JD Edwards Organizational Change Management (OCM) Services

SITUATION

Our client was integrating five legacy systems into JD Edwards (JDE) and recognized that technology alone would not guarantee success; effective change management was critical to ensure smooth organizational adoption.

The client was facing a lack of clarity around organizational readiness for JDE, limited visibility into stakeholder needs, concerns, and influence on the transition process, no structured communication or engagement plan, and a risk of resistance and delays that could impact project timelines.

The client’s goal: a comprehensive change management strategy to prepare the workforce, align leadership, and create a framework for adoption, while keeping the transition on track. The project required thoughtful planning and execution, with a concrete go-live date.

SOLUTION

Oxford was engaged to provide a tailored Organizational Change Management (OCM) strategy for the transition, including:

• Conducting a stakeholder analysis to understand the organizational landscape, identify key influencers, and capture concerns and adoption risks.
• Designing a change management strategy aligning leadership and employees.
• Creating and implementing a communication strategy to ensure consistent, transparent messaging.
• Developing a stakeholder engagement plan that provided targeted interventions.
• Delivering a resistance management plan to anticipate challenges, mitigate issues early, and maintain momentum.
• Compiling a business readiness report to track adoption and measure preparedness.

Our OCM Lead collaborated with the client, both remotely and onsite, to align the change program with business objectives. By applying a structured yet flexible approach grounded in the Prosci methodology, we ensured they not only had the tools and strategies needed but also the leadership and employee alignment required for success.

RESULT

The engagement delivered measurable outcomes for the client:

• The JDE go-live was on time, with no delays to the project schedule.
• All deliverables were met, providing the client with a comprehensive framework for managing change.
• Employees were better prepared for the transition, with clear communication and engagement driving smoother adoption.
• Resistance was addressed proactively, reducing risk and increasing organizational confidence.