A benefits plan outlines how the anticipated benefits of a project or change initiative will be achieved, tracked, and managed. Its primary purpose is to ensure that benefits are realized as planned.
Key Considerations:
Tracking Changes to Requirements: A benefits plan focuses on benefits realization, not changes to requirements.
Quantifying Intangible Benefits: While intangible benefits may be included, the primary focus is on managing all benefits, tangible and intangible.
Tracking and Managing Benefits Realisation: The benefits plan provides a structured approach to monitor progress and ensure benefits are delivered.
Publishing to Shareholders: While stakeholders may review the plan, its primary purpose is internal management, not external communication.
Evaluation of Each Option:
A . It provides a firm basis for tracking the benefits of making changes to requirements:
The benefits plan focuses on overall benefits realization, not specifically on changes to requirements.
Conclusion: This is not correct .
B . It quantifies intangible benefits that could not be quantified when the business case was presented:
While intangible benefits may be included, this is not the primary purpose of the plan.
Conclusion: This is not correct .
C . It provides a firm basis for tracking the business benefits and managing their realisation:
This accurately describes the primary purpose of a benefits plan.
Conclusion: This is correct .
D . It is published to shareholders to show that their investment made will result in tangible benefits for the organisation:
The benefits plan is primarily for internal use, not external reporting.
Conclusion: This is not correct .
Final Recommendation:
The primary purpose of a benefits plan is:
C . It provides a firm basis for tracking the business benefits and managing their realisation.