This form is to be completed by the assessor and used as a final record of student competency. All student submissions including any associated checklists are to be attached to this cover sheet before placing on the students file. Student results are not to be entered onto the Student Management Database unless all relevant paperwork is completed and attached to this form.

Student Name:
Student ID No:		Completion Date:

Unit Code:	BSBINN601
Unit Title:	Lead and manage organisational change

Please attach the following documentation to this form		Result S = Satisfactory NS = Not Satisfactory NA = Not Assessed	Reassessment S = Satisfactory NS = Not Satisfactory NA = Not Assessed
Assessment Task 1	r  Written Questions and Answers	S   |   NS   |   NA	S   |   NS   |   NA
Assessment Task 2	r  Project report: Identify change and develop change management strategy	S   |   NS   |   NA	S   |   NS   |   NA
Assessment Task 3	r  Role play: Prepare and implement change management plan	S   |   NS   |   NA	S    |   NS   |   NA
Final Assessment Result for this unit		C   /   NYC

Student Declaration:  I declare that this assessment is my own work based on personal study and research and not plagiarised or copied from another student’s work or source. I am also aware of my appeal rights. Name:          ____________________________ Signature:    ____________________________ Date:           ____/_____/_____

Assessor Declaration:  I declare that I have conducted a fair, valid, reliable and flexible assessment with this student. I have provided appropriate feedback and advised the student of their result. Name:          ____________________________ Signature:    ____________________________ Date:           ____/_____/_____

Entered onto Student Management Database

q  ________________ Date

Initials

Administrative use only

Written questions and answers

Submission details

The assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor.

Submit this document with any required evidence attached. See specifications below
for details.

Performance objective

The candidate will demonstrate the ability to determine strategic change requirements and opportunities; and to develop, implement and evaluate change management strategies.

Assessment description

In this assessment task, you are required to provide answers to the questions asked. You may use additional documents as required.

Procedure

1. Read and understand the questions clearly.
2. Provide answers to the questions asked.
3. Give examples from your own experience as far as possible.
4. Submit all documents required in the specifications below to your assessor. Ensure you keep a copy of all work submitted for your records.

Specifications

You must:

• meet with your assessor to clarify any confusion
• provide answers to all the questions
• submit your notes and any additional documents.
• If you utilise material from published authors make certain that you cite and reference appropriately. If you do not know how to reference discuss this with your assessor. Plagiarism is unacceptable.

Your assessor will be looking for your ability to:

• analyse and interpret information about the organisation’s internal and external environment and consult with stakeholders to identify requirements and opportunities for changes that support organisational objectives
• prioritise opportunities for changes with input from managers
• develop a change management project plan for the priority changes incorporating resource requirements, risk management and timelines
• develop strategies to communicate or educate the changes and embed them
• obtain approvals and agree reporting protocols with relevant managers and implement the plan including addressing barriers to change
• review and evaluate the change management project plan and modify as needed to achieve objectives.

Adjustment for distance-based learners

• No variation of the task is required.
• Documentation can be submitted electronically or posted in the mail.

Answer the following questions:

You are required to answer the questions given below. You may either use the space being provided for your answers or attach separate answer sheets as required.

1.    Describe a process / steps that you should follow when dealing with change management

The steps that should be followed while dealing with the management of change are: 1. Prepare the company for change 2. Craft the plan and vision for change 3. Execute the changes 4. Set in changes within practices and culture of the company 5. Monitor the progress and also evaluate the results (Daft, 2015).

2.    Describe the three phases in an Organisational Change Management Life Cycle

Three phases are given below: Phase 1 – Prepare Approach: This phase assists the team of change and project in establishing the strategy of change management. Phase 2 – Manage change – In this phase, actions and plans are developed that assists in moving organization and individuals through transitions of ADKAR. Phase 3 – Sustain outcomes: In this phase, the approach for making sure that the change is mainly adopted and the company is committed to performing and doing what is required for sustaining the change (Daft, 2015).

3.    How could you ensure senior management reinforces your change management program?

It can be ensured by following the given points: 1. By collecting and evaluating the feedback 2. By diagnosing gaps and controlling resistance 3. By implementing corrective and accurate actions

4.    Describe briefly how you could use David Kolbs Learning Styles when encouraging change

It includes the following: 1. Concrete experience – This will be used to experience something and also do some experiments on current strategies or plans. 2. Reflective observation – It gives the idea to implement the experience and also reflect mainly upon the experience. 3. Abstract conceptualism – This is mainly about learning from all experiences. It is needed in analyzing and analyzing the changes. 4. Active experimentation – It is the last stage and it is all about mainly implementing the changes.

5.    What are the 5 stages of change as implied by the Kubler-Ross Model

It includes the following: 1. Denial – This is the phase mainly during which an individual puts on the mechanism of defence and also takes some time for processing disturbing reality. 2. Anger – When the individual realizes and understands the seriousness of the circumstance then he or she becomes angry. 3. Depression – It is the phase where the individual tends mainly to feel guilt, fear, sadness and some other kind of emotions. 4. Bargaining – It might help in coming to a justifiable solution and may get some kind of relief mainly to those who are coming close to particular what they desire to ignore. 5. Acceptance – In these unwanted situations are accepted when there is no solution to mitigate these situations (Waddell, et al., 2019).

6.    Why might people resist change? Give reasons.

People resist changes because of the following reasons: 1. Loss of employment security and status in the organization 2. Systems of reward are aligned poorly 3. Pressure from peers 4. Climate of misunderstanding and mistrust 5. Politics in the organization (Waddell, et al., 2019).

7.    Describe why a person’s family upbringing may affect how they respond to change.

The family upbringing of the person might affect how they respond to changes as those individuals who turned out to be familiarized with connecting with individuals with similar ethics and values might find it further hard in appreciating the diversity of the present workforce.

