes at the
following levels of the organization:
• Level I: Leadership including the President, Vice President,
and Executive Directors
• Level II: Managers and Supervisors
• Level III: Department Staff, Customers, Vendors
Communication and change starts from the top. Leadership
needs to walk the walk to get
people to follow and buy in to change. Leadership has tasked
the human resources (HR)
department with creating a communication plan that it can roll
out while the acquisition takes
place over the next few months.
Once the communication plan is approved, HR will present

2. changes to department managers
and supervisors and will train Level II leaders to be effective in
sharing changes with Level III
members of the organization, including employees, customers,
and vendors. You will be
responsible for preparing managers to effectively communicate
changes and get buy-in from
Level III. Consider your role as an HR project manager to
ensure consistent messaging and
managing change initiatives.
Level III employees—particularly staff in the marketing, sales,
and customer service
departments—require a good understanding of changes and
transparency. Lack of
transparency and understanding leads to uncertainty, and fear of
the unknown can create a
toxic work environment. Uncertainty can reduce employee
morale and productivity. In
addition, it is essential that external parties at Level III,
including vendors and customers, are
aware of the changes.
ProTech: Company Profile
ProTech is a small information technology (IT) company that
specializes in firewall and internet
security software. ProTech was founded in 2012 and is a
privately owned business in
Manhattan, Kansas, that typically contracts out its 18 remote
employees to small businesses
across the central United States.
Organizational Structure and Hiring
TechWare will hire additional tech support and customer service
department staff to maintain
customer satisfaction during the acquisition and thereafter while

3. developments occur for the
new government contract. No deviation in terms of tech support
or customer service is
anticipated.
Moving forward, TechWare and ProTech will maintain a
consistent organizational structure.
Since new employees from ProTech specialize in a certain area,
they will be additions to the
existing departments. Minimal layoffs and terminations are
anticipated.
TechWare will change its name and logo to TechWare Pro. As
the logo and company name
appears on the website, email address domain names, and all
documentation and products,
TechWare will begin to update its name slowly over the nine-
month acquisition period.
Onboarding and Training
To ensure a successful transition from a smaller business to our
large corporate environment, a
comprehensive onboarding process is planned for all ProTech
employees. During the
onboarding process, ProTech employees will be paired up with
members of TechWare to
shadow members in various departments.
Departmental training for existing TechWare employees will
occur once the acquisition is
finalized. To be successful with the new government contract,
current TechWare employees

4. will be required to take a training from ProTech’s current
leadership team to learn about
strategies and tools used to specialize in firewall and internet
security software.
Organizational Culture
TechWare has been in business since 2000. TechWare is
established and somewhat older in
terms of workforce than the acquired company, ProTech.
Consider how the culture of each
company has been ingrained in each company.
Email AttachmentTechWare Department of Human
ResourcesBackgroundProTech: Company ProfileOrganizational
Structure and HiringOnboarding and TrainingOrganizational
Culture
Change Management Communication Plan
Human Resources Department
TechWare
TechWare
This is a template for your communications plan presentation.
Guidance is provided in the speaker notes section of each slide.
Remove the instructional language in the speaker notes of each
slide before submitting your project.
There are additional slides available should your talking points
run over the space allowed. Remember, do not overcrowd your
slides. This is a professional presentation to a board of
directors, and the board must be able to follow your
presentation to approve your communication plan.

5. 1
Objectives
Effectively communicate changes to various levels within the
organization
Manage change initiatives using appropriate feedback
mechanisms
<<Insert speaker notes here>>
2
Audiences
Level I: Leadership
Level II: Managers and Supervisors
Level III: Department Staff, Vendors, Customers
<<Insert speaker notes here>>
3
Communication Plan: Level I Leadership
MessagePlatformTimingFeedback Mechanisms
In each column, outline your communication plan for Level I
leadership (executive directors, president, vice president, etc.).
Provide rationale in the speaker notes below for the selection of
appropriate communication techniques for managing change at
Level I of the organization.
<<Remove instructional language above and insert speaker
notes here>>

6. 4
Communication Plan: Level II Management
MessagePlatformTimingFeedback Mechanisms
In each column, outline your communication plan for Level II
managers and supervisors. Provide rationale in the speaker
notes below for the selection of appropriate communication
techniques for managing change at Level II of the organization.
<<Remove instructional language above and insert speaker
notes here>>
5
Communication Plan: Level III Department Staff, Vendors,
Customers
MessagePlatformTimingFeedback Mechanisms
In each column, outline your communication plan for Level III
department staff, vendors, and customers. Provide rationale in
the speaker notes below for the selection of appropriate
communication techniques for managing change at Level III of
the organization.
<<Remove instructional language above and insert speaker
notes here>>
6

