Enhancing Human Capital Management at AGC through Strategic Change

In order to address current human capital management problems at AGC, a thorough diagnosis is essential. Identified issues include intercultural communication challenges, employee dissatisfaction, and performance issues. Various data collection methods such as interviews and focus groups can be utilized to gather insights from employees. Strategies like creating new visions, offering rewards, and developing cross-cultural teams can help draw conclusions and drive positive change. Applying Kotter's Eight Steps of Change can guide the transformation process towards a more effective and inclusive work environment at AGC.

• Human Capital Management
• Change Management
• Employee Engagement
• Kotters Eight Steps
• Organizational Communication

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1. Strategic Human Capital Management(HRMT620-1702A-01) Katrina Lutz Unit 3 Individual Project 3 Dr. David Gliddon 04/26/2017

2. Describe why making a diagnosis is a critical part of a change management plan. In today s economy businesses would not survive if they didn t keep up with existing change management plans. Shawn and I have come up with some suggestions on implementing changes with a change management plan. If there is no diagnosis with the problem AGC if facing the possibility of shutting down. Diagnostic phase is needed to find out where our situation lies here at AGC. We have to find the root problem. The root problem can be fixed, but not if we do not seek it out.

3. Identify at least 3 current human capital management problems at AGC. Intercultural communication issues Employee dissatisfaction Creating new ideas by bringing in more diverse employees to AGC. Performance Issues Understanding Languages issues Communication

4. For each problem that you have identified, describe a data collection method(such as interviews, focus groups,or performance appraisals) that you could use to gather data about the problem and from which employee groups you will gather the data. Intercultural communication issues-focus groups Employee dissatisfaction-interviews with employees Performance Issues-Performance Appraisals Understanding Language issues-focus groups Communication-Interviews

5. FOR EACH PROBLEM THAT YOU HAVE IDENTIFIED,DESCRIBE HOW YOU WILL DRAW CONCLUSION FROM THE DATA YOU HAVE GATHERED. Create New Visions for AGC. Create a rewards and Employee Feedback Develop cross cultural teams

6. Kotters Eight Steps of Change Creating the gliding coalition Change the Vision Urgency Empowering broad based action Generating short-term wins Buy in Incorporating Change into Culture Never Letting Up

7. We have been working with the employees to come up with a plan at AGC. Some of the root causes of Intercultural Communication issues are knowledge. Employees do not have enough knowledge about each other s cultures. This is important, because they are not intentionally trying to offend anyone. Employee dissatisfaction is due to lack of relationships between manager and employee. The managers do not engage with the employees and the employees do not engage with the managers. We do not have an open forum here at AGC. I understand we are not trying to run a social network, but at a very minimum our employees need to feel valued by our leaders. Performance issues with AGC is the staff may feel things are Status quo. Understanding the Language issues can be solved easily enough. We need to have one person from every department learn a different language. It gives our employees motivation to try out a new thing, while giving them education at the same time. Communication is a barrier between top management, middle management and lower management and staff. The root problem is staff feels they are at the bottom of the pond with no way up. We need to provide motivation to our employees by offering rewards for jobs well done. Paid time off so they can spend a day recuperating or with their families.

8. References: Muse.2013 http://www.ctuonline.edu Colorado Technical Univeristy.