Organisation Development Plan: BSBMGT615 Boutique Build Australia

This document presents an organization development plan template tailored for Boutique Build Australia, addressing key challenges such as a lack of skilled personnel, gender imbalance, leadership development gaps, competitive employment market pressures, and workforce education levels. The plan proposes strategies like leadership workshops, partnerships with educational institutions, and comprehensive training programs to cultivate leadership potential, enhance employee skills, and improve overall organizational effectiveness. It further details actionable steps across marketing and recruitment, management and leadership training, and employee engagement and retention, complete with responsibilities, performance indicators, and target dates. The plan also includes an overview of the costs and benefits associated with the proposed HR services, estimating a total cost of $50,000 primarily allocated to employee bonuses, engagement activities, and educational opportunities. Desklib provides this solved assignment and many other resources to help students.

This document is Organisation Development Plan Template.
It is part of the supporting assessment resources for Assessment Task 2 of BSBMGT615.
Boutique Build Australia
Organisation development plan
Introduction
It is essential for a company to have an organizational development plan in order to effectively
chart the development of the company from the starting, or the current point, to the future.
Boutique Builds is one of the most important organizations in terms of building high-quality
homes in Sydney, and thus, has some of the most reputed clientele in Australia. The following plan
looks at some of the Organizational Development strategies that the company can use in order to
become more successful, and address some of the changes and shortages that the company has.
Context
1) Lack of skilled personnel: This has been an issue not just for the company, but for many
companies in the industry. Most employees who come to work for industries have just finished
their degrees, or their apprenticeship and have joined the company. The lack of skilled personnel
makes it especially hard for many companies, which include Boutique Builds.
2) Gender Imbalance: While there is no dearth of female employees in the construction industry,
due to the nature of the work, as well as the history associated with it, it is almost impossible to
find female workers who are skilled and efficient. This has also led to a perception that the
business is male-dominated. This has created a negative impression of the industry as such, and
could effectively destroy the way that the company is perceived. It could have a significant impact
on the way that the company is able to develop.
3) Lack of Development of Leadership capability: There is a significant lack of leadership or
development of leadership in the organization as well. the company has had some difficulty in
finding employees in the organization who have the leadership potential, and has also found it
difficult to find leaders who can fit the specifications of the company as well. thus, it would be
essential to look at some of the possible ways in which leadership potential can be identified and
encouraged in the company.
4) Competitive Employment Market and Skilled Labour Shortages: There are skilled labour
shortages for the company. Since they are a relatively new company that started in 2013, their
budget might not allow them to hire skilled labour with years of experience, which could become
expensive. The employment market in the area is also extremely competitive, which is having a
significant problem for the company, since labour is an essential for the organisation. Thus, this is
an issue that should also be addressed in order to bring in development and change in the
company.
5) Level of education in the workforce: The workforce in the company mainly consists of young
employees, who often have very little educational background, and knowledge of the construction
world. This could have a significant impact on the future of the company, as well as possibly
impact the present as well.
© J&S Learningwork 2018 1

This document is Organisation Development Plan Template.
It is part of the supporting assessment resources for Assessment Task 2 of BSBMGT615.
The above Organization Plan looks at some of the issues that are faced by the industry and by the
organization. There are not many methods that can be effectively used in order to change the
situation. However, in order to develop leadership potential, there can be leadership workshops
that are done by the organization. The leaders who are present in the company need to be
encouraged, and any new talent that is spotted needs to be given attention. This can increase the
leadership in the company, and while it could be a bit expensive for the company in the immediate
future, it would also create a sense of loyalty in the company, which would ensure that leadership
is not lost in the company.
In order to deal with the lack of education in the workforce, the company should consider having
tie-ups with major institutions, so that the company is able to get engineers, and experts who have
graduated from university. This can have a significant impact on the company, since it could mean
that the labour could be employed by the organization rom college, which would mean that the
employees would be educated. Training programs can be provided in the company to make the
employee suitable for the company.
Thus, the company can solve many of the issues that they are facing by developing leaders, and
imparting knowledge and providing skills to unskilled labours so that the labour crisis does not
affect the company as much.
© J&S Learningwork 2018 2

BSBMGT615 Contribute to organisation development Organisation Development Plan Assessor
A Marketing and recruitment
Include at least 3 development areas.
Give a clear goal for each
Actions Responsibility Performance Indicators Target date
Include More Skilled Personnel Recruiting Department 50% more skilled personnel 1 month
Include More Women Recruiting Department 50% more women 1 month
Have a marketing department CEO 2 individuals in marketing
department 1 month
B Management and leadership training
Actions Responsibility Performance Indicators Target date
Have 2 leadership training programs HR Department Increase in leadership behaviours 2 months
Have 2 management programs CEO Increase in Management behaviours 2 months
© J&S Learningwork 2018 3

BSBMGT615 Contribute to organisation development Organisation Development Plan Assessor
C Employee engagement
Actions Responsibility Performance Indicators Target date
Increase employee engagement by 50%
HR Department Increase engagement by
50%
6 months
Provide opportunities for employee education
HR Department More employees will have
degrees
1 year
D Retention
Actions Responsibility Performance Indicators Target date
Look at employee retention statistics HR Department Research on employee
statistics
1 month
Have a survey of employee satisfaction HR Department Survey responses 1 month
Create innovative solutions to increase retention
HR Department Increase in retention by 25% 2 months
TABLES CAN BE CUT AND PASTED AND INCLUDED AS MANY TIMES AS NEEDED TO INCLUDE ALL OF THE GOALS AND OBJECTIVES.
© J&S Learningwork 2018 4

BSBMGT615 Contribute to organisation development Organisation Development Plan Assessor
Overview of costs and benefits of Human Resources services indicated in operational plan
The main costs of the operational plan would be $50,000. This would mainly go in the bonuses
provided to employees, and the increase in the employee engagement activities as well as
towards providing an education to the employees.
© J&S Learningwork 2018 5