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Evidence Guide: BSBINN601A - Manage organisational change

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!

From the Wiki University

 

BSBINN601A - Manage organisational change

What evidence can you provide to prove your understanding of each of the following citeria?

Identify change requirements/ opportunities

  1. Identify strategic change needs through an analysis of strategic plans
  2. Review existing policies and practices against strategic objectives to identify change requirements
  3. Monitor trends in the external environment to identify events or trends which impact on the achievement of organisation's objectives
  4. Identify major operational change requirements due to performance gaps, business opportunities or threats, or management decisions
  5. Review and prioritise change requirements/opportunities with relevant managers
  6. Consult specialists and experts to assist in the identification of major change requirements/opportunities
Identify strategic change needs through an analysis of strategic plans

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review existing policies and practices against strategic objectives to identify change requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor trends in the external environment to identify events or trends which impact on the achievement of organisation's objectives

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify major operational change requirements due to performance gaps, business opportunities or threats, or management decisions

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review and prioritise change requirements/opportunities with relevant managers

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult specialists and experts to assist in the identification of major change requirements/opportunities

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop change management strategy

  1. Undertake cost benefit analysis for high priority change requirements/opportunities
  2. Undertake risk analysis, identify barriers to change, and agree and document mitigation strategies
  3. Develop change management project plan
  4. Obtain approvals from relevant authorities to confirm the change management process
  5. Assign resources to the project and agree reporting protocols with relevant managers
Undertake cost benefit analysis for high priority change requirements/opportunities

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Undertake risk analysis, identify barriers to change, and agree and document mitigation strategies

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop change management project plan

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Obtain approvals from relevant authorities to confirm the change management process

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assign resources to the project and agree reporting protocols with relevant managers

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement change management strategy

  1. Develop communication/education plans in consultation with relevant groups and individuals
  2. Develop communication/education plan to promote the benefits of the change to the organisation and to minimise loss
  3. Arrange activities to deliver the communication/education plans to all relevant groups and individuals
  4. Consult with relevant groups and individuals for input to the change process
  5. Identify and respond to barriers to the change in accordance with risk management plans
  6. Action interventions and activities set out in project plan in accordance with project timetable
  7. Activate strategies for embedding the change
  8. Conduct regular evaluation and review, and modify project plan where appropriate to achieve change program objectives
Develop communication/education plans in consultation with relevant groups and individuals

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop communication/education plan to promote the benefits of the change to the organisation and to minimise loss

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Arrange activities to deliver the communication/education plans to all relevant groups and individuals

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult with relevant groups and individuals for input to the change process

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and respond to barriers to the change in accordance with risk management plans

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Action interventions and activities set out in project plan in accordance with project timetable

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Activate strategies for embedding the change

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct regular evaluation and review, and modify project plan where appropriate to achieve change program objectives

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential:

documentation of a change process that details the rationale for the change and its objectives; the process of implementing the change and a critical evaluation of how the change process was managed

techniques for responding to resistance to change

knowledge of change management process/cycle.

Context of and specific resources for assessment

Assessment must ensure:

access to appropriate documentation and resources normally used in the workplace.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

analysis of responses to case studies and scenarios

assessment of written reports on change management

direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate

observation of demonstrated techniques in responding to resistance to change

review of change management project plan and communication/education plans

review of documentation outlining consultation with relevant groups and individuals for input to the change process

oral or written questioning to assess knowledge of organisational behaviour.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.

Required Skills and Knowledge

Required skills

innovation skills to think laterally and to develop creative means to enable people to accept change positively

high level interpersonal and leadership skills to obtain acceptance of change processes and to inspire trust

planning and organising skills to sequence events and to enable staff to be clear in times of change or turbulence.

Required knowledge

change management process/cycle

organisational behaviour.

Range Statement

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Strategic change needs refers to:

actions arising from strategic planning activities to bring about major change in the organisation (they may relate to people, processes, technology or structure)

External environment may refer to factors that are:

consumer driven

ecological

economic

ethical

legal

political

social

technological

Major operational change requirements means:

changes which need to be made to the organisation to maintain or improve performance and/or competitive position

Relevant managers refers to:

managers who:

are affected by the change

are participating in the change project

hold a leadership position in the organisation

Risk analysis means:

determination of the likelihood of a negative event preventing the organisation meeting its objectives and the likely consequences of such an event on organisational performance

Barriers to change may include:

challenges to group norms/established roles

existing organisational culture

existing reward systems

fear of loss of status, security, power, friends

interdepartmental rivalry/conflict

lack of involvement in the change

low morale

vested interests

Mitigation strategies means:

strategies put in place or action taken to reduce or eliminate risk identified

Change management project plan includes:

budget

methodology for change program

objectives/outcomes

timetable

Approvals refers to:

formal approval from the manager/s who have responsibility for the area/s of the organisation affected by the change project

Resources may include:

contractors

employees/managers

external/internal consultants

financial/budget approval

hardware/software

physical assets

Interventions and activities may include:

action research

career planning

inter-group team building

job redesign

sensitivity training

succession planning

surveys (with feedback)

team building

termination or redeployment

training

transition analysis