Contribute to Organizational Development

Running Head: CONTRIBUTE TO ORGANIZATIONAL DEVELOPMENT
CONTRIBUTE TO ORGANIZATIONAL DEVELOPMENT
Name of the Student:
Name of University:
Author Note:

1CONTRIBUTE TO ORGANIZATIONAL DEVELOPMENT
Table of Contents
Assessment task 2............................................................................................................................2
1. Developing Draft Organisational Development Plan..............................................................2
3. Meet with the CEO..................................................................................................................3
5. Develop communication and Education plan..........................................................................4
6. Final Organisation Development Plan.....................................................................................5
Introduction..............................................................................................................................5
Context.....................................................................................................................................6
A. Marketing and recruitment..................................................................................................7
B. Management and leadership training..................................................................................8
C. Employee engagement......................................................................................................10
D. Retention...........................................................................................................................11
Overview of costs and benefits of Human Resources services indicated in operational plan
...............................................................................................................................................12
Assessment task 3..........................................................................................................................13
1. Leadership Development Plan...............................................................................................13
Leadership Development Framework....................................................................................16
3. Conflict management technique report..................................................................................18
6. Email to CEO.........................................................................................................................19
Assessment task 4..........................................................................................................................20
1. Developing staff survey.........................................................................................................20
3. Meeting with the staff............................................................................................................22
4. Email to CEO.........................................................................................................................22
Reference.......................................................................................................................................25

2CONTRIBUTE TO ORGANIZATIONAL DEVELOPMENT
Assessment task 2
1. Developing Draft Organisational Development Plan
The strategic plan for Boutique Build Australia is to gain strategic advantage in the
competitive and blooming construction industry of Australia. There are certain issues inside the
industry in terms of skills and education of the employees that can bring efficacy to the
organisational success. Therefore, it is crucial for the organisation to provide enough insights
into the business practice by recruiting skilled people and enhancing the abilities of the existing
workforce so that it can generate competitive edge into the market. Boutique Build Australia is
going to prepare an organisational develop plan. Therefore, the draft of the plan is
Actions Responsibility Performance
Indicators
Target date
To recruit people with proper
skills and development
HR and Operation
manager
To enhance the
organisational
performance as
expected
13/3/2020
To set the leadership relevant and
effective for the organisational
growth.
Operational manager To create a
suitable
leadership
practice that will
be relevant to the
07/7/2020

3CONTRIBUTE TO ORGANIZATIONAL DEVELOPMENT
Actions Responsibility Performance
Indicators
Target date
organisational
development
To meet the targets and
objectives of the organisation
properly
Operation manager To incur a
profitability of
5% by 2 years.
15/12/2020
To reduce the employee turnover
rate by 5% within 1 year.
HR To meet the
organisational
objective
013/3/20201
3. Meet with the CEO
The draft of the organisation development plan is trying to encompass all the important
aspects of the organisation. It can be stated that the skills and knowledge of the employees is
considered to be a major threat for Boutique Build Australia. Moreover, the industry is
continuously booming. Therefore, it is pertinent for the organisation to refurbish its plan from
recruiting new people to reduce turnover of employees. Moreover, the culture of Boutique Build
Australia is not fit for a better leadership and motivation of the employees. Therefore, it is
effective for the organisation to put great deal of stress on transforming its organisational culture

4CONTRIBUTE TO ORGANIZATIONAL DEVELOPMENT
to a great extent. However, the organisation development plan strictly focused on the
organisational change management abilities and does not recommend anything beyond the
organisational image. Therefore, it can be considered that the organisational development plan
follows the change management practice available within the organisational culture.
5. Develop communication and Education plan
Communication and Education Plan
List all of the organization development activities you have identified from the Organization
Development Plan.
1. To recruit people with proper skills and development
2. To set the leadership relevant and effective for the organisational growth
3. To meet the targets and objectives of the organisation properly
4. To reduce the employee turnover rate by 5% within 1 year.
Audience Key message Delivery
method
Date/duration of
session (if
applicable)
Location
Management It is important to bring
more transparency
within the
organization
Meeting 1 week Head Office

5CONTRIBUTE TO ORGANIZATIONAL DEVELOPMENT
Managers The organization
expects to meet all
aims and objectives
that are pertinent for
the business.
Induction 2 weeks Branch offices
Employees Provide high
performance for
professional
development and
organizational benefit.
Recruitment and
training
2 weeks Branch offices
HR team Sort out the cultural
and employee related
issues as soon as
possible.
Training and
development
1 year Brach offices
6. Final Organisation Development Plan
Introduction
The purpose of this organisational development plan is to formulate an effective design
that not only meets the objectives and strategies of the organisation but also provides competitive
advantage to the function of the organisation. In response to this, the market trend and the
strategy of the organisation. The aim of the organisation is to recruit, engage and develop the
staffs properly. Therefore, the organisation is focusing on the recruitment, leadership and the

6CONTRIBUTE TO ORGANIZATIONAL DEVELOPMENT
employment market so that it can bring more efficacy to the initiative. However, in the
Australian market shortages of skilled labour, problems in gender equality and lack of education
of the workforce in the related field are considered to be the most threatening that can disrupt the
better organisational practice of Boutique Build Australia. In response to this, it is important for
the organisation to consider both the situation of the organisation and at the same time focus on
the market so that it will help to develop a better organisation development plan.
Context
Construction industry in Australia is considered to be one of the most promising and
lucrative industries in Australia and identified as the third largest industry in Australia in terms
of both the number of people employs and the share of GDP. As per the report of 2019, it can be
stated that the Australian Construction Industry employed more than 1.15 million people which
is almost 9% of the entire job market in Australia and is expected to increase to 10% by 2023
(backtobasics.edu.au 2020). An average pay scale for the Australian workers can be calculated to
$26.58 to $30.63 per hour. Moreover, women participation in the Australian construction
industry is also healthy enough that the 2019 report stated that almost 12.1% of the construction
workforce is female (nationalindustryinsights.aisc.net.au 2020). Therefore, it can be stated that
the future of the construction industry of Australia is very high and there is enough exposure for
people to get recruited into the industry and earn a lot.
There are some potential trends and challenges that the Australian construction industry
is suffered with in course of its expansion and development. From the research of
insideconstruction.com.au (2019) it can be stated that innovation is the most crucial part for the
construction industry of Australia. Innovation is also one of the major reasons that makes the
Australian construction industry highly productive. Both residential and non-residential

7CONTRIBUTE TO ORGANIZATIONAL DEVELOPMENT
construction work have been performed by different Australian construction companies. In
response to this, enough knowledge and expertise of the workers is required to meet the criteria
of the organisation. However, in case of the Australian construction industry the major challenge
is associated with new skilled workers. According to the Australian government’s Department of
Jobs and Small Business, it can be stated that eight out of nine construction trade occupations
were found vacant due to lack of skilled people. In fact, 41% of the applicants were found
unsuitable for the role (globaldata.com 2019). Furthermore, the challenges are also intensified
due to the lack of education of the existing workforce which can also be a critical threat for the
quality of service that the Australian construction companies are provided to its clients.
In response to this, it can be stated that one of the leading practice of that the construction
companies of Australia must follow is to train its existing and newly recruited employees with
the new system so that it can be helpful for the construction industry to manage its workers as
per the need of the companies. This organisational development plan is also focused on the same
point by setting some goals and actions for Boutique Build Australia.
A. Marketing and recruitment
Goals: To recruit people with proper skills and development
Actions Responsibility Performance
Indicators
Target date
Identifying the hiring needs HR manager and
Operational
manager
Enhance the
performance of
the employees
up to 3% within
26/3/2020