8.    Describe at least 3 (three) different reasons why people may react differently to change

Three reasons are given below: 1. Different attitudes and perceptions of people 2. Different fundamental values of people 3. Different living environments (Langer, 2016).

9.    Describe any three (3) different ways people may react to change

Three different ways are given below: 1. They will feel hesitant and awkward and also self-cognizant 2. They will be concerned about mainly having sufficient resources 3. They will focus on mainly what have to sacrifice

10. Describe in detail how you can lead employees through organisational change.

The employees can be led through company change by following the given points: 1. Creating a strategy and plan 2. Understanding the end objective 3. Communicating clearly 4. Identifying important players 5. Delegating tasks 6. Setting realistic goals 7. Managing expectations 8. Holding employees responsible

11. What impact does organisational behaviour have on change strategies?

Organizational behaviour suggests that inducements are motivational aspects that are critical for individuals to perform productively. Organizational behaviour mainly changes how individuals make their decisions. The kind of businesses that are capable of encouraging risks in taking decisions within the culture of the company could improve creativity and innovation (Langer, 2016).

12. Describe 4 different ways the external environment can affect change strategies?

Four different ways are: 1. It affects the present operations of the business 2. It can lead to changes in consumer retention rate 3. It can affect the revenue of operations 4. It can affect personnel’s minds regarding changes

13. Describe what you should include in each of the following change management plan components.

1. Engagement with stakeholders – Plans of engagement with stakeholders should be updated 2. Communication – Channels of communication should be included in this element. 3. Change Readiness and Impact – Status Tracker of Readiness and Checklists of Readiness should be included in this element. 4. Organization design – In this, the activities of the project should be included. 5. Training – In this, guides and policies of training should be included (Davidson, et al., 2017).

14. List 5 other components of a change management plan that are not covered in the previous question.

Five other components are given below: 1. Focus groups 2. Collection of data 3. Plans of resistance management 4. Plans of coaching 5. Roadmaps of sponsorship (Davidson, et al., 2017).

Marking Guide

Assessment Task 1: Written questions and answers

Candidate’s name		Phone no.
Assessor’s name		Phone no.
Assessment site
Assessment date/s		Time/s

Outcomes

Did the candidate:	Satisfactory
	Yes	No
Answer all the questions?
Provide examples as and when necessary?
Submit all the documents as required?
Complete assessment within agreed deadline?

Performance indicators

Did the candidate answer following questions?	Satisfactory
	Yes	No
1.Describe a process / steps that you should follow when dealing with change management
2.Describe the three phases in an Organisational Change Management Life Cycle
3.How could you ensure senior management reinforces your change management program?
4.Describe briefly how you could use David Kolbs Learning Styles when encouraging change
5.What are the 5 stages of change as implied by the Kubler-Ross Model
6.Why might people resist change? Give reasons.
7.Describe why a person’s family upbringing may affect how they respond to change.
8.Describe at least 3 (three) different reasons why people may react differently to change
9.Describe 5 different ways people may react to change
10.Describe in detail how you can lead employees through organisational change.
11.What impact does organisational behaviour have on change strategies?
12.Describe 4 different ways the external environment can affect change strategies?
13.Describe what you should include in each of the following change management plan components.
14.List 5 other components of a change management plan that are not covered in the previous question.

Comments/feedback to candidate

Outcome:		Successful		Unsuccessful
Assessor name:
Assessor signature:

Project report: Identify change and develop change management strategy

Submission details

The assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor.

Submit this document with any required evidence attached. See specifications below
for details.

Performance objective

The candidate will demonstrate the ability to determine strategic change requirements and opportunities; and to develop, implement and evaluate change management strategies.

Assessment description

This assessment consists of preparing a project report based on the given scenario. In response to the given scenario and instructions, candidate is required to identify changes and develop change management strategy in a report format. You may consult with your trainer/assessor if any additional support and guidance is required.

Procedure

1. Read and understand the given scenario. You may seek help from your trainer/assessor if required.
2. Conduct a research to identify changes required in the given organisation.
3. Develop a change management strategy in a report form.
4. There is no particular format for your report. However, you are required to cover all the given points in your report.
5. Submit all documents required in the specifications below to your assessor. Ensure you keep a copy of all work submitted for your records.

Specifications

You must:

• meet with your assessor to clarify any confusion
• submit the project report that you have developed
• prepare report as instructed
• submit your notes and any additional documents.

If you utilise material from published authors make certain that you cite and reference appropriately. If you do not know how to reference discuss this with your assessor. Plagiarism is unacceptable.

Your assessor will be looking for your ability to:

• analyse and interpret information about the organisation’s internal and external environment and consult with stakeholders to identify requirements and opportunities for changes that support organisational objectives
• prioritise opportunities for changes with input from managers
• develop a change management project plan for the priority changes incorporating resource requirements, risk management and timelines
• develop strategies to communicate or educate the changes and embed them
• obtain approvals and agree reporting protocols with relevant managers and implement the plan including addressing barriers to change
• review and evaluate the change management project plan and modify as needed to achieve objectives.

Adjustment for distance-based learners

• No variation of the task is required.
• Documentation can be submitted electronically or posted in the mail.

