Requirement Specification ( 14A (Requirements ( (14a - What problems could…
Holistically, 14 is going to try and understand the problems with benefit implementation, understand what the expected benefits will be and plan accordingly to implement those benefits into the organisation
Step 14 in its entirety is enabling the organisation to aim for implementing the potential change with mitigating factors applied, to obtain the best chance of getting the results that would match or exceed the organisations expectations and achieve a level of excellence.
The overall purpose is to gauge what the benefits of the organisation are, then compare to the changes proposed to see if the benefits are what the organisation are expecting when the change has been implemented. This would include a plan to manage those benefits and mitigate any problems at the implementation stage
Knowledge Management (2D)
11 ORGANISATIONAL POSSIBILITIES
12 TECHNICAL POSSIBILITIES
The 3 E’s
14a - What problems could arise upon implementation of a change to the organisation
14a - What activities upon implementation should be coordinated based upon the benifits?
14a - How would all training considerations be orchestrated for the potential benefits suggested
14a – How would the training be applied in order to cater for a change to activities in the organisation
14a - How long will the changes take to be implemented into the organisation and how can this be monitored for excellence control?
14a - What other factors in terms of the problems that need to be considered?
Template 14a would be utilised to avoid potential downfalls when referring to the implementation stage. Using the change potential questionnaire would allow important questions to be gathered and then understood with the view of successful change implementation
The main purpose for 14a would be to allow the organisation to understand the problems with implementing the proposed benefits to aid in successful implementation and highlight potential problems.
Carry out an investigation into the potential problems regarding implementation of a change. Specific requirements such as Problems, Coordination, Training and Time will be considered in order to get the potential benefits from the changes.
Template 14b will focus on the management of the potential benefits. And consolidate this into some actionable plan for each proposed benefit and how activities could be altered to accommodate for the benefits.
The purpose for 14b will be to identify different types of benefits and how these can be observed and measured. Management of the types of organisational change is also considered to help the organisation understand if things can be changed to achieve some organisational benefit.
Being able to understand the types of benefit such as Financial, Quantifiable, Observable, measurable based upon an organisational change. Benefits can potentially be obtained if the organisation do things new, stop doing certain things and improve on current activates. This would then be justified under the notes section.
14b - What financial benefit could the proposed change bring to the organisation
14b - What is a quantifiable benefit to be counted to potentially validate the benefits
14b - What can be measured in order to assess the benefit
14b - What things would have to be observed in order for the change to be known within the organisational environment?
14b - What new activities need to be carried out within the organisation in order for a change to be facilitated
14b - What existing activities need to be performed better based upon the proposed change to the organisation
14b - What current activities should be abandoned for the organisation
14b - What notable justifications can be made based upon the benefits relating to the change that would be of value
The aim for 14c is to understand and action plan to realise the potential for the benefits to be an IT or a Service-Organisation project.
The purpose of 14c is to list the expectations and claims of each benefit to understand the potential benefits that the change could bring to the organisation using planning and categorising of each benefit
The objective of 14c is to understand the benefits in a structured way in order to obtain a plan to implement the benefits within the organisation, with a view of not crippling potential future Organisational and IT projects.
14c - How can the benefits be planned and structured for the proposed changes
14c - How can the benefits be realised and understood to the organisation
14c - What plan would be auctioned for carrying out the benefits plan for the organisation
14c - Implement and plan/steps to review and evaluate the change result. What benefit if any has come about?
14c - Propose the possibility of an IT-Project and a Service-Organisation project.
Stage 1 - Is the understanding of the problems within the organisation and considerations on how training can be effectively carried out to employees
Stage 2: Is to understand the potential benefits with the emphasis on categorising them into groups and then to decide what the organisation should do in terms of activities to potentially obtain these expected benefits.
Stage 3: Is to outline all benefits from 14b and then to structure said benefits into categories and propose (Using SSM) how to plan for these expected benefits to the organisation
Stage 4: Is to understand the potential for future projects, with the view of expansion, therefore ensuring current projects aren't jeopardising the possibility of these projects being carried out either from an organisational or IT perspective.