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Investigating sustainability practices of food wastage management in Dominos

Abstract

In this research study, investigate suitable practice in food wastage management for Dominion’s Pizza Davies Corner store located in Clarkin Rood, Hamilton. The store has been licensed to sell and offer food services to the customers. The main aim of this research study is to create awareness on the importance of reducing food wastage and suggesting mechanisms that the store can implement in order to reduce their food waste.  The store is facing challenges in managing the store food waste.

The research study also discusses Dominions external analysis through Political, economic, social, technological, legal and environmental analysis. It also includes SWOT analysis identifies the overall strength, weaknesses, opportunities and threats to the business. 

The resources used are the secondary articles, literature review and academic journals.

Reduction in food wastage has a positive impact on economy, environment and the society. Businesses such as restaurants need to come up with ways on how they can reduce food wastage.

Table of Contents

Contents

Investigating sustainability practices of food wastage management in Dominos 1

Abstract 1

Introduction 4

Research Aim 9

LITERATURE REVIEW 9

Research problem 9

Food waste management 9

Food waste generation 10

Food waste management initiatives 10

Preventive measures 11

Inventory preventive measures 11

Operation preventive measures 11

Innovation and technology in food management 15

Technology 15

Innovation 15

Reuse, recycle and food wastage reduction 16

Food waste recycle 16

Reduction and Recycling measures 17

Food and Safety 17

Impact of contaminated food 17

Legal requirements 18

Food waste 18

Food insecurity 18

Impacts of food waste 19

Methods 19

Data collection method and design 19

Limitations 20

Ethics 20

Research result 20

Total cost of avoidable and unavoidable food waste 20

Food waste and its impact 21

Source of store food waste 21

Use of technology to reduce food waste 21

Research analysis 22

Conclusion and recommendation 22

Appendices 23

Appendix A: Ethics Approval Form 23

Appendix D: Interview Questions for Manager 27

Appendix E: Interview Questions for Employee 27

Appendix F: Interview Transcript (Manager) 27

Appendix F: Interview Transcript (employee) 28

References 29

Investigating sustainability practices of food wastage management in Dominos 

Dominos Davies Corner store 

Introduction  

It is a food service store that is located in Clarkin Road, Davis Corner, Clarkin Road, Fairfield, and Hamilton.  Its headquarters are in Queensland, Australia. It is a store that provides food services to customers. Dominos main product is pizza. It was opened in 2003. It operates as a fast food restaurant. 

The store aim is to continually be changing tastes according to their consumer demand for natural, Genetically Modified Organism (GMO) and preservative free food.

 They have a wide range of products such as pizza, drinks, dessert, and food for vegetarians and goods for kids. Customers make their orders online through the website or through the store app where the orders are delivered or picked by the customer. Their customers can track they’re through Domino’s Live Pizza Tracker. They use E-bike to deliver orders to their customers. 

The store direct competitors include Hell pizza and Pizza Bites. Their indirect competitors are McDonald and KFC where customers prefer burger rather than pizza. 

Domino’s Pizza Davies Corner website contains information about nutrition, allergens and additives. This educate customers on what is health and provide more information about their menu

The store is one of the leading food technology space. It was the first to develop a drone delivery, ordering application, voice assistants and artificial intelligence (AI).  Their goals are to continue enhancing and innovating their products, meeting customer demand, and adopt to new technology. 

The store mainly focuses on delivering hence, its eating joint is very squized. The store targets on customers who prefer food being delivered to them rather than going to the store to purchase. 

Their menu prices are pocket friendly whereby almost everyone can afford regardless of their class. 

SWOT analysis for Dominos

SWOT analysis known for aiding businesses to develop strategic plans that can be used by managers to perform a situational analysis of the organization. It is a useful technique that helps to understand the present Strengths (S), Weakness (W), Opportunities (O) & Threats (T) that a business is facing in its current business environment.

The main purpose of Domino’s Pizza Davies Corner store SWOT matrix is to establish the strategies that the store can employ and exploit external opportunities, counter threats, and build on & protect Domino’s Pizza strengths, and do away with its weaknesses.

Strength 

Dominos products are 96 per cent free from artificial preservatives, colors, Genetic Modified Organism (GMO) and flavors. They are committed to make their menu 100 per cent and ensure that the taste of their pruducts is not compromised.  

Dominos is a registered Food Safety Program and their certificate is reviewed and and certified yearling. Their suppliers and ingredients are also certified. 

Customers make their orders and within 22 minutes thet get their orders at the comfort of their home. This has been made possible by use of E-bike that improve the store efficiency and delivery time. Furthermore, the store has a tracker that allows customers to track their orders.

Their staffs are friendly and professional and their customer service is excellent. This is because the employees are well trained on how to handle customers. This improves customer satisfaction and make them make their orders in Dominos Davies Corner store than the competitors. 

Weaknesses 

Consumers’ eating habit is changing and has an impact on Dominos sales and revenue. Consumers are continuously becoming aware of how important their health is, they are taking more caution on what they order. They are more keen on what they consume and since the store menu has a lot of wheat, it needs to consider an addition of healthy menu such as salad in their menu. 

The store is facing a challenge of new entrant. There is less hindrance for new entrant in food service industry, therefore, the store loose the market share in the niche categories. Domino’s Pizza Davies Corner needs to develop an internal feedback system that will be used by sales team in the field in order to respond to this challenge. 

The store employees low skilled employees who are likely not satisfied with the store work especially when the working environment is more demanding. Their only solution to this is to quit and look for a job. This has been for challenging to the store since the rate of employees turnover is high. Its rivals employees professional and high skilled staff who are satisfied with their work and as result their production is high. 

Sometimes, customers feels like enjoying their meal out door but the store has a small eating joint that is so squized and can only fit a few number of their customers. The reason why the eating joint is squized is because their main focus is on take awares. This is a threat since customers will look for a store that has a comfortable eating joint. 

ng joint. 

Opportunities

Domino’s Pizza Davies Corner can introduce a health conscious menu that has a new flavor additives and low in fat. This will help to boost the store sales and revenue in future since the demand for healthy food is increasing. 

New technology creates an opportunity for Domino’s Pizza Davies Corner. Investing in new technology will help the store to differentiate different pricing strategy in the current and new market. This will help the store to increase customer retention rate with the great service and attract new customers. 

Increase in customer spending creates and opportunity for the store to increase their sales and revenue. Customers will spend more in the store regularly. This also helps the store to capture new customers hence increase in market share. 

The store has an opportunity to invest on Big Data Analytic which will help them to capture their customers’ details. They will be able to understand their customers better 

Threats

Change in consumers eating behavior creates a threat to Domino’s Pizza Davies Corner store. The government and the Non Governmental Organization (NGO) are mainly focusing on health awareness. People are able to access information on what is health and what is not. Therefore, this affects their decision on what to consume which has affected the store negatively. 

Their is an increase in the cost of store raw materials which has forced it to spend more. This has impacted negatively on the cash flow of the store. Competition has also made the store to spend more in order to remain competitive and retain the market share. 

The store faces competition both directly and indirectly. It faces local and national competition from Domino’s Pizza Hamilton, Domino’s Pizza Hillcrest. KFC and McDonald have indirect competition where customers prefer to consume burgers instead of pizzas. 

PESTLE analysis 

PESTLE stands for Political, Economic, Social-Culture, Technology, Legal and Environmental factors. PESTLE analysis presents information on the business operation challenges that are faced by Domino’s Pizza Davies Corner store in the extensive macro environment apart from competitive forces. 

Adjustment in the macro environment factors can impact Domino’s Pizza Davies Corner store directly or its rivals. It can also boost the store competitive advantage and the overall profit. 

Political factors

This aspect of PESTLE analysis deals with how government and its policies have effects on remote and macro-environment of Domino’s Pizza Davies Corner store. 

The government has ordered the citizens to avoid going to public places and stay home. This order was as a result of Corona Virus outbreak. This will reduce the number of customers who consumes the store product. It will later lead to close of the store. 

There is also a restriction order of closing the country boarders to foreigners. Other countries are not giving visas. This has reduced the number of tourist who is the potential customers for the store which is a threat. 

Evolving public health policies is a threat and an opportunity to Domino’s Pizza Davies Corner store. The government requires foodservice providers to produce products that are less unhealthy. The store will need to use more resources than usual. However, the store has an opportunity to adjust their production of healthy food. It can do away with artificial preservatives, colors and flavors 100 per cent in all of their products and still remain the same taste. 

There is an increase in the minimum wage of employees that is required by the government. The store has to spend more to pay the employees, thus the store returns and profit will be affected. 

Economical factors

This facet of the PESTLE analysis analyzes how economic conditions and trends on the remote or macro-environment affects business operation of Domino’s Pizza Davies Corner store. Change in economy has direct or indirect influence on business performance.

Currently the country and global economy has been affected by corona virus pandemic. The country economy is in recession stage and it will continue to be worse until the virus is succumbed. This has affected customers’ purchasing power which has led to decrease in sales. 

Consumer purchasing power has also been affected by the current outbreak of the virus. People are purchasing most basic and more important products rather than purchasing pizza from the store. This reduces the store sales and can also lead to increase in food waste. 

Social-Culture factors 

This PESTLE analysis helps to identify the social conditions that aid or confine Domino’s Pizza Davies Corner store operation. The social trends have an impact on consumer behavior. It also affects the remote and macro-environment of the restaurant in terms of revenue.

Changes in lifestyle trend where the customers want a healthy lifestyle. Social factors create a great opportunity for the store business development. It has an opportunity to change its products so that they can satisfy their customers’ preferences. It also has an opportunity of producing healthy products such as salads. This also imposes a threat to the store since they can lose customers to their competitors depending on the product they sell. 

Technological factors 

This analyzes how technologies and related trends have impacts on Domino’s Pizza Davies Corner store remotely and macro-environment. The restaurant needs to adapt to the new technology for its own survival in the competitive environment. 

The rate of technology diffusion can either be a threat or an opportunity to the store. Slow speed diffusion of technology gives the store time to adapt to the new technology while fast speed technology al diffusion gives limited time for the store to adopt, cope and be profitable. 

The large number of the population has access to Smartphone and Internet therefore, they are able to order online and track their delivery. This is an opportunity for the store since the number of potential customers is increasing almost every day. 

Use of technology can help the store to reduce food waste by tracking where the food waste is being generated and calculating the cost that the store incurs when food is wasted. 

Environmental factors 

This factor explores how Domino’s Pizza Davies Corner store has been affected by trends in natural environment and effects on the business remote and macro-environment. 

Climate change is a threat to the store since it determines the availability and supply of the store agricultural materials. It also affects the supply chain of the store. This creates a threat to the store since it will spend more to purchase their raw materials for their product. 

Environmental sustainability is a major concern globally. Domino’s Pizza Davies Corner store needs to research and invest on how they can reduce, reuse and recycle food waste. 

Legal factors 

This facet of PESTLE analyzes the impact of laws and regulation on Domino’s Pizza Davies Corner store. Amendments in legal systems and new laws impose new requirements by the restaurant. 

Increase in legal minimum wages impose a threat to the store since they will spend more to pay their employees thus, it reduce the store profit. 

Competition laws are a threat and an opportunity for the store. The store has an opportunity to develop competing strategies and on the other hand its competitors impose a threat of winning their customers. 

Health and safety law requires the store to sell healthy products that are safe for human consumption. The store also need to label their products such details include expiry date, product ingredients. 

Research Aim

  1. To investigate suitable practice in food wastage management in Dominos. 
  2. To find the effective measures on food wastage reduction at Dominion.
  3. To identify innovative and technology to be employed in food management practices of waste food by Dominos 
  4. To identify impacts of food wastage by Dominion
  5. To identify how to reduce, reuse and recycle food waste by Dominos. 
  6. To identify ways of keeping food safe by Dominos 

LITERATURE REVIEW

There is a continuous increase of food wastage globally from all areas of food supply chain. In developing countries, food wastage mostly occurs on the end of food supply chain while in developed countries, food wastage is a problem in consumer plate waste. Food wastage is categorized into three. Avoidable food waste for food that was edible at some point, potentially avoidable food waste and unavoidable food (Leo, Nina & Matthew 2017)

Almost a third of food produced globally for human consumption go to waste which is almost 1.3 billion tonnes yearly. The food production resource is demanding. The food waste has an indirect associated by a wide range of environmental effects such like water and air pollution, soil erosion, and greenhouse gas emissions (Gustavsson et al., 2011). Food waste occurs in food production, storage, transportation and management of food waste (Mourad, 2016).

Food waste is an urgent issue that need to be focused since it has a negative impact on the environment and social economy. The restaurant needs to educate their staffs on ways to prevent this issues. Measures needs to be developed in order to curb food waste. 

Research problem

Food wastage is an environmental, economical and social problem. Management of food wastage has been a global issue for many years which has affected both developed and undeveloped countries. In the past few years, there were various measures that were proposed and implemented addressing food wastage issues. There is need for more research that ir required to be performed in order to identify potential measure that can be put in place in order to solve food waste issues as suggested by recent researchers. The available resources on food waste measure are not enough based on the environmental and social-economy performance (Goossens et al. 2019).

Food wastage is a cross cutting issue that involves various stakeholders in the food chain. Various literature reviews put their focus on how individuals can change their attitude and behavior.

Food wastage problem cannot be entirely being solved but it can be reduced (Webder & Khademian 2008). This issue requires engagement of various players in different activities and at a different level. 

Food waste management

Food wastage shows that the food production and consumption system is not suitable. Various researchers have not found a consistent definition for food wastage. This research study defines food wastage as stated by Food and Agriculture Organization of the United Nations (FAO) being the quantity of food wasted within the food supply chain. Food is defined as a product  that is consumable by human being (Gustavsson et al, 2011).

There are several ways which can results to food wastage such as Poor supply chain management, contamination of stored food by pests, inappropriate cooking methods, Presence of contaminants such as dirt or mould, malfunctioning appliances (such as refrigerators) and Consumer behavior.

Storing food in uncontaminated environment such as free from sunlight, water chemicals will help to manage food waste.  

Food waste generation

There are several ways where food can be lost or wasted in food value chains, such as during purchase and storage, when preparing food, when and after serving which is known as plate waste (Betz et al., 2015). Many researchers have not agreed on various categories of food wastage. (Silvennoinen et al. 2015) classify food waste as initially edible or initially inedible such as peeling of vegetables bones and coffee grounds. (Beretta et al. 2013), categorize food wastage as avoidable, partially avoidable and unavoidable. Eriksson et al. (2017) differentiate source decline during production and administration or management of unwanted food waste.  Food wastage occurs at every stage of the global food value chain, from agricultural production to final consumption). 

Food wastage is perceived as a preventable challenge which drove the United Nations to come up with a goal number 12.3 that is included in the 17 Sustainable Development Goals which are to be achieved by 2030. The reason for this goal is to reduce food waste that is produced by retailers and consumers and also reduce food waste in the food supply chain.   

at the retail and consumer levels and reduce food losses along production and supply chains, including post-harvest losses” (UN, 2017).  These goals are achievable since there have been some feasible evidences (Beretta et al. 2013).

Food waste management initiatives

Food waste avoidance will be firmly interlinked with the management and consumption practices. The researchers have only explire the importance of food waste measurement in the food supply chain. This will help to capture the exact dimension of the food wastage problem, determine various sources of food waste and to define an effective measure to monitor reduction over time (Beretta et al., 2013; Betz et al., 2015; Papargyropoulou et al., 2016; Silvennoinen et al., 2015). Further research needs to be conducted in order to identify an effective  managerial resolutions for food waste alleviation in food service sector . 

Provide customers with plastic containers so that they can take their food home. Even though the portion size is reduced it is not the genuine solution because people will always leave food on their plate regardless the portion size (Pers. Com., Monzón, 2017).

Preventive measures 

Whatsoever the cause or the source of food wastes has been given great attention by cafes and restaurants. The main goal is to prevent it from happening (Tuppen, 2014). Some strategic and actions has already been set up to reduce food waste. Such actions include increasing employees awareness, more focus has been put by restaurants and café on the amount of food waste and the source of that wastage.

Inventory preventive measures

Evaluation of supply chain by the restaurant on the product quality, timely delivery, the ability to support required volume, consistency of the products and price can help to prevent food waste (Tan et al., 2002).

Restaurants can reduce untracked items in inventory by employing activity-based costing methods that will enable them to track the amount of inputs each dish requires (Vaughn et al., 2010).

The use of technology can help to improve inventory control in restaurants and cafes for every food inventory product. They need to incorporate handling and temperature control requirements, shelf life and expiry dates. Inventory control helps to reduce over-ordering thus minimize food waste (Charlebois, 2015).

Operation preventive measures

Other strategies include menu engineering, tracking of food wastage, activity-based costing, plate size reduction, customer fining, leftovers donation, delivery examination to make sure that the product is not contaminated, damaged packaging and avoid over trimming during preparation (Pirani & Arafat, 2014)

Betz et al. (2015) identified some measures that can be implemented to reduce food wastage. The researcher categorized them according to stages that they were generated. This includes storage and purchase, preparation and cooking, serving or delivery and consumers. Prevention and food waste reduction measure n storage and purchase include storage management optimization like periodic control of expiry date. On preparation and cooking, over production should be avoided, reuse leftovers, control preparation losses and train employees on how they can reduce food waste and fast cool down the food in order to prevent micro organisms growth.

Legislation plays a major role in the achieving a successful food waste management. Practices obtained from laws and regulation such as introduction of requirements like reporting on food waste and standardization for food waste calculation, indicating the expiry on packaged food (Pirani & Arafat, 2014).

cause of food wastagePossible measures
GeneralThere is lack of top management or employee awareness on food waste measures, no support or training.Enhance support by increasing resources, train employees and create awareness.
There is minimum  measuring and food wastage monitoringPerform regular food waste audits for better understating of quantity and source of avoidable food waste. Inform the employees the result and the progress.
There is minimal perception of financial benefit. Many restaurants are focusing on  food wastage instead of prevention Record the cost of food wastage in the kitchen daily. The management should understand the full cost of avoidance food waste through preventative percipient. The management can use audit data to calculate full cost of avoidance food waste, disposal costs and use that information to estimate the proportion of wasted food.
Pre-consumptionfood waste preparation through inexperience and failure to reuseDetermine areas where kitchen waste can be reduced internally.
lack of measuring the required quantity when cookingUnderstand legal requirements regarding external distribution or food waste donation to people or animals.
poor forecasting or planningImplement forecasting and planning procedure.
Limited technical use such as poor refrigeration.Perform regular maintenance check on equipments such as cleaning, changing coil on refrigerator and ensure that they are properly sealed.
Post-consumptionExcess portion sizesEnsure that the portion sizes are suitable. This can be achieved by inspecting the customer plate waste or talking to them. Provide different range of portion size.
customers’ cultureInform and educate customers to take what they can finish and how food wastage has a negative impact on ecosystem and society. Charge customers who with plate waste. 
lack of customer awareness
Customer ordering too much.
There is minimal perception of financial incentive by customers.

The total cost of pre and post-consumption food waste on cafe or restaurant produces might be as a result of top management and employee attitudes towards sustainability and food waste prevention. Most restaurants food waste management fails due to unrecognized full cost pricing when it comes to the total costs of food waste to their business. The prevention of food wastage requires top management and employees to be committed and work together to prevent food wastage. 

Food wastage Measuring and monitoring plays a vital role towards food waste prevention (European Commission, 2011b; Gunders, 2012; LeanPath, undated; Nordic Council of Ministers, 2012). Separation and measurement of food waste can impact employees or customers positively by being aware of the quality of food waste that they generate and aggregate their effort to reduce food waste (European Commission, 2011b).  

When the source of food waste is identified, helps cafe and restaurant to determine the action points which they can implement to reduce both pre- and post-consumer waste such as making the guests aware about the amount of food waste produced each day and involving staff in reduction measures (Pre-waste, 2012). 

Innovation and technology in food management

Technologyp

Advancement in technology and innovations has improved and reduced the cost of food waste management. It is a gradual improvement concerning the current mechanism and distinguished act that are linked with waste minimization (Beise & Rennings, 2005). 

Use of technology and innovations helps to focus on reduction of food wastage by either developing new processes and operational improvements or advancement in current technology. For example, Wang et al. (2013) development of green  restaurant  management  standards which includes green  foods,  green  environment  and equipment and green management and social responsibility. These initiatives vary in the degree of newness to the adopting firm and, for the most part, require a low degree of new knowledge (Dewar and Dutton, 1986). Some researchers found that application of the Internet of Things (IOT) and network technology helps to improve food waste management in terms of collection, transportation or delivery. These require sophisticated management systems and which involves high level technical skills (Wen et al., 2017).

The use of technology along the whole food value chain from farming to placing food on the plate has an extensive probability of reducing the food wastage. Artificial intelligence (AI) technologies like computer vision, machine learning and data analysis have the key to enhance the food value chain from the farm to trucks to stores and restaurants in an attempt of reducing food waste.

Some restaurants are using Smart Scale to Reduce Food Waste. It helps them to accurately measure the certain amount they product they will require. This technology helps to enhance food traceability process, helps to decrease amount of food that go to waste, and efficiency in transportation and management of food product is raised. This has a direct impact on economic and environmental sustainability issues. 

Innovation 

Increamental innovation helps to utilize the current business processes and technology.  Thus, it is relatively less complex than profound innovation.  Radical innovations helps to identify various techniques that can be used in food waste management. They display a clear departures from current practices (Carrillo et al., 2010). Basic innovations in food management needs a better understanding and commitment , takes more time, and requires a lot of resources. It also associated with greater risks for market  uptake and on the other hand  they  can  lead to  great  significant  contributions  to  environmental sustainability. Nevertheless , there are scarce radical innovations that can be endorsed unless  a business has an internal know how resources about the complex and expert in innovation, how to interpret and absorb them (Souto, 2015).   

In the past, food waste was not part of managers’ practices until now where they are involved. The management of food waste needs to be creative, all parties should be aware and invent new mechanisms (Chou et al., 2012). 

Winnow builds artificial intelligence tools that assist kitchen employees to run more profitable and sustainable kitchens.  The AI has recently launched a tool known as Winnow Vision that is designed to automatically track food waste in the kitchens. This technology uses computer vision which is in form of artificial intelligence that helps kitchen employees to identify waste, cut costs and save time.

Camera installation with a set of smart scales plus machine learning technology like the one in autonomous vehicles, Winnow Vision helps to recognize different foods that are being thrown away compute the financial and environmental cost of wasted food in restaurant kitchens (Williams, 2019).

Investing in technology helps restaurant to prevent kitchen food waste and prevent from happening. It is also helps to accurately forecast the future demand and get prepared. Tenzo application is one of the technologies that are used in forecasting. 

Tenzo mobile application aids restaurant managers or the owner to forecast demand like how many people to staff and when or the amount of food to be ordered. It also helps them to identify those staffs that are performing better, in regard with up-selling or resulting to positive social media mentions, or to identify areas that are performing best or what menu item needs to be de-listed (Steve, 2017).