Scenario: BD Corp

You are a senior manager within BD Corp., a private training organisation delivering customized training to corporate clients throughout Australia.  Since starting 5 years ago, BD Corp. has focused on three main streams of courses, including: ·         Customer services ·         Time management ·         Leadership development BD Corp. has now recognised that one of the most important assets is its trainers.  BD Corp. employs 18 trainers – 4 training customer services, 6 training time management, and the remainder training leadership development.  Of the 18 trainers, 4 have been employed since the company started, but the remaining 14 trainers are not stable. The average employment length of these trainers is 3 – 7 months.  The management is not sure why this is the case, as the trainers are paid well above industry standard wages, and offered flexibility within the workplace. All recruitment is undertaken by the CEO, who has many years’ experience delivering training in the corporate sector.  The CEO is highly recommended by his clients, and has a comprehensive network within Australia’s top 100 Blue Chip companies. Currently BD Corp does not have any “formal” recruitment policies, but in general follows the following steps •         positions are advertised on seek.com.au •         the CEO’s wife (who does not officially work in the company) looks over each one, then short lists them for the CEO to interview •         the company administration team then contacts each shortlisted applicant and invites them to attend a group interview, where they are required to sell themselves to the CEO •         if the applicants are successful at this stage, they are invited to a one-on-one interview with the CEO, who discusses the position requirements and company expectations •         successful applicants are then offered a position with salary negotiated directly with the CEO. In relation to staff management, the CEO undertakes the following: •         Team meetings are run with all staff every 3 months.  The meetings discuss company performance, new clients, new system / processes and issues that have arisen over the past 3 months •         Annual performance reviews are undertaken, but are not recorded.  Sometimes the reviews are undertaken around 9 months, sometimes around 15 months (where there are no issues). •         The CEO has an open-door policy, however is often out of the office networking and creating sales for the company. The CEO has developed a 2-year strategic plan (provided)

Task:

Your task is to develop a comprehensive change management plan for the organisation.

This plan will:

• Confirm the business or organisations vision and mission;
• Include relevant organisational values
• Identify and consider strengths and weaknesses of existing and potential competitors and allies
• Analyse organisation’s strengths, weaknesses, opportunities and threats through a detailed SWOT analysis
• Document relevant research and background for inclusion in the strategic plan
• Formulate strategic objectives and strategies needed for the future
• Detail each strategy with an assigned priority, a timeframe, responsible parties and measurable performance indicators
• Provide for due diligence

Your aim is to identify any change requirements / opportunities that can be established within BD Corp.

You will also need to

• Ask further questions as needed directly to your CEO (role-played by your assessor).  Remember, your CEO is a busy person, so you must be prepared during all communications.
• Monitor the trends within the external business environment (other corporate training organisations)
• Consider performance gaps / business opportunities or threats / or management opportunities
• Review and prioritise all change requirements

Once you have identified an appropriate change requirement / opportunity, you are to develop a change management strategy.  This strategy must include:

• A situational awareness that

• Discusses your change characteristics
• Identifies and describe your organisational attributes
• Identifies your impacted

• A supporting structure

• Team structure
• Sponsor coalition

• A strategy analysis including

• Risk assessment
• Anticipated resistance
• Special tactics
• A cost benefit analysis for high priority change opportunities
• A change management project plan
• Relevant communication / education plans

2 – year strategic plan

Goal We will develop a high-performance culture in an environment which encourages collaboration and focuses on exceeding customer expectations
Objectives	Strategies
Attract, develop and retain a workforce with the capacity to achieve our strategic goals.	•         Create and implement recruitment, development and retention strategies to meet the priorities identified through the annual workforce planning process. •         Provide lifelong learning and professional development opportunities for academic and professional staff, irrespective of location. •         Grow leadership capacity by providing access to and encouraging participation in targeted programs. •         Develop a staff profile that reflects the diversity of the company’s corporate clients
Recognise and reward excellence in teaching, research and service.	•         Expand BD Corp’s rewards program to further recognise excellence in training, engagement and service. •         Develop and implement a recognition process for excellence in training and customer service. •         Showcase excellence within BD Corp. and promote the achievements of staff, students and corporate clients to the broader community.
Improve our performance as a learning organisation, committed to quality assurance.	•         Refine and embed the annual operational unit planning process as the means of aligning strategic planning and budget. •         Align staff performance planning, management, development and review with strategic and operational goals. •         Successfully manage significant change, through appropriate strategies and communication. •         Ensure major strategic projects achieve stated outcomes, are implemented to agreed timelines and undergo post implementation review. •         Share learning across the company, promoting excellence in •         practice.
Optimise a positive student experience	•         Ensure equitable access for customers to meaningful support services, IT and infrastructure regardless of location and mode of delivery. •         Provide appropriate mechanisms for customer feedback and input on matters affecting them. •         Foster a responsive and personalised service culture across the company.
Increase student load while maintaining course quality, student engagement and sustainability	•         Actively pursue sustainable growth. •         Embed a commitment to the triple-bottom line to enhance the •         economic, social and environmental sustainability of BD Corp. •         Deliver high quality and relevant courses in demand by corporate clients. •         Minimise the duplication of unit offerings across the BD Corp. •         Develop a coordinated and cohesive organisational approach to addressing customer retention.

Assessment task 2 – Student self-assessment checklist

This checklist is similar to the one being used by your assessor during this assessment.  This checklist should be reviewed by you to evaluate your readiness for assessment, and to confirm your understanding of the criteria by which this assessment task will be judged.

Once you feel you have the required skills and knowledge to demonstrate each of the following assessment criteria, you are ready to be assessed.  Please speak with your assessor if you feel you are not ready to be assessed before the assessment has commenced.

You may refer to this checklist at any stage PRIOR to the commencement of your assessment.  You may not refer to this checklist whilst you are being assessed.

