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HRMT20028 Organisational Change Management Term refers to the actions in which a company or business alters a major component of its organization, such as its culture, the underlying technologies or infrastructure it uses to operate, or its internal processes. Organizational change management is the method of leveraging change to bring about a successful resolution, and it typically includes three major phases: Preparation, implementation, and follow-through.

Virtually every organization will, at some point, undergo a transition or change in order to remain viable and scale. Whether onboarding new employees, growing a department, or merging with another company, these changes can have a significant impact on the trajectory of your business. Unfortunately, organizational change isn’t always easy to adapt to and can be intimidating for all team members who find themselves impacted by it.

As a manager tasked with overseeing organizational change or guiding your employees through it, it’s important to know what the process looks like and what to expect. Change, although challenging, can be a major opportunity for growth and career advancement, so long as you know how to approach it.

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Many factors make organizational change necessary. Some of the most common faced by managers include:

  • New leadership at the helm of the company or within its departments
  • Shifts in the organizational team structure
  • The implementation of new technology
  • The adoption of new business models

Organizational change is a broad term. Some change is sweeping: A substantial evolution in the direction of a company. Other shifts are less dramatic, focusing instead on a small aspect of a firm. It can be helpful to think of change as a spectrum. On one end, you’ll find adaptive change, which speaks to those modest iterations. On the other, there’s transformational change, in which vast change is pursued. Adaptive changes are small, incremental changes organizations adopt to address needs that evolve over time.

Transformational changes in organizations might have a larger scale and scope than adaptive changes. They can often involve a simultaneous shift in mission and strategy, company or team structure, people and organizational performance, or business processes. Because of their scale, these changes often take a substantial amount of time and energy to enact. Though it's not always the case, transformational changes are often pursued in response to external forces, such as the emergence of a disruptive new competitor or issues impacting a company’s supply chain.

HRMT20028 solutions are necessary for companies to succeed and grow. Change management drives the successful adoption and usage of change within the business. It allows employees to understand and commit to the shift and work effectively during it. Without effective organizational change management, company transitions can be rocky and expensive in terms of both time and resources. They can also result in lower employee morale and competent skill development. Ultimately, a lack of effective change management can lead the organization to fail.

Within an organization, every employee has a different role in assisting with change. While many staff members may complete heavily detailed work, senior-level executives with longer tenure might have different goals. Even within management, leaders and managers perform different tasks. Leaders, for example, have to be courageous by taking on risks. They need to look at the big picture and articulate high-level change to the company, explain why it’s occurring, and motivate people to support the transition. To be successful as a leader, you must be insightful and know who to put in charge of carrying out change processes.

Unit details on HRMT20028 Organisational Change Management Term

Unit details of this course include the following: 

Unit code:- HRMT20028

Location:- Australia

Study level:- graduate, post-graduate, vocational

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Brief on HRMT20028 Organisational Change Management Term

The assessments are conducted throughout the year. The assessments focus on essay writing, research writing and argumentative writing. Students will be assessed on their historiographical literacy, critical thinking, research skills, communication skills, writing and intellectual integration. Students will need to demonstrate knowledge of the sub-discipline of public history, its history, its historiography and the current, overarching paradigms, theories, and ethics that define professional practice like seminars, portfolio essay, capstone projects, essays for the outside field.

Teaching methods will place emphasis on drawing on and utilizing your experiences, and will also include group work, guided reflection, individual study of course materials, and discussion of theories, ideas, and concepts. The course has two types of assessments, formative and summative. The formative assessments are not formal tests of exams. The summative assessments have two parts, one reflective report having 70% of the total marks in the course and a group report having 30% of the total marks of the course. The students are encouraged to take part in weekly forum discussions and quizzes to develop their knowledge of the students. HRMT20028 Assessment answers include essay writing, research, argument forming, and many more.

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Weightage of this 102061 Course Code in Their Semester

This course code has a weightage of 100 marks in the semester. The students have to score at least 50% of the total marks.

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