Organisational Development Plan for Bounce Fitness: BSBMGT615

This report outlines an Organisational Development Plan (ODP) for Bounce Fitness, addressing key aspects of organizational development. The plan begins with an introduction discussing the need for improvement in organizational policies, technological updates, and competition. It explores the advantages of conducting organizational development and emphasizes the importance of clear planning to mitigate potential disadvantages and resistance to change. The ODP then details the scope, including stakeholder management, communication objectives, and training objectives. It provides a framework for stakeholder analysis, communication strategies, and training activities, including methods for gathering feedback and adapting to changes. The plan also covers organizational change management, risk response, and resource allocation, including identifying communication liaisons and a team responsible for workforce planning. The report includes tables and examples to illustrate the plan's components, such as communication plans, training needs, and potential resistance, providing a comprehensive guide for organizational development within Bounce Fitness.

ASSESSMENT FEEDBACK COVER SHEET
STUDENT NAME STUDENT
ID
UNIT CODE AND
NAME BSBMGT615 CONTRIBUTE TO ORGANISATION DEVELOPMENT
ASSESSMENTS SATISFACTORY NOT SATISFACTORY
1. Assessment 1
2.Assessment 2
3.Assessment 3
FEEDBACK TO STUDENT
TRAINER
SIGNATURE DATE
NAME STUDENT NUMBER 1
BSBMGT615 Contribute to Organisation Development

ORGANISATIONAL DEVELOPMENT PLAN
TEMPLATE
(Change Management Project Name)
Project name: Bounce fitness development plan
Prepared by: XXX
Date: XXX
NAME STUDENT NUMBER 2
BSBMGT615 Contribute to Organisation Development

TABLE OF CONTENTS
1. INTRODUCTION
2. ORGNISATIONAL DEVELOPMENT SCOPE: OVERVIEW
3. COMMUNICATION OBJECTIVES
4. TRAINING OBJECTIVES
5. ORGANISATIONAL CHANGE MANAGEMENT:
APPROACHAND RESOURCES
NAME STUDENT NUMBER 3
BSBMGT615 Contribute to Organisation Development

1. INTRODUCTION
This is where you discuss the reasons, advantages and disadvantages of the current situation.
Discuss the factors that have shown that organisational development is needed.
a. the need to improve organizational policies
b. the need to keep up to date with the ever-changing technological world
c. the need to keep up with competition
Discuss the advantages of conducting this organisational development, the necessity for clear
planning and how this can minimise the impact of the disadvantages of the current situation.
Discuss briefly how resistance and reluctance to change will be managed.
2. ORGANISATIONAL DEVELOPMENT SCOPE - OVERVIEW
This section can be brief. It provides an overview of the topics that will be covered in the
main body of the plan.
a.Stakeholder Management
Who will be affected by the business process and technology changes?
Discuss the support you expect from each of the stakeholders, and how great their
influence is on the organisation. Discuss your plan for building greater support among
those with the most influence.
How much to the stakeholders’ currently know about the project and how much do you
want them to know? They need to have an accurate understanding of the goals and
anticipated impact of the project.
Who are the supporters and who are the challengers to implementing the project?
How will you engage stakeholders to participate and to both advocate and facilitate the
changes?
This information could be written in an essay or report format or placed in a table such as...
Stakeholder
Name
Awareness
(H/M/L)
Degree of
support
Influence
(H/M/L)
Plan
shareholders H High H Holding meetings to discuss
on the potential benefits of
the changes
Executive H High High Analyse with them the potential
NAME STUDENT NUMBER 4
BSBMGT615 Contribute to Organisation Development

