BSBINN601 - Lead and Manage Organisational Change: Fast Track Report

This report analyzes the change management needs of Fast Track Couriers, a courier service, as part of a BSBINN601 assignment. It identifies organizational objectives, requirements for change, and the current organizational state, including trends and operational change requirements. The report highlights the need for improvements in data transfer, the implementation of new technologies like PDA devices and GPS, and the need to address employee resistance to these changes. The report also develops a change management strategy, including change goals, cost-benefit analysis, risk analysis, and a project plan. It also outlines a communication plan, education/training plan, and project plan to implement the changes. The report concludes with a session plan and recommendations for successful change management, emphasizing the importance of addressing employee concerns and adapting to external trends such as competition and tax obligations. The report also discusses the importance of consulting specialists to identify change needs and the need to implement the change management strategy effectively.

Running head: MANAGEMENT
Management of Fast Track Couriers
Name of the student:
Name of the university:
Author note:

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Introduction................................................................................................................................2
TASK 1 Identifying change requirements and opportunities....................................................2
1. Organizational objectives...................................................................................................2
2. Requirements for change....................................................................................................3
3. Link between change and objectives..................................................................................3
4. Current organizational state...............................................................................................4
5. Trends.................................................................................................................................4
6. Operational change requirements.......................................................................................5
7. Specialists to be consulted for identifying the change needs.............................................5
Task 2 Develop change management strategy...........................................................................6
1. Change goals......................................................................................................................6
3. Cost benefit analysis..........................................................................................................7
4. Categorization of the changes............................................................................................7
5. Risk analysis.......................................................................................................................7
6. Change management project plan......................................................................................7
Communication plan..............................................................................................................8
Education/training plan..........................................................................................................8
Project plan.............................................................................................................................8
Task 3 Implement change management strategy.......................................................................9
Session Plan.........................................................................................................................10
Conclusion................................................................................................................................11
References................................................................................................................................12

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Introduction
Managing the operations is accounted to be an important role of the managers. This is
through the means of strategies, which helps in achieving the desired outcomes. Meetings
with the clients is a planned and reasoned action towards discussing about the effectiveness
and feasibility in terms of embracing the change for accomplishing the identified and
specified objectives (Hayes, 2018). Communication is one of the aspects, which helps in
achieving the change through the preservation of the cultural elements and values. This
assignment, takes up the example of Fastrack for enhancing the awareness of the
businessperson regarding the ways in which the changes are to be adopted and managed for
achieving large scale customer satisfaction.
TASK 1 Identifying change requirements and
opportunities
1. Organizational objectives
Strategic goals
 Expansion of business in the metropolitan areas for increasing the market share by
7.5% in the small to medium packages
 Development of integrated approach towards management of the distribution of the
packages through PDA devices and GPS
 Development of safe and congenial workplace environment (Fastcu.in, 2020)
Operational goals
 Testing of the distribution management system for ensuring smooth flow of the
implementation in the first quarter
 Expansion of the truck fleet by 8 trucks in a financial year
Human resource goals

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 Facilitation of changes in the Human Resource functions
 Introduction of professional development training programs
 Reducing industrial relations problem
 Reducing lifting injuries (Fastcu.in, 2020)
2. Requirements for change
In spite of the GPS and PDA devices, the data is not properly transferred to head
office, which results in improper productivity reporting. The implementation of device lacks
strategic approach, which is evident from the distrust of the drivers in the process of manually
recording the time allotted towards completion of the tasks. Resentment was also one of the
features in the approach of the employees towards learning about the usage of the devices.
This issue aggravates the complexities towards producing reports, which is a difficulty in
terms of producing reports on the progress (Cameron & Green, 2019). All these issues set the
ground for change requirements, which was duly followed by the plan of allocating two
drivers per truck for ensuring efficiency in the process of loading and unloading. As a matter
of specification, the change was the installation of automatic lift gate on the back side of each
gate. The budget was also revised and estimated as $10000, which implied the system of one
driver per truck. According to this change, heavy lifting was averted, which enhanced the
ease of the drivers and workers in the process of loading and unloading the goods.
3. Link between change and objectives
Ineffective strategies towards operating the functions deviates Fast Track Courier
from the human resource goals. Dissatisfaction and distrust among the drivers regarding the
implemented devices degrades the workplace culture (Doppelt, 2017). Resentments towards
learning establishes contradiction for the objective of reducing industrial problems. Revision
of the budget can be related to the consciousness towards attaining financial flexibility in
terms of increasing the market share. Plans for duty location for the drivers can be correlated

