Phase 5 Implementation Plan

This phase relates to the change process stage of the Change Management theory. It involves
three interlinked factors, these are:
1. objectives and outcomes
2. planning the change and
3. people (Burnes, 2009)
To plan the change we made an implementation plan which is described in a flowchart form.
For this change process WIPRO has to establish a change management team, who are
responsible for the whole process. The team should include some of those who are experts in
Human Resource Management since this is the root problem of the case which needs to be
tackled.





















The change management team starts to visualize the future desire state.
To begin with, a clear a new vision and mission. This follows the identification and critical
asses of the strengths and weaknesses of the company. After this they have to formulate their
goals and objectives and have to make them clear and well-understood for all involved
parties. With an action plan the change process get well structured and is transparency for
everyone.
Next step is to have an activity plan. The activity planning is a road map of the change effort
(Burnes, 2009). This is a schedule about which steps the company has to take and how they
implement and evaluate their change.
Every step can work off exactly. Before they finish one of the steps of the action plan, they
firstly have to examine the suitability, acceptability and feasibility of the plan.
After doing this, final adjustments has to be made. If everything has been accepted, they start
to create a contingency plan, for evaluating the change and make contingence improvements.
Next step is to implement the strategy. They have to measure the process and have to compare
the expected results to the actual results. If they are satisfied with the outcome, they can
sustain and proceed with their strategy. If they are dissatisfied, they have to reconstruct their
strategy, or in worst case to develop a new strategy and formulate again a new action plan to
implement the reconstructed/new strategy.

Sunshine Consultancy also recommends WIPRO to consider the following during the change
process:
Do not rush in the change process
Create monthly objectives and use 10-20 percent of the companys profit to
accomplish each monthly target. For example, by the end of January WIPRO will use
15% of its profit to implement E-HRM into computers and systems.
Create a synergetic atmosphere and encourage teamwork habits
Focus on regular communication meetings to constantly update everybody
Meetings should be simple, clear and creative in a way that employees give it their full
attention.
Always consider the opinions of others with no instant judgments
Create constant anonymous surveys for employees to express themselves freely
Make sure that as much as the change process is enjoyable and exciting as much as it
should be also taken seriously.

The following table briefs the expected outcomes/objectives:



The people are a very important part in the change management process. Without the help of your
employees, the managers and CEOs it is impossible to make a change. There are several steps
mentioned, how to involve the people in the change process and to create a willingness to change.
Firstly, make people aware of the pressure for change. This can be explained during a meeting.
WIPRO should also give regular feedback on the performance of the individual processes and areas
of the activity. As we already mentioned in our recommendations, they also should make it as much
enjoyable for everyone and that everyone takes it serious. Understand peoples fears and concerns
and show them the benefits of the change and which outcomes it will have for them. Make the
successful changes publicise, so that every party can see the results of their efforts.
Before After

Revenue Sources

Only from customers

Commission plans
Corporate social responsibility
activities

Productivity
No E-HRM
Monotonous working routines
and employee attrition
Increase in Productivity &
Learning through E-HRM
Employee Retention


Customer
Relationship
Management

Through website & direct
marketing
Social Media
CSR
Loyalty Programs
Improvement in service delivery
process due to staff trainings

Products/Services
Not diversified Diversified and innovative
products thus increase in
customers satisfaction level
Table 2. Source: The Expected Changes to WI PRO Ltd.