BSBINN601 - Task 2#1-2 - Bernadette - Change Management Briefing Report Revised
docx
keyboard_arrow_up
School
Asian College of Technology *
*We aren’t endorsed by this school
Course
411
Subject
Information Systems
Date
Nov 24, 2024
Type
docx
Pages
7
Uploaded by Kevinagain
This document is Briefing Report Template.
It is part of the supporting assessment resources for Assessment Task 2 of BSBINN601.
Samson Media
Change Management Briefing Report
Introduction
Samson Media is publisher of upmarket fashion magazines. Right now, they just
have transition of the management plan.
The company would like to change from the manual printing magazine to the
digital online magazine. It means that the company will have downsize on the
manual operations such as staff, printing process and all the related things.
Their Human Resources Policies and Procedures will need the company to process
the transition fairly so at least the staffs impacted by this process will treated fairly
according to the law.
Amir and his team of Managers have developed a Strategic Plan that includes the
following objectives:
•
Increase return on capital to 8% within 2 years
•
Enact a transformational change of the company that will convert all
magazines to a digital format.
•
Close the printing and distribution site.
•
Achieve cost efficiencies through relocating the head office to a smaller
office.
•
Restructure head office staff through moving to a smaller core of
permanent staff and more contract staff
External Environment Analysis
Trend
Since early 2000, the most notorious magazines and newspapers have launched
their online version. But only recently, this market has focused on user experience.
Indeed, Millennials are the main consumer of online content and their
consumption of online content is entirely different than the user of the printed
press. With this project, we focused on making a responsive website for a fashion
magazine for fashion professionals: Tendance Magazine. This magazine offers an
engaging online experience for staying up to date with fashion trends and finding
inspirational content.
PESTLE Analysis
Political:
Political factors relate to government controls and influences over economy or
industry. Government factors may be legislation or economic policies. The political
environment can affect an industry through a range of factors, including:
•
Trade tariffs
•
Conflicts
•
Taxation
•
Fiscal policies
This document is Briefing Report Template.
It is part of the supporting assessment resources for Assessment Task 2 of BSBINN601.
Economic:
Economic factors a have direct impact on a company’s long-term prospects in a
market. The economic environment may affect how a company prices their
products or influence the supply and demand model. Environmental factors can
include:
Inflation rate
Disposable income
Unemployment rate
Interest rates
Foreign exchange rates
Economic growth patterns
Social:
Social factors, such as demographics and culture can impact the industry
environment by influencing peak buying periods, purchasing habits, and lifestyle
choices. Society is important as people’s culture and lifestyle can influence when,
where and how they are likely to engage with products and services. Social factors
can include:
•
Religion and ethics
•
Consumer buying patterns
•
Demographics
•
Health
•
Opinions and attitudes
•
Media
•
Brand preferences
•
Education
Technology:
Technological factors may have a direct or an indirect influence on an industry.
While some industries will be more affected by technology than others,
innovations in technology may affect the market and consumer choices and
buying power. Technological factors can include:
•
Automation
•
Technological development
•
Patents
•
Licensing
•
Communication
•
Information technology
•
Research and Development
•
Technological awareness
Legislation
Legal factors may affect both the internal and external environment of a company.
The legal and regulatory environment can affect the policies and procedures of an
industry, and can control employment, safety and regulations. Legal factors can
include:
•
Employment laws
This document is Briefing Report Template.
It is part of the supporting assessment resources for Assessment Task 2 of BSBINN601.
•
Consumer protection
•
Industry specific regulations
•
Regulatory bodies
•
Environmental regulations
Environmental
Environmental factors include all those relating to the physical environment and to
general environmental protection requirements. While the environment is more
important to some industries, such as tourism, agriculture or food production,
these factors may influence a range of different industries and are worth being
aware of. Environmental factors include:
•
Geographical location
•
Stakeholder and consumer values
•
Environmental offsets
•
Weather
•
Global climate change
Sources of information on change management and best practice approaches
Change Management best practices can be found online in internet such as:
Internet articles:
https://www.prosci.com/resources/articles/change-management-best-practices
This tells us that to make sure the change management proceed smoothly; we
need to make sure:
1. Understand your organization’s risk tolerance—and plan
accordingly
When it comes to balancing risk and speed, in change management there is
no one-size-fits-all solution. Every organization has its own culture, risk
tolerance, and regulatory requirements to deal with, and each should
incorporate these considerations into their change management practices.
2. Use data-driven risk assessment to continually adapt your
change management practice
Tracking metrics, especially links between changes and incidents is an
important foundation in improving your change practices. Data will highlight
trends, revealing the types of changes, team members, and services that
are least likely to be involved in an incident. That information can help you
match rigor to risk for different change requests.
3. Make change management as simple as possible
The answer to this major challenge is making change management
processes as simple as possible. Keep approvals to a minimum where you
can. Choose tech tools that integrate seamlessly so that developers don’t
have to enter the same information into multiple systems. And automate
wherever possible. The simpler you can make the process, the easier it will
be to get and keep teams on board.
4. Use tools to automate and hone your processes
Automation within your tools is one of the best ways to minimize the burden
of change management processes on your teams. Simple checks and
balances within our tools can keep us compliant and significantly reduce
Your preview ends here
Eager to read complete document? Join bartleby learn and gain access to the full version
- Access to all documents
- Unlimited textbook solutions
- 24/7 expert homework help
This document is Briefing Report Template.