7. COMMUNICATION CHANGE INSTRUCTIONS AND
RESOURCES
Scenario
You are the human resources (HR) project manager for
TechWare, a software company based in Seattle, Washington,
that serves international organizations in software development
and maintenance. TechWare is a publicly traded company, was
founded in 2000, and currently employs 650 employees.
TechWare
· Mission: Providing expert services in software development
and maintenance to international organizations
· Vision: To lead the industry in software development and
maintenance for international organizations
· Values: The products and services we offer are governed by a
set of core values: quality, safe and secure, accessible,
consumer-friendly
You receive the following email from the director of HR:
From: Director of HR ([email protected])
To: HR Project Manager ([email protected])

8. Subject: Organizational Changes
Hello,
TechWare recently secured a government contract for $10
million to develop state-of-the-art internet security software. As
an integral part of this new contract, the company has plans to
obtain ProTech. ProTech is a small information technology (IT)
company that specializes in firewall and internet security
software. ProTech is a privately owned business founded in
2000 in Manhattan, Kansas, and typically contracts out its 18
remote employees to small businesses across the central United
States.
As a result of this acquisition, your company will go through
several changes including a name change as well as changes to
the marketing and sales departments. Please see the attachment
for more information.
The acquisition will take place over the next nine months,
which provides our department with sufficient time to inform
and prepare stakeholders at various levels of the organization of
the changes.
Communication planning occurs prior to these changes. In your
role, you are responsible for developing a timeline and
strategies to communicate changes to various levels of the
organization. HR will have a meeting with TechWare’s board of
directors to present your plan for managing change in the
organization. For our presentation, please develop a plan for
communicating changes to the three levels of the organization
and articulate the steps you plan to take to follow and ensure
the information is received the way you intended it.
Please let me know if you have any questions or concerns.
Thank you,
James
James Hernandez
Director of Human Resources
TechWare | Seattle, WA
Directions

9. The board of directors has tasked the HR department with
creating a communication plan that it can roll out while the
acquisition takes place over the next few months. Specifically,
you have been asked to determine the appropriate techniques for
communicating and managing changes at TechWare. You will
present your communication plan to the TechWare’s board of
directors for approval. In your presentation, you have been
asked to include rationale for your recommendations and
decisions for communicating change at each level of the
organization. Use the speaker notes of the presentation to
support your plan by describing how you will ensure that the
information is clear and accurate.
Message: Each level within the organization wants to know how
this change will impact its work and the organization. Consider
how much information each level requires to make informed
decisions for themselves and the organization during these
changes. Determine what information is essential to share with
each level of the organization. Consider who needs to know
what and why each level of the organization needs to know this
information, then develop three to five talking points for
communicating with each level of the organization.
*Tips
· Simplicity is key. Avoid jargon and overcomplicating your
message when communicating changes.
· Balance confidentiality with informing members of the
organization when communicating changes. Consider what
information is pertinent to stay within the organization.
Platform: You have also been asked to identify appropriate
communication platforms that will be used to introduce and
reiterate your message to each level of the organization. Include
various modes of communication such as meetings, trainings,
emails, handouts, memos, websites, and formal and informal
interactions.
Timing: Repetition is how people learn and remember. Ideas
sink in deeply only after they have been heard many times. The
board of directors has asked you to include recommendations

10. for when the change information will roll out to each level of
the organization. Determine when you intend to present the
message so that the information is digestible and avoids
information overload.
Feedback Mechanisms: Two-way communication is always more
powerful than one-way communication. What will you do to
open the lines of communication between members of the
organization and decision makers? During change initiatives,
members of the organization seek information and want to feel
that their questions and concerns are valued and responded to.
In your plan, determine at least two feedback mechanisms that
support members of the organization in communicating their
questions, concerns, and ideas to decision makers. Unaddressed
inconsistencies undermine the credibility of all communication.
Consider the following:
· What questions might exist at each level of the organization?
· What misinterpretations are possible?
· How will you prepare managers to answer questions?
· What steps can be taken to determine the efficacy of your
plan?
· What techniques are used to avoid resistance to change?
What to Submit
Every project has a deliverable or deliverables, which are the
files that must be submitted before your project can be assessed.
For this project, you must submit the following:
Communication Plan Presentation to the Board of Directors
Use your company’s presentation template to create a 7- to 10-
slide presentation that outlines your communication plan for
change management in your organization. In your presentation
speaker notes, remove all instructional language and clearly
explain your rationale for your selection of communication
techniques for managing change at each level of your
organization as you will present your communication plan to the
board of directors for approval. Cite all sources appropriately.