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with the objective of facilitation of human resource programs, which accompanied the
objective of introducing training programs.
4. Current organizational state
Currently, the workers in Fast Track Courier are contented in terms of the working
environment. Two man team policy is implemented, which has proved beneficial in terms of
enhancing the coordination needed for completing the projects within the stipulated time.
This approach has assisted the staffs to enhance their adjustability skills. Cummings et al.,
(2016) is of the view that liberal approach towards the drivers is actually productive and
planned approach towards ensuring that they achieve professional development. Indulging
them in the decision making process diversifies the workplace culture, making them feel an
important part of the business. One of the striking issues in this context is that the drivers
perceived this approach in a negative manner, stating that they need not be involved. In this
context, Lewis, Cantore and Passmore, (2016) states the necessity of training in terms of
clarifying the doubts of the workers regarding the expectations and the purpose of the change.
Technological training is important for upgrading the preconceived skills, expertise and
knowledge regarding the PDA devices and GPS. In this stage, consciousness towards the
cultural values and elements is effective in terms of gaining trust, loyalty and dependence
from the clients and the customers. Communication is greatly emphasized for enhancing the
stability in the relationship with the trucking team members. According to the perceptions of
the truck drivers, two men driver team is beneficial in terms of fulfilling the specific working
arrangement. However, Rosenbaum, More and Steane, (2018) is of the view that this
specificity contradicts the productivity as a whole, which needs to be systematic for achieving
the desired outcomes.
5. Trends
The trends affecting the achievement of the goals and objectives are the external
forces and challenges like competition and harsh tax obligations. If the technology used by

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the contemporary brands are more advanced, then the nature of competition is intense, which
adds to the difficulty of the Fast Track couriers in terms of maintaining the market position in
the competitive ambience (Al-Ali et al. 2017). If the technology is not changed, it would be
difficult for increasing the market share according to the objectives. On the other hand, tax
obligations affect the import and export activities, acting as an obstacle in the process of
expanding the supply chain network.
6. Operational change requirements
 Changes due to performance gap- The system of one truck-one driver, due to the
resistances towards learning about the technological advances in PDA systems and
GPS
 Changes due to business opportunities- Expansion in the logistics can be effective in
terms of influencing the purchasing decision and power of the suppliers
 Changes due to threats- Training about the incorporation of advanced technologies
seemed to be effective in terms of reducing the resistances towards change (Lozano,
Nummert & Ceulemans, 2016)
 Changes due to management decisions- One truck two drivers strategy is needed in
terms of averting the issues of strikes and conflicts
7. Specialists to be consulted for identifying the change needs
Consultants can be hired by Fast Track Couriers for assessing whether the flexibility
towards adopting the change is in alignment with the identified and specified objectives. The
operational managers can also be consulted for ensuring whether the changes and the
management strategies are appropriate for fulfilling the targets. Along with this, the
stakeholders need to be involved in the process of decision making, so as to attach value to
the investments and provide higher investment returns (Rosenbaum, More & Steane, 2018).
The consulting model to be used in this context is that of process, which empowers the client
towards seeking an insight into the effective solutions for the issues.

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In the process of consulting with the assessor, the following plan would be a central
doctrine:
External Consultants Engagement Analysis
Specialist Reason
Consulting
Model
Reason
Human
Resources
For the facilitation of
effective human resource
programs and functions
Process Enhancement of the unity and
coordination among the truck
drivers and personnel
Information
Technologies
For achieving technological
innovation in the first
quarter
Doctor-patient Transactions for reducing the
knowledge gaps and
inadequacies
Marketing For increasing the market
share
Expert Expertise data collection for
proposing recommendation
towards achieving the change
Task 2 Develop change management strategy
1. Change goals
a. Who/what s impacted- The human resources of Fast Track Courier is affected, especially
the drivers team.
b. How are they affected- The perceptions of the drivers regarding the system of team
allocated reflects biases, which degrades the workplace culture (Cummings, Bridgman &
Brown, 2016)

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c. When the impacts will be realised- Investigations, reviews and audits would bring the
impacts into the limelight. Formulation of the change management strategies and diagnosis of
the issues would also contribute towards detection of the severe impacts.
2. The change goals are interrelated with the strategic goals. Affectation of the human
resources adversely influences the facilitation of resources for maintaining the efficiency in
the operations. Biases contradicts the objective of reducing the issues of industrial problems
like that of the conflicts. This issues degrades the standards and quality of the culture.
Investigations relates to the act of evaluating the effectiveness of the strategies towards
embracing the change and managing (Cameron & Green, 2019).
3. Cost benefit analysis
Change requirements Installation of automatic lift gates behind
each gate
Cost of the changes 30000AU$
Risks Fragile gate holders
Possible benefits Hassle free loading and unloading of the
goods
Assessment of the benefits Digitalization
4. Categorization of the changes
Automatic lift gates behind each gate (F)- feasible
5. Risk analysis
Risks and barriers Analysis and evaluation Mitigation strategy
Fragile grip holders in the
gate
This fragility can break the
gates, which would require
repairing, straining the
budget kept for installing
automatic lift gates
Testing the gates before
embracing the changes of
installing automatic lift
gates
6. Change management project plan
Change Management Consultation Meetings
Meeting Notes
Meeting Date 15th Feb 2020
Meeting Time 10:30 AM
Name of Consultant XYZ
Location Conference room 1
Discussion Overview