Directors benefits once the changes are
successful
Non
Executive
Directors
M High M Project to them the potential success
rates
Managers High H Lay down strategy talks
Workers L Low H Because they do not have much
influence on the decisions, informing
them of the benefits that would result
b. Communication
Without timely, high quality and well-planned information provided to all stakeholders there
is no way to succeed. Listen and hearing from stakeholders is essential too. How will you
solicit feedback and then respond constructively?
Describe stakeholder groups including senior management, end-users, sponsor etc.
Develop a communication plan that specifies who will get:
What information
At what time
In what format
Through what means of delivery
Discuss how you will attain and monitor feedback
Discuss how you will respond constructively
Discuss how you will record lessons learned and use them to improve.
Stake
holder
Type of
information
Time of
receiving
informatio
n
Format of
informatio
n
Means
of
deliver
y
Attainin
g
feedback
How to
record
Shareholde
rs
Yearly report yearly Report
format
Financi
al
booklet
s
AGM
meeting
In a
database
Executive
Directors
Monthly
reports
Every end
of month
General
report
Monthl
y
Board
meetings
Minutes of
board
NAME STUDENT NUMBER 5
BSBMGT615 Contribute to Organisation Development

reports meeting
Non
Executive
directors
Monthly
reports
Every end
of month
General
report
Monthl
y
reports
Board
meetings
Minutes of
board
meeting
end-users advertisemen
ts
As often as
possible
Emails,
messages
Daily
reports
Custome
rs
opinion
Organizatio
ns database
c. Training
The education plan is the roadmap for the training activities. It needs to be tailored to the
needs of the user, well understood and effective. Discuss how you will:
Learn and understand the training needs of each stakeholder group?
Develop targeted training activities?
Deliver content by the appropriate method?
Stake holder How to learn
needs of each
stakeholder
group
training
activities
to be
done
Shareholders Getting their
opinion
seminars
Executive
Directors
Getting their
opinion
seminars
Non
Executive
directors
Getting their
opinion
seminars
end-users Listening to
their feedback
User
training
programs
NAME STUDENT NUMBER 6
BSBMGT615 Contribute to Organisation Development

d. Stakeholder Objectives
You need to know what is important to the stakeholders that you identified earlier so you can
answer their questions and concerns to gain support. You will be better prepared to meet the
challenges and obstacles if you are aware of them.
Describe how you will reach each stakeholder. What is the most effective method to
use? Should you meet individuals or groups, conduct interviews, prepare surveys or
websites?
Serious concerns or misunderstandings must be responded to promptly if you are to
assist concerned stakeholders to see why the project is in their best interest.
This information could be written in an essay or report format or placed in a table such as...
Stakeholder
Group
Optimum
Communication
Channel
Known Concerns:
Suspected basis for resistance (if any)
Shareholders AGM meetings None
Executive
Directors
Monthly briefs None
Non
Executive
directors
Monthly briefs None
end-users Responses over
the internet
None
Once you have the data, discuss the steps you will take. The detail of each step goes into the
Communication Plan.
You will need to be persistent and creative to those who demonstrate continued
resistance. Try very hard to make them aware of how the project works in their favour.
Turn them into allies.
Plan to make management commitment to the project visible throughout the
organisation.
NAME STUDENT NUMBER 7
BSBMGT615 Contribute to Organisation Development

This information could be written in an essay or report format or placed in a table such as...
Name of Executive Position Proposed Supporting Actions
Executive Directors Overseeing the
operations
Educating them
Non Executive directors Advisory role It will lead to easier management
If you are aware and understand where the resistance is coming from, you can enlist the
support of others to mitigate this. Who can you enlist to alert you to resistance?
Name Division/Department Contact Information
N/A N/A N/A
3. Communication Objectives
The key to organisational development is effective and strategic communication. Talk to
stakeholders to discover what they require. Using this information you can then design an
effective formal Communication Plan. Ensure that you consider and incorporate every means
of sharing information possible.
Your Communication must:
Identify the key stakeholders
Identify the best format and means of communication that is of most value to
stakeholders
Describes the purpose, timing, location and attendees for regular meetings
Describes the means of communication that will be used and whether any preparation is
necessary to put them in place
NAME STUDENT NUMBER 8
BSBMGT615 Contribute to Organisation Development

