Change Mgmt study guide

Change Mgmt · Work through your exam, one topic at a time.

APMG's Change Management certification is a two-level qualification, Foundation and Practitioner, developed in partnership with the Change Management Institute, a not-for-profit association established in 2005. It is aimed at current and aspiring change managers, project managers and their teams, professionals regularly involved in change such as HR, communications and learning development specialists, and managers responsible for leading teams through change. APMG reports that the qualification is recognised globally and that 100k exams have been sat in more than 95 countries. The published SFIA mapping for the Practitioner indicates knowledge up to level 3, business skills up to level 3, and organisational change management up to level 4, which matches the two content domains of this study set. Topics on this exam: Change management knowledge (up to SFIA level 3) and Organisational change management (up to SFIA level 4). The Change Mgmt study guide has 2 sections and about 961 words.

Change Management Knowledge (SFIA Level 3)

Domain 1 checks whether you can describe and apply the mechanics of change management at SFIA level 3 - the 'apply' level. You need the vocabulary and the end-to-end control path for a change, not just a list of approval meetings. Expect questions on change types, assessment, authorization, scheduling, implementation and review, plus the artefacts and roles that make an audit trail. Every change, whether to a service, application, process or configuration item, should follow a controlled path: Request and record : capture the request (often an RFC) with requester, description, reason and desired outcome; log it in the change record.

515 words, about 3 min 02

Organisational Change Management (SFIA Level 4)

Domain 2 moves from controlling a change to leading people through it, at SFIA level 4. The exam tests whether you can select and apply organisational change approaches, assess readiness, plan stakeholder engagement and communication, manage resistance, build capability and sustain adoption. The unit of success is not 'go-live' but measurable adoption and benefit. Lewin : unfreeze, change, refreeze; force-field analysis compares driving and restraining forces - useful for choosing whether to strengthen drivers or remove barriers.

446 words, about 2 min