Phase 1: Preparation for Change
The plan shall first be presented to the stakeholders and executives of the company in order to acquire their consent on the intricacies of the proposition. It is essential to acquire the approval of the corporate headquarters at Thermo King and that of Ingersoll Rand as well. The human resource department shall have to be brought into the mix and financial approval for drawn out plans shall have to be acquired. The plan shall be put into action primarily in the region of Germany since the threat of entry of new competition is most serious in that region. A time period of approximately six months shall be allotted to this stage of preparation and planning.
Phase 2: Training & Integration
Extensive training workshops shall be held to allow the current human capital at Thermo King to function seamlessly with the new department and to enable them to understand the role and responsibilities of the same. All of Thermo King’s employees shall be given comprehensive knowledge of the manner in which they are to coordinate with the department and of any responsibilities that have been reassigned. It is suggested that reliance on mere memos is avoided and workshop level training courses are carried out in this phase to ensure that no room for confusions or misunderstandings is left out.
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