NPM520 A Strategic Analysis of SG Enable’s Employment and Employability Division | Group-Based Assignment, Singapore

Introduction

Our team has selected SG Enable as a case study to illustrate in this GBA assignment. However, since SG Enable has various departments, each targeting unique objectives, this assignment will focus on the Employment and Employability division, which aims to assist persons with disabilities (PWDs) in the transition to employment. To achieve its objective, SG Enable has developed new programmes and formed new partnerships with external stakeholders such as social service organisations and non-profit organisations to assist PWDs in becoming more work ready. In this report, we will learn more about it and its impact on stakeholders.

Part 1:

Describe the Context of Change, Which could happen in the past (i.e., 6-12 months), ongoing, or upcoming (i.e., in the next 3-6 months).

In your description:

1. Appraise one internal source and one external source of change. Analyse the objectives of the change, and identify the desired outcomes of the change.
2. Identify who are the change agents and change champions, and what critical resources and capabilities to implement the change. Compare how each one of them would contribute to the desired outcomes of the change. (400 words)

Proposed Breakdown of Guidelines of the Content

1. Briefly describe the organization or scenario where the change is taking place.
2. Internal Source of Change: Job coaches training, capability development.
   • Describe one internal driver, such as organizational restructuring, technological upgrades, leadership changes, or operational challenges.
   • Appraise its significance and how it necessitated or influenced the change.
3. External Source of Change: Technology
   • Identify one external driver, such as market trends, regulatory shifts, customer demands, or competitor strategies.
   • Evaluate how this external factor interacts with the internal context and influences the need for change.
   • Examples:
     • “Amidst the accelerating pace of economic and technological change, there is a risk that persons with disabilities will be left behind if support is not available.”
     • “To provide support for persons with disabilities amid the pandemic, close to 300 new job and training opportunities were created in 2021, through three new programmes introduced under the National Jobs Council.”
4. Objectives:
   • Define the key goals of the change initiative (e.g., improving efficiency, enhancing customer satisfaction, complying with regulations).
5. Desired Outcomes:
   • Identify and elaborate on the tangible and intangible outcomes expected from the change (e.g., increased revenue, employee engagement, better public image).
6. Who Are the Change Agents?
   • Define their role (e.g., consultants, project managers, team leads).
   • Highlight their responsibilities in designing, planning, and driving the change process.
7. Who Are the Change Champions?
   • Define their role (e.g., influential employees, advocates of change, board of directors).
   • Discuss how they motivate and inspire others to support the change.
8. Resources:
   • Identify critical resources required, such as funding, tools, infrastructure, and human resources.
9. Capabilities:
   • Highlight the organizational or team capabilities needed (e.g., project management, communication, adaptability).
10. Compare how the change agents and change champions contribute to achieving the desired outcomes:
    • Change Agents: Emphasize their strategic role in executing the plan and overcoming resistance.
    • Change Champions: Highlight their ability to create grassroots-level buy-in and foster a culture of acceptance and motivation.
11. Explain using a Power Impact Grid for the stakeholders.

Qns 1: Stakeholder Management Plan

Based on the primary and secondary stakeholders that you have identified, select one primary and one secondary stakeholder, and formulate a stakeholder management plan for each group of stakeholders to execute the strategic change you have described in Part 2 (above).

The plan should include the following:

1. The course of action to engage the stakeholder in the next 6 months.
2. The frequency and channel of communication.
3. How you intend to monitor and engage the stakeholder continuously.
4. What outcome of change do you expect at the end of 6 months period. (400 words)

Key Notes:

• Answer must link with Part 2.
• Primary stakeholder: Suggest choosing PWDs and caregivers – easier to explain 😊.
• Secondary stakeholder: Suggest choosing SSAs and non-profit organisations.
• Examples:
  • Common SSAs – ARC, MINDS, SPD (e.g., job placement support programmes).
  • TAC, Bold at Work – Mentoring and Career Exploration Programmes.

Secondary stakeholder: Common SSAs – Examples are ARC, MINDS, SPD [https://www.minds.org.sg/our-stories-enabling-abilities-enhancing-employability/] – help with Job placement jobs support programme,

TAC, Bold at Work – Mentoring and Career Exploration Programmes -New programmes/initiatives emerged through collaborating through them – helping PWDS to prepare for workforce

Qns 2: Reflection

After completing the stakeholder management plan, each member is to provide a brief reflection on what they have learned from the process of working on the GBA.

i)Please compose a reflection of how the experience of working on the GBA helped you gain a deeper understanding of stakeholder management, and

ii)identify one behaviour change of managing stakeholders you would like to take moving forward.( Total 500 words)

Keynote: Can be duable positive and areas of improvement for Qns 3

Resources

• SG Enable – Disability Support
• MINDS – Enhancing Employability
• Enabling Masterplan 2030