Assessment 2 Develop a Change Management Strategy (Project, Report,

Presentation)
Review of scenario
The firm named Fast Track Couriers has been in to the market since long and is a courier organization that
has always been operating within New South Wales for last 15 years. The primary business of the firm is
all related to delivering the medium towards large size parcels across the metropolitan Sydney. Currently
the firm wants to expand its market and aims towards two vital goals. They are:

 Goal A: It is all about implementing a proper PDA otherwise GPS usage in the productivity function
upon truck fleet within first quarter of end of the financial year 2012.
 Goal B: It is about Implementing one person per truck policy utilizing habitual lift gates within first
quarter of 2012 financial year.

Identify change needs for the Fast Track Couriers

Goal A actually is essential for the business towards ensuring that the firm attains all its operational as well
as strategic aims and goals. The firm aims at enhancing its market reach and wants to expand to several
locations where it does not exists till date. This will require the firm to develop it technologically so that it
becomes capable of giving a tough competition to its competitors. Also technological enhancement will help
the firm to attain better market share. Also this will enable the firm to track its delivery persons and reach
them on time when needed and in case of emergencies it might prove to be very much beneficial for the
firm.
Goal B is also essential to the business to and it is needed as the firm company provides data and
information regarding the strategies and policies procedures via a documented manual which are actually
held in every truck like employee manual. This can be made advanced and employees will feel more
developed and enhanced technologically through this system. One person per truck system will also ensure
optimum use of the human resource as well as proper usage of all other resources in order to make the
production of the firm extra efficient and effectual. The automation of the gates will help the drivers as well
as they will no longer be required to lift the gates manually. This will alsomotivate the drivers and makes
them feel that the firm even thinks and is concerned about the issues being faced by the drivers (Bowman
and Jarrett, 1996).

Management engagement Plan

Who (Name of stakeholders) How (mode of engagement) When (date)

The goal A of the firm which is all
about implementation of a GPS
system for tracking the trucks in
order to enhance delivery time and
system will directly impact the
truck drivers. Also the other
employees of the firm like local
delivery staffs, loading and
unloading workers and even the
middle level managers will be
affected by the implementation of
this system.
These changes will be needed to The changes will be
get implemented very carefully implemented by end of July
and will require a vast lot of 2011 and the results are to be
concern. If any firm is not liking evaluated in the end of financial
and not ready to embrace year 2012.
alterations and changes then that
firm is going to suffer in the long
run. The staffs in attainment
process of both the goals will be
supplied a proper training which
will help them to know and better
understand the changes and
make it easy for them to adapt
such changes. The management
 department will need some
experts for training the staffs who
would supply the knowledge of
the new technology and also
encourage the staffs to use novel
technologies with each passing
day which will help them as an
individual and also the firm on a
whole.

Cost benefit analysis

Change Requirement The change will include many new people that is
several novel employees will be recruited which will
incur great cost for the firm. The main budget for
the implementing of this change strategy will
exclude the cost of novel trucks, technology as well
as lift gates and even lost productivity commencing
truckers is some $25,000. But this will be beneficial
as it is expected to grow the market share of the
firm by some 7.5% and even the benefit is
expected to be some (By and Macleod, 2009)
Cost of Changes The main budget for the implementing of this
change strategy will exclude the cost of novel
trucks, technology as well as lift gates and even
lost productivity commencing truckers is some
$25,000. Also the change will need inclusion of
some 8 novel trucks for enhancing the delivery
patter and decreasing the delivery time as well as
this will also incur cost for the firm as buying truck
will need heavy investment. Yet this will have extra
advantage on the firm. Small distribution outlets will
be also be positioned at the Maitland and
Goulburn, Nowra as well as Bathurst and also each
of them will be manned by about two staffs within
next 8 months. This will also include relocation of
some staffs or recruitment of new employees which
again would incur cost for the firm. Even building of
new hubs will bring in expense for the organization.
But through all this Fast Track will complete some
20% of the deliveries towards the regional
locations within next 3 years, this will help the firm
to attain what it has planned and thereby the whole
expense will be regained back by the firm.
Possible benefits of change 1. Implementation of GPS might enhance the
firm technologically
2. The GPS system will help the firm to track
its staffs all time and handle them more
appropriately.
3. The implementation of the eight new trucks
will bring in extra efficiency for the firm and
will enhance its delivery process.

