BSBMGT615: Contribute to Organisation Development Plan Report

This report, prepared for a management course, focuses on developing an organisation development plan for Boutique Build Australia, a construction company. The report addresses the company's strategic objectives, particularly during its expansion in Brisbane and the Sunshine Coast, emphasizing the need to attract, engage, and develop top employees. It includes an analysis of industry trends and challenges, such as skilled labor shortages and gender imbalances. The plan encompasses strategies for change management, communication, and education, including informed decision-making, training sessions, and email communication with stakeholders like the CEO and assessor. The report also details a communication and education plan, outlining audiences, frequencies, and responsible parties. The report suggests practical methods to facilitate the development of employees skills and competencies, including training and the evaluation of training outcomes. The report's goal is to ensure that the organisation can achieve its objectives and maintain its culture of high-quality designer homes.

Running head: MANAGEMENT
Management
Name of Student
Name of University
Author Note

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Table of Contents
1. Develop organisational development plan.............................................................................2
2. Email to assessor....................................................................................................................3
3. Meet the CEO.........................................................................................................................4
5. Develop communication and education plan.........................................................................5
6. Email to CEO.........................................................................................................................7
Bibliography...............................................................................................................................9

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1. Develop organisational development plan
The strategic objective of the company is to ensure that it attracts, engages and
develops the best employees during its expansion in Brisbane and Sunshine Coast Area. The
needs of the organisation in this case includes development of leadership capability, identify
the highly competitive employment market, balance the gender, address the shortage of
skilled labour as well as analyse the level of education that exists in the workforce.
The two sources of information of the Australian Construction Industry are that it can
be considered as one of the industries in the country that is growing at a rapid rate. At the
same time, the industry provides opportunities for the development of skilled labour so that
the business can grow. In this regard, the business trends and challenges that can be
associated with the industry include:
Trends:
1. The industry is at a steady growth rate. The slow growth of the industry can be
deemed as a success factor for the development of construction sites in a community
2. The construction industries are aimed at developing more green projects in a
community
Challenges:
1. Skilled labour shortage can be considered as a challenge that can be faced by the
industry as working in a delicate manner can be difficult for many people
2. Attracting the male population is high in the industry and therefore, it can mean that a
limited pool of talents can apply for the job. Maintaining a balance between female
and male population becomes a huge challenge

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The issues that can be associated with the development of change management
process for communication and education plans include:
Acceptability among the people: Most of the people may not want to accept changes
that may result in the development of the education among the people.
Ability to adapt with the changes: Every worker may not have the mentality to adapt
with the changes in the construction sector and thus, adapting with the changes can be
deemed as difficult.
The strategies that can be used to prepare for such a plan can include:
Informed decision making: The decision making activity in an organisation needs to
be based on the changes that are to be developed. According to Lewis, Cantore and Passmore
(2016), every decision undertaken needs to be communicated with the employees via email or
by conducting a meeting so that the employees can be prepared for managing the change.
Conduct training session: Every employee need to be put through a training phrase
so that proper education regarding the skills required can be provided (Dixon, 2017). The
education provided during this time can be both practical as well as theoretical so that
development of the skills can take place.
2. Email to assessor
To
The Assessor
Subject: Organisational development plan
Respected Sir,

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The organisational development plan that has been developed involves the expansion
of the company in Brisbane and at the Sunshine Coast Area. The requirements of succeeding
with the development and expansion are the reason behind the request to conduct a meeting.
At the meeting, the draft of the organisational development plan will be provided and it can
help in the expansion of the company.
Please provide a date and time that can be considered as appropriate for setting up the
meeting so that the important discussions regarding communication and education plans,
requirements in terms of human resources can be made. Any type of feedback regarding the
organisational development plan will also be appreciated.
Thanking You
3. Meet the CEO
The first draft of the organisational development plan provides findings that highlight
the requirement for expansion. After the analysis of the draft it is seen that the shortage of
skilled labour can be considered as a huge limitation for the business. At the same time, it is
necessary that a gender balance be maintained so that equal opportunities can be provided to
the males and females and ensures that talented people are employed at the organisation.
The culture of Boutique Build is to design and build high quality designer homes for
the communities. Hence, during the expansion, similar culture of the organisation needs to be
maintained so that it can continue with its growth. Therefore, the organisational
developmental activities need to be taken into account and a readiness to accept the changes
such as the development of training facility as well as education plan. The strategic objective
of the company is to ensure that gets to attract, engage and develop the best staff at the