11. Supporting Materials
The following resource(s) may help support your work on the
project:
Citation Help
Need help citing your sources? Use the CfA Citation Guide and
Citation Maker.
Report: Email Attachment
Read the email attachment from the director of human
resources. This attachment outlines information regarding
anticipated changes that will be implemented over the next nine
months at TechWare. Use the information contained in the
attachment to develop your communication plan presentation.
Communicating Change in Organizations:
https://eds-p-ebscohost-
com.ezproxy.snhu.edu/eds/ebookviewer/ebook?sid=7159ab20-
d3a8-47c3-8212-568ecd450bb7%40redis&ppid=Page-__-
51&vid=0&format=EK (CH 6)
https://ebookcentral-proquest-com.ezproxy.snhu.edu/lib/snhu-
ebooks/reader.action?ppg=42&docID=438740&tm=1530814866
375 (CH 3)
https://whatfix.com/blog/best-practices-change-management-
communication/
https://scholar.flatworldknowledge.com/books/5576/judge_1.0-
ch08/read (CH 8)
Communication Planning:
https://www.thebalancecareers.com/communication-in-change-
management-1917805
https://eds-s-ebscohost-
com.ezproxy.snhu.edu/eds/detail/detail?vid=0&sid=8483f4af-
59f0-4065-882f-
d912c19f0bc4%40redis&bdata=JnNpdGU9ZWRzLWxpdmUmc2
NvcGU9c2l0ZQ%3d%3d#AN=126218318&db=bsu

12. https://ebookcentral-proquest-com.ezproxy.snhu.edu/lib/snhu-
ebooks/reader.action?ppg=180&docID=438740&tm=153081489
6134 (CH 10)
https://eds-s-ebscohost-
com.ezproxy.snhu.edu/eds/ebookviewer/ebook?sid=0ffd2102-
727d-44c1-b341-
c1c872ff03d4%40redis&ppid=pp_103&vid=0&format=EB
(Section 5.2)
https://fod-infobase-
com.ezproxy.snhu.edu/p_ViewVideo.aspx?xtid=124109
https://eds-s-ebscohost-
com.ezproxy.snhu.edu/eds/ebookviewer/ebook?sid=0b7700c8-
5b25-4e2c-ac98-36aec51cab29%40redis&ppid=Page-__-
43&vid=0&format=EK (Part 2 CH 5)
Techniques for Delivering Change:
https://web-p-ebscohost-
com.ezproxy.snhu.edu/ehost/ebookviewer/ebook?sid=f7bef832-
42fa-44d9-93a7-027d2da91f34%40redis&ppid=Page-__-
78&vid=0&format=EK (CH 4)
https://eds-p-ebscohost-
com.ezproxy.snhu.edu/eds/ebookviewer/ebook?sid=5f1eb9d1-
b7c8-45fd-89f1-8afccc4ebac7%40redis&ppid=Page-__-
8&vid=0&format=EK
https://eds-p-ebscohost-
com.ezproxy.snhu.edu/eds/ebookviewer/ebook?sid=2ba8de7c-
948b-4270-b715-227b8f049ddf%40redis&ppid=Page-__-
59&vid=0&format=EK (Part 2 Ch 7)
Managing Change Initiatives:
https://eds-p-ebscohost-
com.ezproxy.snhu.edu/eds/ebookviewer/ebook?sid=650f7427-
f562-473d-ae87-5862ffe17655%40redis&ppid=Page-__-
27&vid=0&format=EK (Part 2 CH 3)

13. https://web-p-ebscohost-
com.ezproxy.snhu.edu/ehost/ebookviewer/ebook?sid=eb1e6f20-
0526-4612-9d11-62ea30d905c8%40redis&ppid=Page-__-
11&vid=0&format=EK (Prologue)
https://web-p-ebscohost-
com.ezproxy.snhu.edu/ehost/ebookviewer/ebook?sid=a4f8d839-
9c5f-4c62-a9b3-641b835531b7%40redis&ppid=Page-__-
13&vid=0&format=EK (CH 1)
https://web-p-ebscohost-
com.ezproxy.snhu.edu/ehost/ebookviewer/ebook?sid=38758b56-
5287-4315-8874-225d3ea2b9d2%40redis&ppid=Page-__-
49&vid=0&format=EK (CH 3)