Through machine learning, Tanzo helps to predict future sale of a restaurant, therefore, it helps to reduce food waste. 

Reuse, recycle and food wastage reduction

Food waste recycle

Restaurants can implement the popular program of Reduce, Reuse, Recycle for waste management this includes the management of food waste, plastics, glass, and paper/ paper Boards (National Institute of Environmental Health Services, 2013). Waste reduction at the source is the main part of reduce, reuse and recycle. Reduction should always start fro, procurement department by purchasing what is required. Procurement is a very important factor to restaurant environmental sustainability.

Recycling of food wastage is efficient and effective than disposal. This process helps to divert waste from the landfill or elsewhere in the solid waste stream and ensure ongoing value when the item is converted into something useful, such as a soil amendment with composting.

Food waste can be used to generate energy for example it is used to generate biogas that is used as a fuel in some cars (Patterson et al. 2011) 

Recycling is a program that has a positive impact on food waste management (Wilson, Velis & Cheeseman, 2006) recycling in a restaurant is divided into two categories, a program with a full time recycling manager who oversees the recycling operation and the one that adds responsibilities of recycling to the employees (Lounsbury, 2011).

Snarr & Pezza (2000) Restaurants can avoid food waste by creating reduction consumption by reusing and recycling by donating food. Food waste can be recycled as animal feeds or used to make compost or renewable energy.

There are Ecological benefits of separating food waste collection. Separated collection of food waste is the best option for the environment, since waste should be recognized as a new resource within our world of resource scarcity (Stahel, 2016). Additionally, the processing of food waste results in lower CO2 emissions (Andersen et al., 2011). Sadly, there are few restaurants that choose ecology over economy (OVAM, 2011).

Reduction and Recycling measures

Separate food waste collection in restaurant helps to save time and money. The cost of disposal is relatively high than recycling (Hogg et al., 2016)

Correct food waste collection and recycling has a range of potential benefits (Mills & Andrew, 2014). It helps to divert biodegradable waste from landfill, reduce waste disposal costs since the landfill costs is high, reduce environmental impacts which is accompanied by landfill (toxicity in leachate, landfill gas emissions, etc.), Decrease greenhouse  gas  emissions  by  removing  the  putrescent  content from landfill sites, helps to Improve recycling rates. 

The most effective way in management of food waste is to reduce the source of food waste. The system needs to be designed that can help to inhibit, reduce and avoid food waste in the first place. 

This creates an opportunity for the business to save food, increase profit and the same time impact positively towards the environment. 

Through reuse, restaurants find a secondary ways to create a value from an item that was considered as a wasted. There are possible ways the restaurant can reuse waste food such as reallocating the leftovers elsewhere on the menu. Restaurants need to be careful and should comply strictly with food safety guidelines. They can also donate waste food to program that will distribute to the needy.  

Food and Safety

Impact of contaminated food

Food safety is vital in public health matters to avert or curb food-borne illnesses. In response to the increase in the number of food-borne illnesses, most of government across the globe is intensifying their efforts to improve food safety. According to the World Health Organization (WHO) contaminated food results to 1.5 billion cases of diarrhea in children annually which increase premature deaths. This affects both developed and developing countries. 

Poor nutrition and decline in food consumption is as a result of age-related decline in immune system functioning which gets weak in toddlers and old age which reduce the ability to fight food borne pathogens, resulting in food borne illnesses (Buzby 2002). 

Contaminated foods are not safe for human consumption and when consumed it develops symptoms of illness, which usually do not appear for at least one day after ingestion of the contaminated food, usually include diarrhea but vary according to the type of organism ingested (Nester et al. 1998; Jones 1992; de Vries 1997). 

Legal requirements

In order to enhance food safety in food service industry, it is important for restaurants to comply with the modernization act of food safety in which the main elements include preventive controls and hygienic design of equipment (Piotter, 2018). The hygienic design of equipment is crucial for the success of this program and in processing the different food items in a safe manner. 

The packaging of restaurants products should not contaminate the food. The basics in this regard are inspect able, cleanable, chemical cleaning as well as sanitizing solutions, corrosion-resistant, non-toxic and nonporous.

Food waste

Food is one of the basic needs to human while food waste is one of the major issues that are currently faced by humanity globally.  Food waste is also an economic and environmental problem (Purabi et al. 2016). Hence, it is an environmental, socio-economic issue. 

Every year, about 1.3 billion tons of food are termed as lost or wasted globally (FAO, 2013), this represent a considerable share of the overall food produced (Lundqvist et al. 2008; Parfitt et al. 2010). 

Food insecurity

The rate of food wastage is considered to be high in developed countries Buzby & Hyman (2012),  on  the contrary ,  842 million people  in poor countries has been estimated to experience chronic hunger (FAO, 2013). This develop a question whether food wastage need to be decreased along food supply chains (Curtis et al. 2016; Martinez-Sanchez et al. 2016; Muriana, 2017; Wilewska-Bien et al. 2016). 

Customers eating behavior and requirements have transformed. Increase in working hours and days, change in demographic and economic change has resulted to growth in catering services. This increases the rate of food wastage either by the providers or consumers Joanna et al. (2020).  Sustainable Development Goals number 12 which was agreed by United Nations General Assembly, pertain sustainability consumption and production patterns. The goal is to decrease global food waste by retailers and consumers per capita and reduce food waste that is generated in supply chain.

Impacts of food waste

In New Zealand, food wastage is one of the main environmental issues that are currently being addressed by individual, industry and government. About 24,372 tonnes of food get to waste yearly in New Zealand cafes and restaurants. 61 percent of this food waste is avoidable but the rest is unavoidable (Chisnall 2018). 60 per cent of waste food is a preparation waste such wastes are created when cooking such as vegetable peelings, food cooked in correctly, poor storage and unsold food and 33 per cent is plate waste which customers did not consume and finally, 7 per cent is food spoilage that goes bad before consumption Jones (2018).

Food waste and losses in the supply chain has a negative impact on the resources usage such as freshwater and cropland and where an additional billion people could be fed if crop losses were halved (Kummu et al., 2012). 

Methods 

This involved the methods that was used to collect data from the respondents. The primary data was obtained from the manager and an employee at Dominion. A manager and an employee were chosen as sample participants for this research since they are well informed about the store operation and the measures and action they take to reduce food waste. This helps the researcher to gather relevant and correct data required. Therefore, a qualitative method was used for this research. The manager was chosen because he is well informed about the internal and external operation. The employee was chosen since they have knowledge on the amount of waste food per day and the cause. 

Data collection method and design

Interviews was the data collection techniques that was used. 

Interviews as a method of collecting data will also be used. This method will specifically be used for collecting information on the suitable practice of food wastage management in Dominions. The reason for use of interviews is that they are easy to administer since the questions are prepared in advance. They also allow a great deal of information to be gathered in a short period of time. Interviews also eliminate many sources of bias common to other instruments like observations. In addition, interviews help seek clarification through probing. The questions that will be asked will be confidential between the researcher and the respondents. 

Limitations 

The waste food data are recorded and kept by senior authorities. The store policy information on dispensation is strict and only senior or authorized personnel had access to it. The respondents are only willing to give out the information that is not being kept secret. The researcher explained that the research is meant strictly for academic purposes and not for any other purpose. Lack of cooperation from respondents during data collection is another challenge which will be encountered. The respondents might hesitate to discuss due to fear of management. However, the researcher assured them that the information is for academic purpose only and there is no victimization. Therefore, they will be persuaded to participate in the study.

Ethics 

The participants participated in this research willingly, they were not forced to be interviewed or fill in the questionnaire. They were not forced to answer questions; they did not want to answer a particular question the researcher asked them the next question. The participants were assured that the details they share with the researcher will be confidential and will not be shared with anyone else. This includes their names, contacts, job description.

Research result

Total cost of avoidable and unavoidable food waste

After the interview and collection of the questioners, the researcher found out that Domino’s Pizza Davies Corner store avoidable food waste cost is relatively high and the avoidable food waste is relatively low. The manager stated that the employees are not aware or trained on how they can reduce avoidable food waste and the measures that are required have not yet been introduced in the store. 

The manager stated that most of avoidable food waste is caused when preparing food. Employees do not measure the required amount. The employees also indicated that they have not been provided with equipment that would help them to measure the exact amount required. 

The estimated cost for avoidable waste food is about AUD 9,000 per week while that for unavoidable waste food is about 2,000 per week. This has affected the store revenue or profit. 

The store manager indicated that food waste was being measured, but further analyses or attempts to understand the implications were not made. The manager and the employees do not have knowledge on how measure food waste, which illustrates just how prevalent and problematic the knowledge gaps exist between the food business services and the policy makers.

Furthermore, the methods for measuring food waste were solely visual and highly inaccurate. Visual measuring should not be considered an efficient method because accurate information and cannot be gathered, especially from trash bags that are not transparent.

This practice may allow restaurateurs to claim that only small amounts of food waste are being produced.

Food waste and its impact 

According to the participants’ point of view, they stated that food waste has a negative impact towards the environment, economy and society. The manager stated that their budget is high and sometimes the resources do not go for long as anticipated. He also stated that they sometimes throw away left over and some people in the street sleep hungry. 

Throwing away food has an internal and external impact. The store profit is reduced which affects the whole economy since they will be taxed less than what they could have taxes when they makes maximum profit. 

Source of store food waste 

The store manager recognize that the food waste is caused by different activities such as left over from customers, over preparation by the employees, the portion plate size is not suitable, poor storage or lack of proper skills when preparing the menu. 

The employees also stated that the agricultural resources are over purchased and they end up getting spoiled. 

The employees stated that they lack knowledge on how they can help to reduce food waste in the store. They indicated that they need training and resources in order to reduce the amount of food that go to waste. 

The manager and the employees indicated that they are not aware of the other disposable options for their food waste. The government should provide information to businesses on different ways to expose their food waste and reduce restrictions and requirements for donating food. 

Use of technology to reduce food waste 

The participants indicated that they do not have a technology that helps them to track the food waste or assist them to reduce the food waste. They said that is the store could invest in technology it will make it easier for them to reduce food wastage. 

They also indicated that the store does not use reduce, reuse and recycle food waste. 

This research indicates that the manager and employees are not aware of their food waste. Food waste audits to the store needs to be implemented in order to estimate the food waste across all areas from supply chain to consumption. The store manager uses Visual estimations which provide inaccurate. The manager needs to keep in mind that reduction in food waste has economic gains. 

Research analysis

The result that was obtained via interview and questionnaire from the store manager and the employees indicates that the store on facing various challenges in management of food wastage. The manager does have knowledge on how he can measure food waste. According to Evans & Welch (2005), education, exchange of ideas and collaboration with other businesses and other agencies can help to tackle this challenge. 

The Food and Agriculture Organization of the United Nation (UNFAO) has recently started a move of save food. It is a worldwide initiative on Food Losses and Waste Reduction. The campaign targets to involve all the actors along the food supply chain, such as policy-makers, to reduce food losses and waste globally (UNFAO website, 2013). This will help the store to gain more knowledge on how to reduce food waste

Conclusion and recommendation

Food wastage has negative impact to the economy, environment, economy and the store revenue. Domino’s Pizza Davies Corner store has not put their focus on reducing, reusing and recycling food waste. The management does not offer training or support to the employees on how they can reduce and manage food wastage.

Domino’s Pizza Davies Corner store food waste has a negative impact to the store and the society at whole. The store can reduce the food waste cost in order to make maximum profit. The cost of food waste disposal is high than recycling it. Recycling food waste to animal feed will create an income to the business.

The store needs to invest in technology which will ease the process of food wastage management. it will also help to calculate the cost of food wastage and the amount of waste food that the store produce every day.

Manager and employees training will help to curb this issue of food wastage. Training the employees on how to prepare meals with portion sizes that are not too large, create a better communication between staff and management to raise the awareness about food waste and opportunities that can be employed, improve communication with customers in order to develop more sustainable approaches and demand among the guests by exploring the desired menu of choice.

The store needs to introduce equipment that will be used to measure the exact required amount when preparing for their products. This will help to reduce over cooking and as a result the food wastage will reduce.

The store can start using a smaller landfill bins or the reduction of the hauling frequency. This could be a possible solution for reducing the creation of landfills and saving costs for disposal. Intergovernmental goals, such as the Sustainable Development Goals, will help address and tackle food waste and may even force certain stakeholders, such as food retailers, to deal with their leftovers

The employees need to reduce over trimming when preparing meet or vegetables.

Appendices

Appendix A: Ethics Approval Form

1PERSONAL DETAILS
Name
Student ID
Email address
Contact number
2ACADEMIC SUPERVISOR DETAILS
Name
Email address
Contact number
3PROGRAMME OF STUDY STUDY MAJOR
4RESEARCH PROJECT DETAILS
Research project titleInvestigating sustainable practices of food wastage management in Domino’ Pizza Davies Corner store 
Research Aim or QuestionTo identify innovative food management practices to reduce or reuse waste food at DominionTo investigate ways that Dominos can implement in order to reduce food wastageTo identify benefits of food wastage reduction by DominionTo find the effective measures on food wastage reduction at Dominion.
Project background or organizational context (250-300 words)In Dominion’s Pizza Davies Corner store employees face many challenges in reducing and managing food store food waste. They have limited resources that they can use to manage food waste. The use of technology could have make it easier for them to measure and track daily food waste and the cost that it incur.The employees are not trained on how they can reduce food waste.
Value of the research: The findings from the research study will particularly be useful in providing additional knowledge to Dominion’s Pizza Davies Corner store and other food service providers on the sustainable practices of food wastage management. The findings will also provide a useful reference document to stakeholders in the food service sector. It will also have a positive impact on environment, economic and social.
5RESEARCH METHODSTick those that apply.
☒Primary Data Collection                   ☐Secondary Data Collection
☐Quantitative Methods                       ☒Qualitative Methods
Explain briefly the reasons for your choice. Primary research was undertaken since there is no other research that has been performed on Dominion’s Pizza Davies corner store. The interview with the manager and the employee main focus was on qualitative data. The manager and the employee have the store information on the store operation and attain the knowledge that is required to complete this research.
6DATA COLLECTION METHODSTick the appropriate row.
☒ Interviews                         ☐ Questionnaires                  ☐ Focus groups☐ Observation                      ☐ Other
7DATA COLLECTION DETAILSPlease include details of all the data collection methods you will be using in your research.Delete the data collection methods you are not using.  
7.1Interviewsthe following methods were used to collect data:Tick the appropriate answer
☐ Convenience        ☐ Random        ☐ Snowball         ☒ Other – Experts
Explain briefly the reasons for your choice.
the research was technical and therefore, it required technical knowledge
Interview: Explain briefly how the sample is to be selected The participants were the manager and an employee who reside in Hamliton
Interview: Number of participants (sample size)Tick the appropriate answer
☒ 1 – 5                ☐ 6 – 10                 ☐ 11 – 15               ☐ More than 15
Interview Venue Tick the appropriate answer
☒ The store premises                               ☐ A neutral venue☐ Electronically (online or phone –please identify) ☐ Other 

ETHICAL CONSIDERATIONS

Informed consent: the participants were given an invitation to participate in the research and were also given an agreement before the primary research commenced. 

Withdrawal: the participants were informed their rights and were told that they can withdraw from the research at any time. A written copy for the withdrawal process was provided. 

Confidentiality: the participants were assured that that the information they share in the course of the interview will not be shared with anyone else but it will only be for academic use. 

Report audience: the research participants were assured that the information they share about the store will not be sent to the top management of the company. 

Disposal of data: Participants were advised that all data collected for the research will be returned to the Centre for Business and Enterprise at Wintec on completion of the research project.

Appendix D: Interview Questions for Manager

  1. Kindly briefly introduce yourself 
  2. What is your daily routine? 
  3. What is the main challenge do you encounter? Do you know the cause and how can you conquer those challenges? 
  4. Do you play any part in food waste management? 
  5. What are the store procedures on food wastage management? 
  6. Do you separate food waste for reuse or recycling? 
  7. Which technology do you use in food waste management? 
  8. What part of food wastage management do you wish should be improved? 

Appendix E: Interview Questions for Employee

  1. Kindly briefly introduce yourself 
  2. What is your daily routine? 
  3. What is the main challenge do you encounter? Do you know the cause and how can you conquer those challenges?
  4. Do you play any part in food waste management? 
  5. Are you aware of the impacts of implementing suitable practices on food wastage? 
  6. What causes food waste? 

Appendix F: Interview Transcript (Manager)

Interviewer: Good evening. Thank you for volunteering. 

Participant : it is my pleasure. 

Interviewer: Briefly introduce yourself. 

Participant: My name is Matthew, I am the manager at Domino’s Pizza Davies Corner store. I have been managing this store for the last six years. 

Interviewer: What is your daily routine?

Participant: I arrive at the store 8.00 am every day except in Sunday. Every morning I have to check the store to make sure that everything is available. I also supervise the staff’s on how they take, prepare and deliver our customers order. 

Interviewer: What is the main challenge do you encounter? 

Participant: the main challenge I encounter is that the employees do not measure the exact amount they want when preparing our products. This sometimes increases food waste because of cooking more than required. The employees can be or with an equipment that will assist them in measurement. 

Interviewer: Do you play any part in food waste management? 

Participant: yes, I play part in waste food management. 

Interviewer: What are the store procedures on food wastage management? 

Participant: we try our best to prevent food waste by preparing our products as per the customer’s order. Food waste is separated from other waste. 

Interviewer: do you separate food for reuse or recycle? 

Participant: no, we don’t 

Interviewer: which technology do you use in food wastage management? 

Participant: currently we have not implemented any technology. 

Interviewer: What part of food waste management do you wish should be improved?. Participant: I think the part that needs improvement is making use of the technology which will ease food waste management process. Also training needs to be provided in order to gain knowledge on how to reduce food waste. 

Appendix F: Interview Transcript (employee)

Interviewer: Good evening. Thank you for participating in this research study. 

Participant: It is my pleasure. 

Interviewer: Briefly introduce yourself 

Participant: My name is John. I work in Domino’s Pizza Davies Corner store in the kitchen. I have been working here for 4 years. 

Interviewer: What is your daily routine? 

Participant: I report to work at 8 am every day except on Saturday. My first task is to start preparing the dough. Every day is different since there are days when there are a lot of orders that are made but some other days the orders are few. 

Interviewer: What is the main challenge do you encounter? Do you know the cause and how can you conquer those challenges?

Participant: the main challenge that I encounter is that the store does not have advanced equipment that can help to make exact measurements required in preparation of our products. The management can invest in this mechanism which will help to reduce food waste by preparing what is required. 

Interviewer: Do you play any part in food waste management? 

Participant: Yes, I play a role in food waste management where I am required to not overcook, trim the vegetables and other materials appropriately, separate food waste from other waste. 

Interviewer: Are you aware of the impacts of implementing suitable practices on food wastage? 

Participant: All I know is that reduction of food wastage has a positive impact to the store and the environment since the amount disposed in the land will reduce. 

Interviewer: What causes food waste? 

Participant: one of the causes is over production, over trimming, waste due to expiry, and equipment failure such as fridge. Customers left over

References 

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Evans, Welch, 2015. Food Waste Transitions – Consumption, Retail and Collaboration towards a Sustainable Food System

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Joanna, T., Ewa, C., Jurgita, K. & Nijole, V.  (2020) Restaurant’s Multidimensional Evaluation Concerning Food Quality, Service, and Sustainable Practices: A Cross-National Case Study https://doi.org/10.3390/su12010234

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Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌2.1‌ ‌1.‌ ‌ ‌

To‌ ‌The‌ ‌Supervisor.‌ ‌This‌ ‌is‌ ‌to‌ ‌inform‌ ‌you‌ ‌that‌ ‌the‌ ‌organisation‌ ‌is‌ ‌longing‌ ‌to‌ ‌enhance‌ ‌its‌ ‌productivity‌ ‌by‌ ‌recruiting‌ ‌new‌ ‌talents‌ ‌and‌ ‌providing‌ ‌training‌ ‌to‌ ‌the‌ ‌existing‌ ‌ones.‌ ‌Thus,‌ ‌there‌ ‌is‌ ‌a‌ ‌requirement‌ ‌of‌ ‌organising‌ ‌a‌ ‌meeting‌ ‌with‌ ‌the‌ ‌manager‌ ‌of‌ ‌HR‌ ‌department‌ ‌and‌ ‌marketing‌ ‌department‌ ‌for‌ ‌discussing‌ ‌the‌ ‌vacant‌ ‌positions‌ ‌and‌ ‌advertisement‌ ‌for‌ ‌the‌ ‌same.‌ ‌Moreover,‌ ‌this‌ ‌meeting‌ ‌will‌ ‌also‌ ‌be‌ ‌held‌ ‌in‌ ‌the‌ ‌presence‌ ‌of‌ ‌two‌ ‌staff‌ ‌from‌ ‌HR‌ ‌department‌ ‌who‌ ‌are‌ ‌responsible‌ ‌for‌ ‌recruitment‌ ‌and‌ ‌selection‌ ‌procedures.‌ ‌In‌ ‌the‌ ‌meeting,‌ ‌the‌ ‌particulars‌ ‌of‌ ‌advertisements,‌ ‌applications‌ ‌to‌ ‌be‌ ‌used‌ ‌and‌ ‌the‌ ‌allocation‌ ‌of‌ ‌responsibilities‌ ‌will‌ ‌also‌ ‌be‌ ‌discussed.‌ ‌Therefore,‌ ‌permission‌ ‌is‌ ‌required‌ ‌for‌ ‌organising‌ ‌the‌ ‌meeting‌ ‌for‌ ‌the‌ ‌benefit‌ ‌of‌ ‌the‌ ‌organisation.‌ ‌Thank‌ ‌You‌ ‌(HR‌ ‌Manager)‌ ‌

 ‌2.‌ ‌ ‌ ‌

Meeting‌ ‌Minutes‌ ‌
Purpose‌ ‌of‌ ‌Meeting‌ ‌The‌ ‌purpose‌ ‌of‌ ‌meeting‌ ‌is‌ ‌to‌ ‌discuss‌ ‌the‌ ‌future‌ ‌of‌ ‌requirements‌ ‌in‌ ‌Human‌ ‌Resource‌ ‌including‌ ‌vacant‌ ‌job‌ ‌positions.‌ ‌In‌ ‌this‌ ‌discussion‌ ‌will‌ ‌also‌ ‌include‌ ‌the‌ ‌procedures‌ ‌that‌ ‌are‌ ‌to‌ ‌be‌ ‌followed‌ ‌for‌ ‌the‌ ‌recruitment‌ ‌and‌ ‌selection‌ ‌process‌ ‌and‌ ‌also‌ ‌the‌ ‌allocation‌ ‌of‌ ‌responsibilities‌ ‌will‌ ‌be‌ ‌done.‌ ‌
Attendees‌ ‌ ‌HR‌ ‌Manager,‌ ‌Marketing‌ ‌Manager,‌ ‌two‌ ‌staffs‌ ‌from‌ ‌the‌ ‌HR‌ ‌department‌ ‌
Date‌ ‌and‌ ‌Time‌ ‌5‌ ‌March‌ ‌2020;‌ ‌10‌ ‌A.M.‌ ‌
Location‌ ‌ ‌Conference‌ ‌Room‌ ‌
Discussion‌ ‌ ‌Agenda‌ ‌1‌ ‌To‌ ‌discuss‌ ‌the‌ ‌future‌ ‌requirements‌ ‌of‌ ‌the‌ ‌Human‌ ‌Resource‌ ‌

2‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

Department.‌ ‌This‌ ‌includes‌ ‌the‌ ‌talents‌ ‌and‌ ‌qualifications‌ ‌required‌ ‌for‌ ‌working‌ ‌in‌ ‌the‌ ‌organisation.‌ ‌The‌ ‌key‌ ‌expertise‌ ‌in‌ ‌the‌ ‌staffs‌ ‌of‌ ‌the‌ ‌HR‌ ‌department‌ ‌will‌ ‌also‌ ‌be‌ ‌discussed‌ ‌that‌ ‌include‌ ‌“good‌ ‌decision-making‌ ‌skills,‌ ‌leadership‌ ‌skills,‌ ‌effective‌ ‌communication‌ ‌skills‌ ‌and‌ ‌interpersonal‌ ‌skills”.‌ ‌These‌ ‌skills‌ ‌can‌ ‌enhance‌ ‌the‌ ‌productivity‌ ‌of‌ ‌respective‌ ‌employees‌ ‌as‌ ‌well‌ ‌as‌ ‌that‌ ‌of‌ ‌the‌ ‌organisation.‌ ‌Apart‌ ‌from‌ ‌this,‌ ‌future‌ ‌requirements‌ ‌for‌ ‌the‌ ‌employees‌ ‌of‌ ‌the‌ ‌marketing‌ ‌department‌ ‌will‌ ‌also‌ ‌be‌ ‌discussed.‌ ‌
Responsible‌ ‌Person‌ ‌ ‌“‌HR‌ ‌Manager‌ ‌and‌ ‌Marketing‌ ‌Manager‌”‌ ‌will‌ ‌be‌ ‌establishing‌ ‌requirements‌ ‌in‌ ‌their‌ ‌respective‌ ‌departments‌ ‌so‌ ‌as‌ ‌to‌ ‌increase‌ ‌the‌ ‌productivity‌ ‌of‌ ‌the‌ ‌organisation.‌ ‌
Discussion‌ ‌ ‌Agenda‌ ‌2‌ ‌To‌ ‌discuss‌ ‌the‌ ‌number‌ ‌of‌ ‌vacant‌ ‌executive‌ ‌positions‌ ‌in‌ ‌marketing‌ ‌department‌ ‌and‌ ‌the‌ ‌qualifications‌ ‌and‌ ‌experience‌ ‌needed‌ ‌for‌ ‌getting‌ ‌selected.‌ ‌For‌ ‌the‌ ‌executive‌ ‌position‌ ‌in‌ ‌the‌ ‌marketing‌ ‌department,‌ ‌the‌ ‌required‌ ‌qualifications‌ ‌can‌ ‌be‌ ‌B.Com‌ ‌(H),‌ ‌M.Com‌ ‌and‌ ‌MBA‌ ‌and‌ ‌it‌ ‌will‌ ‌be‌ ‌an‌ ‌advantage‌ ‌if‌ ‌the‌ ‌applicant‌ ‌possesses‌ ‌an‌ ‌experience‌ ‌of‌ ‌1-2‌ ‌years.‌ ‌
Responsible‌ ‌Person‌ ‌ ‌“‌Employees‌ ‌of‌ ‌HR‌ ‌department‌ ‌and‌ ‌HR‌ ‌Manager‌”‌ ‌will‌ ‌be‌ ‌providing‌ ‌their‌ ‌views‌ ‌on‌ ‌the‌ ‌qualifications‌ ‌that‌ ‌are‌ ‌required‌ ‌for‌ ‌the‌ ‌selection‌ ‌process‌ ‌ ‌
Discussion‌ ‌ ‌Agenda‌ ‌3‌ ‌To‌ ‌discuss‌ ‌the‌ ‌systems‌ ‌and‌ ‌devices‌ ‌that‌ ‌will‌ ‌be‌ ‌used‌ ‌for‌ ‌advertisement‌ ‌purposes.‌ ‌This‌ ‌encloses‌ ‌the‌ ‌principles‌ ‌like‌ ‌“creative‌ ‌effective‌ ‌flow‌ ‌and‌ ‌maintaining‌ ‌simplicity”‌ ‌so‌ ‌that‌ ‌applicants‌ ‌acquire‌ ‌the‌ ‌competency‌ ‌level‌ ‌to‌ ‌apply‌ ‌for‌ ‌the‌ ‌job.‌ ‌Moreover,‌ ‌the‌ ‌advertising‌ ‌systems‌ ‌include‌ ‌“display‌ ‌advertisements,‌ ‌native‌ ‌advertisements,‌ ‌social‌ ‌media‌ ‌advertisements‌ ‌and‌ ‌Search‌ ‌Engine‌ ‌Optimisation‌ ‌(SEO)”‌ ‌that‌ ‌can‌ ‌be‌ ‌used‌ ‌for‌ ‌job‌ ‌advertising.‌ ‌However,‌ ‌the‌ ‌organisation‌ ‌will‌ ‌implement‌ ‌social‌ ‌media‌ ‌advertisement‌ ‌as‌ ‌youth‌ ‌adults‌ ‌excessively‌ ‌utilise‌ ‌social‌ ‌media‌ ‌

3‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

applications.‌ ‌
Responsible‌ ‌Person‌ ‌ ‌“‌Employees‌ ‌of‌ ‌HR‌ ‌department‌”‌ ‌will‌ ‌be‌ ‌providing‌ ‌views‌ ‌regarding‌ ‌the‌ ‌best‌ ‌systems‌ ‌and‌ ‌principles‌ ‌that‌ ‌can‌ ‌be‌ ‌implemented‌ ‌and‌ ‌followed‌ ‌for‌ ‌job‌ ‌advertisements‌ ‌
Discussion‌ ‌ ‌Agenda‌ ‌4‌ ‌To‌ ‌discuss‌ ‌the‌ ‌application‌ ‌that‌ ‌can‌ ‌be‌ ‌utilised‌ ‌for‌ ‌the‌ ‌job‌ ‌advertisement.‌ ‌The‌ ‌list‌ ‌of‌ ‌applications‌ ‌from‌ ‌which‌ ‌the‌ ‌selection‌ ‌can‌ ‌be‌ ‌done‌ ‌is‌ ‌social‌ ‌media‌ ‌applications‌ ‌such‌ ‌as‌ ‌“‌Twitter,‌ ‌Facebook‌ ‌and‌ ‌LinkedIn‌”‌ ‌
Responsible‌ ‌Person‌ ‌ ‌“‌HR‌ ‌Manager‌”‌ ‌will‌ ‌be‌ ‌deciding‌ ‌the‌ ‌application‌ ‌to‌ ‌be‌ ‌used‌ ‌for‌ ‌placing‌ ‌job‌ ‌advertisement.‌ ‌
Discussion‌ ‌ ‌Agenda‌ ‌5‌ ‌To‌ ‌discuss‌ ‌the‌ ‌responsibilities‌ ‌of‌ ‌different‌ ‌work‌ ‌roles‌ ‌in‌ ‌recruitment‌ ‌and‌ ‌selection‌ ‌procedure.‌ ‌In‌ ‌this,‌ ‌roles‌ ‌and‌ ‌responsibilities‌ ‌such‌ ‌as‌ ‌posting‌ ‌of‌ ‌job‌ ‌advertisements,‌ ‌contacting‌ ‌applicants,‌ ‌selection‌ ‌procedures‌ ‌and‌ ‌sending‌ ‌mails‌ ‌for‌ ‌selection‌ ‌and‌ ‌rejection.‌ ‌ ‌
Responsible‌ ‌Person‌ ‌ ‌HR‌ ‌Manager‌ ‌
Discussion‌ ‌ ‌Agenda‌ ‌6‌ ‌To‌ ‌discuss‌ ‌two‌ ‌specialists‌ ‌for‌ ‌recruitment‌ ‌procedure.‌ ‌The‌ ‌specialists‌ ‌can‌ ‌be‌ ‌chosen‌ ‌from‌ ‌the‌ ‌list‌ ‌including‌ ‌“remuneration‌ ‌specialist,‌ ‌recruitment‌ ‌agencies,‌ ‌security‌ ‌check‌ ‌staffs‌ ‌and‌ ‌vocational‌ ‌psychologists”.‌ ‌ ‌
Responsible‌ ‌Person‌ ‌ ‌HR‌ ‌Manager‌ ‌and‌ ‌Marketing‌ ‌Manager‌ ‌
Discussion‌ ‌ ‌Agenda‌ ‌7‌ ‌To‌ ‌discuss‌ ‌training‌ ‌and‌ ‌assistance‌ ‌that‌ ‌is‌ ‌to‌ ‌be‌ ‌provided‌ ‌to‌ ‌the‌ ‌employees‌ ‌who‌ ‌will‌ ‌be‌ ‌recruiting‌ ‌and‌ ‌selecting‌ ‌candidates.‌ ‌The‌ ‌training‌ ‌needs‌ ‌for‌ ‌recruitment‌ ‌and‌ ‌selection‌ ‌are‌ ‌to‌ ‌acquire‌ ‌the‌ ‌

4‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

ability‌ ‌to‌ ‌attract‌ ‌the‌ ‌right‌ ‌candidates‌ ‌with‌ ‌proper‌ ‌job‌ ‌advertisements‌ ‌and‌ ‌to‌ ‌analyse‌ ‌whether‌ ‌or‌ ‌not‌ ‌the‌ ‌candidate‌ ‌is‌ ‌appropriate‌ ‌for‌ ‌the‌ ‌position.‌ ‌Training‌ ‌and‌ ‌selection‌ ‌support‌ ‌will‌ ‌be‌ ‌provided‌ ‌by‌ ‌the‌ ‌HR‌ ‌manager‌ ‌of‌ ‌the‌ ‌organisation.‌ ‌
Responsible‌ ‌Person‌ ‌ ‌HR‌ ‌manager‌ ‌
Business‌ ‌arising‌ ‌from‌ ‌the‌ ‌meeting‌ ‌The‌ ‌employees‌ ‌of‌ ‌the‌ ‌recruiting‌ ‌and‌ ‌selection‌ ‌department‌ ‌will‌ ‌be‌ ‌able‌ ‌to‌ ‌acquire‌ ‌proper‌ ‌training‌ ‌sessions‌ ‌and‌ ‌all‌ ‌the‌ ‌details‌ ‌for‌ ‌processing‌ ‌the‌ ‌recruitment‌ ‌and‌ ‌selection‌ ‌procedure.‌ ‌
Data,‌ ‌time‌ ‌and‌ ‌location‌ ‌for‌ ‌next‌ ‌meeting‌ ‌The‌ ‌next‌ ‌meeting‌ ‌will‌ ‌be‌ ‌held‌ ‌on‌ ‌20‌ ‌March‌ ‌2020,‌ ‌10‌ ‌A.M.‌ ‌in‌ ‌the‌ ‌Conference‌ ‌room‌ ‌

 ‌2.2‌ ‌Permission‌ ‌to‌ ‌access‌ ‌documents‌ ‌of‌ ‌position‌ ‌descriptors‌ ‌and‌ ‌person‌ ‌specifications‌ ‌ ‌

To‌ ‌ ‌The‌ ‌Supervisor.‌ ‌This‌ ‌is‌ ‌to‌ ‌inform‌ ‌you‌ ‌that‌ ‌it‌ ‌has‌ ‌been‌ ‌identified‌ ‌in‌ ‌the‌ ‌recruitment‌ ‌meeting‌ ‌that‌ ‌there‌ ‌are‌ ‌two‌ ‌job‌ ‌vacancies.‌ ‌The‌ ‌documents‌ ‌of‌ ‌position‌ ‌descriptors‌ ‌and‌ ‌position‌ ‌specifications‌ ‌have‌ ‌been‌ ‌prepared‌ ‌by‌ ‌the‌ ‌employees‌ ‌of‌ ‌Human‌ ‌Resource‌ ‌department.‌ ‌The‌ ‌documents‌ ‌are‌ ‌required‌ ‌to‌ ‌be‌ ‌accessed‌ ‌for‌ ‌the‌ ‌purpose‌ ‌of‌ ‌review‌ ‌and‌ ‌updating‌ ‌the‌ ‌same‌ ‌for‌ ‌any‌ ‌required‌ ‌improvement.‌ ‌Thus,‌ ‌with‌ ‌due‌ ‌request‌ ‌kindly‌ ‌provide‌ ‌the‌ ‌access‌ ‌of‌ ‌those‌ ‌documents‌ ‌for‌ ‌carrying‌ ‌out‌ ‌the‌ ‌review‌ ‌process‌ ‌and‌ ‌updating‌ ‌the‌ ‌same.‌ ‌Thank‌ ‌You‌ ‌(HR‌ ‌Manager)‌ ‌

 ‌Position‌ ‌Descriptor‌ ‌

Position‌ ‌Descriptors‌ ‌
Position/Job‌ ‌Title‌ ‌1‌ ‌Creative‌ ‌Assistant‌ ‌
Department‌ ‌ ‌Marketing‌ ‌Department‌ ‌

5‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

Position/Job‌ ‌Title‌ ‌2‌ ‌Marketing‌ ‌Data‌ ‌Analyst‌ ‌
Department‌ ‌ ‌Marketing‌ ‌Department‌ ‌
 ‌
Does‌ ‌the‌ ‌position‌ ‌description‌ ‌Position‌ ‌1‌ ‌Position‌ ‌2‌ ‌
1‌ ‌No‌ ‌ ‌No‌ ‌ ‌
2‌ ‌No‌ ‌ ‌No‌ ‌ ‌
3‌ ‌No‌ ‌ ‌No‌ ‌ ‌
4‌ ‌Yes‌ ‌ ‌Yes‌ ‌ ‌
5‌ ‌No‌ ‌ ‌No‌ ‌ ‌
6‌ ‌Yes‌ ‌ ‌Yes‌ ‌ ‌
7‌ ‌Yes‌ ‌ ‌Yes‌ ‌ ‌
8‌ ‌Yes‌ ‌ ‌Yes‌ ‌ ‌
9‌ ‌Yes‌ ‌ ‌Yes‌ ‌ ‌
Comment‌ ‌ ‌Both‌ ‌the‌ ‌positions‌ ‌of‌ ‌the‌ ‌marketing‌ ‌department‌ ‌does‌ ‌not‌ ‌possess‌ ‌a‌ ‌complete‌ ‌summary‌ ‌of‌ ‌job‌ ‌roles‌ ‌and‌ ‌responsibilities.‌ ‌It‌ ‌is‌ ‌also‌ ‌not‌ ‌mentioned‌ ‌regarding‌ ‌the‌ ‌tools‌ ‌that‌ ‌the‌ ‌candidates‌ ‌will‌ ‌be‌ ‌using‌ ‌during‌ ‌their‌ ‌job‌ ‌tenure.‌ ‌However,‌ ‌the‌ ‌working‌ ‌conditions‌ ‌have‌ ‌been‌ ‌mentioned‌ ‌with‌ ‌the‌ ‌employees‌ ‌with‌ ‌whom‌ ‌they‌ ‌are‌ ‌required‌ ‌to‌ ‌maintain‌ ‌proper‌ ‌communication.‌ ‌The‌ ‌level‌ ‌of‌ ‌supervision‌ ‌involved‌ ‌in‌ ‌the‌ ‌job‌ ‌role‌ ‌is‌ ‌not‌ ‌mentioned‌ ‌including‌ ‌the‌ ‌statements‌ ‌of‌ ‌decision‌ ‌making,‌ ‌authority‌ ‌and‌ ‌approval.‌ ‌On‌ ‌the‌ ‌other‌ ‌hand,‌ ‌the‌ ‌requirement‌ ‌of‌ ‌complying‌ ‌with‌ ‌several‌ ‌legislations‌ ‌like‌ ‌“Fair‌ ‌Work‌ ‌Act‌ ‌2009”‌ ‌is‌ ‌mentioned‌ ‌with‌ ‌specific‌ ‌mental‌ ‌and‌ ‌physical‌ ‌demands‌ ‌(Fairwork.gov.au,‌ ‌2020).‌ ‌

 ‌Person‌ ‌Specification‌ ‌6‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌ ‌

Position‌ ‌Specifications‌ ‌
Position/Job‌ ‌Title‌ ‌1‌ ‌Creative‌ ‌Assistant‌ ‌
Department‌ ‌ ‌Marketing‌ ‌Department‌ ‌
Position/Job‌ ‌Title‌ ‌2‌ ‌Marketing‌ ‌Data‌ ‌Analyst‌ ‌
Department‌ ‌ ‌Marketing‌ ‌Department‌ ‌
 ‌
Does‌ ‌the‌ ‌person‌ ‌specification‌ ‌Position‌ ‌1‌ ‌Position‌ ‌2‌ ‌
1‌ ‌Yes‌ ‌ ‌Yes‌ ‌ ‌
2‌ ‌Yes‌ ‌ ‌Yes‌ ‌ ‌
3‌ ‌No‌ ‌ ‌No‌ ‌ ‌
4‌ ‌No‌ ‌ ‌No‌ ‌ ‌
5‌ ‌Yes‌ ‌ ‌Yes‌ ‌ ‌
6‌ ‌Yes‌ ‌ ‌Yes‌ ‌ ‌
Comment‌ ‌ ‌The‌ ‌person‌ ‌specifications‌ ‌for‌ ‌both‌ ‌the‌ ‌position‌ ‌includes‌ ‌educational‌ ‌qualifications‌ ‌and‌ ‌experiences‌ ‌required.‌ ‌It‌ ‌is‌ ‌mentioned‌ ‌that‌ ‌candidates‌ ‌are‌ ‌required‌ ‌to‌ ‌possess‌ ‌good‌ ‌communication‌ ‌skills,‌ ‌interpretation‌ ‌skills‌ ‌and‌ ‌creative‌ ‌skills‌ ‌for‌ ‌getting‌ ‌selected‌ ‌in‌ ‌the‌ ‌organisation.‌ ‌The‌ ‌organisation‌ ‌also‌ ‌strives‌ ‌for‌ ‌providing‌ ‌equal‌ ‌opportunities‌ ‌to‌ ‌respective‌ ‌employees‌ ‌on‌ ‌the‌ ‌basis‌ ‌of‌ ‌their‌ ‌performance.‌ ‌

 ‌Summary‌ ‌of‌ ‌Recommendations‌ ‌for‌ ‌Position‌ ‌Descriptors‌ ‌and‌ ‌Position‌ ‌Specification‌ ‌

It‌ ‌can‌ ‌be‌ ‌recommended‌ ‌that‌ ‌the‌ ‌HR‌ ‌department‌ ‌of‌ ‌the‌ ‌organisation‌ ‌can‌ ‌incorporate‌ ‌job‌ ‌roles‌ ‌and‌ ‌responsibilities‌ ‌within‌ ‌the‌ ‌position‌ ‌descriptor.‌ ‌This‌ ‌helps‌ ‌the‌ ‌candidates‌ ‌to‌ ‌get‌ ‌

7‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

acknowledged‌ ‌the‌ ‌tasks‌ ‌for‌ ‌which‌ ‌they‌ ‌will‌ ‌be‌ ‌answerable.‌ ‌Moreover,‌ ‌application‌ ‌of‌ ‌specific‌ ‌tools‌ ‌can‌ ‌also‌ ‌be‌ ‌mentioned‌ ‌within‌ ‌the‌ ‌position‌ ‌descriptor‌ ‌that‌ ‌will‌ ‌further‌ ‌help‌ ‌them‌ ‌to‌ ‌review‌ ‌their‌ ‌knowledge‌ ‌regarding‌ ‌the‌ ‌tools.‌ ‌It‌ ‌can‌ ‌also‌ ‌be‌ ‌suggested‌ ‌that‌ ‌inclusion‌ ‌of‌ ‌frequency‌ ‌of‌ ‌supervision‌ ‌they‌ ‌will‌ ‌be‌ ‌obtaining‌ ‌during‌ ‌their‌ ‌probation‌ ‌period.‌ ‌In‌ ‌addition‌ ‌to‌ ‌this,‌ ‌providing‌ ‌authoritative‌ ‌statements‌ ‌for‌ ‌decision-making‌ ‌and‌ ‌approval‌ ‌will‌ ‌provide‌ ‌the‌ ‌newly‌ ‌selected‌ ‌candidates‌ ‌with‌ ‌guidance‌ ‌in‌ ‌the‌ ‌same.‌ ‌After‌ ‌reviewing‌ ‌the‌ ‌personal‌ ‌specifications,‌ ‌it‌ ‌can‌ ‌be‌ ‌recommended‌ ‌that‌ ‌if‌ ‌the‌ ‌candidate‌ ‌is‌ ‌allowed‌ ‌to‌ ‌present‌ ‌special‌ ‌qualifications‌ ‌then‌ ‌it‌ ‌can‌ ‌be‌ ‌an‌ ‌added‌ ‌advantage‌ ‌for‌ ‌the‌ ‌organisation.‌ ‌This‌ ‌will‌ ‌be‌ ‌advantageous‌ ‌in‌ ‌developing‌ ‌creative‌ ‌content‌ ‌in‌ ‌marketing‌ ‌for‌ ‌attracting‌ ‌more‌ ‌clients’‌ ‌thereby‌ ‌increasing‌ ‌productivity‌ ‌of‌ ‌the‌ ‌organisation.‌ ‌Moreover,‌ ‌the‌ ‌attributes‌ ‌and‌ ‌values‌ ‌can‌ ‌also‌ ‌be‌ ‌mentioned‌ ‌in‌ ‌the‌ ‌specification‌ ‌that‌ ‌will‌ ‌thereby‌ ‌help‌ ‌the‌ ‌candidate‌ ‌to‌ ‌develop‌ ‌their‌ ‌skills‌ ‌in‌ ‌professional‌ ‌field.‌ ‌
No,‌ ‌the‌ ‌recommendations‌ ‌have‌ ‌not‌ ‌been‌ ‌implemented‌ ‌yet.‌ ‌