Student Assessment Criteria	I feel I can demonstrate this
	Yes	No
Communication: Are you able to:
·       Communicate clearly with others ·       Ask for help when needed ·       Follow instructions ·       Identify the task requirements including document purpose and proposed audience ·       Clarify task requirements with supervisor (assessor) as required	r	r
Safety: Are you able to:
·       Work safely at all times	r	r
·       Ensure your actions do not put the safety of yourself or others at risk	r	r
Task requirements: Are you able to:
·       Identify strategic change needs	r	r
·       Confirm business or organisations vision and mission;	r	r
·       Include relevant organisational values	r	r
·       Identify and consider strengths and weaknesses of existing and potential competitors and allies	r	r
·       Analyse organisation’s strengths, weaknesses, opportunities and threats through a detailed SWOT analysis	r	r
·       Document relevant research and background for inclusion in the change management plan	r	r
·       Formulate strategic objectives and strategies needed for the future	r	r
Include situational awareness that discusses: ·       Change characteristics –        Detail the scope of the change –        Identify how many people will be impacted –        Detail who is being impacted –        Identify if they are being impacted the same, or experiencing the change differently –        Identify what is being changed (processes, systems, job roles, etc.) –        Include a timeframe for the change ·       Organisational characteristics –        Discuss perceived need for change –        Identify how past changes have been managed –        Identify shared vision of business –        Identify amount of change going on right now ·       Impacted Group –        Outline impacted groups –        Show how they will be impacted –        Allow for customization of plans in change management process	r	r
Include supporting structure that discusses: ·       Team structure –        Identify who will be doing the change management work –        Outline relationship between project team and change management team –        Identify over risk factors –        Document specific risk factors ·       Sponsor Coalition –        Describe leaders / managers who need to be on board for successful change –        Identify leaders of the groups who will be impacted by the change –        Detail support structure –        Detail communication protocols	r	r
Include strategic analysis that discusses: ·       Risk Assessment –        Identify overall risk –        Document specific risk factors –        Detail contingency options –        Mitigation strategies ·       Anticipated Resistance –        Identify regions or divisions impacted differently than others –        Identify multiple solutions to same problem	r	r
·       Include a communication plan if relevant	r	r
·       Include a sponsorship roadmap if relevant	r	r
·       Include coaching plan	r	r
·       Include training plan	r	r
·       Include resistance management plan	r	r
·       Include reinforcement planning if relevant	r	r
·       Include cost benefit analysis taking into consideration –        Objectives –        Facility / infrastructure required –        Staffing required –        Budgeting issues –        Training requirements –        Budgets / costs	r	r
·       Complete task on time	r	r

Answers for task 2:

Change Management Plan

Company Profile

BD Corp is a private training organization that delivers personalized training to main clients of corporate across Australia. Since the beginning 5 years back, BD Corp. has mainly focused on three key streams of particular courses that mainly include Consumer services, management of time and development of leadership. The one particular things expected by a business is mainly changing. Most of the changes in the organization occur for reasons like unexpected situations and deliberate actions executed for facilitating the growth of the organization. So, BD Corp is also expecting some changes in the organization as the client retention rate is not effective and also changes are required in policies (Nuckcheddy, 2018).

Vision & Mission

The vision of BD Corp. is that each individual has the proper opportunity for achieving their complete goals and participating in entire factors of life and give a complete contribution to different activities. The mission of BD Corp is to become the leading company of services of training to mainly corporate customers within Australia.

Values

The values of BD Corp include that all staff will act with complete integrity and honesty while dealing with consumers, colleagues, agencies of government and suppliers. At whole times, staff will attempt for acting in a manner that mainly others are particularly treated with dignity and respect (Nuckcheddy, 2018).

Strengths and Weaknesses of potential and existing allies and competitors

The strengths of the potential and existing competitors are given below:

1. They have excellent and potential staff for managing sales with effective knowledge of present products.
2. Better relations with clients
3. Efficient internal system of communication
4. Successful and well-developed strategies for marketing
5. Good reputation for business

The weaknesses of the potential and existing competitors are given below:

1. Intermittent system of cash flow
2. High cost of inventory
3. Outdated policies and data
4. Ineffective system to maintain organizational records

SWOT Analysis

Strengths

It includes the following:

1. Good client retention rate
2. Higher consumer satisfaction
3. The logo of BD Corp is eye-catching (Manns & Rising, 2015).

Weaknesses

It includes the following

1. Ineffective strategies for marketing
2. Plan of marketing is not developed
3. Budget for marketing is insufficient (Manns & Rising, 2015).

Opportunities

1. BD Corp can take benefit from the increasing reputation of other organizations
2. The organization could utilize social media platforms for marketing purposes (Njoroge, et al., 2016).

Threats

1. Increase in competition
2. Increase in expenses of marketing
3. Financial risk due to lower profit margin

Background and research for inclusion in the strategic plan

The recruitment stage of a particular process of hiring mainly takes place when the organization tries to hire various candidates mainly by posting job requirements on the websites of the organization and other media platforms. Applicants who mainly respond to the particular recruitment process of the organization are mainly got the call for further process. Then they are invited to give an interview. Employers might also check the background of the potential employees (Njoroge, et al., 2016).

Strategic objectives and strategic needs for the future

The strategic objectives are given below:

1. To increase the share of the market and sales
2. To enhance the hiring process of staff more effective
3. To improve the organizational reliability
4. To recruit quality personnel in the organization (Doppelt & McDonough, 2017).

Strategic needs are given below:

1. The strategy to increase sales should be created
2. The strategy of recruiting process should be developed

Strategic needs	Timeframe	Responsibility	Measurable performance indicators
Increase in sales	4 months	Senior Executive	1. Effective recruitment process 2. Potential employees are recruited
Effective recruiting process	2 months	Senior Executive	1. Increase in share of the market 2. Increase in sales

Due diligence

The present situation of the organization is having severe issues in recruiting employees as the process of recruiting is not very efficient and productive and also planning was not done. As the outcome of rational employees within the organization, the process of recruiting is a particular matter that could not be overseen by the employers. In the case of BD Corp, the complete process of recruitment is undertaken by the wife of the CEO. But now it has been recognized by BD Corp that essential assets in the organization are trainers as without them the organization cannot run well (Doppelt & McDonough, 2017).

Role-play

Manager – Good morning, sir!

CEO – Good morning!

Manager – How are you, sir?

CEO – I am good, what about you?