Describes the specific steps that the project team and Stakeholders can take to keep
everyone who will be impacted by the project well informed
Stake
holder
Type of
information
Time of
receiving
informatio
n
Format of
informatio
n
Means
of
deliver
y
Attainin
g
feedback
How to
record
Shareholde
rs
Yearly report yearly Report
format
Financi
al
booklet
s
AGM
meeting
In a
database
Executive
Directors
Monthly
reports
Every end
of month
General
report
Monthl
y
reports
Board
meetings
Minutes of
board
meeting
Non
Executive
directors
Monthly
reports
Every end
of month
General
report
Monthl
y
reports
Board
meetings
Minutes of
board
meeting
end-users advertisemen
ts
As often as
possible
Emails,
messages
Daily
reports
Custome
rs
opinion
Organizatio
ns database
4. Training Objectives
Training is a crucial component of your organisational development Plan and more so if there
are changes to the business process or new skills will be required. Employees must be
prepared and trained before they are required to perform. Ensure that you:
Examine the organisational policies and procedures to determine if any modifications
are required.
Clearly understand where individual jobs and workflow will be impacted and ensure
that focused training is conducted.
Record specific training needs and information about the training materials and
facilities that you will use
NAME STUDENT NUMBER 9
BSBMGT615 Contribute to Organisation Development

Prepare your material. You may be able to present the same information but in
different ways for different stakeholder groups. Arrange for good trainers.
After the implementation there may still be a need for further training. Develop a plan
for the training support that may be required as new employees come into the
organisation, or as existing employees change jobs.
Describe the changes that will need to be made to workflow, procedures and policies.
Discuss how you will address this need. It may be easier to list the changes in steps
which you would list here.
a. PerformandAnalysetheResultsofaJob/WorkflowImpactAnalysis
What changes do you expect to see? How will you measure and manage this? Describe how
they will impact on the organisation and its people.
You may choose to continue ... “The employee information listed below will be used in all
future training plans:
Name Position Position
Task –
Workflo
w Task
Skill Required Skill Exists? Type of Training
Required
Service
delivery
It will
improve
both
Computer
literacy
Yes it does System
training
b. Provide the Organisation with Information Necessary to Prepare for
Upcoming Changes
Earlier you reviewed the policies and procedures of the organisation that will be
impacted by the change. Now look at the departments or units within the organisation
and consider the impact of the change on the policies and procedures relating to each.
Once you have identified the policies and procedures that will change, list them and
provide a checklist of the changes that will be needed to be made to each in terms of the
organisational unit.
Help the organisational units to develop plans to adapt to the changes.
NAME STUDENT NUMBER 10
BSBMGT615 Contribute to Organisation Development

You may choose to continue ... “A summary of policy and procedure changes that this new
system will require is provided in the following table
Policy/Procedure Type of Change Required Suggested Plan
communication Users to have internet access Create a LAN network
Efficiency Reduction in the expenditure Ensuring that the new system saves
money for the organization
c. Develop Curriculum and Content
Discuss the training programs that were used, the advantages of each, what information they
provided, what training materials and content were required for each group. Discuss the
training venues, delivery, presentations, experience.
You may choose to continue ... “The following tables summarise the key information that the
training team has collected as part of their training planning program ...
Stakeholder
group
Type of training
required
Optimum
setting
Delivery
method
Suggested job aids
Shareholders N/A N/A N/A N/A
Executive
Directors
N/A N/A N/A N/A
Non Executive
directors
N/A N/A N/A N/A
end-users physical In a
computer lab
Physical
showing
N/A
Training documents Authors Reviewers
N/A N/A N/A
NAME STUDENT NUMBER 11
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Training facility Stakeholder
Group(s)
Type of training Date
N/A N/A N/A N/A
d. Post-Implementation Steps
What support will you provide after the training, how will it be accessed and implemented.
You may choose to continue ... “Members of the support group are listed in the table that
follows:
Department/Division Support staff name Support period
ICT ICT support 2 years
5. Organisational Change Management: Approach and Resources
Ideally, all of the change initiators and the new users should become Change Agents for the
project.
Following are some of the tools identified for Organisational development to be effective in a
large and complex implementation project. Review these tools with the project team. Select
those that will provide the most benefit to your project and summarise how you intend to use
them here.
Develop an Organisational development Plan (this Document).
Identify someone in each department or unit to act as the Communication Liaison. It is
their responsibility to ensure that the project information is disseminated efficiently and
in a timely manner.
NAME STUDENT NUMBER 12
BSBMGT615 Contribute to Organisation Development