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 Acquiring information management systems for executing data processing
 Distributing of the ethical consent forms for establishing trust
 One driver per truck system
Recommendations
The following was recommended by the external consultant (Trainer and
Assessor) as possible opportunities for changes at Fast Track Couriers:
 Testing the gates before installing automatic lift gates
 Technological training
 Sessions and discussions
 Post training tests
Change Requirements Consultation Action Plan
Stakeholder When How Points of Discussion
General
Manager
At the
initial
stage
Approval The system and policies
Chief Financial
Officer
At the
decision
making
process
Meeting The proposed change, cost benefit
analysis
Employee
Union
Representative
Preparing
the
budgets
meetings Inflation, orthodox legislations
Communication plan
Audience Truck drivers
Message “From now onwards, there would be one
driver per truck”
Time when the communication would
occur
After testing the flexibility of the gates
Communication channel Notice, emails
Person responsible HR manager
Education/training plan
Participants Truck drivers
Skills provided Problem solving skills, conflict resolution
When the training will occur After developing the budgets and tests
regarding the feasibility of the gates
How the training would be delivered? On the job
Person responsible HR Manager

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Project plan
Measurement of success Evaluation, audits and reviews
Process of reaching the agreement  Relevant managers- HR Manager,
Operational Manager
 HR manager would submit and
produce the final report
Reporting success  Format of the report- business type
 Weekly production of the reports
 The Senior Operations Manager
would receive the copy of the report
List of resources  Projector
 Annual reports
 Data responses
(Refer to the attached PPT)
Task 3 Implement change management strategy
Action Item Priority
Level Justification
Implementation of PDS
and GPS technologies High
This implementation would be effective for
adding digitalization into the business
operations
Raising minimum
salaries for drivers Medium
Increments would generate interest within the
truck drivers regarding the exposure of better
performance according to the expectations
Implementation of 1
driver per truck policy High
This implementation would be effective for
achieving sustainable development for the
resources and planning on a long term basis
Introducing a bonus or
incentives system for
drivers and staff based
on output and
experience
High
Bonuses would be a planned and reasoned
action for luring the attention of the workers
towards extracting effective labour for
enhancing the productivity
Regular consultation
with unions, employee
representatives with
Human resources
function
High
Maintaining frequency in the meetings with the
union members would be effective for gaining
an insight into the ways of averting the financial
instability and ways to deal with them
Implementation of
dedicated sales team
to build sales culture
and facilitate training
for specific skill set
High
Development of sales culture would be a
planned and reasoned approach towards
gaining trust, loyalty and dependence from the
clients and customers.
Implementation of
effective two-way
communication
processes throughout
High Two way communication is essential in terms
of enhancing the stability in the relationship
with the clients and customers, which is vital for
enhancing the productivity

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the organisation
Manager consultation summary:
The consultation with the manager would be effective if prior approval is taken. In
this context, mention needs to be made of the documents like annual reports and
survey responses, which would be central in terms of developing insights towards
embracing the change according to the identified and specified requirements.
Session Plan
Topic Name: Installing automatic lift gates
Date: 15th Feb
2020 Presenter: HR Manager
Session Overview:
Installing automatic lift gates would be effective for reducing the burden of the loading and
unloading activities
Topic/s:
 Human resource management
 Acquisition of new technologies and information management systems
Aids/Resources:
Projection, Annual reports
Websites:
http://fastcu.in/tracking.aspx
Training Props:
Projector, chair, pen, paper
Sequence Topics/Content Methods of
delivery Time
Introduction
Human resource management, technological
innovation
Training 5
semester
s
Body
Automatic lift gates Training 1
semester
One truck one driver policy Training 1
semester
Workplace culture Training 1
semester

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Summary/
Conclusion
Infrastructural development helps in enhancing
the standards and quality of the performance. In
this process, contribution of the employees would
be effective for reducing the instances of conflicts
Training I
semester
After
training
activity
Evaluation Training 1
semester
Conclusion
Management is one of an essential aspects in the business, which enhances the
efficiency in the operations. This management is effective, when strategic approach is
forwarded by the personnel. The HR manager is to indulge in meeting with the Senior
Operations Manager for formulating the policies regarding increasing the salaries and
creation of a safe and congenial working environment. All of these aspects get a prominent
role in the context of Fastrack courier services in terms of the technological training, which is
to be levied to the truck drivers for enhancing their awareness about the use of PDA devices
and GPS. Communicating the change through email and notices enhances the scope and
arena of the public relations.