Change Management

Project Plan of
FAST TRACK COURIERS

KIRAT GILL
ICM1041
Overview
-Change management strategies

-Goals – Who, How and When?

-Cost-benefit of the change requirements

-Risk Analysis of the change requirements

-Change management theory and methodology

-Measuring and reporting strategies

-Resources
Change management strategies
 To maintain a motivated work force.
 To train workforce so as to help workforce to understand organisation strategic goals and
welcome change.
 Educate drivers and all employees so as to understand technology such as PDA and GPS
devices.
 Installation of automatic gates.
Goals – Who, How and When?
Goal 1 : Expand market and areas, technological enhancement

Goal 2: Strategies and aim to employees, automation of gates.

Who?

Truck drivers, like local delivery staffs, loading and unloading workers and the middle level
managers

How?

Need experts for training staff

When?

End of July 2011 and the results are to be evaluated in the end of financial year 2012.
Cost-benefit of the change
requirements
The change requirement:To have Project Manager, lift gates trainer and PDA/GPS trainer for
implementing change and training and educating the workforce.

The costs of changes:

COST PER HOUR TOTAL COST NOTES

Project Analyst $100 $12,000 40 hours/ week for two
weeks and 8 hr/week till end
of quarter

PDA/GPS Trainer $150 $600 Half Day Session

Lift Gates Trainer $150 $600 Half Day Session
Total Cost of Change   $13,200  
 Cost-benefit of the change
requirements
Risks:
1. High staff turnover.
2. The risk of significant delays in delivering couriers
3. De-motivation and dissatisfied employees.
4. Significant effect of union on organisation strategies.
5. Failure or poor use of technology.

Benefits:

Possible benefits that include with one driver/ truck will help in utilizing second driver for eight new trucks
to be included in the fleet. Profits are expected to increase by $200,000 as with these strategic objectives.
Cost-benefit of the change
requirements
Assessment of benefits against costs and risks:

1. Tangible changes and benefits:

BENEFITS PER ANNUM TOTAL SAVINGS NOTES

Driver's Salary $45000 $360,000 Eight New Trucks to be
included, thus avoidance
of hiring new drivers.
Total Benefits   $360,000  
Cost-benefit of the change
requirements
Assessment of benefits against costs and risks:

2. Intangible benefits and changes:

 1. Culture Change: Adaption to technology and its benefits.
 2. Employee Relationship Management: Maintaining cordial relationship with union, employees and
higher management.
 3. People Centred Change: Personnel development and growth
 4. Personal Change: Organising and development of employees' attitude.
 Feasible? May be? Or not?
A. Tangible Changes: Feasible (F)
B. Intangible Changes:
Culture Change: Feasible (F)
Employee Relationship Management: Maybe Feasible (F)
People Centred Change: Maybe Feasible (MF)
Personal Change: Maybe Feasible (MF)
Risk analysis of change requirements
Risks:

Risk in delays

High turnover rate

De-motivation of the employees

Failure of usage of technologies

Risks /barriers Level of impact Possibility Strategies to mitigate the risk

Assuming plus accepting: Acknowledgement of the existence of the risk, as well

as taking of a purposeful decision towards accepting the change without
Risk in Delays 2 4
engaging within the special efforts towards controlling it will be done. The
approval of the project otherwise program leaders will also be needed.

Avoidance: Here the program requirements will be adjusted otherwise

constraints towards elimination otherwise reduction of risk will be done. Such
High Turnover Rate 2 3
adjustment will be accommodated by the change within funding, schedule,
otherwise technical needs.

Controlling: Here actions will be implemented to minimize impact otherwise

De-motivation of Employees 3 4
likelihood of risk.

Failure of usage of technology 2 4 Transfer: In this plan accountabilities will be reassigned to the staffs.
Mitigation Strategy
Management to accept changes.

Low, adjustments has been made (e.g. Truck drivers )

Actions are implemented to boost morale with proper training

Staffs would be briefed and trained.

 Change management theory and
methodology
Components:

I. Stakeholder management

II. Communication plan

III. Education/Training plan

Stakeholder Management
Commitment How they can be Method to be
Stakeholders Concerning issues
level addressed applied
One driver per Email.
HR manager very high Allocate drivers
truck change Face-to-face.
Trucking/oper Email.
Bringing in new Purchase more
ational very high
trucks Face-to-face. trucks
manager
Management Implementation of Email. Seminar for GPS
very high
team GPS system Face-to-face. system
Stakeholders Key responsibility Time Methods Person in charge
Change management strategy – duties 9 am–10 am, 1 July Email.
HR manager CM consultant
of HR manager. 2012. Face-to-face.

Trucking/operational Change management strategy – duties 11.30 am– 12.30 pm, 1 Email.
HR manager
manager of trucking manager. July 2012. Face-to-face.

Change management strategy – duties Email.

Management team 2 pm–3 pm, 1 July 2012. HR manager
of HR manager. Face-to-face.

Change management strategy impacts

to trucking team. Duties of truckers –
provide an explanation of what will be
9 am–10 am, 4 July HR manager (assistant may
Trucking team required. Business need – Gain support Email
2012. draft)
by emphasizing possible negative
effects on jobs if change does not
happen

Change management strategy 11 am–11.30 am, 4 July Sales manager to run team
Sales team Face-to-face
summary. Benefits to organization. 2012. meeting
Office team: Accountant;
Change management strategy 11.30 am–12 pm, 4 July Office manager to run team
Administrative support Face-to-face
summary. Benefits to organization. 2012. meeting
person

Truckers (All other employees
to receive brief summary
only)
Feedback survey on ten New CM consultant to design
Three weeks post-
Request for feedback. dimensions of employee and implement. HR Manager to
training.
satisfaction. research benchmarking.
Education/Training plan:

Organizer / Person in
Necessary Skills and
Who When How charge
Knowledge
 

Prior to
Users Procedures Instructor led PDA/GPS Trainer
implementation

Truck Continuous
Technical Instructor led Lift Gates Trainer
Drivers Process
 Measuring and reporting strategies
How you will measure success ?

By Profit increment and effectiveness of the change management plan for the FY 2012

How you will report success including?

Yearly financial article includes all financial and non-financial data.

When will reports be produced (weekly, fortnightly, monthly)?

Every six months

Who will receive a copy of the report?

Management and board of directors

Reporting elements Measures Status
Goal A: Implement PDA/ GPS usage on truck fleet in
the first quarter of the 2012 financial year.
Change goal RED
Goal B: Automation of gates for truck fleets & new
trucks.
Overall status:

People GREEN

Delivery of project activities as per project plan for process GREEN

Project management
each stream
Technology GREEN

Structure GREEN

Stakeholders engaged and comfortable with current

Stakeholder Management RED
position.
Communication Communication plan activities on schedule. GREEN
Education Education plan activities on schedule. RED
Project budget on track.
Cost benefits RED
Cost benefits on track to be realized.
Risk Management Risk management plan effectively managing risk. RED
Resources
 Experts & Trainers for technological education.
 Proper arrangement of training facilities, to influence staffs towards change.
 Motivational programs for the staffs.
 Proper incentives for good performances.