SUMMER 2005

1
Preparing an Organizational Change Management Plan

• Org Change Management Activities by Project Phase

2
ASAP Roadmap
3
Project Preparation
Core Team Training Schedule and Budget
Estimate Change Management Communication
Strategys Project Measurement Scorecard Project
Brand Logo Project Initiation (Kickoff)
Activities Coordinate Core Team
Training Develop core team training plan. Conduct
SAP Level 1 training (SAP 020) on site
communicate Level 2 courses to WA core team
members for attendance at SAP training sites.
Define a Change Management Strategy and
Plan Develop a change management strategy that
identifies key change management activities and
supporting tasks by ASAP phase. Design
Communication Strategy Plan Design a
communication strategy, including goals
objectives, principles, stakeholders, approach,
themes, messages, channels, communication
vehicles as well as measures of success. Design
implementation communication plan which will
include what to communicate to whom, by whom,
through what medium and at what time. Design
Project Measurement Scorecard Support project
management in the development of a project
measurement scorecard. Design Project Logo
Project Initiation (Kickoff) Design a project
brand logo. Plan coordinate the project
kickoff.
1/21/02 3/29/02
4
Business Blueprint
Communication Deliverables Roles
Strategy Training Needs Analysis End User
Training Strategy Super User Strategy
Activities Implement Modify Communication
Plan Implement monitor the plan. Modify plan
based on interim feedback. Develop Roles
Strategy Develop a Roles Strategy establishing
the process by which Role Profiles will be
developed, validated, and tracked and
establishing the process by which end users will
be matched to roles. Conduct a Training Needs
Analysis Develop an End User Training
Strategy Conduct a training needs analysis to
assess training needs by functional area, by
organizational operating unit, by ERM
functionality. Develop an end user training
strategy to correspond with other project
activities such as design documentation
development. The learning solutions strategy
will address building, delivering and maintaining
the learning solution. Develop Super User
Strategy Design of a Super User Strategy
outlining Super Users role responsibilities,
selection criteria and training requirements.
5
Realization
Communication Deliverables Develop Change
Management Deliverables Super User Training Job
Role Profiles Assess Skills Job Match
Activities Implement Modify
Communication Plan Implement monitor the
plan. Modify plan based on interim
feedback. Develop End User Training Develop end
user training in accordance with the end user
training strategy. Conduct Super User
Training Conduct Super User training in
accordance with the Super User strategy. Align
Organizational Structure with Software Model
(Implement Roles Strategy) Work with process
teams to segment work processes into roles,
develop jobs and determine key behaviors/pre-requi
site training required to sustain
performance. Develop Job Role Profiles Work with
process teams security to develop job role
profiles identifying role based training,
responsibilities, job impact tables etc. Assess
Skills Job Match End Users Form job matching
teams to assess end user skills, match employees
to redesigned jobs validate job role profiles.
6
Final Preparation
Communication Deliverables End User Training
Activities Implement Site
Specific Communication Plan Implement
monitor site specific communication plan. Modify
plan based on interim feedback. Communicate Job
Role Profiles Communicate job role profiles to
end users. Train End Users Roll out training.
Training roll out will coincide with transition
phasing to minimize the delay between receipt of
training and actual use of the new functionality.

7
Go Live and Support
Conduct Implementation OCM Activities Design Post
Implementation Support Strategic Tactical
Organization Design
Activities Conduct
Implementation OCM Activities Conduct site
specific implementation OCM activities. Align
Organizational Design with Performance
Management System Integrate new organizational
chart job profile information into performance
management system. Design Post Implementation
Support Organizations Strategic Tactical
Organization Design Design high level structure,
job hierarchy, roles, responsibilities
performance metrics for post implementation
support personnel.
8
Assumptions

• Who will do what..
• Budget assumptions

9
Create A Org. Change Mgmt Strategy Document

• Why is org change mgmt important?
• Primary objective of org change management (brief
  statement)
• Audience of org change management
• Benefits
• Roles who will do what for Org. Change Mgmt?
  How will they be involved?
• Key Executives
• Super Users
• End Users
• Consultants
• Communication Plan
• Knowledge Transfer
• Super Users
• Consultants
• Any tools for knowledge transfer? Databases,
  documentation?
• 1-2 page word document
• Very easy to read.
• Your audience is executives, consultants and SAP
  team.