Question Number: 368

BSBINN601Formative Learning checkpoint 1 –identify change requirements and opportunitiesThis learning checkpoint allows you to review your skills and knowledge in identifying change requirements and opportunities.Formative assessmentFormative assessment generally takes place at regular intervals before and during training with progressive feedback to improve competence. Formative assessment is assessment for learning: it focuses on the gap between where learners are in their learning and where they need to be to achieve the requirements of the unit under study.Part AList the most recent significant change to the chosen organisation’s structure, processes, technology and/or people.What external factor/s was this change in response to?Explain why team-building is considered an organisational development intervention and critical for change management.Part B1. To identify the organisation’s objectives, what sources would you consult regarding your chosen organisation?1. Identify the strategies that your chosen organisation is pursuing in order to meet its organisational objectives and classify them according to the types of corporate and competitive strategies presented in the topic.Part C1. As a result of the recent change in your chosen organisation, identify the changes to the structure, work processes and technology, and/or people.Identify the roles of the experts or specialists who could help you to analyse the need for and effects of change on people within your chosen organisation.Part DConsider the following scenario in relation to your chosen organisation, then answer the questions.ScenarioYour manager has asked you to identify the major trends in the external environment that are likely to affect the achievement of the organisational objectives. She also wants to know the internal strength and weaknesses, and how these may affect the organisation’s response to the trends.1. What sources would you consult to research political/legal, economic, sociocultural and technological trends?1. To research what your major competitor is doing, what sources would you consult?List the steps you would take to conduct a SWOT analysis to identify the organisation’s requirements.trends?In developing a priority list of change requirements, what process would you follow?This document is uncontrolled when printedAssessment BSBINN601 Lead and manage organisational changeVersion 2.0 Sep 2017©Shafston House College Ltd trading as Shafston School of BusinessPage 21 of 51Formative Learning checkpoint 2 – develop change management strategyThis learning checkpoint allows you to review your skills and knowledge in developing a change management strategy.Part A1.What techniques and tools did the organisation use to assess the impact of the proposed change?Part B1. What techniques and tools did the organisation use to assess change readiness?1. You are considering a change in your personal life. This may be a purchase of a new house or a commitment to compete in a half-marathon in Hawaii. Conduct a force field analysis to identify the driving and resisting forces in helping you to make a decision. List the driving and resisting forces for change.Part C1. Identify the organisation’s change vision. What is it and how has it been communicated to stakeholders?2. What alternative methods could the organisation have used to communicate its change vision?3. Identify the organisation’s change vision. What is it and how has it been communicated to stakeholdersPart D1. Review the change implementation plan for your chosen organisation. Consider the components, style and clarity, and level of detail. With the benefit of hindsight and your knowledge from Topic 2, identify how this change plan could be improved.2. From your personal force field analysis, identify strategies to enable you to increase the driving forces and decrease the resisting forces.3. Develop a basic change management plan for you to implement your personal change.Formative Learning checkpoint 3 – implement change management strategyThis learning checkpoint allows you to review your skills and knowledge in implementing the change management strategy.Part A1. What will help you to identify and plan when meeting stakeholder communication needs, including reporting requirements?1. What communications methods could you use to communicate with stakeholders that require close management?1. What communication methods could you use to communicate with stakeholders that need to be kept informed?1. List the communication methods that your organisation, or the one that you have chosen, uses to implement and embed change.Part B1. If members of a team were experiencing issues working together, what types of organisational development interventions could you implement?1. If you are part of a dedicated change team implementing a major strategic change project with the organisation, whose support would you seek to ensure that training and development needs change activities are effectively implemented and new behaviour embedded?1. If you are part of a dedicated change team implementing a major strategic change project with the organisation, whose support would you seek to ensure that training and development needs change activities are effectively implemented and new behaviour embedded?Part CWhat strategies have been implemented in your organisation’s change project to manage barriers and employee resistance?Part D1. What change review and evaluation techniques were applied by your chosen organisation?1. Explain the process for ensuring that corrective actions are developed and incorporated into the change plan.1. Identify the review and evaluation methods you would use for your personal change plan.Final summative AssessmentsSummative assessment is used after the instruction period. It is the process of collecting evidence and making judgments on whether competency has been achieved, to confirm that an individual can perform to the standard required in the workplace, as specified in a training package or vet accredited course.How to work through this final assessmentThis final assessment is designed to assess your performance of competency for the unit BSBINN601 Lead and manage organisational change, Release 1. Your assessor or workplace supervisor will help you fully understand assessment requirements for this unit.The features of this final assessment are detailed in the following table.Feature of the assessment resourceExplanationAssessment information and scopeThis section provides details of the unit of competency covered, setting out information about the aims of the unit, what areas are covered, how the assessment tasks must be completed and how the assessment is conducted.Are you ready for assessment?This section provides you with the opportunity to self-assess your performance, to ensure that you are ready to commence the assessment process.Final assessment overviewThis section provides an outline of the final assessment tasks to be covered, including options available.Assessment planYou can confirm exactly which tasks and options you will complete using the assessment plan. Your assessor will discuss the various options with you and may also customise the assessment tasks to suit specific requirements where needed.Final assessment tasksThis section outlines the final assessment tasks in detail, including the relevant documentation you need to complete and submit along with your final assessment tasks.Record of outcomeAs you progress through the final assessment tasks, your assessor will use the record of outcome to confirm your performance and provide relevant advice and feedback.Further informationBefore you commence your final assessment tasks, you should review the information provided by your training organisation about assessment. You should not commence your final assessment tasks until you have read and understood this information.Assessment information and scopeWho is the final assessment designed for?The final assessment is designed for candidates to demonstrate their competency having completed formal learning experiences in this unit. Candidates may be in a real or simulated workplace environment. Candidates may be undertaking the unit in a range of learning situations, including private study, via a traineeship arrangement or via