Consolidate Electrics is acquiring Expeer and needs to communicate changes to Expeer employees' benefits plan. The key changes are that ConsoE offers a cash balance pension versus Expeer's defined benefit plan, ConsoE requires higher employee healthcare contributions, and ConsoE does not offer lifetime retirement health benefits like Expeer. Expeer employees are concerned about losing benefits and do not trust ConsoE. The communication plan includes interactive online training, websites with benefits information, town hall meetings, and surveys to track understanding and address employee concerns over transitioning to ConsoE's benefits. The budget is $85,000 to implement these communication channels and measurement tools.

1. Consolidate Electrics
Human Resources Communications Plan
Submitted by: Felicia Pratt

2. Strategy
Strategic Effect
● Acquire small, regional companies in order
to expand CE's national reach.
● Unify newly acquired Expeer Employees
into the ConsoE new benefits Plan &
Culture
Strategic Communication Goal
● Communicate the new employee benefits
plan to Expeer employees in a clear and
concise way

3. Expeer Benefits
Step 2
Health Welfare Benefits
● 401k Plus 3% match
● Stock Grant (similar to profit sharing)
● Defined Benefit
● 10 different health care plans
● No employee contribution for employees
or dependents
● Lifetime retirement health benefits
ConsoE Benefits
Health Welfare Benefits
● Cash balance pension plan
● 401k no match
● Two HMOs & One PPO
● 10 different health care plans
● 15% for Employee Contribution, 25% for
dependent
● Co-pays are 20%
● Noretirement health benefits

4. STAKEHOLDERS

5. Stakeholders Group
Overall Perception
Based on what they have heard about
ConsoE and Shane, they are not
pleased.
They know that Chalmer is retiring,
but wished he wouldn’t sell to
ConsoE
Expeer employees would love to stay
in Austin.
Non-Management
Supervisors
Mid-Management

6. Stakeholder Analysis
Stakeholder Concerns
Expeer
Non-management
Employees
● Believe ConsoE benefits do not stand up to industry benefits
● Concerned about losing health benefits
● Believe that ConsoE does not value their employees
Expeer Supervisors ● Concerned their retirement is in jeopardy
● Do not understand the concept of cash balance plan
● Already started looking for work
Expeer Mid-managers ● Concerned about how much they would lose
● Believe their knowledge & experience won’t be valued
● See the sale as a betrayal
● Believe consoe has a devalued view of their managers

7. Stakeholder Mapping
Stakeholder Key
1 - Non-Management
2 - Supervisors
3 - Mid - Managers

8. Environment
Risk Analysis & Barriers
● Expeer Employees are nervous about the
lost of benefits they will have once they
are acquired by ConsoE.
● They are also worried that ConsoE does
not value their employees the way Expeer
did.
● Shane is not well liked.
● Expeer employees have little to no
knowledge about Expeer’s benefits
● Expeer knows little about ConsoE benefits
plan.
● Losing skilled employees (from Expeer)

9. IMPLEMENTATION &
METRICS

10. Implementation
Communication Channel Purpose
Interactive Online Intranet
(ConsoE Academy)
● This should be used to help facilitate the onboard process. Videos could be provided to help teach
the acquired employees about ConsoE’s new benefits, elaborate more on all the options.
Website (both ConsoE & Partner website ● ConsoE can create a website (whether public facing or internal) that provides clear and concise
information about their benefits.
● They should also be able to link to partner websites (such as Schwab) in order to provide more
information
● Downloadable sheets should also be easy to access on the website, so that employees can look at
the information at a convenient time.
Memos
Townhall meetings
Face-to-face meetings
● A memo should be circulated via email letting everyone know about the changes to the benefits
● Chalmer should host a townhall meeting with employees letting them know that he will retire and
that Expeer will partner with ConsoE. Use this as a time to highlight the positive things about the
company, but also let them be aware of potential changes and they have little to fear. Believe their
knowledge & experience won’t be valued
● Face-to-face (or small group meetings) should be held periodically so employees are able to ask
questions regarding their benefits.

11. Implementation Continued
First 30 Days 3 Months 6 months
Chalmer holds a town hall meeting with his
employees to let them know of his retirement,
and what is next for Expeer
During this time he should explain why he chose
to sell to ConsoE
Regular small group (face-to-face) meetings
should be held. These meetings could be lunch &
learns that will help employees to understand
their benefits.
Data should be analyzed to see how many
employees have been to face to face meetings.
HR Should be ready to enroll acquired
employees into ConsoE Academy so they have a
dedicated space
Data should be collected and reviewed in order
to create next steps.
Surveys can be given to see how much
information has been retained from the efforts
HR should also have their benefits website ready
to help provide additional information if needed.
Can begin to implement less frequent meetings
A memo should be sent out in order to let
everyone know of the changes being made to the
benefits.
Literature should be sent out with paystubs so
that employees will have additional information
regarding their benefits

12. Metrics
Communication Channel Metrics
Interactive Online Intranet
(ConsoE Academy)
● A token should be connected to everyone’s email so that it is easy to identify who have gone
through ConsoE Academy.
● There should also be a “quiz” at the end of every module. This quiz helps to let HR know who has
completed the program.
Website (both ConsoE & Partner website ● Analytics software (such as google analytics) should be added to the website so that they can
monitor if there is an increase of traffic to the site (hopefully employees
Memos
Town Hall meetings
Face-to-face meetings
● Open rates and click through rates can be measured for memos.
● Sign-in sheet should be used to account for employee attendance to the town hall meetings and
face-to-face meetings.
● A survey should be administered every quarter to measure business literacy. Employees should
aim for a score of 70% or higher.

13. Budget
Communication Channel Metrics
Interactive Online Intranet
(ConsoE Academy)
$25,000
Website (both ConsoE &
Partner website
$15,000
Memos
Flyers
$15,000
Trackable Software $30,000

14. Reference
Instructional Materials, Human Resources Communication, ConsoE/Expeer (2017)
Instructional Materials, Expeer Employee Reaction to HR Benefits Changes, (2017)
Cornelissen, J. (2014). Corporate Communication: A guide to theory & practice (4th
ed). Thousand Oaks: Sage.