Need help in rewriting this in my own words please

Strategic Goals

There are a few strategic goals that the organization is focusing on. These goals include

growth, talent and learning, customers, and marketing. One of the goals of the organization for

talent and learning is supporting and bringing on the best employees, retaining high-performing

talent, training, and enabling managers to devote more resources to employee core competencies.

This goal does align with the change management, since there is a need for change at the U.S.

branch to meet this goal. But there are some additional measures that consist of creating a

training and learning program for employees. Also, create a work environment where the

employees feel as they belong, cared about, safe, and are valued. According to the U.S. branch

overview there is a 28.8% turnover rate and there are a few potential causes for the turnover that

include low morale, lack of opportunities for training and growth, work-life balance, poor

management or leadership practices, and poor communication. These causes are all addressed in

the change management plan as issues that need to be addressed for change to be successful in

the U.S. branch.

Another goal of the talent and learning goal is to provide a regular flow of information to

employees and stakeholders. There are measures of this goal that aligns with the change

management plan. These measures include gathering and analyzing employee and stakeholder

concerns to define and deploy appropriate solutions, increasing the degree of satisfaction among

employees with quality recruitment, training, recognition and reward opportunities, and company

benefits.

Improvements to organizational systems

According to the exit interviews the three main reasons that employees have left is either

due to relationship with management, lack of career opportunities, or lack of training. These

three reasons for employees leaving makes up 82% of the employees that have left. After

reviewing the comments left by the employees that left there are some trends that are consistent

between them. Some of these consistence's are that they were unhappy with the top-down

management style, communication skills from management, and a lack of training. A process or

procedure for communicating concerns and complaints needs to be implemented due to

numerous comments about the length of time that it took for management to respond to the

concerns and complaints.

Training procedures are also need to be improved upon. According to the exit interviews

22% of the employees left due to the lack of training. There were also comments about the lack

of training that was offered and not being trained on the Singaporean SOPs. Along with

improving the training improving the opportunities to advance within the organization needs to

be improved. According to the exit interviews 29% of the employees left because there was a

lack of career opportunities. By making improvements in these areas, it will help to retain employees. Improving on communications from upper management about concerns and complaints will increase the work environment. Also, by improving these areas it creates a workforce where the needs of the employees are being met. This in turn will improve the chances that employees will be more willing to stay with the company. These improvements will also help to improve the relationship between employees and management.