ABM’s Communication Plan Communication is vital to the implementation of any learning plan. Any miscommunication could ruin a new project’s success. This paper will go through all details that will make the communication plan for ABM’s learning plan successful.
Senders, Channels, and Receivers The senders of the message will be the trainers and the project managers. They are in charge of the implementation of the new technology and learning plan. The channel that will be used for the message will be formal through company emails and newsletter. This will be the best way to send the information quickly to managers and organizational leaders that need to take the training as well as employees that will utilize the new technology. The …show more content…
ABM wants to fix the gap of lack of communication and it begins with the newsletters and emails sent out. The message that will be sent out to employees and managers will include an introduction to Yammer business social media site, the learning plan, and evaluation plan. In August 2016, ABM will begin the utilization of Yammer across the entire organization. Microsoft-owned, Yammer’s formatting and design closely resembles that of Facebook (Microsoft, 2016). Users can post statuses, message other users, engage in group discussions, and post questions for quick responses (Cardon & Marshall, 2014). Unlike Facebook, communications within the website are strictly private for company employees only (Microsoft, 2016). Managers are able to reach out to fellow employees and top executives can post updates directly to the site as they …show more content…
For ABM’s training, surveys, quizzes, and 360-degree feedback sessions will be utilized to measure how successful the training is (Balandin et al, 2009). To get the best possible measurement, learners will be measured at three different times. First for a baseline, each tool will be used before learners take the training. A week or two after training is completed, quizzes will be sent to managers while surveys are sent out to employees and 360-degree feedback sessions are scheduled. The third measurement will take about a month and a half after training and the same actions will be taken with the second measurement. Trainers are hopeful for a 15% change immediately and an increase of 30% a month and half after training has
Senders, Channels, and Receivers The senders of the message will be the trainers and the project managers. They are in charge of the implementation of the new technology and learning plan. The channel that will be used for the message will be formal through company emails and newsletter. This will be the best way to send the information quickly to managers and organizational leaders that need to take the training as well as employees that will utilize the new technology. The …show more content…
ABM wants to fix the gap of lack of communication and it begins with the newsletters and emails sent out. The message that will be sent out to employees and managers will include an introduction to Yammer business social media site, the learning plan, and evaluation plan. In August 2016, ABM will begin the utilization of Yammer across the entire organization. Microsoft-owned, Yammer’s formatting and design closely resembles that of Facebook (Microsoft, 2016). Users can post statuses, message other users, engage in group discussions, and post questions for quick responses (Cardon & Marshall, 2014). Unlike Facebook, communications within the website are strictly private for company employees only (Microsoft, 2016). Managers are able to reach out to fellow employees and top executives can post updates directly to the site as they …show more content…
For ABM’s training, surveys, quizzes, and 360-degree feedback sessions will be utilized to measure how successful the training is (Balandin et al, 2009). To get the best possible measurement, learners will be measured at three different times. First for a baseline, each tool will be used before learners take the training. A week or two after training is completed, quizzes will be sent to managers while surveys are sent out to employees and 360-degree feedback sessions are scheduled. The third measurement will take about a month and a half after training and the same actions will be taken with the second measurement. Trainers are hopeful for a 15% change immediately and an increase of 30% a month and half after training has