 ‌Updated‌ ‌Position‌ ‌Descriptors‌ ‌ ‌

Position‌ ‌Descriptors‌ ‌
Position/Job‌ ‌Title‌ ‌1‌ ‌Creative‌ ‌Assistant‌ ‌
Department‌ ‌ ‌Marketing‌ ‌Department‌ ‌
Job‌ ‌role‌ ‌and‌ ‌responsibilities‌ ‌●Designing‌ ‌promotional‌ ‌materials‌ ‌for‌ ‌increasing‌ ‌brand‌ ‌awareness‌ ‌●Developing‌ ‌customised‌ ‌templates‌ ‌●Preparation‌ ‌of‌ ‌information-rich‌ ‌content‌ ‌ ‌
Equipments‌ ‌to‌ ‌be‌ ‌used‌ ‌in‌ ‌work‌ ‌role‌ ‌●Skype‌ ‌●Business‌ ‌Dropbox‌ ‌●Google‌ ‌Calender‌ ‌●Britix24‌ ‌ ‌
Level‌ ‌of‌ ‌supervision‌ ‌during‌ ‌job‌ ‌role‌ ‌During‌ ‌the‌ ‌probation‌ ‌period,‌ ‌candidate‌ ‌will‌ ‌be‌ ‌trained‌ ‌under‌ ‌the‌ ‌guidance‌ ‌of‌ ‌their‌ ‌team‌ ‌leaders‌ ‌

8‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

Authoritative‌ ‌statement‌ ‌“‌Decisions‌ ‌are‌ ‌to‌ ‌be‌ ‌made‌ ‌after‌ ‌discussing‌ ‌with‌ ‌the‌ ‌team‌ ‌members‌ ‌and‌ ‌seniors‌ ‌of‌ ‌the‌ ‌organisation‌”‌ ‌
Position/Job‌ ‌Title‌ ‌2‌ ‌Marketing‌ ‌Data‌ ‌Analyst‌ ‌
Department‌ ‌ ‌Marketing‌ ‌Department‌ ‌
Job‌ ‌role‌ ‌and‌ ‌responsibilities‌ ‌●Tracking‌ ‌and‌ ‌estimating‌ ‌budgets‌ ‌in‌ ‌different‌ ‌activities‌ ‌of‌ ‌marketing‌ ‌department‌ ‌●Monitoring‌ ‌the‌ ‌trends‌ ‌of‌ ‌sales‌ ‌●Collecting‌ ‌customer‌ ‌data‌ ‌and‌ ‌rival’s‌ ‌data‌ ‌
Equipments‌ ‌to‌ ‌be‌ ‌used‌ ‌in‌ ‌work‌ ‌role‌ ‌●MS‌ ‌Office‌ ‌●KNIME‌ ‌●SAS‌ ‌●RapMinder‌ ‌
Level‌ ‌of‌ ‌supervision‌ ‌during‌ ‌job‌ ‌role‌ ‌The‌ ‌selected‌ ‌candidate‌ ‌will‌ ‌be‌ ‌supervised‌ ‌by‌ ‌marketing‌ ‌manager‌ ‌during‌ ‌the‌ ‌probation‌ ‌period‌ ‌and‌ ‌will‌ ‌be‌ ‌assisted‌ ‌during‌ ‌difficult‌ ‌situations‌ ‌
Authoritative‌ ‌statement‌ ‌“‌Decisions‌ ‌are‌ ‌to‌ ‌be‌ ‌made‌ ‌after‌ ‌discussing‌ ‌with‌ ‌the‌ ‌team‌ ‌members‌ ‌and‌ ‌seniors‌ ‌of‌ ‌the‌ ‌organisation‌”‌ ‌

 ‌Updated‌ ‌Position‌ ‌Specification‌ ‌ ‌

Position‌ ‌Specifications‌ ‌
Position/Job‌ ‌Title‌ ‌1‌ ‌Creative‌ ‌Assistant‌ ‌
Department‌ ‌ ‌Marketing‌ ‌Department‌ ‌
Attributes‌ ‌and‌ ‌value‌ ‌to‌ ‌be‌ ‌reflected‌ ‌●Creativity‌ ‌ ‌●Organisational‌ ‌skills‌ ‌●Excellent‌ ‌team‌ ‌working‌ ‌spirit‌ ‌●Adaptability‌ ‌ ‌

9‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

Position/Job‌ ‌Title‌ ‌2‌ ‌Marketing‌ ‌Data‌ ‌Analyst‌ ‌
Department‌ ‌ ‌Marketing‌ ‌Department‌ ‌
Attributes‌ ‌and‌ ‌value‌ ‌to‌ ‌be‌ ‌reflected‌ ‌●Curiosity‌ ‌●Expertise‌ ‌in‌ ‌a‌ ‌statistical‌ ‌and‌ ‌technical‌ ‌field‌ ‌●Intention‌ ‌of‌ ‌continuous‌ ‌learning‌ ‌ ‌●Strategic‌ ‌outlook‌ ‌

 ‌2.3‌ ‌ ‌

Communication‌ ‌Log‌ ‌
Date‌ ‌ ‌Medium‌ ‌ ‌Contacted‌ ‌person‌ ‌Summary‌ ‌ ‌Supervisor‌ ‌initials‌ ‌
7‌ ‌March‌ ‌2020‌ ‌Email‌ ‌ ‌HR‌ ‌manager‌ ‌and‌ ‌employees‌ ‌of‌ ‌HR‌ ‌department‌ ‌The‌ ‌position‌ ‌descriptor‌ ‌and‌ ‌position‌ ‌specifications‌ ‌have‌ ‌to‌ ‌be‌ ‌amended‌ ‌as‌ ‌per‌ ‌the‌ ‌recommendatio‌ns‌ ‌provided‌ ‌by‌ ‌Marketing‌ ‌manager‌ ‌ ‌
8‌ ‌March‌ ‌2020‌ ‌Email‌ ‌In‌ ‌charge‌ ‌of‌ ‌advertisement‌ ‌The‌ ‌documents‌ ‌of‌ ‌position‌ ‌descriptor‌ ‌and‌ ‌position‌ ‌specifications‌ ‌have‌ ‌been‌ ‌updated‌ ‌ ‌

10‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌ ‌ ‌2.3‌ ‌1. ‌

To‌ ‌ ‌The‌ ‌Supervisor,‌ ‌This‌ ‌is‌ ‌to‌ ‌inform‌ ‌you‌ ‌to‌ ‌obtain‌ ‌your‌ ‌permission‌ ‌regarding‌ ‌the‌ ‌recruitment‌ ‌and‌ ‌selection‌ ‌process‌ ‌of‌ ‌two‌ ‌vacancies‌ ‌being,‌ ‌creative‌ ‌assistant‌ ‌and‌ ‌marketing‌ ‌data‌ ‌analyst.‌ ‌For‌ ‌doing‌ ‌this‌ ‌task,‌ ‌I‌ ‌need‌ ‌your‌ ‌permission‌ ‌and‌ ‌assistance‌ ‌so‌ ‌that‌ ‌I‌ ‌can‌ ‌participate‌ ‌in‌ ‌the‌ ‌recruitment‌ ‌and‌ ‌selection‌ ‌process‌ ‌of‌ ‌the‌ ‌two‌ ‌vacant‌ ‌positions‌ ‌at‌ ‌your‌ ‌organization‌ ‌Thanking‌ ‌You,‌ ‌ ‌HR‌ ‌Manager‌ ‌

 ‌2.‌ ‌The‌ ‌training‌ ‌and‌ ‌support‌ ‌needs‌ ‌are‌ ‌to‌ ‌be‌ ‌reviewed‌ ‌keeping‌ ‌into‌ ‌consideration‌ ‌the‌ ‌discussion‌ ‌maintained‌ ‌in‌ ‌the‌ ‌recruitment‌ ‌meeting‌ ‌(Akroyd‌ ‌&‌ ‌Kober,‌ ‌2019).‌ ‌A‌ ‌review‌ ‌of‌ ‌the‌ ‌training‌ ‌needs‌ ‌with‌ ‌regard‌ ‌to‌ ‌the‌ ‌recruitment‌ ‌and‌ ‌selection‌ ‌process‌ ‌has‌ ‌been‌ ‌identified‌ ‌in‌ ‌the‌ ‌meeting.‌ ‌Therefore,‌ ‌it‌ ‌can‌ ‌be‌ ‌stated‌ ‌that‌ ‌assessing‌ ‌the‌ ‌training‌ ‌needs‌ ‌has‌ ‌to‌ ‌be‌ ‌provided‌ ‌during‌ ‌the‌ ‌recruitment‌ ‌process.‌ ‌3.‌ ‌ ‌ ‌

Communication‌ ‌Log‌ ‌
Date‌ ‌of‌ ‌Communicati‌on‌ ‌Mode‌ ‌of‌ ‌Communicati‌on‌ ‌Contacted‌ ‌Person‌ ‌Summary‌ ‌Supervisor‌ ‌details‌ ‌
8‌ ‌March‌ ‌2020‌ ‌Email‌ ‌HR‌ ‌consultant‌ ‌The‌ ‌job‌ ‌details‌ ‌and‌ ‌pattern‌ ‌of‌ ‌job‌ ‌specifications‌ ‌has‌ ‌to‌ ‌be‌ ‌communicated‌ ‌appropriately.‌ ‌ ‌
9‌ ‌March‌ ‌2020‌ ‌Face‌ ‌to‌ ‌face‌ ‌communicatio‌n‌ ‌HR‌ ‌Manager‌ ‌The‌ ‌requirement‌ ‌and‌ ‌need‌ ‌for‌ ‌manpower‌ ‌needs‌ ‌has‌ ‌to‌ ‌be‌ ‌communicated‌ ‌with‌ ‌the‌ ‌ ‌

11‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

Hr‌ ‌manager.‌ ‌
10‌ ‌March‌ ‌2020‌ ‌Email‌ ‌ ‌Trainer‌ ‌The‌ ‌need‌ ‌for‌ ‌assessing‌ ‌the‌ ‌training‌ ‌needs‌ ‌in‌ ‌the‌ ‌process‌ ‌of‌ ‌recruitment‌ ‌has‌ ‌to‌ ‌be‌ ‌consulted‌ ‌with‌ ‌the‌ ‌trainer.‌ ‌ ‌

 ‌6‌.‌ ‌ ‌

To‌ ‌ ‌The‌ ‌Senior‌ ‌HR‌ ‌Manager,‌ ‌This‌ ‌is‌ ‌to‌ ‌inform‌ ‌you‌ ‌about‌ ‌the‌ ‌need‌ ‌for‌ ‌conducting‌ ‌access‌ ‌to‌ ‌two‌ ‌of‌ ‌the‌ ‌job‌ ‌advertisements‌ ‌for‌ ‌the‌ ‌vacancies‌ ‌in‌ ‌the‌ ‌recruitment‌ ‌process.‌ ‌To‌ ‌ensure‌ ‌the‌ ‌vacancies‌ ‌of‌ ‌two‌ ‌of‌ ‌the‌ ‌recruitment‌ ‌vacancies,‌ ‌the‌ ‌need‌ ‌for‌ ‌the‌ ‌importance‌ ‌of‌ ‌recruitment‌ ‌specialists‌ ‌like‌ ‌recruitment‌ ‌agencies‌ ‌and‌ ‌psychologists‌ ‌is‌ ‌needed.‌ ‌They‌ ‌have‌ ‌to‌ ‌take‌ ‌part‌ ‌in‌ ‌the‌ ‌recruitment‌ ‌meeting‌ ‌for‌ ‌which‌ ‌I‌ ‌need‌ ‌to‌ ‌negotiate‌ ‌with‌ ‌you‌ ‌so‌ ‌that‌ ‌you‌ ‌can‌ ‌permit‌ ‌me‌ ‌to‌ ‌use‌ ‌two‌ ‌of‌ ‌the‌ ‌specialists‌ ‌in‌ ‌conducting‌ ‌the‌ ‌recruitment‌ ‌process.‌ ‌ ‌Regards,‌ ‌HR‌ ‌Manager‌ ‌

 ‌ ‌10.‌ ‌ ‌

To‌ ‌ ‌The‌ ‌Supervisor,‌ ‌ ‌This‌ ‌is‌ ‌to‌ ‌inform‌ ‌you‌ ‌about‌ ‌the‌ ‌access‌ ‌to‌ ‌the‌ ‌documents‌ ‌at‌ ‌the‌ ‌workplace‌ ‌documents‌ ‌for‌ ‌the‌ ‌selection‌ ‌processes‌ ‌and‌ ‌procedures.‌ ‌The‌ ‌basic‌ ‌documents‌ ‌relating‌ ‌to‌ ‌the‌ ‌workplace‌ ‌procedures‌ ‌and‌ ‌tests‌ ‌which‌ ‌include‌ ‌aptitude‌ ‌tests‌ ‌and‌ ‌IQ‌ ‌tests.‌ ‌The‌ ‌behaviour‌ ‌in‌ ‌leaderless‌ ‌groups,‌ ‌demonstration‌ ‌of‌ ‌the‌ ‌techniques‌ ‌and‌ ‌skills‌ ‌and‌ ‌the‌ ‌interview‌ ‌as‌ ‌well‌ ‌as‌ ‌peer‌ ‌assessments‌ ‌has‌ ‌to‌ ‌be‌ ‌included‌ ‌for‌ ‌gaining‌ ‌knowledge‌ ‌about‌ ‌the‌ ‌documentation‌ ‌processes‌ ‌of‌ ‌the‌ ‌related‌ ‌recruitment‌ ‌processes.‌ ‌The‌ ‌advices‌ ‌given‌ ‌for‌ ‌unsuccessful‌ ‌candidates‌ ‌and‌ ‌successful‌ ‌applications‌ ‌selection‌ ‌outcome‌ ‌including‌ ‌the‌ ‌salary‌ ‌requirements‌ ‌and‌ ‌awards‌ ‌and‌ ‌agreements‌ ‌and‌ ‌dress‌ ‌code‌ ‌has‌ ‌to‌ ‌be‌ ‌accessed‌ ‌into.‌ ‌Regards,‌ ‌

12‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

HR‌ ‌Manager‌ ‌

 ‌PART‌ ‌II‌ ‌ ‌

Comment‌ ‌Therefore‌ ‌it‌ ‌can‌ ‌be‌ ‌stated‌ ‌that‌ ‌the‌ ‌company‌ ‌has‌ ‌been‌ ‌stressing‌ ‌upon‌ ‌the‌ ‌provision‌ ‌for‌ ‌maintenance‌ ‌of‌ ‌equality‌ ‌and‌ ‌diversity‌ ‌at‌ ‌the‌ ‌workplace.‌ ‌It‌ ‌has‌ ‌also‌ ‌provided‌ ‌information‌ ‌to‌ ‌the‌ ‌workforce‌ ‌regarding‌ ‌the‌ ‌job‌ ‌specifications‌ ‌as‌ ‌well‌ ‌as‌ ‌the‌ ‌position‌ ‌of‌ ‌the‌ ‌job‌ ‌required.‌ ‌From‌ ‌the‌ ‌two‌ ‌positions,‌ ‌Position‌ ‌1‌ ‌has‌ ‌been‌ ‌able‌ ‌to‌ ‌meet‌ ‌more‌ ‌points‌ ‌as‌ ‌per‌ ‌the‌ ‌regulations‌ ‌and‌ ‌policies‌ ‌than‌ ‌the‌ ‌Position‌ ‌2‌ ‌that‌ ‌has‌ ‌subsequently‌ ‌lesser‌ ‌compliance‌ ‌with‌ ‌the‌ ‌policies.‌ ‌

 ‌Part‌ ‌III‌ ‌

Comment‌ ‌The‌ ‌first‌ ‌procedure‌ ‌is‌ ‌a‌ ‌written‌ ‌test‌ ‌and‌ ‌the‌ ‌second‌ ‌procedure‌ ‌is‌ ‌the‌ ‌Personal‌ ‌Interview.‌ ‌The‌ ‌organization‌ ‌aims‌ ‌to‌ ‌maintain‌ ‌equality‌ ‌and‌ ‌comply‌ ‌with‌ ‌the‌ ‌“Fair‌ ‌Work‌ ‌legislation‌ ‌and‌ ‌National‌ ‌Employment‌ ‌Standards”‌ ‌of‌ ‌the‌ ‌organization.‌ ‌Moreover,‌ ‌the‌ ‌meeting‌ ‌of‌ ‌organizational‌ ‌policies‌ ‌and‌ ‌procedures‌ ‌has‌ ‌been‌ ‌maintained‌ ‌with‌ ‌regard‌ ‌to‌ ‌the‌ ‌process‌ ‌of‌ ‌recruitment‌ ‌and‌ ‌selection‌ ‌in‌ ‌written‌ ‌as‌ ‌well‌ ‌as‌ ‌personal‌ ‌interview.‌ ‌

 ‌Part‌ ‌2‌ ‌Skill‌ ‌Requirement‌ ‌1‌ ‌Instance‌ ‌1:‌ ‌The‌ ‌first‌ ‌instance‌ ‌where‌ ‌I‌ ‌ensured‌ ‌that‌ ‌the‌ ‌process‌ ‌of‌ ‌advising‌ ‌unsuccessful‌ ‌applicants‌ ‌has‌ ‌been‌ ‌carried‌ ‌out‌ ‌has‌ ‌been‌ ‌when‌ ‌the‌ ‌results‌ ‌of‌ ‌their‌ ‌non-selection‌ ‌has‌ ‌been‌ ‌confirmed‌ ‌(Aldecoa‌ ‌Martínez‌ ‌‌et‌ ‌al.‌ ‌‌2019).‌ ‌I‌ ‌had‌ ‌communicated‌ ‌with‌ ‌them‌ ‌in‌ ‌an‌ ‌effective‌ ‌manner‌ ‌by‌ ‌being‌ ‌tactful‌ ‌and‌ ‌using‌ ‌appropriate‌ ‌language‌ ‌so‌ ‌that‌ ‌they‌ ‌do‌ ‌not‌ ‌get‌ ‌disappointed‌ ‌and‌ ‌lose‌ ‌their‌ ‌hope‌ ‌in‌ ‌applying‌ ‌for‌ ‌the‌ ‌next‌ ‌interview.‌ ‌Instance‌ ‌2:‌ ‌The‌ ‌second‌ ‌instance‌ ‌had‌ ‌been‌ ‌when‌ ‌I‌ ‌had‌ ‌to‌ ‌declare‌ ‌them‌ ‌about‌ ‌the‌ ‌final‌ ‌results‌ ‌in‌ ‌the‌ ‌selection‌ ‌process.‌ ‌In‌ ‌doing‌ ‌so,‌ ‌I‌ ‌had‌ ‌to‌ ‌communicate‌ ‌with‌ ‌them‌ ‌in‌ ‌an‌ ‌effective‌ ‌manner‌ ‌so‌ ‌that‌ ‌they‌ ‌do‌ ‌not‌ ‌get‌ ‌disappointed‌ ‌after‌ ‌knowing‌ ‌the‌ ‌result.‌ ‌I‌ ‌communicated‌ ‌with‌ ‌them‌ ‌in‌ ‌an‌ ‌effective‌ ‌manner‌ ‌by‌ ‌application‌ ‌of‌ ‌tactical‌ ‌language.‌ ‌13‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌Skill‌ ‌Requirement‌ ‌2‌ ‌Instance‌ ‌1:‌ ‌ ‌In‌ ‌the‌ ‌first‌ ‌instance,‌ ‌I‌ ‌had‌ ‌to‌ ‌advise‌ ‌and‌ ‌negotiate‌ ‌with‌ ‌the‌ ‌successful‌ ‌applicants‌ ‌about‌ ‌the‌ ‌salary‌ ‌and‌ ‌the‌ ‌terms‌ ‌of‌ ‌conditions‌ ‌in‌ ‌the‌ ‌process‌ ‌of‌ ‌employment.‌ ‌The‌ ‌rules‌ ‌regarding‌ ‌the‌ ‌dress‌ ‌code,‌ ‌award‌ ‌and‌ ‌agreement‌ ‌to‌ ‌be‌ ‌provided‌ ‌to‌ ‌the‌ ‌successful‌ ‌candidates‌ ‌has‌ ‌been‌ ‌discussed‌ ‌appropriately.‌ ‌Instance‌ ‌2:‌ ‌In‌ ‌the‌ ‌second‌ ‌instance,‌ ‌I‌ ‌had‌ ‌to‌ ‌declare‌ ‌the‌ ‌results‌ ‌for‌ ‌those‌ ‌who‌ ‌had‌ ‌been‌ ‌selected‌ ‌during‌ ‌the‌ ‌process‌ ‌of‌ ‌recruitment.‌ ‌The‌ ‌nature‌ ‌of‌ ‌employment‌ ‌like‌ ‌permanent,‌ ‌casual,‌ ‌part‌ ‌time‌ ‌had‌ ‌to‌ ‌be‌ ‌communicated‌ ‌with‌ ‌the‌ ‌employees.‌ ‌Similarly‌ ‌the‌ ‌terms‌ ‌of‌ ‌employment‌ ‌were‌ ‌communicated‌ ‌by‌ ‌using‌ ‌appropriate‌ ‌language‌ ‌and‌ ‌politeness.‌ ‌Skill‌ ‌Requirements‌ ‌3:‌ ‌Successful‌ ‌Applicant‌ ‌1:‌ ‌Applicant‌ ‌1‌ ‌has‌ ‌been‌ ‌negotiated‌ ‌with‌ ‌and‌ ‌the‌ ‌appropriate‌ ‌employment‌ ‌terms‌ ‌have‌ ‌been‌ ‌communicated‌ ‌appropriately.‌ ‌The‌ ‌prescribed‌ ‌timelines‌ ‌and‌ ‌the‌ ‌job‌ ‌offers‌ ‌made‌ ‌on‌ ‌contracts‌ ‌of‌ ‌employment‌ ‌have‌ ‌been‌ ‌made‌ ‌accordingly.‌ ‌The‌ ‌two‌ ‌ways‌ ‌in‌ ‌which‌ ‌effective‌ ‌ways‌ ‌of‌ ‌communication‌ ‌has‌ ‌been‌ ‌carried‌ ‌out‌ ‌was‌ ‌the‌ ‌use‌ ‌of‌ ‌polite‌ ‌language‌ ‌and‌ ‌being‌ ‌tactful‌ ‌in‌ ‌approach.‌ ‌Successful‌ ‌Applicant‌ ‌2:‌ ‌The‌ ‌terms‌ ‌of‌ ‌employment‌ ‌have‌ ‌been‌ ‌communicated‌ ‌with‌ ‌Applicant‌ ‌2‌ ‌as‌ ‌well.‌ ‌The‌ ‌rules‌ ‌regarding‌ ‌the‌ ‌organizational‌ ‌policies‌ ‌and‌ ‌procedures‌ ‌and‌ ‌the‌ ‌terms‌ ‌of‌ ‌contract‌ ‌of‌ ‌employment‌ ‌has‌ ‌been‌ ‌discussed‌ ‌in‌ ‌a‌ ‌polite‌ ‌and‌ ‌tactful‌ ‌manner.‌ ‌Moreover,‌ ‌the‌ ‌negotiations‌ ‌for‌ ‌garment‌ ‌of‌ ‌the‌ ‌contract‌ ‌have‌ ‌been‌ ‌dealt‌ ‌with‌ ‌in‌ ‌a‌ ‌polite‌ ‌and‌ ‌tactful‌ ‌manner.‌ ‌ ‌Part‌ ‌III.‌ ‌ ‌3.1‌ ‌ ‌1. ‌

To‌ ‌ ‌The‌ ‌Supervisor,‌ ‌This‌ ‌is‌ ‌to‌ ‌inform‌ ‌you‌ ‌that‌ ‌there‌ ‌is‌ ‌a‌ ‌need‌ ‌for‌ ‌my‌ ‌participation‌ ‌in‌ ‌performance‌ ‌management‌ ‌of‌ ‌two‌ ‌probationary‌ ‌officers‌ ‌who‌ ‌are‌ ‌at‌ ‌the‌ ‌end‌ ‌of‌ ‌their‌ ‌probationary‌ ‌period.‌ ‌For‌ ‌doing‌ ‌this‌ ‌task,‌ ‌I‌ ‌require‌ ‌your‌ ‌support‌ ‌as‌ ‌well‌ ‌as‌ ‌assistance‌ ‌so‌ ‌that‌ ‌the‌ ‌employees‌ ‌can‌ ‌engage‌ ‌themselves‌ ‌in‌ ‌doing‌ ‌their‌ ‌jobs‌ ‌appropriately‌ ‌on‌ ‌the‌ ‌basis‌ ‌of‌ ‌which‌ ‌their‌ ‌overall‌ ‌

14‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

performance‌ ‌would‌ ‌be‌ ‌measured.‌ ‌In‌ ‌order‌ ‌to‌ ‌complete‌ ‌this‌ ‌task,‌ ‌I‌ ‌need‌ ‌to‌ ‌gain‌ ‌access‌ ‌to‌ ‌each‌ ‌of‌ ‌the‌ ‌employees’‌ ‌PDP‌ ‌and‌ ‌performance‌ ‌records‌ ‌throughout‌ ‌their‌ ‌probationary‌ ‌period.‌ ‌Also,‌ ‌their‌ ‌privacy‌ ‌would‌ ‌be‌ ‌respected‌ ‌and‌ ‌there‌ ‌would‌ ‌be‌ ‌no‌ ‌violation‌ ‌and‌ ‌intrusion‌ ‌on‌ ‌their‌ ‌personal‌ ‌space.‌ ‌ ‌Regards,‌ ‌HR‌ ‌Manager‌ ‌

2. ‌On‌ ‌reviewing‌ ‌the‌ ‌induction‌ ‌policies‌ ‌and‌ ‌procedures‌ ‌on‌ ‌the‌ ‌performance‌ ‌management‌ ‌of‌ ‌the‌ ‌probationary‌ ‌employees,‌ ‌it‌ ‌can‌ ‌be‌ ‌stated‌ ‌that‌ ‌the‌ ‌organization‌ ‌follows‌ ‌a‌ ‌basic‌ ‌induction‌ ‌for‌ ‌the‌ ‌new‌ ‌employees‌ ‌(Binder,‌ ‌2016).‌ ‌The‌ ‌probationary‌ ‌period‌ ‌continues‌ ‌up‌ ‌to‌ ‌3-6‌ ‌months‌ ‌that‌ ‌allows‌ ‌the‌ ‌employers‌ ‌to‌ ‌measure‌ ‌their‌ ‌performance‌ ‌before‌ ‌being‌ ‌posted‌ ‌to‌ ‌a‌ ‌new‌ ‌position.‌ ‌ ‌ ‌3.‌ ‌ ‌ ‌

Feedback‌ ‌Session‌ ‌Log‌ ‌
Date‌ ‌of‌ ‌Session‌ ‌Mode‌ ‌of‌ ‌Communication‌ ‌ ‌Summary‌ ‌of‌ ‌feedback‌ ‌session/‌ ‌Outcome‌ ‌of‌ ‌communication‌ ‌Employee’s‌ ‌Initials‌ ‌
1.1.2020‌ ‌Face‌ ‌to‌ ‌face‌ ‌communication‌ ‌Meets‌ ‌the‌ ‌job‌ ‌requirement‌ ‌of‌ ‌maintaining‌ ‌effective‌ ‌and‌ ‌quality‌ ‌performance‌ ‌at‌ ‌work‌ ‌RC‌ ‌
3.1.2020‌ ‌Email‌ ‌conversation‌ ‌Needs‌ ‌improvement‌ ‌in‌ ‌showing‌ ‌commitment‌ ‌and‌ ‌dedication‌ ‌towards‌ ‌work‌ ‌RC‌ ‌
5.1.2020‌ ‌Telephonic‌ ‌Demonstrates‌ ‌significant‌ ‌knowledge‌ ‌in‌ ‌the‌ ‌job‌ ‌knowledge‌ ‌and‌ ‌expertise.‌ ‌RC‌ ‌
6.1.2020‌ ‌Face‌ ‌to‌ ‌face‌ ‌communication‌ ‌Has‌ ‌effective‌ ‌communication‌ ‌skills‌ ‌in‌ ‌employee‌ ‌management‌ ‌RC‌ ‌

15‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

7.1.2020‌ ‌Email‌ ‌conversation‌ ‌Has‌ ‌adequate‌ ‌job‌ ‌knowledge‌ ‌in‌ ‌problem‌ ‌solving‌ ‌skills‌ ‌RC‌ ‌
8.1.2020‌ ‌Telephonic‌ ‌Exceeds‌ ‌the‌ ‌requirement‌ ‌of‌ ‌maintaining‌ ‌effective‌ ‌team‌ ‌working‌ ‌abilities‌ ‌RC‌ ‌
9.1.2020‌ ‌Face‌ ‌to‌ ‌face‌ ‌communication‌ ‌Delivers‌ ‌tasks‌ ‌in‌ ‌a‌ ‌timely‌ ‌manner‌ ‌RC‌ ‌
10.1.2020‌ ‌Telephonic‌ ‌Can‌ ‌work‌ ‌independently‌ ‌with‌ ‌minimum‌ ‌requirement‌ ‌for‌ ‌supervision‌ ‌RC‌ ‌
11.1.2020‌ ‌Face‌ ‌to‌ ‌face‌ ‌communication‌ ‌Meets‌ ‌the‌ ‌standards‌ ‌of‌ ‌organizational‌ ‌performance‌ ‌ ‌RC‌ ‌
12.1.2020‌ ‌Email‌ ‌conversation‌ ‌Delivers‌ ‌effectiveness‌ ‌in‌ ‌meeting‌ ‌appropriate‌ ‌procedures‌ ‌of‌ ‌reporting‌ ‌and‌ ‌making‌ ‌decisions‌ ‌RC‌ ‌

 ‌ ‌ ‌

Feedback‌ ‌Session‌ ‌Log‌ ‌
Date‌ ‌of‌ ‌Session‌ ‌Mode‌ ‌of‌ ‌Communicatio‌n‌ ‌ ‌Summary‌ ‌of‌ ‌feedback‌ ‌session/‌ ‌Outcome‌ ‌of‌ ‌communication‌ ‌Employee’s‌ ‌Initials‌ ‌
1.1.2020‌ ‌Face‌ ‌to‌ ‌face‌ ‌communication‌ ‌Does‌ ‌not‌ ‌meet‌ ‌the‌ ‌job‌ ‌requirement‌ ‌of‌ ‌maintaining‌ ‌effective‌ ‌and‌ ‌quality‌ ‌performance‌ ‌at‌ ‌work.‌ ‌Needs‌ ‌to‌ ‌make‌ ‌improvement‌ ‌in‌ ‌the‌ ‌process‌ ‌of‌ ‌ ‌PB‌ ‌
2.1.2020‌ ‌Telephonic‌ ‌Has‌ ‌limited‌ ‌commitment‌ ‌and‌ ‌PB‌ ‌

16‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

dedication‌ ‌towards‌ ‌work‌ ‌
3.1.2020‌ ‌Email‌ ‌conversation‌ ‌Demonstrates‌ ‌limited‌ ‌knowledge‌ ‌in‌ ‌the‌ ‌job‌ ‌knowledge‌ ‌and‌ ‌expertise.‌ ‌PB‌ ‌
4.1.2020‌ ‌Face‌ ‌to‌ ‌face‌ ‌communication‌ ‌Does‌ ‌not‌ ‌maintain‌ ‌effective‌ ‌communication‌ ‌with‌ ‌the‌ ‌co-workers‌ ‌PB‌ ‌
5.1.2020‌ ‌Telephonic‌ ‌Does‌ ‌not‌ ‌show‌ ‌job‌ ‌knowledge‌ ‌in‌ ‌meeting‌ ‌the‌ ‌problem‌ ‌solving‌ ‌skills‌ ‌PB‌ ‌
6.1.2020‌ ‌Face‌ ‌to‌ ‌face‌ ‌communication‌ ‌Does‌ ‌not‌ ‌requirement‌ ‌of‌ ‌maintaining‌ ‌effective‌ ‌team‌ ‌working‌ ‌abilities‌ ‌PB‌ ‌
7.1.2020‌ ‌Telephonic‌ ‌Has‌ ‌delays‌ ‌in‌ ‌meeting‌ ‌tasks‌ ‌within‌ ‌regular‌ ‌time-periods‌ ‌PB‌ ‌
8.1.2020‌ ‌Face‌ ‌to‌ ‌face‌ ‌communication‌ ‌Works‌ ‌independently‌ ‌but‌ ‌requires‌ ‌supervision.‌ ‌Needs‌ ‌substantial‌ ‌supervision‌ ‌for‌ ‌generating‌ ‌better‌ ‌results.‌ ‌PB‌ ‌
9.1.2020‌ ‌Email‌ ‌conversation‌ ‌Has‌ ‌underperformed‌ ‌in‌ ‌meeting‌ ‌the‌ ‌required‌ ‌standards.‌ ‌Needs‌ ‌to‌ ‌follow‌ ‌the‌ ‌organizational‌ ‌procedures‌ ‌PB‌ ‌
10.1.2020‌ ‌Face‌ ‌to‌ ‌face‌ ‌communication‌ ‌Unable‌ ‌to‌ ‌deliver‌ ‌effectiveness‌ ‌in‌ ‌meeting‌ ‌appropriate‌ ‌procedures‌ ‌of‌ ‌reporting‌ ‌and‌ ‌making‌ ‌decisions‌ ‌PB‌ ‌

 ‌ ‌ ‌6.‌ ‌ ‌Being‌ ‌a‌ ‌manager‌ ‌it‌ ‌has‌ ‌been‌ ‌identified‌ ‌that‌ ‌the‌ ‌first‌ ‌probationary‌ ‌officer‌ ‌had‌ ‌performed‌ ‌well‌ ‌and‌ ‌was‌ ‌to‌ ‌be‌ ‌regularized.‌ ‌The‌ ‌employee‌ ‌requires‌ ‌a‌ ‌minimum‌ ‌level‌ ‌of‌ ‌supervision‌ ‌and‌ ‌can‌ ‌be‌ ‌trusted‌ ‌to‌ ‌work‌ ‌in‌ ‌an‌ ‌independent‌ ‌manner.‌ ‌The‌ ‌quality‌ ‌of‌ ‌the‌ ‌work‌ ‌performed‌ ‌has‌ ‌been‌ ‌quite‌ ‌satisfactory‌ ‌and‌ ‌the‌ ‌employee‌ ‌has‌ ‌shown‌ ‌consistent‌ ‌performance‌ ‌by‌ ‌completing‌ ‌the‌ ‌tasks‌ ‌17‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌within‌ ‌the‌ ‌required‌ ‌time-frames‌ ‌(De‌ ‌Silva,‌ ‌Opatha‌ ‌&‌ ‌Gamage,‌ ‌2016).‌ ‌The‌ ‌second‌ ‌employee‌ ‌on‌ ‌the‌ ‌other‌ ‌hand‌ ‌has‌ ‌not‌ ‌been‌ ‌able‌ ‌to‌ ‌comply‌ ‌with‌ ‌the‌ ‌standards‌ ‌of‌ ‌the‌ ‌organization‌ ‌and‌ ‌was‌ ‌about‌ ‌to‌ ‌be‌ ‌terminated.‌ ‌The‌ ‌employee‌ ‌has‌ ‌shown‌ ‌satisfactory‌ ‌levels‌ ‌of‌ ‌underperformance‌ ‌and‌ ‌has‌ ‌been‌ ‌showing‌ ‌disruptive‌ ‌or‌ ‌negative‌ ‌behaviour‌ ‌affecting‌ ‌the‌ ‌harmony‌ ‌of‌ ‌the‌ ‌workplace.‌ ‌ ‌Feedback‌ ‌Session‌ ‌Information‌ ‌ ‌

Comment:‌ ‌During‌ ‌the‌ ‌feedback‌ ‌session‌ ‌it‌ ‌has‌ ‌been‌ ‌observed‌ ‌that‌ ‌the‌ ‌open‌ ‌questioning‌ ‌has‌ ‌been‌ ‌used‌ ‌while‌ ‌conducting‌ ‌the‌ ‌survey.‌ ‌Active‌ ‌Listening‌ ‌has‌ ‌been‌ ‌carried‌ ‌out‌ ‌but‌ ‌sometimes‌ ‌there‌ ‌were‌ ‌difficulties‌ ‌in‌ ‌understanding‌ ‌the‌ ‌difficult‌ ‌terms.‌ ‌Moreover,‌ ‌effective‌ ‌communication‌ ‌has‌ ‌been‌ ‌used‌ ‌in‌ ‌clearly‌ ‌interacting‌ ‌with‌ ‌the‌ ‌people.‌ ‌

 ‌3.1‌ ‌ ‌1.‌ ‌

As‌ ‌a‌ ‌manager‌ ‌of‌ ‌the‌ ‌performance‌ ‌management‌ ‌of‌ ‌the‌ ‌two‌ ‌probationary‌ ‌officers,‌ ‌I‌ ‌have‌ ‌identified‌ ‌that‌ ‌the‌ ‌first‌ ‌probationary‌ ‌officer‌ ‌has‌ ‌performed‌ ‌pretty‌ ‌well.‌ ‌The‌ ‌first‌ ‌probationary‌ ‌officer‌ ‌is‌ ‌to‌ ‌be‌ ‌regularized‌ ‌for‌ ‌performing‌ ‌up‌ ‌to‌ ‌the‌ ‌mark.‌ ‌From‌ ‌the‌ ‌PDP‌ ‌reports‌ ‌and‌ ‌performance‌ ‌reports‌ ‌it‌ ‌has‌ ‌been‌ ‌observed‌ ‌that‌ ‌the‌ ‌employee‌ ‌has‌ ‌consistently‌ ‌performed‌ ‌well‌ ‌within‌ ‌the‌ ‌allocated‌ ‌time‌ ‌frames.‌ ‌Our‌ ‌organization‌ ‌aims‌ ‌at‌ ‌maintaining‌ ‌a‌ ‌positive‌ ‌atmosphere‌ ‌and‌ ‌generating‌ ‌maximum‌ ‌productivity‌ ‌through‌ ‌integrated‌ ‌efforts‌ ‌of‌ ‌the‌ ‌employees.‌ ‌Here,‌ ‌the‌ ‌employee‌ ‌requires‌ ‌a‌ ‌minimum‌ ‌level‌ ‌of‌ ‌supervision‌ ‌and‌ ‌can‌ ‌be‌ ‌trusted‌ ‌to‌ ‌work‌ ‌on‌ ‌his‌ ‌own‌ ‌(Edgington‌ ‌&‌ ‌Swiatek,‌ ‌2018).‌ ‌This‌ ‌ensures‌ ‌that‌ ‌the‌ ‌employee‌ ‌maintains‌ ‌an‌ ‌average‌ ‌performance‌ ‌and‌ ‌has‌ ‌been‌ ‌contributing‌ ‌towards‌ ‌the‌ ‌growth‌ ‌of‌ ‌the‌ ‌organization.‌ ‌The‌ ‌quality‌ ‌of‌ ‌the‌ ‌work‌ ‌performed‌ ‌by‌ ‌the‌ ‌employee‌ ‌is‌ ‌quite‌ ‌satisfactory‌ ‌with‌ ‌errors‌ ‌made‌ ‌on‌ ‌a‌ ‌moderate‌ ‌to‌ ‌minor‌ ‌basis.‌ ‌Moreover,‌ ‌being‌ ‌new‌ ‌to‌ ‌the‌ ‌organization‌ ‌and‌ ‌the‌ ‌work‌ ‌role‌ ‌given,‌ ‌the‌ ‌employee‌ ‌has‌ ‌been‌ ‌able‌ ‌to‌ ‌acquire‌ ‌a‌ ‌significant‌ ‌position‌ ‌in‌ ‌the‌ ‌organization.‌ ‌Our‌ ‌organization‌ ‌has‌ ‌outlined‌ ‌the‌ ‌basic‌ ‌policy‌ ‌of‌ ‌carrying‌ ‌out‌ ‌the‌ ‌induction‌ ‌process‌ ‌so‌ ‌that‌ ‌the‌ ‌process‌ ‌and‌ ‌responsibilities‌ ‌of‌ ‌successful‌ ‌induction‌ ‌can‌ ‌be‌ ‌carried‌ ‌out‌ ‌in‌ ‌a‌ ‌progressive‌ ‌manner.‌ ‌The‌ ‌policies‌ ‌relating‌ ‌to‌ ‌health‌ ‌and‌ ‌safety‌ ‌have‌ ‌been‌ ‌detailed‌ ‌in‌ ‌the‌ ‌policies‌ ‌and‌ ‌procedural‌ ‌framework‌ ‌of‌ ‌the‌ ‌organization.‌ ‌ ‌

 ‌18‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌2.‌ ‌

After‌ ‌reviewing‌ ‌the‌ ‌performance‌ ‌of‌ ‌the‌ ‌second‌ ‌employee,‌ ‌it‌ ‌has‌ ‌been‌ ‌noticed‌ ‌that‌ ‌there‌ ‌were‌ ‌unsatisfactory‌ ‌levels‌ ‌of‌ ‌underperformance‌ ‌by‌ ‌the‌ ‌employee.‌ ‌The‌ ‌probationary‌ ‌employee‌ ‌is‌ ‌about‌ ‌to‌ ‌be‌ ‌terminated‌ ‌for‌ ‌the‌ ‌low‌ ‌level‌ ‌of‌ ‌performance.‌ ‌The‌ ‌reason‌ ‌has‌ ‌been‌ ‌due‌ ‌to‌ ‌the‌ ‌disruptive‌ ‌and‌ ‌negative‌ ‌behaviour‌ ‌that‌ ‌has‌ ‌an‌ ‌impact‌ ‌on‌ ‌the‌ ‌co-workers.‌ ‌The‌ ‌employee‌ ‌has‌ ‌therefore‌ ‌defied‌ ‌the‌ ‌basic‌ ‌rules‌ ‌and‌ ‌norms‌ ‌of‌ ‌the‌ ‌organization.‌ ‌It‌ ‌has‌ ‌been‌ ‌observed‌ ‌that‌ ‌the‌ ‌employee‌ ‌had‌ ‌been‌ ‌misbehaving‌ ‌with‌ ‌his‌ ‌co-workers‌ ‌and‌ ‌violating‌ ‌the‌ ‌basic‌ ‌rules‌ ‌of‌ ‌conduct‌ ‌that‌ ‌were‌ ‌necessary‌ ‌for‌ ‌complying‌ ‌with‌ ‌the‌ ‌organizational‌ ‌policies‌ ‌and‌ ‌procedures.‌ ‌Our‌ ‌company‌ ‌has‌ ‌the‌ ‌basic‌ ‌regulation‌ ‌of‌ ‌maintaining‌ ‌respect‌ ‌at‌ ‌the‌ ‌workplace.‌ ‌All‌ ‌employees‌ ‌are‌ ‌required‌ ‌to‌ ‌respect‌ ‌their‌ ‌immediate‌ ‌subordinate‌ ‌or‌ ‌their‌ ‌co-members.‌ ‌Any‌ ‌kind‌ ‌of‌ ‌discrimination‌ ‌or‌ ‌harassment‌ ‌of‌ ‌the‌ ‌victims‌ ‌are‌ ‌not‌ ‌allowed.‌ ‌Any‌ ‌breach‌ ‌or‌ ‌violation‌ ‌of‌ ‌such‌ ‌a‌ ‌policy‌ ‌would‌ ‌subject‌ ‌the‌ ‌employee‌ ‌to‌ ‌punishment.‌ ‌Maintaining‌ ‌professionalism‌ ‌at‌ ‌the‌ ‌workplace‌ ‌is‌ ‌another‌ ‌policy‌ ‌that‌ ‌has‌ ‌to‌ ‌be‌ ‌followed‌ ‌by‌ ‌the‌ ‌employees‌ ‌to‌ ‌show‌ ‌integrity‌ ‌at‌ ‌the‌ ‌workplace‌ ‌(Jain‌ ‌&‌ ‌Hyde,‌ ‌2017).‌ ‌Due‌ ‌to‌ ‌the‌ ‌negative‌ ‌and‌ ‌disruptive‌ ‌behaviour‌ ‌of‌ ‌the‌ ‌second‌ ‌employee,‌ ‌it‌ ‌has‌ ‌had‌ ‌an‌ ‌impact‌ ‌on‌ ‌the‌ ‌co-workers‌ ‌and‌ ‌as‌ ‌a‌ ‌result‌ ‌the‌ ‌workplace‌ ‌atmosphere‌ ‌has‌ ‌deteriorated.‌ ‌The‌ ‌overall‌ ‌work‌ ‌environment‌ ‌has‌ ‌been‌ ‌hampered‌ ‌as‌ ‌a‌ ‌consequence‌ ‌of‌ ‌misconduct‌ ‌followed‌ ‌by‌ ‌the‌ ‌employee.‌ ‌This‌ ‌has‌ ‌led‌ ‌to‌ ‌the‌ ‌creation‌ ‌of‌ ‌a‌ ‌bad‌ ‌reputation‌ ‌of‌ ‌the‌ ‌employee‌ ‌and‌ ‌necessary‌ ‌action‌ ‌would‌ ‌be‌ ‌taken‌ ‌against‌ ‌him‌ ‌for‌ ‌underperformance‌ ‌and‌ ‌the‌ ‌behavioural‌ ‌approaches‌ ‌shown‌ ‌towards‌ ‌the‌ ‌other‌ ‌employees‌ ‌of‌ ‌the‌ ‌organization.‌ ‌The‌ ‌employee‌ ‌would‌ ‌therefore‌ ‌be‌ ‌terminated‌ ‌due‌ ‌to‌ ‌underperformance‌ ‌and‌ ‌negative‌ ‌behaviour‌ ‌shown‌ ‌on‌ ‌his‌ ‌part‌ ‌towards‌ ‌his‌ ‌co-members.‌ ‌ ‌

 ‌3.2‌ ‌ ‌1.‌ ‌

To‌ ‌ ‌The‌ ‌Supervisor,‌ ‌This‌ ‌is‌ ‌to‌ ‌inform‌ ‌you‌ ‌that‌ ‌I‌ ‌need‌ ‌to‌ ‌conduct‌ ‌a‌ ‌survey‌ ‌on‌ ‌the‌ ‌induction‌ ‌process‌ ‌of‌ ‌with‌ ‌the‌ ‌support‌ ‌and‌ ‌assistance‌ ‌of‌ ‌two‌ ‌managers‌ ‌in‌ ‌the‌ ‌process‌ ‌of‌ ‌induction‌ ‌and‌ ‌two‌ ‌employees‌ ‌who‌ ‌have‌ ‌recently‌ ‌participated‌ ‌in‌ ‌the‌ ‌induction‌ ‌process.‌ ‌To‌ ‌complete‌ ‌this‌ ‌task,‌ ‌I‌ ‌require‌ ‌the‌ ‌documentation‌ ‌of‌ ‌the‌ ‌organization‌ ‌with‌ ‌regard‌ ‌to‌ ‌its‌ ‌induction‌ ‌process.‌ ‌I‌ ‌would‌ ‌be‌ ‌grateful‌ ‌if‌ ‌you‌ ‌could‌ ‌help‌ ‌me‌ ‌with‌ ‌the‌ ‌same.‌ ‌Regards,‌ ‌HR‌ ‌Manager‌ ‌

19‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌ ‌ ‌2‌.‌ ‌Following‌ ‌the‌ ‌organisation’s‌ ‌documentation‌ ‌with‌ ‌regard‌ ‌to‌ ‌the‌ ‌process‌ ‌of‌ ‌induction,‌ ‌it‌ ‌can‌ ‌be‌ ‌stated‌ ‌that‌ ‌there‌ ‌are‌ ‌three‌ ‌objectives‌ ‌for‌ ‌which‌ ‌the‌ ‌survey‌ ‌would‌ ‌be‌ ‌carried‌ ‌out‌ ‌which‌ ‌include:-‌ ‌●Acquaint‌ ‌the‌ ‌new‌ ‌employees‌ ‌about‌ ‌the‌ ‌rules‌ ‌and‌ ‌regulations‌ ‌of‌ ‌the‌ ‌organization‌ ‌●Ensure‌ ‌maintenance‌ ‌of‌ ‌effective‌ ‌communication‌ ‌within‌ ‌the‌ ‌employees‌ ‌of‌ ‌the‌ ‌organization‌ ‌●Develop‌ ‌and‌ ‌gain‌ ‌an‌ ‌image,‌ ‌behaviour,‌ ‌response‌ ‌and‌ ‌attitude‌ ‌of‌ ‌the‌ ‌employees‌ ‌towards‌ ‌maintenance‌ ‌of‌ ‌organizational‌ ‌decorum.‌ ‌3.‌ ‌ ‌

1.‌ ‌Objective‌ ‌1:‌ ‌‌Acquaint‌ ‌the‌ ‌new‌ ‌employees‌ ‌about‌ ‌the‌ ‌rules‌ ‌and‌ ‌regulations‌ ‌of‌ ‌the‌ ‌organization‌ ‌Achieved‌ ‌or‌ ‌not‌ ‌It‌ ‌has‌ ‌been‌ ‌observed‌ ‌that‌ ‌such‌ ‌an‌ ‌objective‌ ‌has‌ ‌been‌ ‌achieved‌ ‌by‌ ‌the‌ ‌organization‌ ‌at‌ ‌a‌ ‌moderate‌ ‌rate.‌ ‌Some‌ ‌employees‌ ‌have‌ ‌been‌ ‌able‌ ‌to‌ ‌meet‌ ‌up‌ ‌with‌ ‌the‌ ‌organizational‌ ‌rules‌ ‌and‌ ‌policies‌ ‌whereas‌ ‌a‌ ‌few‌ ‌of‌ ‌them‌ ‌have‌ ‌not‌ ‌been‌ ‌able‌ ‌to‌ ‌acquire‌ ‌the‌ ‌necessary‌ ‌results.‌ ‌Recommendations:‌ ‌‌There‌ ‌can‌ ‌be‌ ‌further‌ ‌room‌ ‌for‌ ‌improvement‌ ‌in‌ ‌the‌ ‌induction‌ ‌process.‌ ‌Better‌ ‌guidance‌ ‌can‌ ‌be‌ ‌provided‌ ‌to‌ ‌the‌ ‌employees‌ ‌so‌ ‌that‌ ‌they‌ ‌are‌ ‌able‌ ‌to‌ ‌comply‌ ‌with‌ ‌the‌ ‌organizational‌ ‌norms.‌ ‌ ‌2.‌ ‌Objective‌ ‌2:‌ ‌‌Ensure‌ ‌maintenance‌ ‌of‌ ‌effective‌ ‌communication‌ ‌within‌ ‌the‌ ‌employees‌ ‌of‌ ‌the‌ ‌organization‌ ‌Achieved‌ ‌or‌ ‌not‌ ‌The‌ ‌newcomers‌ ‌have‌ ‌been‌ ‌able‌ ‌to‌ ‌meet‌ ‌the‌ ‌objective‌ ‌of‌ ‌effective‌ ‌communication‌ ‌with‌ ‌the‌ ‌other‌ ‌employees‌ ‌of‌ ‌the‌ ‌organization.‌ ‌However,‌ ‌the‌ ‌case‌ ‌was‌ ‌not‌ ‌the‌ ‌same‌ ‌for‌ ‌all‌ ‌the‌ ‌employees.‌ ‌One‌ ‌or‌ ‌two‌ ‌newcomers‌ ‌have‌ ‌not‌ ‌been‌ ‌able‌ ‌to‌ ‌achieve‌ ‌the‌ ‌goals‌ ‌and‌ ‌target‌ ‌of‌ ‌the‌ ‌organization‌ ‌and‌ ‌have‌ ‌violated‌ ‌the‌ ‌basic‌ ‌rules‌ ‌of‌ ‌the‌ ‌organization.‌ ‌Recommendations:‌ ‌‌A‌ ‌smooth‌ ‌and‌ ‌harmonious‌ ‌environment‌ ‌can‌ ‌be‌ ‌maintained‌ ‌within‌ ‌the‌ ‌organization‌ ‌if‌ ‌all‌ ‌the‌ ‌employees‌ ‌are‌ ‌oriented‌ ‌towards‌ ‌maintenance‌ ‌of‌ ‌effective‌ ‌relationships‌ ‌at‌ ‌the‌ ‌workplace‌ ‌(Kellner,‌ ‌2017).‌ ‌Moreover,‌ ‌adequate‌ ‌provision‌ ‌for‌ ‌interactive‌ ‌sessions‌ ‌and‌ ‌development‌ ‌programs‌ ‌can‌ ‌help‌ ‌in‌ ‌meeting‌ ‌the‌ ‌required‌ ‌goals‌ ‌and‌ ‌objectives‌ ‌of‌ ‌the‌ ‌organization.‌ ‌ ‌Objective‌ ‌3:‌ ‌‌Develop‌ ‌and‌ ‌gain‌ ‌an‌ ‌image,‌ ‌behaviour,‌ ‌response‌ ‌and‌ ‌attitude‌ ‌of‌ ‌the‌ ‌

20‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

employees‌ ‌towards‌ ‌maintenance‌ ‌of‌ ‌organizational‌ ‌decorum.‌ ‌Achieved‌ ‌or‌ ‌not‌ ‌The‌ ‌third‌ ‌objective‌ ‌of‌ ‌developing‌ ‌an‌ ‌image‌ ‌and‌ ‌behaviour,‌ ‌response‌ ‌and‌ ‌attitude‌ ‌of‌ ‌the‌ ‌employees‌ ‌for‌ ‌maintenance‌ ‌of‌ ‌the‌ ‌organizational‌ ‌decorum‌ ‌shows‌ ‌that‌ ‌the‌ ‌induction‌ ‌process‌ ‌has‌ ‌been‌ ‌carried‌ ‌out‌ ‌in‌ ‌an‌ ‌effective‌ ‌manner‌ ‌and‌ ‌needs‌ ‌further‌ ‌improvement‌ ‌so‌ ‌that‌ ‌they‌ ‌can‌ ‌a‌ ‌sense‌ ‌of‌ ‌harmony‌ ‌and‌ ‌belongingness‌ ‌can‌ ‌be‌ ‌created‌ ‌within‌ ‌the‌ ‌organizational‌ ‌employees.‌ ‌Recommendations:‌ ‌Regular‌ ‌meetings‌ ‌can‌ ‌be‌ ‌conducted‌ ‌so‌ ‌that‌ ‌the‌ ‌views‌ ‌and‌ ‌opinions‌ ‌of‌ ‌the‌ ‌new‌ ‌employees‌ ‌can‌ ‌be‌ ‌taken‌ ‌into‌ ‌consideration.‌ ‌Furthermore,‌ ‌employee’s‌ ‌wellness‌ ‌programmes‌ ‌can‌ ‌be‌ ‌created‌ ‌for‌ ‌the‌ ‌promotion‌ ‌of‌ ‌effective‌ ‌behaviour‌ ‌among‌ ‌the‌ ‌employees‌ ‌and‌ ‌maintenance‌ ‌of‌ ‌organizational‌ ‌decorum.‌ ‌ ‌ ‌

 ‌Induction‌ ‌Survey‌ ‌Observation‌ ‌Checklist‌ ‌ ‌

Comment:‌ ‌ ‌While‌ ‌doing‌ ‌the‌ ‌survey,‌ ‌it‌ ‌has‌ ‌been‌ ‌found‌ ‌that‌ ‌the‌ ‌open‌ ‌ended‌ ‌questions‌ ‌had‌ ‌been‌ ‌used‌ ‌in‌ ‌conducting‌ ‌the‌ ‌feedback‌ ‌from‌ ‌the‌ ‌employees.‌ ‌However,‌ ‌appropriate‌ ‌terms‌ ‌had‌ ‌not‌ ‌been‌ ‌used‌ ‌with‌ ‌regard‌ ‌to‌ ‌the‌ ‌information‌ ‌being‌ ‌presented‌ ‌and‌ ‌clarified.‌ ‌Appropriate‌ ‌language‌ ‌has‌ ‌been‌ ‌used‌ ‌by‌ ‌maintaining‌ ‌eye‌ ‌to‌ ‌eye-contact‌ ‌and‌ ‌application‌ ‌of‌ ‌appropriate‌ ‌gestures.‌ ‌

 ‌3.3‌ ‌1.‌ ‌ ‌

To‌ ‌The‌ ‌Supervisor,‌ ‌This‌ ‌is‌ ‌to‌ ‌inform‌ ‌you‌ ‌about‌ ‌the‌ ‌need‌ ‌for‌ ‌the‌ ‌changes‌ ‌that‌ ‌I‌ ‌need‌ ‌to‌ ‌make‌ ‌for‌ ‌two‌ ‌sets‌ ‌of‌ ‌induction‌ ‌policies‌ ‌and‌ ‌procedures.‌ ‌I‌ ‌require‌ ‌your‌ ‌permission‌ ‌and‌ ‌assistance‌ ‌in‌ ‌polishing‌ ‌changes‌ ‌to‌ ‌the‌ ‌set‌ ‌of‌ ‌induction‌ ‌policies‌ ‌as‌ ‌well‌ ‌as‌ ‌procedures‌ ‌in‌ ‌the‌ ‌organization.‌ ‌I‌ ‌would‌ ‌be‌ ‌helpful‌ ‌if‌ ‌you‌ ‌could‌ ‌permit‌ ‌me‌ ‌to‌ ‌continue‌ ‌with‌ ‌such‌ ‌a‌ ‌policy.‌ ‌Regards,‌ ‌ ‌HR‌ ‌Manager‌ ‌

2‌.‌ ‌21‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

Refinements‌ ‌Log‌ ‌
Name‌ ‌of‌ ‌Induction‌ ‌Policy‌ ‌&‌ ‌Procedures‌ ‌Summary‌ ‌of‌ ‌the‌ ‌changes‌ ‌made‌ ‌
“Employee‌ ‌Code‌ ‌of‌ ‌Conduct”‌ ‌
“Dress‌ ‌Code”‌ ‌Changes‌ ‌have‌ ‌been‌ ‌made‌ ‌with‌ ‌regard‌ ‌to‌ ‌the‌ ‌dress‌ ‌code‌ ‌of‌ ‌the‌ ‌employees.‌ ‌The‌ ‌employee’s‌ ‌position‌ ‌should‌ ‌describe‌ ‌the‌ ‌way‌ ‌they‌ ‌should‌ ‌dress.‌ ‌A‌ ‌more‌ ‌formal‌ ‌approach‌ ‌towards‌ ‌dressing‌ ‌patterns‌ ‌during‌ ‌meetings‌ ‌with‌ ‌clients‌ ‌is‌ ‌required.‌ ‌
“Solicitation‌ ‌and‌ ‌Distribution”‌ ‌Non-employees‌ ‌are‌ ‌not‌ ‌allowed‌ ‌to‌ ‌maintain‌ ‌solicitation‌ ‌and‌ ‌distribution‌ ‌at‌ ‌the‌ ‌workplace.‌ ‌ ‌
“Conflict‌ ‌of‌ ‌interest”‌ ‌While‌ ‌dealing‌ ‌with‌ ‌conflict‌ ‌in‌ ‌interest,‌ ‌no‌ ‌kind‌ ‌of‌ ‌misbehaviour‌ ‌would‌ ‌be‌ ‌tolerated‌ ‌by‌ ‌any‌ ‌person.‌ ‌Refusal‌ ‌to‌ ‌act‌ ‌in‌ ‌accordance‌ ‌with‌ ‌the‌ ‌policy‌ ‌would‌ ‌subject‌ ‌them‌ ‌towards‌ ‌violence‌ ‌of‌ ‌the‌ ‌company‌ ‌norms.‌ ‌
“Employee‌ ‌relationship”‌ ‌Employees‌ ‌are‌ ‌encouraged‌ ‌to‌ ‌maintain‌ ‌harmonious‌ ‌relationships‌ ‌by‌ ‌following‌ ‌the‌ ‌guidelines‌ ‌and‌ ‌showing‌ ‌a‌ ‌professional‌ ‌approach‌ ‌in‌ ‌behaviour.‌ ‌ ‌
“Workplace‌ ‌Visitors”‌ ‌While‌ ‌inviting‌ ‌the‌ ‌visitors‌ ‌at‌ ‌the‌ ‌workplace,‌ ‌the‌ ‌permission‌ ‌of‌ ‌the‌ ‌HR‌ ‌manager‌ ‌is‌ ‌required.‌ ‌The‌ ‌visitors‌ ‌need‌ ‌to‌ ‌be‌ ‌kept‌ ‌away‌ ‌from‌ ‌dangerous‌ ‌sites‌ ‌and‌ ‌from‌ ‌participating‌ ‌in‌ ‌any‌ ‌kind‌ ‌of‌ ‌illegal‌ ‌activities.‌ ‌
“Cyber‌ ‌security‌ ‌and‌ ‌digital‌ ‌services”‌ ‌Changes‌ ‌have‌ ‌been‌ ‌made‌ ‌with‌ ‌regard‌ ‌to‌ ‌the‌ ‌usage‌ ‌of‌ ‌computers,‌ ‌phones‌ ‌and‌ ‌internet‌ ‌connection‌ ‌at‌ ‌the‌ ‌workplace.‌ ‌ ‌
●“Internet‌ ‌Usage”‌ ‌The‌ ‌employees‌ ‌are‌ ‌not‌ ‌allowed‌ ‌to‌ ‌encroach‌ ‌upon‌ ‌the‌ ‌private‌ ‌information‌ ‌of‌ ‌another‌ ‌individual‌ ‌or‌ ‌perform‌ ‌any‌ ‌illegal‌ ‌actions‌ ‌like‌ ‌fraud‌ ‌and‌ ‌hacking.‌ ‌
●“Cell‌ ‌Phone”‌ ‌Avoiding‌ ‌cell‌ ‌phones‌ ‌for‌ ‌unnecessary‌ ‌activities‌ ‌and‌ ‌focusing‌ ‌more‌ ‌on‌ ‌the‌ ‌work.‌ ‌

22‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

●“Corporate‌ ‌Email”‌ ‌Sending‌ ‌spam‌ ‌emails,‌ ‌insulting‌ ‌the‌ ‌messages‌ ‌by‌ ‌use‌ ‌of‌ ‌discriminatory‌ ‌content‌ ‌would‌ ‌not‌ ‌be‌ ‌tolerated‌ ‌
●“Social‌ ‌Media”‌ ‌Social‌ ‌Media‌ ‌can‌ ‌be‌ ‌used‌ ‌for‌ ‌generating‌ ‌beneficial‌ ‌information‌ ‌about‌ ‌the‌ ‌company‌ ‌and‌ ‌adding‌ ‌to‌ ‌the‌ ‌organizational‌ ‌productivity‌ ‌and‌ ‌profit‌ ‌margin.‌ ‌However,‌ ‌sharing‌ ‌confidential‌ ‌information‌ ‌needs‌ ‌to‌ ‌be‌ ‌avoided.‌ ‌
“Workplace‌ ‌Policies:‌ ‌safety,‌ ‌health‌ ‌and‌ ‌confidentiality”‌ ‌
“Confidentiality‌ ‌and‌ ‌data‌ ‌protection”‌ ‌The‌ ‌private‌ ‌information‌ ‌of‌ ‌the‌ ‌workers‌ ‌has‌ ‌to‌ ‌be‌ ‌protected‌ ‌and‌ ‌kept‌ ‌well-protected‌ ‌(Luis,‌ ‌Belén‌ ‌&‌ ‌José,‌ ‌2018).‌ ‌Commitment‌ ‌should‌ ‌be‌ ‌gained‌ ‌to‌ ‌restrict‌ ‌the‌ ‌access‌ ‌to‌ ‌sensitive‌ ‌data‌ ‌and‌ ‌train‌ ‌employees‌ ‌towards‌ ‌privacy‌ ‌maintenance.‌ ‌
“Harassment‌ ‌and‌ ‌Violence”‌ ‌Harassment‌ ‌at‌ ‌the‌ ‌workplace‌ ‌should‌ ‌be‌ ‌prohibited‌ ‌by‌ ‌not‌ ‌indulging‌ ‌in‌ ‌any‌ ‌kind‌ ‌of‌ ‌gossip.‌ ‌Everyone‌ ‌has‌ ‌to‌ ‌be‌ ‌treated‌ ‌in‌ ‌an‌ ‌equal‌ ‌manner‌ ‌so‌ ‌that‌ ‌their‌ ‌safety‌ ‌can‌ ‌be‌ ‌ensured.‌ ‌
●“Workplace‌ ‌Harassment”‌ ‌Sexual‌ ‌or‌ ‌mental‌ ‌harassment‌ ‌is‌ ‌illegal‌ ‌and‌ ‌if‌ ‌an‌ ‌employee‌ ‌is‌ ‌found‌ ‌to‌ ‌be‌ ‌guilty‌ ‌of‌ ‌such‌ ‌a‌ ‌practice,‌ ‌they‌ ‌are‌ ‌to‌ ‌be‌ ‌terminated.‌ ‌
●“Workplace‌ ‌violence”‌ ‌Penalty‌ ‌would‌ ‌be‌ ‌given‌ ‌to‌ ‌employees‌ ‌indulging‌ ‌in‌ ‌violence‌ ‌at‌ ‌the‌ ‌workplace.‌ ‌ ‌
“Workplace‌ ‌safety‌ ‌and‌ ‌Health”‌ ‌Changes‌ ‌had‌ ‌been‌ ‌made‌ ‌with‌ ‌regard‌ ‌to‌ ‌taking‌ ‌off‌ ‌preventive‌ ‌actions‌ ‌at‌ ‌the‌ ‌workplace.‌ ‌
●“Preventive‌ ‌action”‌ ‌For‌ ‌avoiding‌ ‌injuries‌ ‌or‌ ‌illnesses‌ ‌at‌ ‌the‌ ‌workplace,‌ ‌periodic‌ ‌analysis‌ ‌of‌ ‌risk‌ ‌assessment‌ ‌and‌ ‌job‌ ‌hazards‌ ‌has‌ ‌to‌ ‌be‌ ‌provided.‌ ‌
●“Emergency‌ ‌Management”‌ ‌Planning‌ ‌to‌ ‌deal‌ ‌with‌ ‌the‌ ‌sudden‌ ‌explosions‌ ‌or‌ ‌earthquakes‌ ‌can‌ ‌be‌ ‌dealt‌ ‌with‌ ‌fire‌ ‌extinguishers,‌ ‌alarms‌ ‌and‌ ‌technicians‌ ‌responsible‌ ‌for‌ ‌maintenance‌ ‌of‌ ‌leakages‌ ‌

23‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌

●“Smoking”‌ ‌The‌ ‌need‌ ‌for‌ ‌creating‌ ‌a‌ ‌smoke-free‌ ‌environment‌ ‌has‌ ‌to‌ ‌be‌ ‌created‌ ‌by‌ ‌avoiding‌ ‌smoking‌ ‌at‌ ‌important‌ ‌meetings‌ ‌(Michael‌ ‌&‌ ‌Francis,‌ ‌2018).‌ ‌
●“Drug”‌ ‌Disciplinary‌ ‌action‌ ‌would‌ ‌be‌ ‌taken‌ ‌against‌ ‌those‌ ‌found‌ ‌guilty‌ ‌of‌ ‌drug‌ ‌consumption.‌ ‌

 ‌3‌.‌ ‌

Summary‌ ‌of‌ ‌Induction‌ ‌Survey‌ ‌Results‌ ‌
With‌ ‌regard‌ ‌to‌ ‌meeting‌ ‌the‌ ‌objective‌ ‌of‌ ‌acquainting‌ ‌new‌ ‌members‌ ‌at‌ ‌the‌ ‌organization,‌ ‌it‌ ‌has‌ ‌been‌ ‌observed‌ ‌that‌ ‌this‌ ‌objective‌ ‌was‌ ‌achieved‌ ‌at‌ ‌a‌ ‌moderate‌ ‌rate.‌ ‌Certain‌ ‌changes‌ ‌had‌ ‌been‌ ‌made‌ ‌with‌ ‌regard‌ ‌to‌ ‌the‌ ‌maintenance‌ ‌of‌ ‌decorum‌ ‌at‌ ‌the‌ ‌workplace‌ ‌by‌ ‌framing‌ ‌up‌ ‌rules‌ ‌and‌ ‌regulation‌ ‌on‌ ‌the‌ ‌“Employees‌ ‌Code‌ ‌of‌ ‌Conduct”.‌ ‌The‌ ‌objective‌ ‌of‌ ‌maintaining‌ ‌effective‌ ‌relationships‌ ‌with‌ ‌the‌ ‌employees‌ ‌has‌ ‌been‌ ‌maintained‌ ‌through‌ ‌the‌ ‌process‌ ‌of‌ ‌induction.‌ ‌There‌ ‌were‌ ‌certain‌ ‌violations‌ ‌made‌ ‌by‌ ‌one‌ ‌or‌ ‌two‌ ‌employees‌ ‌leading‌ ‌to‌ ‌incorporation‌ ‌of‌ ‌strict‌ ‌rules‌ ‌under‌ ‌the‌ ‌“Workplace‌ ‌Policies‌ ‌safety,‌ ‌health‌ ‌and‌ ‌Confidentiality”‌ ‌(Oke,‌ ‌2016).‌ ‌The‌ ‌induction‌ ‌process‌ ‌has‌ ‌also‌ ‌been‌ ‌able‌ ‌to‌ ‌meet‌ ‌the‌ ‌objective‌ ‌of‌ ‌maintaining‌ ‌the‌ ‌workplace‌ ‌behaviour‌ ‌and‌ ‌decorum‌ ‌by‌ ‌complying‌ ‌with‌ ‌the‌ ‌organizational‌ ‌policies‌ ‌and‌ ‌standards.‌ ‌

 ‌3.4‌ ‌Skill‌ ‌Requirement‌ ‌1‌ ‌On‌ ‌measuring‌ ‌the‌ ‌training‌ ‌needs‌ ‌required‌ ‌for‌ ‌the‌ ‌employees,‌ ‌the‌ ‌skills‌ ‌training‌ ‌has‌ ‌been‌ ‌provided‌ ‌for‌ ‌all‌ ‌the‌ ‌people‌ ‌who‌ ‌have‌ ‌been‌ ‌engaged‌ ‌in‌ ‌the‌ ‌staff‌ ‌induction‌ ‌process.‌ ‌The‌ ‌training‌ ‌had‌ ‌been‌ ‌provided‌ ‌by‌ ‌the‌ ‌trainer‌ ‌who‌ ‌had‌ ‌been‌ ‌responsible‌ ‌for‌ ‌conducting‌ ‌interactive‌ ‌sessions‌ ‌and‌ ‌regular‌ ‌meetings‌ ‌for‌ ‌development‌ ‌of‌ ‌the‌ ‌skills‌ ‌of‌ ‌the‌ ‌employees‌ ‌(Rajan,‌ ‌2017).‌ ‌The‌ ‌trainer‌ ‌had‌ ‌been‌ ‌quite‌ ‌frequently‌ ‌involved‌ ‌with‌ ‌the‌ ‌trainees‌ ‌in‌ ‌implementing‌ ‌successful‌ ‌training‌ ‌of‌ ‌the‌ ‌employees.‌ ‌Skills‌ ‌Requirement‌ ‌2‌ ‌While‌ ‌closely‌ ‌monitoring‌ ‌the‌ ‌process‌ ‌of‌ ‌implementing‌ ‌the‌ ‌induction‌ ‌process‌ ‌I‌ ‌have‌ ‌to‌ ‌provide‌ ‌ongoing‌ ‌support‌ ‌required‌ ‌for‌ ‌persons‌ ‌involved‌ ‌in‌ ‌the‌ ‌induction‌ ‌training‌ ‌programme.‌ ‌I‌ ‌had‌ ‌support‌ ‌through‌ ‌mentoring‌ ‌and‌ ‌coaching‌ ‌of‌ ‌the‌ ‌students.‌ ‌The‌ ‌communication‌ ‌skills‌ ‌applied‌ ‌have‌ ‌been‌ ‌tactful‌ ‌in‌ ‌dealing‌ ‌with‌ ‌the‌ ‌employees‌ ‌and‌ ‌communicating‌ ‌in‌ ‌a‌ ‌polite‌ ‌and‌ ‌24‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌disciplined‌ ‌manner.‌ ‌I‌ ‌used‌ ‌an‌ ‌appropriate‌ ‌system‌ ‌of‌ ‌assessing‌ ‌and‌ ‌monitoring‌ ‌their‌ ‌performance‌ ‌during‌ ‌the‌ ‌induction‌ ‌process.‌ ‌Skill‌ ‌Requirement‌ ‌3‌ ‌Instance‌ ‌1:‌ ‌While‌ ‌measuring‌ ‌the‌ ‌performance‌ ‌of‌ ‌the‌ ‌individual‌ ‌employees,‌ ‌I‌ ‌had‌ ‌to‌ ‌check‌ ‌whether‌ ‌the‌ ‌process‌ ‌of‌ ‌induction‌ ‌had‌ ‌been‌ ‌followed‌ ‌in‌ ‌the‌ ‌organization.‌ ‌By‌ ‌investigating‌ ‌the‌ ‌performance‌ ‌reports‌ ‌and‌ ‌the‌ ‌PDP‌ ‌goals‌ ‌of‌ ‌the‌ ‌employees,‌ ‌I‌ ‌had‌ ‌to‌ ‌monitor‌ ‌the‌ ‌performance‌ ‌standards‌ ‌of‌ ‌the‌ ‌organization‌ ‌in‌ ‌meeting‌ ‌the‌ ‌desirable‌ ‌goals‌ ‌(van‌ ‌Zyl,‌ ‌Mathafena‌ ‌&‌ ‌Ras,‌ ‌2017).‌ ‌I‌ ‌had‌ ‌to‌ ‌make‌ ‌adjustments‌ ‌in‌ ‌the‌ ‌process‌ ‌of‌ ‌maintaining‌ ‌performance‌ ‌standards‌ ‌to‌ ‌ensure‌ ‌that‌ ‌they‌ ‌were‌ ‌followed‌ ‌by‌ ‌the‌ ‌employees.‌ ‌Instance‌ ‌2:‌ ‌During‌ ‌the‌ ‌process‌ ‌of‌ ‌accessing‌ ‌the‌ ‌employee‌ ‌behaviour,‌ ‌I‌ ‌had‌ ‌to‌ ‌check‌ ‌into‌ ‌the‌ ‌workplace‌ ‌policies‌ ‌and‌ ‌whether‌ ‌the‌ ‌employees‌ ‌had‌ ‌been‌ ‌acting‌ ‌in‌ ‌compliance‌ ‌with‌ ‌those‌ ‌policies.‌ ‌The‌ ‌policies‌ ‌were‌ ‌monitored‌ ‌on‌ ‌the‌ ‌basis‌ ‌of‌ ‌the‌ ‌attitudes‌ ‌of‌ ‌the‌ ‌employees‌ ‌towards‌ ‌their‌ ‌work‌ ‌as‌ ‌well‌ ‌as‌ ‌towards‌ ‌other‌ ‌members‌ ‌of‌ ‌the‌ ‌organization.‌ ‌Necessary‌ ‌adjustments‌ ‌were‌ ‌made‌ ‌to‌ ‌ensure‌ ‌that‌ ‌the‌ ‌process‌ ‌would‌ ‌be‌ ‌followed‌ ‌in‌ ‌an‌ ‌effective‌ ‌manner.‌ ‌ ‌ ‌ ‌25‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌Reference‌ ‌List‌ ‌Akroyd,‌ ‌C.,‌ ‌&‌ ‌Kober,‌ ‌R.‌ ‌(2019).‌ ‌Imprinting‌ ‌founders’‌ ‌blueprints‌ ‌on‌ ‌management‌ ‌control‌ ‌systems.‌ ‌‌Management‌ ‌Accounting‌ ‌Research‌,‌ ‌100645.‌ ‌Retrieved‌ ‌on‌ ‌7‌ ‌January‌ ‌2020,‌ ‌from:‌ ‌https://www.academia.edu/download/60636360/Akroyd_and_Kober_2019_Preprint20‌190918-17930-5a1i4s.pdf‌ ‌Aldecoa‌ ‌Martínez,‌ ‌M.‌ ‌B.,‌ ‌Martín‌ ‌Rodrigo,‌ ‌M.‌ ‌J.,‌ ‌Navarro‌ ‌Yáñez,‌ ‌A.‌ ‌L.,‌ ‌&‌ ‌Pantoja‌ ‌Zarza,‌ ‌M.‌ ‌(2019).‌ ‌‌Human‌ ‌Resources‌ ‌Management‌.‌ ‌Retrieved‌ ‌on‌ ‌8‌ ‌January‌ ‌2020,‌ ‌from:‌ ‌https://repositorio.comillas.edu/xmlui/bitstream/handle/11531/40113/Syllabus%20HR‌%202018-2019.pdf?sequence=-1‌ ‌Binder,‌ ‌J.‌ ‌(2016).‌ ‌‌Global‌ ‌project‌ ‌management:‌ ‌communication,‌ ‌collaboration‌ ‌and‌ ‌management‌ ‌across‌ ‌borders‌.‌ ‌Routledge.‌ ‌Retrieved‌ ‌on‌ ‌14‌ ‌January‌ ‌2020,‌ ‌from:‌ ‌https://www.researchgate.net/profile/Jean_Binder/publication/230642801_Global_Pro‌ject_Management_Communication_Collaboration_and_Management_Across_Border‌s/links/00b4952c4980b9d60a000000.pdf‌ ‌De‌ ‌Silva,‌ ‌V.‌ ‌A.,‌ ‌Opatha,‌ ‌H.‌ ‌H.‌ ‌D.‌ ‌N.‌ ‌P.,‌ ‌&‌ ‌Gamage,‌ ‌A.‌ ‌S.‌ ‌(2016).‌ ‌‌Towards‌ ‌Extending‌ ‌the‌ ‌Ethical‌ ‌Dimension‌ ‌of‌ ‌Human‌ ‌Resource‌ ‌Management‌.‌ ‌Retrieved‌ ‌on‌ ‌12‌ ‌January‌ ‌2020,‌ ‌from:‌ ‌http://dr.lib.sjp.ac.lk/bitstream/handle/123456789/5894/Towards%20Extending%20th‌e%20Ethical%20Dimension%20of%20Human%20Resource%20Management.pdf?se‌quence=1‌ ‌Edgington,‌ ‌U.,‌ ‌&‌ ‌Swiatek,‌ ‌L.‌ ‌(2018).‌ ‌An‌ ‌investigation‌ ‌of‌ ‌induction‌ ‌policies‌ ‌for‌ ‌university‌ ‌teachers:(re)‌ ‌valuing‌ ‌staff‌ ‌and‌ ‌cultural‌ ‌diversity.‌ ‌‌HERDSA,‌ ‌Adelaide,‌ ‌Australia‌.‌ ‌Retrieved‌ ‌on‌ ‌5‌ ‌January‌ ‌2020,‌ ‌from:‌ ‌http://www.herdsa.org.au/system/files/Edgington_et_al_HERDSA2018.pdf‌ ‌Fairwork.gov.au‌ ‌(2020).‌ ‌‌Fair‌ ‌Work‌ ‌Legislation.‌ ‌Retrieved‌ ‌on‌ ‌13‌ ‌January‌ ‌2020,‌ ‌from:‌ ‌https://www.fairwork.gov.au/about-us/legislation‌ ‌Jain,‌ ‌A.,‌ ‌&‌ ‌Hyde,‌ ‌A.‌ ‌M.‌ ‌(2017).‌ ‌Talent‌ ‌Management‌ ‌Practices‌ ‌and‌ ‌Its‌ ‌Impact‌ ‌on‌ ‌Performance‌ ‌of‌ ‌an‌ ‌Individual‌ ‌and‌ ‌Organization:‌ ‌An‌ ‌Overview.‌ ‌‌Shri‌ ‌Vaishnav‌ ‌Institute‌ ‌of‌ ‌26‌ ‌Manage‌ ‌Recruitment‌ ‌Selection‌ ‌And‌ ‌Induction‌ ‌Processes‌ ‌ ‌Management‌,‌ ‌31.‌ ‌Retrieved‌ ‌on‌ ‌11‌ ‌January‌ ‌2020,‌ ‌from:‌ ‌http://managementeffigy.svimi.org/downloads/July-Dec%202017.pdf#page=35‌ ‌Kellner,‌ ‌A.‌ ‌(2017).‌ ‌Human‌ ‌resource‌ ‌management‌ ‌standardisation‌ ‌and‌ ‌adaptation‌ ‌in‌ ‌franchises.‌ ‌‌The‌ ‌Service‌ ‌Industries‌ ‌Journal‌,‌ ‌‌37‌(9-10),‌ ‌545-566.‌ ‌Retrieved‌ ‌on‌ ‌13‌ ‌January‌ ‌2020,‌ ‌from:‌ ‌https://research-repository.griffith.edu.au/bitstream/handle/10072/347229/KellnerPUB‌3919.pdf?sequence=1‌ ‌Luis,‌ ‌A.,‌ ‌Belén,‌ ‌M.,‌ ‌&‌ ‌José,‌ ‌M.‌ ‌(2018).‌ ‌Human‌ ‌Resources‌ ‌Management.‌ ‌Retrieved‌ ‌on‌ ‌3‌ ‌January‌ ‌2020,‌ ‌from:‌ ‌https://repositorio.comillas.edu/xmlui/bitstream/handle/11531/30763/Syllabus%20HR‌%202018-2019.pdf?sequence=-1‌ ‌Michael,‌ ‌M.,‌ ‌&‌ ‌Francis,‌ ‌R.‌ ‌(2018).‌ ‌A‌ ‌Study‌ ‌on‌ ‌International‌ ‌Human‌ ‌Resources‌ ‌Management‌ ‌Practices‌ ‌(IHRM).‌ ‌‌International‌ ‌Journal‌ ‌of‌ ‌Engineering‌ ‌Technology‌ ‌Science‌ ‌and‌ ‌Research‌,‌ ‌‌5‌(1),‌ ‌340-347.‌ ‌Retrieved‌ ‌on‌ ‌9‌ ‌January‌ ‌2020,‌ ‌from:‌ ‌http://www.ijetsr.com/images/short_pdf/1516208050_340-347-SJ13_12.pdf‌ ‌Oke,‌ ‌L.‌ ‌(2016).‌ ‌Human‌ ‌resources‌ ‌management.‌ ‌‌International‌ ‌Journal‌ ‌of‌ ‌Humanities‌ ‌and‌ ‌Cultural‌ ‌Studies‌ ‌(IJHCS)​‌ ‌ISSN‌ ‌2356-5926‌,‌ ‌‌1‌(4),‌ ‌376-387.‌ ‌Retrieved‌ ‌on‌ ‌10‌ ‌January‌ ‌2020,‌ ‌from:‌ ‌http://ijhcs.com/index.php/ijhcs/article/viewFile/275/284‌ ‌Rajan,‌ ‌T.‌ ‌N.‌ ‌(2017).‌ ‌Block-4‌ ‌Human‌ ‌Resource‌ ‌Management.‌ ‌Retrieved‌ ‌on‌ ‌6‌ ‌January‌ ‌2020,‌ ‌from:‌ ‌http://www.egyankosh.ac.in/bitstream/123456789/35891/5/BLIE-226-B4.pdf‌ ‌van‌ ‌Zyl,‌ ‌E.‌ ‌S.,‌ ‌Mathafena,‌ ‌R.‌ ‌B.,‌ ‌&‌ ‌Ras,‌ ‌J.‌ ‌(2017).‌ ‌The‌ ‌development‌ ‌of‌ ‌a‌ ‌talent‌ ‌management‌ ‌framework‌ ‌for‌ ‌the‌ ‌private‌ ‌sector.‌ ‌‌SA‌ ‌Journal‌ ‌of‌ ‌Human‌ ‌Resource‌ ‌Management‌,‌ ‌‌15‌(1),‌ ‌1-19.‌ ‌Retrieved‌ ‌on‌ ‌4‌ ‌January‌ ‌2020,‌ ‌from:‌ ‌https://sajhrm.co.za/index.php/sajhrm/article/download/820/1183‌ ‌

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MANAGING INFORMATION SYSTEMS Assignment Help

EXECUTIVE SUMMARY

This report helps to develop a clear picture of the importance of managing information systems and the impact of IT technology system. In this context, therefore, most of the organizations are in the process of adopting these changes in their IT systems to maximize on quality production, meet customer expectations, to ease the workload of using the filing system and most importantly to have a competitive edge over its competitors. ANZ Bank is one of the leading banking organizations in Australia and New Zealand. It is one of the organizations that has adopted IT and IS support system that ensures smooth bank operations. Components of an Information system, strategically organized concepts of effective management of information systems provide a robust framework for understanding the roles, critiques, risks imposed by information systems and the dangers of using information systems according to Xu & Quaddus (2013).

Despite the many positive outcomes of adopting the IT technology information systems, there is a significant concern in cybersecurity that can quickly tarnish the image and reputation of an organization or even a loss of critical data. Therefore, as organizations are busy making considerations to use these information systems, they should ensure that there are efficient IT experts who can put up a reliable firewall to secure the interests of ANZ bank from individuals with evil intentions hence ensuring that the acceptable code of ethics is adopted and respected (Béranger, 2015).

Introduction 

In recent years, there is a divine purpose of keeping the bank’s information systems updated and at par with the competing companies. Not only do companies need to adopt this information system, but also it must keep it updated at all times because technological changes occur daily. Information system (IS) is defined as an integrated, coordinated network of components put together to convert data into information (Schirrmeister, 2013). Through IS, organizations can improve efficiency in data management, boosting productivity. In this context, ANZ (Australia and New Zealand) bank has made a substantial technological change in securing its information systems by using some of the best banking software. Being one among the largest banks in the continent, this is of considerable significance because control of data will be more natural hence having a competitive advantage in the market. The report focuses on the role of IS and IT systems and ways it assists in mitigating the risk in organizations basing the discussion on ANZ. It further reflects on the way companies benefit from the wide variety of IS and IT systems. 

Components of an Information System

A sound information system is primarily composed of five parts that include the hardware, software, database, network, and people, that come together to perform input, process output, feedback and control of data (Wang, 2014).

The hardware consists of the physical output or input devices, processor, the operating system, and the media devices. The software is a set of programs and procedures installed in the hardware. The database consists of organized data in the required design, and the network refers to the hubs, communication media, and other network devices. The people are the operators and network administrators of the information system.

In every organization, IS can be classified based on how the information is used and can be therefore divided into operations support systems or management support system.

Operations support system

The end user does input of data in an organization. It is processed to produce information like reports that can be utilized by internal or external users. At ANZ bank, this is critical because it is easier to perform audits determining what is working and what is not. The principal purpose of this operations support system is to facilitate and control business transactions, management of internal and external communication hence update the organization’s central database.

Transaction processing systems (TPS) – this is a component of the operations support system used by ANZ and other banks, where transactions involve different departments like accounts, sales, or finance. Its primary purpose is to categorize such transactions into batch transactions processing and real-time transaction processing.

Process control system – some errors may be made by computers without involving any human. Therefore, the relevant information is fed to this system on a real-time basis hence enabling more natural process control (Zeng, Qiu & Cui, 2015).

Enterprise collaboration system – this type of operations support system enables collaboration efforts through improving the sharing of data and communication. For instance, use of Navision software by ANZ bank provides end-to-end encryption of the bank’s operations. Besides, using the Enterprise Knowledge Portal (EKP), the bank workers and other users can share information more reliably.

Management support systems

 This strategy facilitates a more straightforward decision-making scheme for managers. They are classified into a management information system, decision support, expert support system, and accounting information systems.

Strategic information systems (SIS)

SIS systems are information systems that are developed to manage the corporate business initiative to give the organization a competitive advantage. They are used to deliver a product or service, which is at a significantly lower cost, differentiated, or one that targets a specific market segment. They majorly provide sufficient and dependable information that will keep the company’s operations smooth. SIS systems are, therefore, crucial in the profitability of the company hence opening new markets and businesses.

The role of SIS systems

 The purpose of SIS is to give an organization a competitive advantage in the market. 

It can be done by delivering a product or service at a lower cost at a fee that is related to the quality of the service or product that will yield high market returns on investment thus attractive in the market. ANZ bank can systematically store its data hence being influential in adhering to the customer needs and expectations in the best way possible. Moreover, the integrated information and IT system of ANZ is helpful in time management, especially minimizing the time spent to serve customers. It considers the overall cost of all corporate activities involved in the delivery of that particular product or service. The lower price will also result in the product or service penetration in the market (Daim et al., 2014).

Differentiated products – differentiation means the unique features added to a commodity or service that are competitive and at the same time attractive to the market. Addition of these unique features on the product or service may incur some additional expenses to the organization but will be very eye-catching in the market. It gives the customer the perception that they are getting extras/rewards, and they will be willing to pay.

Focusing on a specific market segment – IT products and services has helped ANZ bank to define, expand, and fill a particular section in the market that has not been adequately occupied by other banking institutions. For instance, the bank provides integrated banking options to its customers’ hence more convenient service. An organization may come up with a product or service that is specifically designed for a specific target market 

Innovation – SIS systems are of great significance in the development of a product or service through the use of computers. The bank’s cloud backup system enables its users who are logged on to the same, to have access to any information necessary from any corner of the world. These developments are unique; hence, a compliment of what existed before it, for example, ATMs and credit card handling when shopping. This provides convenience and less time wastage to the customer (Sousa & Oz, 2014).

Another significant role of these systems is actively supporting the senior management of an organization in decision-making. Through the IS system, managers can get a clear view of activities going on in the company, check reviews and ratings on what the customers think of the company’s product or service hence easy to determine sectors that need change.

Security concerns on information systems At ANZ Bank

As the IT sector is rapidly changing, the more security threats on IS are changing, and therefore, the compliance of organizations is becoming more complex. Information security (infosec) is the steps taken to prevent unauthorized access, use, disclosure, and inspection of information. To ensure that the system’s security is secure, the organization should ensure that the IS security should be to end encrypted. ANZ communication through the integrated systems is highly encrypted, thus safety in sharing and receiving information all over its network in Australia. This information security policy should allow revision and updates of the set down security procedures to ensure the system is fully protected at all times, hence a good back up plan. It is also supposed to consider the risk assessment of the organization to analyze possible future risks likely to be faced by the organizations IS like fraudsters and hackers.

Information security’s policy objectives aim at maintaining confidentiality, integrity, and ensuring the availability of resources to the authorized personnel. It is supposed to elaborate the terms used in the policy, explaining the meaning of licensed personnel in the organization’s context, still focusing on efficient policy implementation. This is mainly achieved through the process of multi-risk management that is responsible for identifying assets, threats, and their sources, vulnerabilities, possible effects, and measures; thus, assessment of the risk management plan. To handle these issues, professionals and academics have collaborated hence seek to set specific guidelines and policy standards on passkeys, antivirus software and firewall, encryption software, the legal user and liability, and the administrator.

Issues like theft, natural disasters, or malfunction of the server or computer are some of the crucial aspects that come up when setting up an information security system (Moore, 2017). Identity theft, on the other hand, refers to the attempt of acting like another person to obtain that person’s private data or information. Nowadays, theft of equipment like cell phones, tablets, and computers has increased at a high rate hence the risk of losing personal data stored in these devices. Institutions like the government, hospitals, and security facilities are some of the institutions with highly sensitive information that requires to be handled in a very confidential manner. From a business point of view, information security is critical and therefore, must be well balanced against the cost. 

Measures that can reduce information security risk at ANZ

Some of the steps necessary to handle the risks posed by information systems include reducing and implementing countermeasures that will eliminate vulnerabilities, thus block potential threats. This should be achieved through ensuring the information security systems updated regularly and setting up of well-coded firewalls that are not easy to breach. For example, in 2017, Facebook suffered a significant hack because an unknown party with malicious intentions breached its system firewall.