Manager – I am also fine sir. I have conducted this session to discuss the change opportunities and requirements that are highly needed in our company at this time.

CEO – Okay, so give me your suggestions regarding change opportunities or requirements. If I found it effective then I will consider it with my executives.

Manager – Yes, sir then I will start with the management of staff should be changed and updated as we should conduct regular meetings with staff to get updates on their performance in the organization. In the meetings with staff, the performance of the company, new customers, and new processes or system that has mainly arisen should be discussed to reach an effective solution immediately.

CEO – Okay.

Manager – The annual reviews of performance should be well-recorded and maintained. These reviews should be completed at the end of every month. By this, we can also understand where the organization is lacking in its performance and decrease in sales.

CEO – Okay.

Manager – Also, many trends have been launched within the particular external environment of the business including learning through smartphones, personalized paths of training, better mentoring by potential mentors, and continuous improvement in the field of training and development.

CEO – Okay, we will consider these trends.

Manager – Yes, sir all these points should be considered. In my opinion, a proper strategic plan should be developed, regular meetings should be conducted with staff, performance reviews should be undertaken every week and should be recorded and maintained effectively, and policies of recruiting process should be changed.

CEO – Okay, I will consider all your change requirements and opportunities and will discuss them with my executives and let you know soon.

Manager – Okay sir, thank you that you took the time for this session. It was a pleasure for me to consult with you.

CEO – Welcome!

Change management strategy

A situational awareness

BD Corp has mainly recognized now that one of the essential assets is mainly the trainers as without them the organization cannot run well. BD Corp mainly employs around 18 trainers which include 4 who give training in consumer services, 6 in management of time and the remaining in leadership development. But only 4 trainers there are still working with the organization from the start and others’ retention rate is inaccurate. All process of recruitment is in the hands of the CEO as the CEO has great experience in offering training in this corporate field. The present situation of the organization is having problems and issues because of outdated policies of recruiting, lack of staff and trainers, irregular staff meetings and performance reviews.  So, the proper strategic plan should be developed, regular meetings should be conducted with staff, performance reviews should be undertaken every week and should be recorded and maintained effectively, and policies of recruiting process should be changed (Elbe & Peters, 2016).

A supporting structure

The organizational supporting structure includes the CEO, senior manager, department of sales and department, managers, trainers and training consumer services. The CEO is the higher authority of the BD Corp. Senior managers work under the CEO and other executives work under the senior manager (Elbe & Peters, 2016).

A strategy analysis

Risk assessment

Risk	Consequences	Likelihood Rating	Treatment	Priority rating
Inability in attracting knowledgeable and qualified staff (Keyton, 2017).	Performance quality is not productive	5	High wages should be paid and a better working environment should be given	Medium
The training of present and the current staff is not effective (Keyton, 2017).	An increase in budget and time is consumed	4	Modern technology should be implemented to improve learning	High

Anticipated resistance

The key factors of change opportunities and requirements are the process that is taken for supporting staff through these changes in the policies and process of the organization. The efficient application of management of change is mainly intended in greater part for preventing resistance. Management of change is not mainly about the prevention of resistance; however, prevention of resistance is mainly about the efficient application of management of change opportunities and requirements in the organization (Kostynchuk, 2016).

Special Tactics

A special kind of strategy is utilized for giving all staff mainly agree to particular changes is for increasing the participation of staff in every activity of the organization. If every individual is involved in the changes then this will assist in developing the understanding of operations effectively (Kostynchuk, 2016).

Cost-benefit analysis

Activities	Budget
Staff recruitment	$25,000
Advertisements	$30,000
Marketing	$15,000
Wages of staff	$20,000
Technological advancements	$40,000
Resources	$35,000

Change management project plan

Project Title – Change Management Project Plan Items to be changed – Includes: 1. Efficiency of the recruitment process 2. Marketing strategies 3. Policies of the organization Change description 1. To improve the consistency of the organization 2. To enhance the process of recruitment 3. To recruit potential and skilled staff 4. To increase the share of the market (Clinton, 2018). Estimated Budget – The estimated project of the project is $1,50,000 Project Time – The duration is 9 months.

Communication plan

Description	Targeted audience	Method	Frequency	Responsible
Changes in policies	Staff	Formal meeting	Weekly	Project manager
Changes in the recruitment process (Clinton, 2018).	Candidates and staff	Formal meeting and email	Weekly	Project Manager

Marking Guide

Assessment Task 2: Project report: Identify change and develop change management strategy

Candidate’s name		Phone no.
Assessor’s name		Phone no.
Assessment site
Assessment date/s		Time/s

Outcomes

Did the candidate:	Satisfactory
	Yes	No
Answer all the questions?
Provide examples as and when necessary?
Submit all the documents as required?
Complete assessment within agreed deadline?

Assessor notes:

• You are to role play the CEO for this task. In performing this role, please reflect the following traits:
• You are a very busy person, and have a lot of responsibilities
• This is your business, and your baby. Whilst you want to grow and improve, you are protective of current business practices.  However, you are finding it hard to let go.
• Information you may need to explain to the student (if asked or eluded to) includes:
• How corporate training works.
• Total staff includes CEO, 3 administration personnel (for accounts and office support), and 18 trainers.
• As the company provides all training on the job, the business runs from a residential house. The house is used purely for business, with trainers working out of bedrooms, and the CEO having the master bedroom as his office.
• When the CEO is out of town, his partner will often pop in to check up on what is happening. This is the only time the partner is seen on premises.
• Where further information is required, you are to supply it as needed
• Students will need to research other corporate training companies to see what is happening with the industry. This includes identifying any current trends or industry direction
• To maintain the validity of the assessment, it is important that you only answer questions asked, and not lead the student in any way. This is to ensure the student can prepare themselves, and identify the information required to enable them to review the change management plan in its entirety.

