Course:- Advance Performance Management Faculty:- Dr Nadeem Memeber:- Tariq Mehmood 56908

1. Communication Plan
Tariq Mehmood
56908
Dr. Nadeem sb
Adv PM

2. Tariq Mehmood
MS – HRM
SID – 56908
Email:
shadowsofursoul@gmail.com
tariqmehmooda30s@gmail.com
LinkedIn Profile:
https://www.linkedin.com/in/tariq-
mehmood-87530840/

3. C O N T E N T S
Introduction
Reason for Communication plan
Launching a Communication Plan
Phase I & II
Phase III & IV
Technology to Implement Plan
Effectiveness and Impact
Feedback from Stakeholders (Internal / External)
Negative Responses
Conclusion

4. Intro to PAF KIET
• Karachi Institute of Economics and Technology was
established in 1997. KIET received recognition by the
Higher Education Commission vide letter no. 15-
22/UGC-SEC/97/1291 dated 1 August 1998. HEC
ranks KIET as 8th best university in Business/IT
category.
• To remedy the situation, management decision and
hopes to increase profits/productivity.
• PAF KIET plans to restructure the entire Institute for increase
the Admission
• The change process will look at creating a new culture
focusing on formation, offensive coordination, privatization,
expansion and defensive coordination.

5. Reason for a
Communication Plan
 To infuse the need for change (business
process re-engineering, technological and
incremental) throughout the organization
 To enable individuals or employees to understand and
need the impact that the change will have on them.
 To communication any structural and job changes that
will influence how things are done.
 To keep people informed about progress along the way

6. Launching a
Communication Plan
 Four Phases
 Prechange approval
 Creating the need for change
 Midstream change and milestone communication
 Confirming/celebrating the change success
Pre-Change
Need for
change
Milestone
communication
Confirming &
Celebrating

7. Phase I & II
 Pre-Change approval for PAF KIET is making changing to
management with the idea that changes will happen and
increase admission / performance or xyz.
 Creating the need for change: PAF KIET will
communicate with employees the need for the
change, provide a rationale for the change,
reassure the employee that the change will be
positive, and clarify the steps in the change
process.

8. Phase III & IV
 Midstream change and milestone communication
 Employees will have communication about the progress
 Directors / HoDs will get feedback on attitudes and issues
 Find out any issues or misconceptions
 Clarify new roles, structures, and systems
 Confirming/celebrating the change success
 Inform employees for the success
 Celebrate the change
 Prepare the organization for the next change

9. Technology to Implement Plan
 Computers/Tablets
 Web-based Educational Tools
 Social Media
 Internet and Intranet
 Mobile and Landline Phones
 Email
 Conferencing tools
 Webcam
 Microsoft Office
 Zoom or others meeting soft

10. Effectiveness and Impact
 Google form, Surveymoneky.com and other platform to get
feedback from staff, Directors/HoDs and other stakeholders.
 Face-to-Face meetings to get information on how the changes have
been going.
 Hands on Observation to see if the change is being implemented and if
it is effective.
 Classes and instructional information to be given and evaluated in order
to find out if the information is being retained.

11. Feedback from Stakeholders
(Internal / External)
 Regular scheduled meetings to share ideas and thoughts on the change.
 Anonymous surveys to gain non-biases information
 Feedback should be during the entire process.
 One-on-one meetings and team meetings.

12. Negative Responses
 Being prepared
 Understand that not everyone is ready and willing to change. Be able to
understand some people may have negative attitudes and be ready.
 Listen
 Take the time to listen to peoples concerns and complaining with limitations. If the
change is just not working be willing to listen as to why and also ask for them to offer
an solution.
 Face-to-Face Communication
 Sit down with employees and try to find out the reason fro the negative responses
and how they affect the team.
 Use Team Leaders
 Use team leaders to me the middle person in order to gather information from the
employees as their spokes person and be willing and able to communicate
concerns to upper management.

13. Conclusion
 This communication plan will:
 Allow for employees to understand the plan and how it will be
implemented.
 Education on how the plan will affect the team and any changes to roles and
responsibilities will be shared.
 Promote participation and involvement from employees.
 Let the employees know they have a voice and it is essential to
the team.
 Open communication from upper management to hands on staff.