Q1. Starting with the Preparing Phase, Under the Managing Phase, having a Training Plan is vitalfor the change transition as we already have employees who are resisting due tothe lack of will to change (probably due to the lack of awareness of thebenefits and they attribute any change as a bad thing) or fear (system not userfriendly/difficult to use).
So managers and staff will undergo trainingsessions to attain the skills and knowledge on how to operate the FAIS. Theywill be demonstrated on how to use the system first and then they will be givena chance to try it out. This will address their concerns of the system notbeing user-friendly. But the key take-away from the Training Plan is for theemployee’s realization that the change is actually a good thing for them. Thisis to be conducted 1 month before the FAIS goes live.
Next, somewhere near the end of the Training Plan in whichmanager also goes through, conduct a Coaching Session for the managers. Therationale of conducting it in such period is because the managers should haveattained the sufficient skill/knowledge on the FAIS from the Training Plan thatwill enable them to lead their staff in the change. But having the knowledge ofthe FAIS is not enough, the key take away from this Coaching Session is for themanagers to lead their staff in the change and manage resistance from theirstaff by providing them the tools. Set a clear communication plan to instill awareness to theemployees on the importance and need for the change and persuade them toactually want to change. Take into account the needs of the individual and sendthe right message to them. For instance: the employees who fear the system willbe difficult to use should be communicated that the system will beuser-friendly, even for non-tech savvy users, it won’t take them long to learn. Layout roadmap for sponsors. Change starts from the top, sponsorsplay a critical role in the change process.
Lastly, the Resistance Management Plan allows me to deviseplans to respond to the resistances I will face. In this case, some employeesfear of system not being user friendly, some simply don’t want to change. HereI will curb the resistance by employing a carrot and stick approach to get themto use the system. So if they are cooperative with the change and use the FAISas it is intended to, they will be rewarded in the form of praise, recognition.If they do not comply, they will be met with consequences such as poorappraisal rating, or warning.
Q2.I will automate the cash flow statements first. Cash flowstatements play an important role in organization as they show how much moneyis coming into the company or going out. This allows them to make financialdecisions that are consequential, from seizing opportunity that can berewarding to mitigating losses.For instance: if they company has positive cash flow,they’ll want to use the excess money to seize opportunity (e.
g in the form ofinvestment), if negative cash flow, they’ll want to find ways to mitigate thelosses (e.g lay off employees). Cash flow also acts as an indicator on the health of thecompany hence the survival of the company can be tied to the cash flow. Withouta cash flow statement, organizations will not know why they run out of moneyand the consequences can be devastating.