Assessment task 2 – Assessor checklist

This checklist is to be used when assessing the students in this task.  This checklist is to be completed for each student.  Please refer to separate mapping document for specific details relating to alignment of this task to the unit requirements.

In undertaking this assessment, did the student	Satisfactory
Identify strategic change needs	r Yes	r No
Confirm business or organisations vision and mission;	r Yes	r No
Include relevant organisational values	r Yes	r No
Identify and consider strengths and weaknesses of existing and potential competitors and allies	r Yes	r No
Analyse organisation’s strengths, weaknesses, opportunities and threats through a detailed SWOT analysis	r Yes	r No
Document relevant research and background for inclusion in the strategic plan	r Yes	r No
Formulate strategic objectives and strategies needed for the future	r Yes	r No
Review existing policies	r Yes	r No
Background information	r Yes	r No
Change Management Plan – Include Situational Awareness that discusses:
·         Team structure (Please Tick) q  Identify who will be doing the change management work q  Outline relationship between project team and change management team q  Identify over risk factors q  Document specific risk factors	r Yes	r No
·         Sponsor Coalition (Please Tick) q  Describe leaders / managers who need to be on board for successful change q  Identify leaders of the groups who will be impacted by the change q  Detail support structure q  Detail communication protocols	r Yes	r No
Change Management Plan – Include Strategy Analysis that discusses:
·         Risk Assessment (Please Tick) q  Identify overall risk q  Document specific risk factors q  Detail contingency options q  Mitigation strategies	r Yes	r No
·         Anticipated Resistance (Please Tick) q  Identify regions or divisions impacted differently than others q  Identify multiple solutions to same problem	r Yes	r No
Include a communication plan if relevant	r Yes	r No
Include a sponsorship roadmap if relevant	r Yes	r No
Include coaching plan	r Yes	r No
Include training plan	r Yes	r No
Include resistance management plan	r Yes	r No
Include reinforcement planning if relevant	r Yes	r No
Include cost benefit analysis taking into consideration
Objectives	r Yes	r No
Facility / infrastructure required	r Yes	r No
Staffing required	r Yes	r No
Budgeting issues	r Yes	r No
Training requirements	r Yes	r No
Budgets / costs	r Yes	r No
Change Management Strategy attached	r Yes	r No

 

Comments/feedback to candidate

Outcome:		Successful		Unsuccessful
Assessor name:
Assessor signature:

Role play: Prepare and implement change management plan

Submission details

The assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor.

Submit this document with any required evidence attached. See specifications below
for details.

Performance objective

The candidate will demonstrate the ability to determine strategic change requirements and opportunities; and to develop, implement and evaluate change management strategies.

Assessment description

This assessment task is continuation from assessment task 2. It consists of preparing and implementing change management plan developed in task 2. Assessment Task 3 consists of two parts.

Procedure

Following Assessment Task 2, you are required to prepare for and implement your change management plan in part.

Your implementation will encompass running a meeting for your team in which you:

• Explain and discuss the change management plan in detail
• Allocate responsibilities for at least 2 different strategies outlined within the plan
• Instruct / mentor each person to whom you have allocated a responsibility to, to ensure they understand and are empowered to perform their allocated task
• Allocate / assign resources to the team
• Discuss and agree on reporting protocols to be followed throughout the change management process

It is important that you are prepared for this session, ensuring you:

• prepare for the session to ensure everything is covered
• develop and provide relevant documentation / supporting materials to your team

Your assessor will observe you running the meeting.

Specifications

You must:

• meet with your assessor to clarify any confusion
• participate in the role play as instructed
• prepare documents as instructed
• submit your notes and any additional documents.

If you utilise material from published authors make certain that you cite and reference appropriately. If you do not know how to reference discuss this with your assessor. Plagiarism is unacceptable.

Your assessor will be looking for your ability to:

• analyse and interpret information about the organisation’s internal and external environment and consult with stakeholders to identify requirements and opportunities for changes that support organisational objectives
• prioritise opportunities for changes with input from managers
• develop a change management project plan for the priority changes incorporating resource requirements, risk management and timelines
• develop strategies to communicate or educate the changes and embed them
• obtain approvals and agree reporting protocols with relevant managers and implement the plan including addressing barriers to change
• review and evaluate the change management project plan and modify as needed to achieve objectives.

Adjustment for distance-based learners

• No variation of the task is required.
• Documentation can be submitted electronically or posted in the mail. 

Meeting context:

Each meeting will consist of yourself (running the meeting), and at least 2 other people, who will role-play the employees.  These employees will be role-played by persons who are not students within your course (such as other trainers or assessors)

Things to consider whilst performing this task:

• Be organised – prepare and plan for the session thoroughly.
• Know your position
• Know your company
• Arrange access to all required documentation for this process
• Be prepared to ask questions
• Be prepared to be asked questions

Things to consider whilst role-playing an employee:

• Be prepared
• Act professionally throughout the process
• Be prepared to ask questions when you require more information
• Answer all questions to the best of your ability
• Make sure that by the end of the session, you are fully aware of the strategy you have been allocated, along with the actions you would need to perform to achieve this.

Remember, you will be required to both run the meeting, and role-play an employee (during another student’s assessment), so be sure to perform at your best at all times.

Task:

You are to submit the following

• Your meeting plan,
• Copies of documentation provided to employees

Your assessor will observe you running the meeting

Assessment task 3 – Student self-assessment checklist

This checklist is similar to the one being used by your assessor during this assessment.  This checklist should be reviewed by you to evaluate your readiness for assessment, and to confirm your understanding of the criteria by which this assessment task will be judged.

Once you feel you have the required skills and knowledge to demonstrate each of the following assessment criteria, you are ready to be assessed.  Please speak with your assessor if you feel you are not ready to be assessed before the assessment has commenced.