It is part of the supporting assessment resources for Assessment Task 2 of BSBINN601.
risk without requiring individuals to devote unnecessary time to new
processes.
5. Deploy smaller releases, progressively to ensure your changes
go well
The legacy approach to releases was to bundle them together and launch
them all at once. What most of us know now is that this approach lends
itself to major incidents and makes it harder to find the source of a problem
when one arises. Smaller, more frequent releases can limit the scope of a
potential incident. Progressive deploys canary or feature flag with a small
subset of users to test and prove stability before the full deployment.
6. Prioritize collaboration
Good change management simply can’t happen in silos. Organizations that
work to encourage more open collaboration are likely to improve their
change practice.
7. Take advantage of chaos and resilience engineering
Both practices are there to identify problems and the changes that need to
happen to avoid future incidents. This pre-emptive approach is bringing a
lot of value to the table for change management teams and saving incident
management teams significantly in time, budget, and alert fatigue.
8. Choose tools that are familiar to and embraced by your
development teams
Good change management processes should be built into and across the
tools your developers use. Asking teams to learn a new tool, enter info into
multiple tools, or deal with a tool that’s unfamiliar and uncomfortable tends
to slow down adoption, which will hurt your ability to deliver valuable
updates to customers.
Risks and barriers to change and strategies to overcome these
See Risk Assessment Template.
Major change requirements
•
The print magazine should be made available in the digital format.
Employees should be rewarded to boost their morale confidence.
•
Closing Printing and distribution side to decrease the costs.
•
Restructure head office staff through moving to a smaller core of
permanent staff and more contract staff
•
Office relocation
This document is Briefing Report Template.
It is part of the supporting assessment resources for Assessment Task 2 of BSBINN601.
Prioritisation of change requirements
•
Transforming the print magazine to digital medium due to the favourable
market for digital magazines.
•
Closing Printing and distribution side to decrease the costs.
•
Restructure head office staff through moving to a smaller core of
permanent staff and more contract staff.
•
Office relocation.
Cost-benefit analysis
Category (Cost)
Cost
Transforming the print magazine to digital medium due to
the favourable market for digital magazines
$100,000
Staff restructuration
$20,000
Office relocation & Closing Printing and distribution
$30,000
Category (Benefit)
Benefit
Transforming the print magazine to digital medium due to the
favourable market for digital magazines
$200,000
Staff restructuration
$100,000
Office relocation & Closing Printing and distribution
$50,000
Payback estimation
$ 200,000
Recommended communication and education strategies
Communicate through multiple channels
Don’t rely on one medium to talk about a new change. Everyone has different
communication styles and preferences — it’s important to reach people through
the channels they respond to best. Each channel has its strengths and
weaknesses.
In-person meetings and presentations — It’s helpful to allow for immediate
questions, but we’ve all seen employees’ eyes glaze over during a meeting
that’s scheduled too close to lunch – so be ready to reiterate what’s
happening through other mediums.
This document is Briefing Report Template.
It is part of the supporting assessment resources for Assessment Task 2 of BSBINN601.
Email and newsletters — Email is great for giving the highlights, but when
people are trying clear their inbox, they’ll skim over details, making them
unlikely to fully understand or support the change.
Videos and blogs — Ongoing communication through explainer videos, in-
depth blogs, and collaborative tools ensures that employees have plenty of
chances to learn about the change and ask questions.
Collaborative tools such as Slack and forums — Consider setting up a Slack
channel or internal forum dedicated to the change. You can regularly post
articles and videos that guide employees through the particulars of the
change, while also allowing them to engage in a conversation about it.
Prepare for resistance
No matter how justified the change might be, people are bound to resist. The
Kübler-Ross Change Curve, based off of the five stages of grief, acknowledges that
people affected by change are likely to have emotional reactions to it. They may
move through the denial, grief, bargaining, and depression stages several times
before landing on acceptance. Preparing for emotional reactions allows you to
communicate with empathy.
Before announcing a change, map out potential objections and prepare responses
to them. Show your employees that you have a plan.
You can combat denial and grief with additional resources that show your team the
benefits of change management.
Listen to feedback
Change management communication needs to flow both ways. Use any one of
these communication channels to gather feedback:
Meetings, particularly in smaller groups so that you can answer WIIFM and
WDIMTM
Online chats or forums, encouraging group discussions to address common
concerns
Surveys during the transition, checking on reactions to the change
throughout the process
Your preview ends here
Eager to read complete document? Join bartleby learn and gain access to the full version
- Access to all documents
- Unlimited textbook solutions
- 24/7 expert homework help
This document is Briefing Report Template.
It is part of the supporting assessment resources for Assessment Task 2 of BSBINN601.
Risk Assessment
Risks and barriers to change and strategies to overcome these
Risk description
Likelihood
Impact
Priority
Preventative Action/Contingency Plan
Resistance to change
Very high
High
impact
1
Communicate the change to the staffs and support
them during the change process.
Poor leadership
Low
Low impact
3
Train Managers to be more professional and flexible to
face the changes
Unexpected
digital
issues
Low
Low impact
4
Find others resource, at least 3, to make sure always
has spare initiatives.
Redundancies
Very high
High
impact
2
Address employee concerns.
Update policies and procedures
Develop and implement grievance and resolution
dispute agreement.
Lower production
rates
Low
Low impact
5
Provide Team Feedback to make sure employee voice
out their concerns.
Interview employees to know what is happening at if
they are happy with the company.
Provide additional training for employees.