Organisational Change Management Report for A2Z Courier Company

This report provides a comprehensive change management analysis for A2Z Courier, a company aiming to expand its business by 7.5% and incorporate new technologies like GPS and PDA systems. The report identifies key organizational objectives, current issues such as employee resistance to technology and lack of engagement, and external trends including automation and e-commerce. It details performance gaps, operational change requirements, and the need for specialists like change analysts and HR managers. The report also outlines consultation processes with stakeholders and operational managers. Recommendations include the implementation of automated equipment, employee training, and strategies to align the organization with external trends to improve efficiency and achieve strategic goals.

Lead and Manage Organisational Change
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Task-1
1. Review of Workplace Information
A2Z Company is a courier company based in New South Wales and has been operating since the
past 15 years. Company wants to expand business with a proposed strategic goal of increase in
business by 7.5 %. The company also aims to improve its distribution management with the use
of technology like GPS and PDA. For the purpose of achievement of these goals the company
intends to incorporate change management policies.
2. Change Management Report-
Following is the change management report
3. Organisational Objectives
Major objective of the organisation is to expand business in the metropolitan area by 7.5 % and
to incorporate sophisticated technology. To attain these goals the company needs to improve
employee motivation level, enhance training and take measures to reduce injuries. Following are
the change requirements
A, Automated lifting systems to minimise injuries
B. Training of drivers regarding GPS and other new technology
C. Increase in employee engagement through incorporation of team meetings and feedback
system (Agboro, 2015).
The above change needs were identified after analysing the strategic goals and workforce
background of the company. The company is facing lot of lifting injuries which hamper
productivity. Automated system will help in reducing injuries and enhancing productivity.
It was also found that the drivers resist the GPS system due to ignorance and preconceived
notions. Therefore training should be given to the drivers about benefits of new technology
(Bridger, 2014). This will increase productivity and efficiency leading to growth in business.
Employee engagement in the organisation was also found to be less. This can lead to
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demotivated workforce (Exter, 2013). An overall atmosphere of interaction and discussion needs
to be incorporated in the company to improve employee engagement. This can be done through
meetings and feedback systems. Additionally, training and development needs to be incorporated
as a key ingredient of the human resource policy. This will help in improving productivity and
business for the company.
4. Current Issues
Currently the organisation suffers from the problem of injuries, lack of training and lack of
interaction. The drivers are disgruntled about the GPS system and they have no interest for
training and development. This can give rise to a demotivated workforce with no focus towards
individual or company growth (Abdulah, 2009). Therefore, in order to realise its goals the
company needs to make changes in policies.
5 Performances against objectives
A. People-. No proper human resource function or training. This leads to low efficiency which
can hamper strategic goals.
B. Processes- Drivers do not have much faith in technology. This can lead to poor performance.
C. Technology- Trucks are fitted with GPS and PDA systems; however, drivers resent the
system due to lack of awareness.
D, Structure- There is no proper human resource function which leads to lack of training and
development and employee engagement. This in turn impacts performance and objective
achievement.
6 External trends
A. Two external trends in distribution management industry
 Automation in aspects like warehousing, delivery recording, lifting etc.
 Growing use of Ecommerce in terms of delivery tracking and final delivery (Christopher,
2016).
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B. The external trend towards automation and ecommerce can lead to better efficiency for the
company (Christopher, 2016). However, the company needs to be ready for these new trends.
Incorporating these trends without proper training can adversely affect the company goals. Lack
of awareness can lead to misconceived notions and incorrect usage. However, proper change
management strategies and training can help the company in realising its goals.
7. Operational Change Requirements
A. Change due to performance gap- Automated lift mechanisms needed to minimise injuries
which hamper performance.
B. Changes due to business opportunities- More and more people are now making online
purchases which have increased opportunity for business for courier companies (Christopher,
2016). Therefore, the firm has to change its internal system by automating it to match this
opportunity.
C. Changes due to threats- There is intensive competition in the industry which can threaten
business growth (Weinmann, 2016). Therefore, company needs higher performance. This can be
achieved by automation of operations and training of staff.
D. Changes due to Management decisions- It is management decision to increase truck fleet.
This will lead to change in training needs of the organisation.
8. Specialists
To identify and incorporate change requirements, the company would require an analyst to
identify proper change needs (Jones & Recardo, 2013). The company would also require a
human resource manager to incorporate the needs of a new human resource function (Agboro,
2015). The company would require trainers on automated systems and other technological
aspects to enhance understanding of staff for the changes.
9. Consultation with change analyst
Assuming the assessor is the change analyst I would seek his advice on the type of automated
system to be incorporated. He will be in a position to throw light on need and usage of automated
equipment.
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10 Informing stakeholder managers
Title of stakeholder
Manager
Time of informing Method of informing Reason
Financial Manager 1st week of Dec 2014 e-mail To seek budget for
change required
Operations Manager 1st week of Dec 2014 e-mail To review operational
changes like
incorporation of
automated lift
equipment and GPS
Sales Manager 1st Week of Dec 2014 e-mail To understand type of
training required by
the sales staff and
drivers
11 Consulting with Operational Manager
Assuming the assessor is operations manager I would like to consult with him on the use and
need for automated equipment. His advice would be sought on the following on priority bases
 Impact of implementation of automated system on operations staff
 Need for training of the staff
The priority has been assigned because first the impact needs to be assessed and then the training
can be given to mitigate any negative impact.
12 Report on change requirements
Following changes would be required
 Incorporation of automated equipment to realise the strategic goals of business
enhancement
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 Change in the current state of the organisation where employees resent automated
systems through training
 Improvement of performance through automated system
 Creating conformity of organisation with external trends of automation and ecommerce
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References
Abdulah, H. (2009). Major challenges to the effective management of human resource training
and development activities. Journal of International Social Research, 2(8), 11-25.
Agboro, A. J. (2015). Change Management and its Implications for HR Activities. Norderstedt:
GRIN Verlag.
Bridger, E. (2014). Employee Engagement. London: Kogan Page Publishers.
Christopher, M. (2016). Logistics & Supply Chain Management. London: Pearson education UK.
Exter, N. (2013). Employee Engagement with Sustainable Business: How to Change the World
Whilst Keeping Your Day Job. New York: Routledge.
Jones, D. J., & Recardo, R. J. (2013). Leading and Implementing Business Change
Management:Making Change Stick in the Contemporary Organization: Making Change
Stick in the Contemporary Organization. NewYork: Routledge.
Weinmann, M. (2016). Optimisation of employees’ motivation under critical consideration of
variable compensation systems within the logistic department of LIGAPRODUCTION
GmbH & Co. KGMaxim Weinmann. Norderstedt: GRIN Verlag.
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