You may refer to this checklist at any stage PRIOR to the commencement of your assessment.  You may not refer to this checklist whilst you are being assessed.

Student Assessment Criteria	I feel I can demonstrate this
	Yes	No
Communication: Are you able to:
·       Communicate clearly with others ·       Clarity the task requirements ·       Ask for help when needed ·       Follow instructions ·       Give and receive feedback as appropriate ·       Answer questions and clarify concerns that arise ·       Explain rational on decisions effectively	r	r
Safety: Are you able to:
·       Work safely at all times	r	r
·       Ensure your actions do not put the safety of yourself or others at risk	r	r
Task requirements: Are you able to:
·       Develop a plan for session	r	r
·       Develop / access handouts / information for dissemination	r	r
·       Introduce self	r	r
·       Cover company / background information	r	r
·       Allocate responsibilities to personnel	r	r
·       Explain responsibility requirements / expectations	r	r
·       Discuss responsibilities and consider input from staff	r	r
·       Outline KPI’s	r	r
·       Discuss budget	r	r
·       Discuss required resources	r	r
·       Provide and explain implementation plan	r	r
·       Outline monitoring arrangements	r	r
·       Confirm understanding through using open questioning techniques	r	r
·       Provide guidance and support where needed	r	r
·       Ask for and answer questions clearly and accurately	r	r
·       Address barriers as they arise (reluctance from staff (or CEO), staff skills or abilities, etc.)	r	r
·       Consider input provided and respond appropriately	r	r

Answers for task 3:

Meeting minutes

Date – 07-09-2022

Time – 10:00 am

Attendees – Manager, stakeholders and senior manager

Venue – Meeting Room

Duration – 10 minutes

Meeting

Manager – Good morning!

Stakeholders & Senior Manager – Good morning!

Manager – How are you?

Stakeholders & Senior Manager – We are fine, what about you?

Manager – I am also fine, I have conducted this meeting to discuss and inform you about the changes that are going to undertake by the organization.

Stakeholders & Senior Manager – Okay.

Manager – As many trends have been launched within the particular external environment of the business that includes learning through smartphones, personalized paths of training, better mentoring by potential mentors, and continuous improvement in the field of training and development that is why our organization is undergoing some changes that will influence the performance of the organization positively.

Stakeholders & Senior Manager – Okay.

Manager – The change requirements and opportunities include a proper strategic plan should be developed, regular meetings should be conducted with staff, performance reviews should be undertaken every week and should be recorded and maintained effectively, and policies of recruiting process should be changed.

Stakeholders & Senior Manager – Okay.

Manager – For this, I have also developed the change management project plan which is given below:

Project Title – Change Management Project Plan Items to be changed – Includes: 1. Efficiency of the recruitment process 2. Marketing strategies 3. Policies of the organization Change description 1. To improve the consistency of the organization 2. To enhance the process of recruitment 3. To recruit potential and skilled staff 4. To increase the share of the market Estimated Budget – The estimated project of the project is $1,50,000 Project Time – The duration is 9 months.

Stakeholders & Senior Manager – Okay.

Manager – I have also developed the strategies for communicating the changes and it is given below:

Description	Targeted audience	Method	Frequency	Responsible
Changes in policies	Staff	Formal meeting	Weekly	Project manager
Changes in the recruitment process	Candidates and staff	Formal meeting and email	Weekly	Project Manager

Stakeholders & Senior Manager – Okay.

Manager – I require you to go through these strategies and plans and also give your valuable feedback.

Stakeholders & Senior Manager – Okay we will consider your points. In our opinion, the budget of the project should be more.

Manager – Okay, then we will fix the budget as per your recommendation.

Stakeholders & Senior Manager – Okay, thank you for considering our change.

Manager – It is all my pleasure.

Marking Guide

Assessment Task 3: Role play: Prepare and implement change management plan

Candidate’s name		Phone no.
Assessor’s name		Phone no.
Assessment site
Assessment date/s		Time/s

Outcomes

Did the candidate:	Satisfactory
	Yes	No
Answer all the questions?
Provide examples as and when necessary?
Submit all the documents as required?
Complete assessment within agreed deadline?

Assessor instructions

Each student has been given the following brief:

Following Assessment Task 2, you are required to prepare for and implement your change management plan in part.

Your implementation will encompass running a meeting for your team in which you:

• Explain and discuss the change management plan in detail
• Allocate responsibilities for at least 2 different strategies outlined within the plan
• Instruct / mentor each person to whom you have allocated a responsibility to, to ensure they understand and are empowered to perform their allocated task
• Allocate / assign resources to the team
• Discuss and agree on reporting protocols to be followed throughout the change management process

It is important that you are prepared for this session, ensuring you:

• prepare for the session to ensure everything is covered
• develop and provide relevant documentation / supporting materials to your team

Your assessor will observe you running the meeting.

Meeting context:

Each meeting will consist of yourself (running the meeting), and at least 2 other people, who will role-play the employees.  These employees will be role-played by persons who are not students within your course (such as other trainers or assessors)

Things to consider whilst performing this task:

• Be organised – prepare and plan for the session thoroughly.
• Know your position
• Know your company
• Arrange access to all required documentation for this process
• Be prepared to ask questions
• Be prepared to be asked questions

Things to consider whilst role-playing an employee:

• Be prepared
• Act professionally throughout the process
• Be prepared to ask questions when you require more information
• Answer all questions to the best of your ability
• Make sure that by the end of the session, you are fully aware of the strategy you have been allocated, along with the actions you would need to perform to achieve this.

Remember, you will be required to both run the meeting, and role-play an employee (during another student’s assessment), so be sure to perform at your best at all times.

