Application
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, 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.
No licensing, legislative or certification requirements apply to this unit at the time of publication.
Elements and Performance Criteria
ELEMENT | PERFORMANCE CRITERIA |
Elements describe the essential outcomes. | Performance criteria describe the performance needed to demonstrate achievement of the element. |
1 Identify change requirements and opportunities | 1.1 Identify 1.2 Review existing policies and practices against strategic objectives to identify where changes are required 1.3 Monitor the 1.4 Identify 1.5 Review and prioritise change requirements or opportunities with 1.6 Consult stakeholders, specialists and experts to assist in the identification of major change requirements and opportunities |
2 Develop change management strategy | 2.1 Undertake cost-benefit analysis for high priority change requirements and opportunities 2.2 Undertake 2.3 Develop 2.4 Obtain 2.5 Assign resources |
3 Implement change management strategy | 3.1 Develop communication or education plan, in consultation with relevant groups and individuals, to promote the benefits of the change to the organisation and to minimise loss 3.2 Arrange and manage activities to deliver the communication or education plans to relevant groups and individuals 3.3 Consult with relevant groups and individuals for input into the change process 3.4 Identify and respond to barriers to the change according to risk management plans 3.5 Action 3.6 Activate strategies for embedding the change 3.7 Conduct regular evaluation and review and modify project plan where appropriate to achieve change program objectives |
Foundation Skills
This section describes language, literacy, numeracy and employment skills incorporated in the performance criteria that are required for competent performance.
Skill | Performance Criteria | Description |
Reading | 1.1, 1.2, 2.1, 2.2 | Interprets detailed information that may deal with complex ideas related to issues both within and outside the workplace context |
Writing | 2.1, 2.2, 2.3, 2.4, 3.1 | Uses clear and precise language to develop information about objectives, requirements, activities and recommendations Develops complex plans and strategies in appropriate format for the audience and purpose |
Oral Communication | 1.6, 2.2, 2.4, 2.5, 3.3 | Discusses and seeks information using appropriate structure and language for the particular audience Uses questioning and active listening to clarify or confirm understanding |
Numeracy | 2.1, 2.3, 2.3 | Interprets, analyses and presents numeric/financial information in complex documents |
Navigate the world of work | 1.1-1.6, 2.4, 2.5, 3.1, 3.2 | Takes a lead role in the development of organisational strategic goals and associated roles and responsibilities |
Interact with others | 1.5, 1.6, 2.4, 2.5, 3.1-3.3 | Uses a variety of communication tools and strategies to build and maintain effective working relationships Uses inclusive and collaborative techniques to seek feedback, negotiate and consult with a range of stakeholders |
Get the work done | 1.1-1.5, 2.1-2.5, 3.1, 3.2, 3.4-3.7 | Plans, organises and implements activities required to achieve strategic priorities and outcomes, including consulting with others and sequencing events to minimise uncertainty for staff Uses problem-solving skills to identify and analyse issues or barriers, and develop responses Develops new and innovative ideas through exploration and lateral thinking |
Sectors
Creativity and innovation – innovation