Change Management Plan for AI Adoption

How to use this document

• What it is for. It organizes the human side of AI adoption: what changes for each role, how it is explained, how people are trained and supported, how concerns about jobs are addressed and how to measure whether adoption is real.
• Who should own it. Human Resources, together with the AI lead. Each system owner provides the impact analysis for their use case.
• Decisions to take first. Decide which use cases the plan covers (usually those prioritized in the "AI Use Case Portfolio"), which commitments the organization makes about jobs (Section 4) and who speaks on behalf of Management.
• Fields to complete. Replace [ORGANIZATION NAME], [OWNER], [DATE] and each [COMPLETE]. The targets in Section 9 are indicative values.
• Levels. Paragraphs marked [BASIC LEVEL] describe a reduced version for organizations of fewer than ~50 people; the rest applies to everyone.
• Country variants. None. If there are worker representatives or information and consultation rules, coordinate the plan with Legal and with the "AI and Algorithm Notice to Workers, Candidates and Representatives."
• Review. Ask Legal to review Section 4 and Management to validate the messages in Section 5.
• Approval. Management approves it. It is updated whenever a new use case with an impact on roles comes in.

Change Management Plan for AI Adoption

Field	Value
Organization	[LEGAL ENTITY NAME]
Plan owner	[OWNER] (Human Resources)
Co-owner	AI lead
Use cases covered	[COMPLETE: portfolio identifiers]
Approved by	[APPROVED BY]
Date	[DATE]
Review frequency	[REVIEW FREQUENCY]

1. Purpose and scope

1.1 This plan sets how [ORGANIZATION NAME] supports people through AI adoption so that they use it well, with confidence and within the rules, and so that the change in their work is managed transparently and fairly.

1.2 It covers the use cases prioritized in the "AI Use Case Portfolio," the tools authorized for all staff and the process changes that follow from them.

2. Method

2.1 The plan follows five steps, repeated for each use case with an impact on roles:

Step	What is done	Result
1. Understand	Analyze what changes for each role (Section 3)	Impact map by role
2. Explain	Communicate why, what changes and what does not, and what is expected of each person (Section 5)	Messages and schedule
3. Train	Train according to profile and role (Section 6)	People trained and recorded
4. Support	Champions, hands-on help and handling of concerns (Sections 7 and 8)	Questions and resistance resolved
5. Measure and adjust	Adoption and experience indicators (Section 9)	Adjustment decisions

2.2 [BASIC LEVEL] In an organization of fewer than ~50 people, the five steps can be done with one team meeting per tool, one hands-on training session, one go-to person for questions and a short survey one month after starting.