Task:

You are to submit the following

• Your meeting plan,
• Copies of documentation provided to employees

Your assessor will observe you running the meeting 

Assessor notes:

• You are to role play the CEO for this task. In performing this role, please reflect the following traits:
• You are a very busy person, and have a lot of responsibilities
• This is your business, and your baby. Whilst you want to grow and improve, you are protective of current business practices.  However, you are finding it hard to let go.
• To maintain the validity of the assessment, it is important that you only answer questions asked, and not lead the student in any way. This is to ensure the student can prepare themselves, and identify the information required to enable them to review the change management plan in its entirety.
• Option 1 – You are to observe this student conduct the session with actual employees within their workplace.
• Option 2 – You are to use other persons to role-play employees for this task. These persons must be briefed on their expectations and what the task is about prior to starting the assessment.
• Option 2 Details:
• In their preparation, students should develop a plan, handouts for new employees, and overheads / learning aids as appropriate

Candidate (To be assessed running the change management plan implementation meeting)

Person 1 (To role-play an employee)

Person 2 (To role-play an employee)

• Employees must be briefed by the assessor as to their role, which includes:
• Providing a copy of the brief as displayed in Assessment 1 (which outlines the company details)
• Advising them of their positions held within the company, along with and specific responsibilities
• Asking them to
  • Be prepared
  • Act professionally throughout the process
  • Ask questions when more information is required
  • Answer all questions to the best of their ability
  • Make sure that by the end of the session, you are fully aware of the strategy you have been allocated, along with the actions you would need to perform to achieve this.
• You are to observe each role-play and assess each student individually using the checklist provided

Assessment task 2 – Assessor checklist

This checklist is to be used when assessing the students in this task.  This checklist is to be completed for each student.  Please refer to separate mapping document for specific details relating to alignment of this task to the unit requirements.

In undertaking this assessment, did the student	Satisfactory
Prepare for the meeting ensuring they:
·         Develop a plan for session	r Yes	r No
·         Develop / access handouts / information for dissemination	r Yes	r No
Run the meeting including ensuring they
·         Develop a plan for session	r Yes	r No
·         Develop / access handouts / information for dissemination	r Yes	r No
·         Introduce self	r Yes	r No
·         Cover company / background information	r Yes	r No
·         Allocate responsibilities to personnel	r Yes	r No
·         Explain responsibility requirements / expectations	r Yes	r No
·         Discuss responsibilities and consider input from staff	r Yes	r No
·         Outline KPI’s	r Yes	r No
·         Discuss budget	r Yes	r No
·         Discuss required resources	r Yes	r No
·         Provide and explain implementation plan	r Yes	r No
·         Outline monitoring arrangements	r Yes	r No
·         Confirm understanding through using open questioning techniques	r Yes	r No
·         Provide guidance and support where needed	r Yes	r No
·         Ask for and answer questions clearly and accurately	r Yes	r No
·         Address barriers as they arise (reluctance from staff (or CEO), staff skills or abilities, etc.)	r Yes	r No
·         Consider input provided and respond appropriately	r Yes	r No
·         Meeting observed	r Yes	r No

 Comments/feedback to candidate

Outcome:		Successful		Unsuccessful
Assessor name:
Assessor signature:

Please help us to improve our services to you.  We would appreciate your honest feedback on the training provided for this unit.

Thinking about your experience while participating in the training for this unit, please read the following statements and tick one response only.

Trainer name

Date started

Site

Learner name

	Disagree	Unsure	Agree	Not applicable
You were provided with clear information regarding accessing classes.	¨	¨	¨	¨
The methods of presentation were engaging and effective.	¨	¨	¨	¨
There is a good balance between theory and practice.	¨	¨	¨	¨
Your trainer provided opportunities for you to ask questions and participate during class.	¨	¨	¨	¨
You had access to individual assistance.	¨	¨	¨	¨
Assessment tasks required you to demonstrate what you learned.	¨	¨	¨	¨
I received useful feedback on my assessments.	¨	¨	¨	¨
The unit resources were useful and easy to understand.	¨	¨	¨	¨
The facilities and online resources if needed for this unit were adequate.	¨	¨	¨	¨
The knowledge and skills you have learned will assist you in your career.	¨	¨	¨	¨
You are satisfied with the quality of this training.	¨	¨	¨	¨
If you ticked “Disagree” for any questions above, could you please provide an explanation?
What did you find most challenging about studying this unit?  Please specify.
Do you have any suggestions on how we could improve this unit

Thank you for your feedback

References

Clinton, R. (2018). The making of a leader: Recognizing the lessons and stages of leadership development. Tyndale House Publishers, Inc..

Daft, R. L. (2015). Management. Cengage Learning.

Davidson, C. N., across America, A., Brin, S., & Page, L. (2017). The surprising thing Google learned about its employees—and what it means for today’s students. The Washington Post, 20.

Doppelt, B., & McDonough, W. (2017). Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge.

Elbe, M., & Peters, S. (2016). Die Temporäre Organisation. Springer Berlin Heidelberg.

Keyton, J. (2017). Communication in organizations. Annual Review of Organizational Psychology and Organizational Behavior, 4, 501-526.

Kostynchuk, A. (2016). Marketing Communication Plan: Case: Insurance Agency X.

Langer, E. J. (2016). The power of mindful learning. Hachette UK.

Manns, M. L., & Rising, L. (2015). More fearless change: Strategies for making your ideas happen. Addison-Wesley Professional.

Njoroge, J. K., Ongeti, W. J., Kinuu, D., & Kasomi, F. M. (2016). Does external environment influence organizational performance? The case of Kenyan State Corporations. Management and Organizational Studies, 3(3), 41-51.

Nuckcheddy, A. (2018). The effect of personality on motivation and organisational behaviour. Psychology and Behavioral Science International Journal, 9(2), 1-5.

Waddell, D., Creed, A., Cummings, T. G., & Worley, C. G. (2019). Organisational change: Development and transformation. Cengage AU.