other workplace-supported means.What are the aims of the final assessment tasks?This unit describes skills and knowledge required to determine strategic change requirements and opportunities; and to develop, implement and evaluate change management strategies.It applies to managers with responsibilities that extend across the organisation or across significant parts of a large organisation. They may have a dedicated role in human resources management or human resources development, or work in a strategic policy or planning area.The unit takes a structured approach to change management and applies to people with considerable work experience and organisational knowledge.The key outcomes are:Identify change requirements and opportunitiesDevelop change management strategyImplement change management strategyPrerequisites and co-requisitesNoneLegislative and licensing requirementsNo licensing, legislative or certification requirements apply to this unit at the time of publication.SELF ASSESSMENT CHECKLISTAre you ready for assessment?You must ensure that you are ready to begin the final assessment. Complete the following self-assessment checklist to confirm that you hold the skills and knowledge required and feel ready to undertake a successful final assessment.TopicKey outcomesI am able to perform skills and demonstrate knowledge satisfactorily in the following tasks.Topic 1 Identify change requirements and opportunities1A Identify the forces for change and the stages of the change process1B Determine strategic change needs through analysis of organisational objectives1C Review the current organisational state to identify change requirements1D Analyse the external environment for impact on organisational objectives1E Review and prioritise change requirementsTopic 2 Develop change management strategy2A Analyse change impact2B Assess change readiness2C Develop the change vision and strategy2D Develop the change management planTopic 3 Implement change management strategy3A Plan communications and education3B Action activities to implement and embed change3C Manage barriers to implementing and embedding change3D Monitor change progress and evaluate change effectivenessIf you have covered and feel confident in all of these areas, you are ready to proceed to the final assessment.Before you commence the assessment process, discuss with your assessor or workplace supervisor any areas you do not feel confident in or have not covered.Assessment Task 1 - Part A – QuestioningPurposeYou will demonstrate a sound knowledge of the unit requirements in your responses.Instructions to the candidateAll questions must be answered satisfactorily for Part A to be completed satisfactorily.There is no restriction on the length of the question responses, or time restriction in completing the assessment.You must complete all questions unassisted by the assessor or other personnel, but may refer to reference material as needed.Resources requiredThe question responses section is the only resource required for this questioning assessment to be completed.Access to a computer (if submitting electronically)Assessment conditionsAssessment must be conducted in a safe environment where evidence gathered demonstrates consistent performance of typical activities experienced in the management and leadership field of work and include access to:relevant legislation and regulationworkplace documentation and resourcescase studies, and where possible, real situationsinteraction with others.Assessors must satisfy NVR/AQTF assessor requirements.Reasonable adjustmentIf you do not wish to respond to the questions in written form, an interview may be used as an alternative approach if negotiated with your assessor.Candidate to complete:Candidate name:Date of assessment:Assessment declaration:I declare that no part of this assessment has been copied from another person’s work, except where clearly noted on documents or work submitted.I declare that no part of this assessment has been written for me by another person. I understand that plagiarism is a serious offence that may lead to disciplinary action by my training organisation.Candidate signature:Question 1:Explain why is it important to conduct an in depth analysis of an organisational objectives when identifying strategic change?Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 2:Discuss the reasons for reviewing existing policies and practices against strategic objectives in order to identify areas where changes are required?Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 3:Provide three (3) examples of macro and micro environmental forces that may impact on the achievement of an organisation’s objectives and summarize how an external force / environment can impact on change strategies.Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 4:Identify five (5) areas where major operational changes are required due to performance gaps, business opportunities or threats or management decisions.Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 5:Discuss the reasons for reviewing and prioritising change requirements or opportunities with relevant stakeholders or managers.Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 6:Describe the process you would undertake to initiate consultation with stakeholders, specialists and experts to assist in the identification of major change requirements and opportunities within an organisation.Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 7:Define the term “Cost-Benefit Analysis” and discuss the role it plays for high priority change requirements and opportunities within an organisation.Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 8:Define the term “Risk Analysis” and discuss the role it plays for high priority change requirements and opportunities within an organisation.Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 9:List five (5) potential barriers to change and provide five (5) possible strategies, you could use to address these barriers.Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 10:Explain the purpose of a change management project plan and describe its relevant components.Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 11:Elaborate on the process you would follow to obtain approvals from relevant authorities to confirm the change management processAnswer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 12:Elaborate on the process you would follow to assign resources to a project and communicate with relevant managersAnswer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 13:Provide (4) examples of methods of communication you could use to communicate effectively with different stakeholders and explain why it is important to always maintain a professional level of communication especially during the change management process.Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 14:Provide three (3) examples of modern technological equipment or software that you could use to arrange and manage meetings to communicate effectively to relevant stakeholders.Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 15:When consulting with relevant groups and stakeholders for input into the change process, you are required to follow particular steps according to Kotter. Can you please list the relevant steps involved?Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 16:Explain why it is important to identify and responds to barriers to change according to the risk management plans.Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 17:Provide an example of the action interventions or activities that are set out in a project plan taking into account the project timetable.Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 18:Identify three (3) strategies for embedding change in an organisation structure, people and processes.Answer:Trainer FeedbackfMarking:SatisfactoryUnsatisfactoryQuestion 19:Provide an example of the action interventions or activities that are set out in a project plan taking into account the project timetable?Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 20:How would you prioritise opportunities for changes with input from managers?Answer:Trainer FeedbackMarking:SatisfactoryUnsatisfactoryQuestion 21:Explain how organisational behaviour can impact on change strategiesAnswer: