Background of A2Z Company
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.
Following is the change management report
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
- Training of drivers regarding GPS and other new technology
- 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 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.
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.
- People-. No proper human resource function or training. This leads to low efficiency which can hamper strategic goals.
- Processes- Drivers do not have much faith in technology. This can lead to poor performance.
- 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.
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).
Proposed Goals
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.
Change due to performance gap- Automated lift mechanisms needed to minimise injuries which hamper performance.
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.
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.
Changes due to Management decisions- It is management decision to increase truck fleet. This will lead to change in training needs of the organisation.
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.
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.
|
Title of stakeholder Manager |
Time of informing |
Method of informing |
Reason |
|
Financial Manager |
1st week of Dec 2014 |
|
To seek budget for change required |
|
Operations Manager |
1st week of Dec 2014 |
|
To review operational changes like incorporation of automated lift equipment and GPS |
|
Sales Manager |
1st Week of Dec 2014 |
|
To understand type of training required by the sales staff and drivers |
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.
Following changes would be required
- Incorporation of automated equipment to realise the strategic goals of business enhancement
- 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 ecommerc
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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