Organisational change task 1 for BSBINN601 LEAD AND MANAGE ORGANISATIONAL CHANGE PDF

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Organisational change task 1 for BSBINN601 LEAD AND MANAGE ORGANISATIONAL CHANGE this assignment contains table and graph specially who study advanced of diploma leadership mangement.
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BSBINN601 LEAD AND MANAGE ORGANISATIONAL CHANGE Task 01:Identify change requirements (Written Report)

1. Review the scenario information provided (in the Appendix of this task) for Fast Track Couriers. 2. Prepare to write a report on change requirements for Fast Track by following steps 3–10 below a. Identify requirements for change - Implement PDA/ GPS usage (productivity function) on truck fleet in the first quarter of the 2012 financial year - Implement 1 person/truck policy using automatic lift gates in the first quarter of the 2012 financial year - Implement Human Resources function in company structure by the first quarter of the 2012 financial year b. Prepare an explanation of how your identified change needs link to the organisation’s strategic plan goal/s. - Will allow increased efficiency and better service so that small to medium package deliveries market share increases by 7.5%. - Will allow expansion of business in the metropolitan area so that small to medium package deliveries market share increases by 7.5%. - Will promote development and maintenance of a well-trained, cohensive and well-motivated workforce. Will also reduce injuries. Will also improve industrial relations.

3. Review the organisation’s current state to understand how the current policies, practices and operations deliver against the organisation’s strategic goals. Review the organisation’s performance against objectives with regards to its: a.

People:  Employees refuse to participate  Low turnover of staf  Truck drivers: potential for continuing pay disputes exists; potential for resistance to breaking up of two-man teams.  Management: No implementation of HR function.

b.

Processes:  One driver per truck: not yet implemented.  Automatic lift gates: not yet implemented.

c.

Technology:

 GPS: not yet implemented (testing phase).  PDA: not yet implemented (testing phase). d.

Structure:  HR function: not yet implemented.

4. Monitor external trends to identify events or trends which may impact on the achievement of the organisation’s strategic plan goals: a.

identify two external trends  Use of GPS and PDAs in industry to track distribution. Courier companies already using technology. There is a heavy reliance on this technology  Average driver salaries in NSW generally higher than at Fast Track that is better payed and better skilled drivers in the industry.

b.

develop an explanation of how the trends currently impact or will impact organisational objectives  Risk of increased costs/ inability to compete or perform and raise market share.  Risk of poor performance and blocking of necessary changes.  We need to pay our drivers more  This is an increased cost to the organisation, however there will be more satisfied customers, which will lead to increased business and increased market share as a result

5. Identify major operational change requirements: a.

identify changes due to performance gaps  On-going training and communication, new policies and procedures need to be written to support implementation of one driver policy and PDA/GPS integrated distribution goals.

b.

identify changes due to business opportunities  Implementation of one driver policy to enable expansion of fleet. Implementation of PDAs and GPS needs to occur to avoid falling behind competitors.

c.

identify changes due to threats

 Competitors may reap cost savings and could cut prices. Competitors may boost performance by increasing distribution efficiency and cut delivery times to customers. d.

identify changes due to management decisions  Implementation of one driver policy and related procedures to reduce injuries.

6. Identify specialists to be consulted to assist with identifying change needs: a.

identify specialists you will engage to help identify change requirements and be prepared to explain your reasons for engaging these specialists ● Possibilities include:

○ Human resources specialist to: – Advise On Wages And Salaries – Industrial Relations Advice. – Advise on Performance Management Systems ○ Marketing experts to: – Identify Target Markets / Clients – Advise On Strategy. – Product diversification ○ Financial experts to: – Obtain Or Source Funding For Change Related Expense – Review of proposed budgets and profit forecasts. – Improved budgeting – Improved financial control b.

identify what consulting model you would adopt to engage the specialists and be prepared to explain why you would use this model  Process consultation: The General Manager is very concerned about identifying change requirements in close consultation with the organisation.

7. Consult with your assessor to assist with identification of change management requirements and opportunities. ● Requirements could include:

○ Raising salaries or introducing a bonus or incentives system ○ Regular consultation with unions, employee representatives ○ Structural changes such a dedicated sales team to build sales culture and facilitate training for specific skill set ○ Structural changes to simplify and clarify top-down, bottom up communication.

8. Consult with your assessor to assist with identification of change management requirements and opportunities. ● Requirements could include:

○ Raising salaries or introducing a bonus or incentives system ○ Regular consultation with unions, employee representatives ○ Structural changes such a dedicated sales team to build sales culture and facilitate training for specific skill set ○ Structural changes to simplify and clarify top-down, bottom up communication. 9. Identify the managers that need to be informed. Prepare a plan that identifies who, when and how stakeholder managers will be engaged to review and prioritise change requirements. ● Candidate should consider availability information in scenario.

Manager (Who) General manager/CFO

HR manager

Sales manager

Trucking /operations manager

When 

Before the change management process begins



During the implementation of the management process



At the review of the change management process



Before the change management process begins



During the implementation of the management process



At the review of the change management process



Before the change management process begins



During the implementation of the management process



At the review of the change management process



Before the change management process begins



During the implementation of the management process



At the review of the change management process

How Meeting, , consultation, presentation

Meeting, email, consultation, presentation

Meeting, email, memo, consultation, Notice, letter, presentation

Meeting, email, memo, consultation, Notice, letter, presentation

Office manager



Before the change management process begins



During the implementation of the management process



At the review of the change management process

Meeting, email, memo, consultation, Notice, letter, presentation

10. Assume your assessor is a manager you have identified. Consult with your assessor to review the changes you propose and to help you prioritise changes. Suggest and justify the priority you have assigned to each change you recommend. Proposed Change Implement Human Resources function in company structure by the first quarter of the 2012 financial year Implement PDA/ GPS usage (productivity function) on truck fleet in the first quarter of the 2012 financial year Implement 1 person/truck policy using automatic lift gates in the first quarter of the 2012 financial year

Priority 1.

2.

3.

Justification of the priority First have a functioning HR department before engaging in any change and training programs Once I have set up the HR department I can now focus on the core responsibilities which includes change processes and training in this instance Once drivers are trained adequately that can the perform their duties...