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.