Change management is a systematic approach to dealing with change, both from the perspective of an organization and on the individual level.Needs for strategic changes in Australia post is highlighted in this MANAGE ORGANIZATIONAL CHANGE. Risk analysis and Cost benefit analysis also describe in this study

2. INTRODUCTION
 Change management is a systematic way to transitioning
any kind of change to an expected future situation.
 Needs for strategic changes in Australia Post is highlighted
in this study.
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-objective-nbspreview-existing-policies-and-practices-against-st.html
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3. OBJECTIVES
 Deliver innovative and easy-to use products and services to
the people.
 Provide friendly services through knowledgeable staffs.
 Build an efficient and effective network to provide services to
the people within the required timeframe.
 Rewarding excellent performance and providing job
satisfactions to the employees.
 Encourage all the members of the company to participate
efficiently to make the business successful.
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4. CURRENT POLICIES AND LIMITATIONS
 Australia Post Enterprise Agreement, 2013- Does not reward performance
as expected.
 Assignment of Postcodes- Lack of proper training does not allow timely
delivery.
 Refund Policy- Employees do not properly give this guidance for making a
repair or exchange.
 Ethics- Lack of proper communication.
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5. NECESSITY OF PROPOSED CHANGE
 The political focus is increasing on the postal services industry.
 The reduction in customers’ net income due to the economic crisis is
creating pressure on the postal industry.
 The demand for innovative postal products and services are increasing.
 The technological changes are creating new scope for business for this
postal industry in terms of new and innovative products and services.
 The growing environmental awareness will deliver the innovative eco-
friendly products.
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6. RESOURCE AVAILABILITY
 Increased demand of eco-friendly service- The production
manager needs to change the production strategy that is the
strategy for change in the types of raw materials, machinery.
 Development in the internet services- The marketing
manager needs to change the present strategy to provide
better services through online.
 Provide training to the employees- The human resource
manager will make the employees able to provide better
services and increasing the market share.
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7. BARRIERS TO CHANGES
 Shortage of money
 Lack of appropriate personnel for training
 Lack of employees’ sincerity
 Lack of proper internal environment
 Absence of proper communication
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8. AGREED AND MITIGATION
STRATEGIES
 Communicating all the employees at each time when any change takes
place.
 Strict notice by the management to implement the changes
 Starting training and development program.
 Strategy to source the new kind of raw materials before the
requirements takes place
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9. SELECTED APPROACH DESCRIPTION
 Appointment of change management team
 Analysis of suitable plans
 Communication plan among employees
 Creating a suitable timeline
 Detection of problems arising
 Preparation of report containing all information
 Discussion with local management team for the changes proposed to
happen
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10. ENSURE APPROVAL
 Changes in the production department the approval must be taken from
the production managers, CEO and the Managing Director of the
company.
 Change in the human resource department the approval has to take from
the human resource manager, and from the Managing Director.
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11. COST BENEFIT ANALYSIS
Change requirement
and opportunities
Costs Benefits
Increasing demand for
eco-friendly products
The knowledge
limitations in the workers
of the production
department change in
production system, huge
initial cost.
Increase in customer
base, increase in sales and
profitability and positive
movement o brand image
Advancement of
technology
Lack of proper knowledge
within the employees,
sacrificing jobs of some
employees
New and innovative
products and services
Training and
development program for
employees
Huge initial costs Trained staff members,
delivering better services
to the customers
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12. RISK ANALYSIS
Job analysis and preparation of organisational structure
 Establishing where the core experience and knowledge is
situated and among which key workers or individuals or
areas is vested.
 Carrying out a job analysis across the entire spectrum or
strategic organisational roles and responsibilities also need
to be undertaken at the earliest
 Company must aim at realising the full potential of all its
employees
 Constant employee involvement and consultation
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13. POSSIBLE BARRIERS TO CHANGE
 Lack of knowledge in the employees
 Lack monetary base for the required changes
 Lack of appropriate communication system
 Lack of personnel to provide the training
 Lack of appropriate infrastructure for implementing the change
STAKEHOLDERS
Though the company has faced some of major problems therefore, the stakeholders are
allowed to provide necessary idea to the company to overcome its barriers and get
benefit from it accordingly.
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14. COMMUNICATION PLAN
 Australia Post is responding to the changes by initiating training
programme in the market.
 The manager of the company has to create a strong communication
network to communicate the employees and their customers
 The management needs to announce about all kind of changes that will
take place in the near future.
 The management have to do is arrange the required money to
implement the change in the organization.
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15. STRATEGIES OF EMBEDDING CHANGE
Organisational pre positioning
 Preparations for change through communication with staff and stakeholders.
 Initial job analysis including preparing of job descriptions for introduction of a novel organisational
structure and the deliverance of general change management awareness training to employees.
 Preparing the organisation for change and managing associated risks and benefits
Change management plan implementation
 Implementation of the changes against the decided plans and business objectives.
 The progress of application should be regularly informed to senior manager’s stakeholders and staff.
Ongoing support and consolidation
 Concentration on provision of continual support and enhancements as the alterations are incorporated
within the firm and are considered as the new work culture of the company.
General awareness training and analysis
 Ensure that the activities are targeted at raising the awareness of suitable skills and knowledge of the staff
 All managers will be required to provide data on individuals by using a framework of competencies for
each job profile
 The business objectives and strategy will also determine key areas where the planned changes have to be
delivered to enhance organisational processes
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16. CONCLUSION
 It can be concluded that Australia Post initiates several training
programs for the growth of the employee.
 This will directly give strong impact on the growth of the company itself.
This is recommended for the managers to judge the growth.
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17. THANK
YOU !