Assess the benefits against the costs and risks
Categorise changes
4. Implementation of a system of one person
per truck will make many other staffs feel
free as the gate system will be made
automated
5. Drivers might feel relaxed as they will not
have to load and unload the parcels
manually through automation of the gate
6. Employees might feel extra happy and
motivated.
There is several risks related with the firm’s
investments as well as changes. They are:
1. In past it was seen that the employees
specially truck drivers have not
accepted changes within the firm and
has worked as hurdle for the
implementation of the change. This
might be a case in this situation as
well.
2. There is very vast investment and
inclusion of money in the process of
implementation of this change, if
change does not works properly and is
a failure then the firm will have to suffer
a vast loss of both financial as well as
human resources.
3. Some old employees who might not
accept the change may tend to get de-
motivated and also might leave the
firm.
1. Structural: The firm is attempting and
finding it essential to redesign structure of
firm due to some influences from the
external environment. These structural
changes will involve hierarchy of the
authority, goals and also structural
characteristics as well as administrative
procedures, plus the management
scheme. Almost all of the changes in the
firm is the way in which First flight will
manage the falls under category of the
structural change.
2. Process: The firm needs to reengineer the
processes to attain optimum workflow as
well as productivity. This Process―tilting
change will be related to the firm’s delivery
process otherwise the way in which the
firm will assemble all its procedures and
products otherwise services (Tidd,
Bessant and Pavitt, 2001).

CHANGE
GPS implementation
Gate automation
One driver per truck
Main Stakeholder
Stakeholders of the change will
be the firm’s management
department i.e. all the top level
3. People: This form of change will alters
attitudes and behaviours, skills, as well as
performances of the drivers by training
them and encouraging them towards
change
Risk Analysis
RISK
The employee indulged in the
process might prove to be a
wrong selection
Technological change is most
of the time not accepted totally
by the old employees
Training will not be completed
in an evening and will require
much more time and money
The drivers might feel they are
being underestimated
Incur vast cost
The drivers who will be left
surplus might become a
burden on the firm
Firm might lose some staffs as
well
Stakeholder management plan
Commitment Level
The level of commitment needs
to be very high as this change
indulges vast amount of risk. It
acceptance.
BARRIER
Will need recruitment of novel
experts of software as well as
hardware field and finding
such professional will not be
an easy task
The staffs might reject the
change as they have done in
the past
Drivers and other staffs might
feel they are being tracked
and firm is not happy with
them.
The expert might feel difficult
in implementation of this
change
It will not be an easy task to
convince the staffs
It will need new drivers and
also new trucks
Issues
For attainment of these two
goals the firm needs to
implement a proper change in
managers Because the change
is in the whole structure of the
firm and also in the functioning
system.
has been seen that employees
of the firm have not accepted
any change easily in the past
thus the management needs to
be very careful about this new
change going to take place.
the system of the organization
and also will affect the drivers
and many other stakeholders.
Achievement of such goals must
increase the net profit within
next financial year somewhat by
$200,000 as of increased
effectiveness and increased
trade. The changes that will be
implemented needs to be
handled carefully and managed
efficiently for attainment of
better results. The actual
change management plan and
strategy, once accepted by
General Manager, needs to be
implemented without delay. Any
delay might result in loss for the
firm as the investment and
budgets will already be allocated
and delay might decrease the
value of the money for the firm.

Communication plan

Audience Message Date Methods of Responsible person

communication
The target audience The The The message will be A leader for each
will be drivers and message communication communicated face to group will be chosen
also middle level as will be will take place face and personally to and they will
well as top level conveyed in a meeting the staff member. communicate the
managers regarding organized by message to their
the change the firm in groups
of system which all the
and gate stakeholders
automations will be
as well as included.
indulgence
of GPS
system in
the process
so hat
tracking
would be
made more
easy

Measuring success
The success rates are always analyzed for the future perspectives.

How to maintain success report:

i. The format of the report: Every firm has a reporting method to maintain the changes that will occur
in the firm.
ii. When-Monthly or yearly basis.
iii. Several copies are maintained.

List of resources

a. Firm needs experts to implement the changes.

b. The requirement of Training materials like books, pen, and papers.
c. Motivational speakers.
d. Bonus arrangement.
e. Advanced devices to handle the changes.

Conclusion
Any change management task is not easy and includes several step and procedures. Its vital for nay firm
to move on a new path and that when it needs to handle so many staffs at same time. Thus the firm needs
to concentrate a lot on the facts and details regarding the change management and also indulge theories
related to the issue for attainment of better results. In a nutshell here are all the facts related to the case
that happened in the Fast track courier firm and the way in which the firm managed to handle the issues
and implement as well as communicate the change effectively.

References

Bowman, C. and Jarrett, M. (1996). Management in practice. Oxford: Butterworth-Heinemann.

By, R. and Macleod, C. (2009). Managing organizational change in public services. London: Routledge.
Carnall, C. (2001). The Change Monster. Journal of Change Management, 2(1), pp.91-91.
Carter, W. (1994). Managing organizational change. New York: McGraw-Hill.
Connor, P. and Lake, L. (1988). Managing organizational change. New York: Praeger.
Gill, R. (2002). Change management--or change leadership?. Journal of Change Management, 3(4),
pp.307-318.
Graetz, F. and Smith, A. (2010). Managing Organizational Change: A Philosophies of Change
Approach. Journal of Change Management, 10(2), pp.135-154.
Kavanagh, M. (1994). Change, Change, Change. Group & Organization Management, 19(2), pp.139-140.
Readiness for Change. (2010). Journal of Change Management, 10(4), pp.445-447.
Tidd, J., Bessant, J. and Pavitt, K. (2001). Managing innovation. Chichester [England]: John Wiley.