HR Change Management Case Study: A Media Giant’s Journey
Explore how ScottMadden led a major HR transformation for a media conglomerate, achieving seamless policy harmonization and system integration.
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Change Management is a vital process for navigating and implementing change within organizations, and becomes a vivid narrative in the case of ScottMadden’s engagement with a U.S.-based media conglomerate, facing the complex challenge of harmonizing policies and transitioning 15,000 employees to a new HR system. In this case study, we examine how ScottMadden helped define and assist this client during the journey, marked by extensive communication, training, and support challenges. This case illustrates the benefits of change management in ensuring smooth transitions, the significance of corporate change management in aligning large-scale initiatives, and the intricacies of effectively executing a change management process.
At A Glance
Change Management
Supported the change management required to move 15,000 hourly and salaried employees to Workday
Engagement Meetings
Conducted engagement meetings with ~700 HR employees to craft messaging for upcoming changes
Successful Launch
Successful launch enabled the first paycheck of the year to be on the new system of record
Challenge
ScottMadden supported two major HR change management initiatives for a U.S.-based media conglomerate. First, ScottMadden led all communications, training, and employee support for a significant policy harmonization across absence, leave, and PTO policies; this impacted several different entities and required careful distinction of change impacts for managers and employees. In parallel, ScottMadden supported the change management required to move 15,000 hourly and salaried employees to Workday where the new absence, leave, and time-tracking modules were in place to realize the streamlined policy administration.
Process
- Conducted change impact analysis to quantify major benefits and potential setbacks associated with changes
- Conducted engagement meetings that brought all HR stakeholders (roughly 700 employees) together to plan and execute communications and messaging for upcoming changes
- Developed all marketing and communications for policy changes for each of the impacted entities
- Conducted training and developed, and disseminated training materials for Workday absence and time-tracking system implementation. Training methodologies included multimedia content, like quick reference guides, video content, in-person facilitator-led training, and screen recordings
Result
- Successful go-live and training enabled first paycheck of the year to be on the new system of record
- High-touch communication and training plan provided essential support for a significant change
- Resources created for training and marketing were added to an on-demand library of content
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