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organisation. This can be done by ensuring that no discrimination exists between selecting
people based on gender.
5. Develop communication and education plan
What Audience Frequency Responsible Dates
The
communication
need to be
based on the
culture of the
organisation as
well as the
strategic
objective
The employees,
investors and the
suppliers of the
company need to
be involved
The frequency of
the meetings can
be either on a
weekly basis or
on a monthly
basis depending
upon the
requirements
The manager is
the responsible
person for setting
up the meeting
The end date
of every
month can be
scheduled for
conducting
meeting
Communication plan
Employee name:
Qualification:
Job title:
Self-assessment by
employee
Validation of competency
Competency Description Hav
e
now
Nee
d
now
Need
in
futur
e
Date Responsibl
e person
Evaluation
method
Site training Manner in
which
theoretical
No Yes Yes 12/04/1
9
Site
managers
Performanc
e based

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knowledge
can be
applied in a
practical
manner by
visiting the
sites
Technologica
l training
Identifying
the use of
different
technologie
s such as
software
training in
an effective
manner
No Yes Yes 1504/19 IT manager Application
based
Ethical
training
Training on
behaviour
on site and
with the
clients
Yes No Yes 16/04/1
9
HR
manager
Behavioural
based
Education plan
The best practise change management technique that can be used for maximising the
organisational developmental activity includes developing a flowchart by which the progress
of the employees can be measured in terms of the education provided to them. Each of the

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employees can be evaluated based on the responses they provide so that effective scheduling
of the exercises provided for training can be given. The education as well as the
communication training needs to be provided so that the strategic objective of nurturing talent
can be developed in an effective manner. In this regard, an email can be sent to the CEO
summarising the contents of the meeting.
6. Email to CEO
To
The CEO
Subject: Summary of meeting
Respected Sir,
The meeting related to the organisational development plan had provided an overview
of the strategic objectives of the company. It is necessary that the Boutique Build attract
talented people so that the expansion of the company can be a success. For this, the issues
that are associated with the expansion can be taken into consideration. One of the issues that
was identified in the meeting was that it is difficult to find labours that can help in the
construction industry. At the same time, lack of gender balance in the industry accounts for
loss of talents.
The need for a communication and education plan was provided in the meeting with
the changes that are to be implemented. It was seen from the meeting that the recruited
employees needed to be provided with proper training so that they can achieve the overall
objectives of the organisation. In the meeting, it was concluded that the application of these
changes along with the formation of the organisational developmental plan can help Boutique

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Build in its quest of becoming a successful construction company in Brisbane and Sunshine
Coast Area.
Thanking You

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Bibliography
Amburgey, T. L., & Singh, J. V. (2017). Organizational evolution. The Blackwell Companion
to Organizations, 327-343.
Anderson, D. L. (2016). Organization development: The process of leading organizational
change. Sage Publications.
Church, A. H., & Waclawski, J. (2017). Designing and using organizational surveys.
Routledge.
Dixon, N. M. (2017). The organizational learning cycle: How we can learn collectively.
Routledge.
Foster, P. A. (2016). The open organization: A new era of leadership and organizational
development. Routledge.
Gerasimov, B. N., & Gerasimov, K. B. (2015). Modeling the development of organization
management system. Asian Social Science, 11(20), 82.
Golembiewski, R. T. (2019). Ironies In Organizational Development: Revised And
Expanded.
Henderson, T., & Boje, D. M. (2015). Organizational development and change theory:
Managing fractal organizing processes. Routledge.
Lewis, S., Cantore, S., & Passmore, J. (2016). Appreciative inquiry for change management:
Using AI to facilitate organizational development. Kogan Page Publishers.

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Namada, J. M. (2018). Organizational learning and competitive advantage. In Handbook of
Research on Knowledge Management for Contemporary Business Environments (pp.
86-104). IGI Global.