Change Management in Trucking Industry

This document analyzes the risks and benefits of implementing changes in a trucking company, including using new equipment like PDAs/GPS devices and heavy lifters. It outlines a comprehensive change management plan covering stakeholder engagement, communication strategies, training programs, and reporting mechanisms. The plan aims to address driver resistance to change and ensure successful implementation of these advancements.

Running head: CHANGE MANAGEMENT IN FAST TRACK COURIERS
CHANGE MANAGEMENT IN FAST TRACK COURIERS
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Executive Summary
This report is based on the analysis of the impacts of managing change in an organization.
The effects of the changes that are brought in the organization on the employees and the
organizational goals are analysed in detail.
The organization that is taken into consideration is Fast Track Couriers Pty. Ltd. which is
courier delivering company operating from the last 15 years. The changes that are to be
implemented in this company are related to the implementation of PDA or GPS service and
heavy lifters for trucks. The other goal is to allot a single driver for a truck and using the
surplus drivers for other new trucks.
The conclusion states that the successful implementation of these changes will result in
increasing the profits of the organization and decreasing chances of driver injuries.

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Table of Contents
Introduction....................................................................................................................3
About Fast Track Couriers.............................................................................................3
Identifying change goals and impacts............................................................................3
Identifying change goals in relation to strategic goals of the organization....................3
Cost benefit analysis required for change implementation............................................4
Risk analysis of change..................................................................................................4
Project plan for change management.............................................................................4
Stakeholder management...........................................................................................4
Communication plan..................................................................................................5
Training plan..............................................................................................................5
Reporting or measurement strategy...............................................................................5
Conclusion......................................................................................................................5
References......................................................................................................................6

3CHANGE MANAGEMENT IN FAST TRACK COURIERS
Introduction
This report is based on the case study analysis of Fast Track Couriers Pty. Ltd. Which
is a company which delivers couriers and is operational from 15 years in New South Wales.
The company mainly delivers couriers of sizes ranging from medium sized to the large ones.
The analysis is done based on the problems related to the training that is to be provided to the
truck drivers of this courier company.
About Fast Track Couriers
The employee structure of the company mainly comprises of the General Manager,
the Chief Financial Officer, the Accountant, the drivers of the trucks, the team manager in the
office, the team members of the office. The communication process of the organization from
the management level is done through emails for the head office employees and with the help
of newsletters which are printed monthly for the drivers of the trucks.
Identifying change goals and impacts
The goals of the change management strategy are related to the implementation of
GPS or PDA devices in the fleets of the trucks so that the activities of the drivers can be
monitored and secondly allotting one person per truck by using lift gates for heavy weights so
that the surplus drivers can be used for other trucks. The drivers of the trucks will be
impacted the most due to this change, as their activities can be tracked and the organization
will also be impacted by the usage of the surplus drivers (Goetsch and Davis 2014). The
change will be realised by the organization by the end of the financial year.
Identifying change goals in relation to strategic goals of the organization
The changes are related to the strategic goals of the organization because the surplus
drivers will contribute in the expansion of the business and technological development will
help in developing a successful system of distribution management (Langley et al. 2013).

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Cost benefit analysis required for change implementation
The changes are required to fulfil the strategic goals of the organization and in turn
increase the profits. The costs related to the change are $1600 for project analyst, $2400 for
PDA/GPS trainer and $2400 for the lift gates trainer. Total of $6400 is required. The risks
related to the change are that the act negatively towards the change and benefits include the
increasing profits for the company. The benefits of the changes are much more feasible as
compared to the amount of risks. The changes are feasible for the organization (Becker,
Kugeler and Rosemann 2013).
Risk analysis of change
The risks related to the changes are that the drivers react negatively to any type of
change and they do not participate in any type of training and development programs. The
trust factor of the organization on the drivers is hurt due to the implementation of changes.
The drivers prefer to work only in their two-man team. The drivers need to be motivated by
rewards at the end of the change programs by providing them with rewards (Matos Marques
Simoes and Esposito 2014).
Project plan for change management
Stakeholder management
The stakeholders of the change management plan are the drivers, the HR manager, the
operations or trucking manager and the trainers. The drivers are not committed towards any
type of change and the manager also need to motivate them to take part in the change
management. The main issue here is the negativity of the main stakeholders, that is, the
drivers. The management needs to take initiatives to increase the engagement of the drivers in
the activities (Van Der Aalst 2013).

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Communication plan
The audience of the communication plan are the HR managers who are responsible
for implementing the change plans, the operations managers who track the activities of the
drivers and the drivers. The message will be communicated to the audience with the help of
newsletters and emails (By, Burnes and Oswick 2012).
Training plan
The participants of the training plan are the drivers and the operations managers. The
training plan will provide knowledge regarding the implementation and usage of the
PDA/GPS devices and operating the heavy lifters. The training will be provided by the GPS
and lift trainers during the job itself (Goetsch and Davis 2014).
Reporting or measurement strategy
The relevant managers who will implement the strategy are the HR managers and the
operations managers will track the development of the employees. The information will be
submitted to the HR manager, who will prepare the report and submit this is in a monthly
basis (Becker, Kugeler and Rosemann 2013).
Conclusion
From the analysis of the report it can be stated that the changes can prove to be
profitable for the company and the drivers as well. The use of the lifts will decrease the
chances of injuries of the drivers and the surplus drivers can be used for new trucks
purchased by the company.

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References
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence.
Upper Saddle River, NJ: pearson.
Langley, A., Smallman, C., Tsoukas, H. and Van de Ven, A.H., 2013. Process studies of
change in organization and management: Unveiling temporality, activity, and flow. Academy
of Management Journal, 56(1), pp.1-13.
Becker, J., Kugeler, M. and Rosemann, M. eds., 2013. Process management: a guide for the
design of business processes. Springer Science & Business Media.
Matos Marques Simoes, P. and Esposito, M., 2014. Improving change management: How
communication nature influences resistance to change. Journal of Management
Development, 33(4), pp.324-341.
Van Der Aalst, W.M., 2013. Business process management: a comprehensive survey. ISRN
Software Engineering, 2013.
By, R.T., Burnes, B. and Oswick, C., 2012. Change management: Leadership, values and
ethics. Journal of Change Management, 12(1), pp.1-5.

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