The organizations should contract or transfer the cost of information threats to a third party, for instance, outsourcing or buying insurance. An insurance company will assess the risk or threat posed on the information system hence evaluate that risk and compensate the organization accordingly. This helps the organization to avoid unnecessary losses that may be incurred as a result of a security breach on its information security system.

The organizations should evaluate whether the cost of the countermeasures required is higher than the probability cost of loss as a result of a breach in its information security system. It is a necessary measure because the organization can decide whether to do away with the whole system that has a risk of breach and set up a new one or set countermeasures to help in the management of possible threats.

Business continuity planning

Despite the many threats that are imposed by information systems, business operations must go on whatsoever. Therefore, the management of an organization should formulate a business continuity plan that creates a guideline for commencing the healthy business practices despite the foreseen risks. Business continuity planning (BCP) is a plan that identifies an organization’s risk of exposure to potential threats thus brings together fixed and current assets to provide adequate prevention methods and recovery for the organization, still maintaining value system integrity and its competitive advantage according to Lemberger & Morel (2012). Precisely, risk management and disaster management is vital during business continuity planning. 

Business continuity planning phases

In earlier years, a BCP would only protect the data, but that has changed lately because the process includes recovering from the threat, continuation of operations, and preservation of the whole business operations. Therefore, it is supposed to cover the contingency plans that aim at securing every resource of the ANZ bank. In recent years, the bank has taken substantial investment risks to innovate new products and improve on the existing ones. BCP has five continuity faces that include project management and initiation, business impact analysis (BIA), recovery strategies, plan design and development, testing, maintenance, awareness, and training. 

Project management and initiation phase

This phase includes risk analysis where it is easy to determine a possible risk, how it will happen, impacts of the risk, and measures that can be used to avoid the from affecting ANZ bank operations. It also advocates for getting the management support, the establishment of a fully functional BCP team, and creation of a work plan with an initial report to the management hence obtain the management’s approval to commence. This phase describes the identification of risk and the measures that should be followed to ensure the continuity of the bank’s business operations (Felker, Jomo & Rasiah, 2013).

Business impact analysis 

In this phase, the formal agreement with the top management is carried out for each time crucial business report. Business impact analysis is necessary when deciding the maximum town outage. It explains the quantity loss incurred because of the incurred cost of recovery without having an estimate of possible kinds of threats since it only considers the consequences.

In this face, the business experts in the organization should identify information-gathering methods necessary, for instance, interviews, questionnaires, or software tools. Selection of interviewees, customization of inquiries, information analysis, and identification of business functions that are time critical, is done in this phase of business continuity planning.

Recovery phase

In this phase, the development of recovery strategies is based on predefined MTDs and management approval. Therefore, this phased strategy addresses the recovery of business operations. This is the necessary steps that should be followed to resume the regular business operations and the facilities and supplies required for the same. It also puts into consideration the customers as well as the workers who critically oversee the entire process, network, and technical recovery of information, including backups.

Business continuity process development phase

In this phase, the ANZ bank should formulate a detailed business and service plan for data recovery. This helps in the maintenance plan whereby the management has to develop an idea on how to keep the BCP development updated. This can be done by the creation of awareness strategies and training of members of staff on how to effectively implement the plan. The sample of the project is classified into the initial disaster response, resuming dangerous and non-serious business operations after the disaster, restoration of the system to the leading site and interaction with external forces that have a direct or indirect influence to the organization. 

The final phase

The final phase is a dynamic process that involves the testing, maintenance, and training of the business continuity planning strategy. Support, in this case, means fixing the issues discovered during testing. Therefore, it should involve the implementation of change management, auditing and addressing the findings of audit hence a critical annual review of the plan to check how consistent and effective it is. Since training is an ongoing process that never ends, it is, therefore, necessary to make it part of the corporate culture and standards.

The ethical and legal implications of information systems 

Information systems have brought an enormous impact on the daily operations of the ANZ bank through the development of new technology with unique features and designs. Ethics refers to the acceptable principles necessary in governing an individual or a group of people. Introduction of these new technological changes can have a considerable influence on the human character by giving humans the privileges and capabilities that were not initially there. For example, digital technology has given humans the power to compile data from different sources to create a person’s profile that was very hard in the past years (Iannone, 2017).

Every member of the Association for Computing (ACM) is expected to portray ethical professional behavior. This code identifies 24 formulated imperatives such as commitment, and most of the issues likely to be faced by professionals. 

According to ACM’s code of organizational ethics, every member of staff is required to use their computer software and system. This means that every employee must have an appropriate login credential before making use of system resources like file space, communication ports, among others.

Implementation of systems that intentionally demean and distress individuals or groups is unethical and unacceptable. Organizations should adopt a familiar and easy to use IS that does not adherently demean other people.

The top management of an organization in charge of computer systems should take responsibility for ensuring that the system does not degrade, but enhance the work of an employee or user of the system for that matter. Personal and professional development, physical safety, and dignity of employees should be put into consideration during the implementation of a computer system. Therefore, appropriate and acceptable human-computer relations should be highly considered during system designing as well as in the work area. 

Advantages of the ethical and legal implications of information systems 

A major significance of creating a code of ethics that is acceptable is the clarification it brings out about the acceptable behavior and standards for a particular group of professionals. The variety of experiences and diversified backgrounds of the members of a group brings about diversified ideologies in regards to ethical standards. At the workplace, the acceptable code of ethics should be written down and shared/ communicated to the employees in a clear and precise manner (Dicks, 2017).

 These systems provide a fair and just system that functions efficiently to help motivate the worker instead of degrading them. This is a compliment of the effort, time and resources employees and the management invest in the organization.

However, a few disadvantages related to the adherence of professionals to the code of ethics. Concerning ACM, a code of ethics is a voluntary thing because and some members of staff may choose not to observe that code. If this happens at the workplace, the specific worker/ workers may face termination of their responsibilities in the organization.

Another setback is the fact that the code of ethics is not legally binding. This means that no legal authority says people who do not adhere to the law of ethics will be prosecuted since it is not a criminal offense. Therefore, violation of this code may cause harm to some people who violate the code in the case where they interact with ‘unforgiving’ persons.

Another demerit of a code of ethics is always a room that allows important matters to arise, and these matters may not necessarily be addressed in the acceptable code of ethics. For instance, technology develops very fast; hence, changes occur rapidly. Therefore, a system of ethics may not make changes as frequent as technology does; thus, it is hard to keep up with speed. 

Conclusion 

In conclusion, managing information systems in the banking sector today is not an optional thing. IS and IT systems are an essential fragment of the daily business transactions of an ANZ bank to ensure product development, customer satisfaction hence a positive perception by every stakeholder (Blyler, 2013). The top management is obliged to ensure adequate safety on information and IT systems to safeguard the interests of the organization. Moreover, ANZ bank’s management should ensure effective communication of the code of ethics that should be observed in the workplace and in managing information systems. Therefore, every stakeholder has to ensure that acceptable business practices are adhered to for efficiency at the workplace.

References

Blyler, J., (2013). Software-Hardware Integration in Automotive Product Development. doi:10.4271/pt-161

Béranger, J., (2015). Ethical Modeling: From the Design to the Use of an Information System. Medical Information Systems Ethics, 45-117. doi:10.1002/9781119178224.ch2

Daim, T. U., Neshati, R., Watt, R., & Eastham, J. (2014). Technology Development: Multidimensional Review for Engineering and Technology Managers. Basingstoke, England: Springer. 

Dicks, H., (2017). Environmental Ethics and Biomimetic Ethics: Nature as Object of Ethics and Nature as Source of Ethics. Journal of Agricultural and Environmental Ethics, 30(2), 255-274. doi:10.1007/s10806-017-9667-6

Felker, G., Jomo, K. S., & Rasiah, R. (2013). Industrial Technology Development in Malaysia: Industry and Firm Studies. London, England: Routledge. 

Iannone, A. P. (2017). Ethics, the Environment, Environmental Ethics. Practical Environmental Ethics, 1-40. doi:10.4324/9781315127200-1

Lemberger, P., & Morel, M., (2012). Managing Complexity of Information Systems. doi:10.1002/9781118562017

Moore, G., (2017). Virtue Ethics and Organizational Ethics. Oxford Scholarship Online. doi:10.1093/oso/9780198793441.003.0003

Schirrmeister, F., (2013). Embedded Systems Hardware/Software Co-Development. Software Engineering for Embedded Systems, 33-57. doi:10.1016/b978-0-12-415917-4.00002-5

Sousa, K. J., & Oz, E. (2014). Management Information Systems. Boston, MA: Cengage Learning. 

Wang, H., (2014). Programming Languages for MIS. doi:10.1201/b16391

Xu, J., & Quaddus, M., (2013). Managing Infrastructure for Information Systems. Managing Information Systems, 85-107. doi:10.2991/978-94-91216-89-3_6

Zeng, H., Qiu, C., & Cui, Q. (2015). Drug-Path: a database for drug-induced pathways. Database, 2015, bav061. doi:10.1093/database/bav061

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Young Development Essay Assignment Help

Young kids encounter their world as a relationship setting, and these interactions influence nearly every element of their development — intellectual, social, mental, physical, cognitive, and moral. The quality and stabilization of a child’s personal interactions in the initial years form the basis for a broad spectrum of subsequent behavioral results that really matter – self-confidence and good mental wellbeing, incentive to study, accomplishment in college and subsequent lives, capacity to regulate violent impulses and fix disputes in non-violent respects, understanding the distinction between correct and wrong (Berscheid & Reis ,1998) In the words of renowned social psychologist Urie Bronfenbrenner, a kid needs gradually more complicated joint exercise with one or more individuals who have an unreasonable mental connection with the baby in order to grow usually. Someone has to be that child insanse about the child. It’s number one. First, last, and forever (National Scientific Council on Developing Child, 2004). 

Developmental milestones are called skills such as naming colors, displaying love, and jumping on one foot. Developmental milestones are stuff that can be done by a certain era by most kids. Children achieve milestones in playing, learning, talking, behaving, and moving (like running, running, or leaping). As kids develop into early adolescence, they start to open up their universe. They will become more autonomous and become more focused outside the household on adolescents and kids. They’re going to want to investigate and learn even more about the stuff around them. Their relationships with the community and their surroundings will assist form their character and way of thinking and transferring themselves. Kids should be prepared to run a tricycle during this phase, use security scissors, notice a distinction between women and boys, assist dress and undress, play with other kids, recall portion of a tale, and sing a song (“Child Development: Preschooler (3-5 years old) | CDC,” 2019).

Developmental surveillance is the method of tracking the growth of children over moment in order to foster good growth and detect potential issues. Standardized screeners for development have more awareness than adopting landmark-based history. Clinicians may not understand when to recognize a postponed milestone when using clinical feeling as a monitoring structure because there are behavioral achievements within an age spectrum and there is a lack of quoted percentiles on accessible published lists, which are especially difficult for the less familiar doctors ‘ behavioral and social-emotional industries. It presents a novel, five-sector milestone structure, with upper boundaries, referring to the highest amount of proof accessible. This context can also be used in learning and can assist doctors better acknowledge missing milestones to enable early detection of kids at danger for behavioral illnesses (Dosman, Andrews, & Goulden, 2012)

Given the scope of fresh evaluation interventions that have become accessible over the previous 10 years, there are drastic increases in understanding in the sector of young person mental health. In order to guide our knowledge of the course of psychopathological circumstances within a normative evolutionary structure, it is critical to perform large-scale, longitudinal, observational studies Multi-method, multi-informant evaluation methods are more crucial in early adolescence owing to the failure of young children to provide self-reporting and the integrated nature of the growth of children in their context of care. The evaluation approach presently occurs for regularly screening very young kids for social-emotional and behavioral issues as well as delays in acquiring skills in pediatric environments as well as early education programs. Nevertheless, despite the probable long-term advantages and cost-saving possibilities of early detection and intervention facilities, short-term cost and obstacles to understanding presently restrict extensive application(Carter, Briggs-Gowan, & Davis, 2004) Discussions with pediatricians indicate that the restricted accessibility of mental health consultation sources is one of the biggest obstacles to testing. Indeed, very few kids are considered by relatives to have high social-emotional and cognitive issues receive any mental health facilities (Horwitz et al., in the media). Non-referred kids in the society as well as kids receiving early intervention facilities for behavioral issues are experiencing unmet mental health requirements. The absence of mental health experts and cross-cultural validated testing tools in low-resource environments complicates the provision of mental health care. This is the situation for very young kids in particular. Nackers et al (2019) developed a cross-cultural validated, easy and quick instrument, PSYCa 6-36, which non-professionals can administer to check for psychological problems among kids aged 6 to 36 months. The PSYCa 6-36 made it possible for the researched groups to quickly screen psychological problems among kids aged 6 to 36 months. Using the instrument also improved consciousness of the psychological issues of children and the significance of early acceptance to avoid long-term effects. Further use and validation research in communities with greater incidence of psychological problems would profit the PSYCa 6-36 (Nackers et al, 2019).  Contrary to popular hypotheses, science proof demonstrates that connections continue to affect growth throughout the lifetime. At a specific point of a child’s lives, these interactions are not more essential than another, but the extent of these effects varies by age and social status (Reis et al, 2000). Young kids are mentally extremely susceptible to the negative effects of issues with maternal mental health and family abuse. One of the most widely recorded of these vulnerabilities is the adverse effect of a mother’s clinical anxiety on the mental growth, cultural awareness, and self-concept of her youthful children, impacts shown in both behavioral research and body functioning studies. Young kids growing up in severely disturbed households, particularly those who are temperamentally susceptible, are susceptible to developing mental illnesses and conducting issues (National Scientific Council on the Developing Child, 2008). 

References

Carter, A. S., Briggs-Gowan, M. J., & Davis, N. O. (2004). Assessment of young children’s social-emotional development and psychopathology: recent advances and recommendations for practice. Journal of Child Psychology and Psychiatry45(1), 109-134. doi:10.1046/j.0021-9630.2003.00316.x

Dosman, C. F., Andrews, D., & Goulden, K. J. (2012). Evidence-based milestone ages as a framework for developmental surveillance. Paediatrics & Child Health17(10), 561-568. doi:10.1093/pch/17.10.561

Child Development: Preschooler (3-5 years old) | CDC. (2019, February 20). Retrieved from https://www.cdc.gov/ncbddd/childdevelopment/positiveparenting/preschoolers.html

Nackers, F., Roederer, T., Marquer, C., Ashaba, S., Maling, S., Mwanga-Amumpaire, J., … Grais, R. F. (2019). A screening tool for psychological difficulties in children aged 6 to 36 months: cross-cultural validation in Kenya, Cambodia and Uganda. BMC Pediatrics19(1). doi:10.1186/s12887-019-1461-3

Reis, H. T., Collins, W. A., & Berscheid, E. (2000). The relationship context of human behavior and development. Psychological Bulletin126(6), 844-872. doi:10.1037//0033-2909.126.6.844

Berscheid, E., & Reis, H.T. (1998). Attraction and closerelationships. In D.T. Gilbert, S.T. Fiske, & G. Lindzey (Eds.), Handbook of social psychology, Vol. 1 (2nd Ed.). New York: McGraw-Hill.

National Scientific Council on the Developing Child. (2004). Young children develop in an environment of relationships. Working Paper No. 1. Retrieved from http://www.developingchild.net

National Scientific Council on the Developing Child. (2008). Mental health problems in early childhood can impair learning and behavior for life. Working Paper No. 6. Retrieved from http://www.developingchild.net

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Compensation Management Assignment Help by Assignment Hero

Prepare My Compensation Management Assignment

Compensation management is a broadly discussed part of Human Resource Management. It is tough to manage human resource of an organization. Compensation management is a very sensitive part as it deals with the payment scale and other benefits of employees who are working for an organization (Krukoff, 2006). Compensation management requires both theoretical and practical knowledge of an HR professional in order to establish justice and satisfaction among their workforce.

Students studying Human Resource Management in Australia often need to submit different human resource related essays or assignments. Most of the assignments are on pay model and compensation management. These types of assignments are too complex and difficult to complete within a short notice. Hence, students seek help from AssignmentHero to prepare their compensation management assignment help with expert’s assistance. We have team of experts who have years of professional experience in working in the field of HR Assignment Writers and settling different compensation cases from various industries.

What is Compensation Management?

Everyone expects a satisfactory compensation in return for their hard work. If you are employed with a complicated task that your employer wants you to finish within a short notice, in return he will compensate you more, you will try your best to complete the task as early as possible to meet the goals of the organization (SHARMA, 2019). Compensation refers to any kind of financial benefits or rewards that is tangible as part of your work.

Types of Compensation Management

Compensation can be of two kinds. Compensation received by people in an organization includes monetary and non-monetary compensation. Only remuneration doesn’t considered as compensation. Remuneration is a part of compensation that is given to employees for their contribution in the organization (Myers, 1989). Better compensation plan attracts and satisfies employees and stop them from switching their job. To plan a proper compensation model remuneration should be proportionate and the salary scale should be fixed accordingly.

According to our team of experts of AssignmentHero, compensation management primarily deals with two types of compensation. These are as follows:

  • Direct Compensation:

Direct compensation refers to the basic payment and health benefits. The main responsibility of an HR manager is to fix salaries and pay scales for different positions. Direct compensation ensures employee a fair compensation. This compensation plan provides an exact pay scale for every employee of an organization (Berger and Berger, 2000). AssignmentHero offers you any kind of compensation management assignments that seems critical to you.

  • Indirect compensation:

It is a proven fact that employees are not always motivated with direct remuneration, they expect appreciation too. Employees love to get recognition for their hard work. It can be job promotion, staff development, public recognition, transfer etc. If you need any of the indirect compensation management assignment help, feel free to place your assignment order at this link https://www.assignmenthero.com/express

Here is the List of Our Online Compensation Management Assignment Help

  • Bonuses
  • Profit sharing
  • Overtime pay
  • Recognition
  • Rewards
  • Performance Based Pay(PRP)
  • Employee Benefits
  • Employee Motivation
  • Work-Life Balance
  • Sales Commission
  • Company-paid car
  • Company-paid housing
  • Stock Options

It is not easy to understand the mind of an employee and plan a specific compensation model for that particular employee. If you want to become a Professional HR expert, you need to understand the HR theories and its practical implication in the job field. You need to understand the compensation model properly to design a modified compensation plan for the employees. Your attempts can be an effective one if you get the guidance of an expert for your compensation management assignment. You can receive a proper guidance from the team of AssignmentHero, as we provide the best online compensation management assignment help in Australia.

Significance of Compensation Management

Here we present a list to provide you a clear understanding of the significance of compensation management. The HR professionals who have knowledge on the basics of HR practices can offer you compensation management assignment help service with the perfect instructions on the subject matter. For your clear understanding about the requirements of a compensation management assignment, we have prepared a relevant list of a good compensation management assignment.

  • Our expert team of compensation management assignment help mark that the company that manages efficient compensation management gives fair return to the workers for their contributions to the organization
  • Compensation management is an important part that offers an active control on productivity of the employee and motivate them to perform better and achieve the organizational goals
  • Compensation management assignment help is concerned with correct utilization of human resource management. Compensation management can be responsible for the satisfaction of the workforce that maximizes the labor stability in the organization and confirms a stable workplace
  • Compensation management provides the opportunity to increase the job evaluation process that is responsible for setting up more realistic and achievable goals for the organization
  • Compensation management assignment help considers various labor acts included in HR services online so that there is no disputes between the employee union and the management (Armstrong and Mitchell, 2008). Hence, a peaceful relationship between employees and employer can be established
  • It helps to create equality in the workplace and establish morality among the workers for better satisfaction and cooperation
  • It enhances the advancement opportunity for every employee who deserves the chance

You can go through our assignment samples to find more online compensation management assignment help resources here https://blog.assignmenthero.com/

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We are proud of our assignment services as our customers are always happy with our services. We are here to assist you with your different course’s assignment using the updated information as we have access to a wide range of resources. We ensure you a quality compensation management assignment that is unique in nature and guarantee you a very good grade in your HRM courses. 

AssignmentHero have team of experts who can assist you in your assignments at any level. We are efficient at providing assignments at high school level, college level, under-graduate level, graduate level, master’s degree level as well as PhD level.

Our experts are qualified and experienced with any academic levels so we can pair up a writer for your assignment easily. The writer can fulfill all the requirements that you are looking for and help you to achieve the top grades in your compensation management assignment. We will provide you the best quality assignment undoubtedly. We can help you with your compensation management assignments wherever you live and whenever you need.

All you need to do is upload your assignment with a deadline. Then, talk to our Customer Care Executive and ask for a quote. Make the payment and get your work done before the deadline. You can talk to our customer care executive at any time through the live chat, email or phone call. We are available at your service 24*7. We provide the best services at the cheapest rates. We provide you:

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References

Armstrong, S. and Mitchell, B. (2008). The essential HR handbook. Franklin Lakes, N.J.: Career Press.

Berger, L. and Berger, D. (2000). The compensation handbook. New York: McGraw-Hill.

Krukoff, D. (2006). Compensation. Saskatoon, Sask.: Thistledown Press.

Myers, D. (1989). Compensation management. Chicago, Ill. (4025 West Peterson Avenue, Chicago 60646): Commerce Clearing House.

SHARMA, R. (2019). COMPENSATION MANAGEMENT. [S.l.]: SAGE PUBLICATIONS.

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Organisational Behavior and People Management Assignment Help

Introduction

Wesfarmers is one of the most successful conglomerate associations, that has headquarters in Perth and the revenue generated by the company is based on the sales of chemicals, safety products and fertilisers. Wesfarmers reflect on the necessity of stakeholder engagement and look forward to alleviate the cohesiveness of the entire unit. Through this assessment, the leadership style and practices of exercising power in an organisation, that is best suited for the optimal operation of the organisation is realised and assessment  performed by addressing the important factors that are necessary to understand the effects of the leadership style to incorporate the changes.

1) “One of the leadership styles discussed in this module’s learning resources over another style when managing the highlighted project team.”

The Democratic leadership style could turn out to be quite effective in alleviating the roles prescribed by  the different individuals involved in the project team .Keeping in accordance to the organisational setup reflected by the company, Wesfarmers could really enhance on their views of engaging stakeholders and encourage its employees to be an integral part of the decision making team . This style of leadership helps in developing the interactive ambience in the workplace and help to promote creativity among the members of the project team. The different types of leadership styles such as autocratic and bureaucratic leadership style is based on the rationale of power retention and setting up  rules based on the orthodox provisions of a prescribed rule book, These forms of leadership are quite hesitant to change and does not incline to inflect on the flexibility that the leadership roles demands. Hence, the policies that are associated with these leadership styles could undermine the rationale that are described by the foundation policies of Wesfarmers .The activities performed by the project team are quite challenging and they require constant motivation. Hence, implementation of Democratic Leadership style will identify the advents of motivation the team needs and address to them accordingly.

2)” Tools and techniques discussed in the resources you might use as a PM to influence this project team.”

There are different tools that are devised to manage the project team effectively and understand the factors that help in promoting the mindset and work ethics of the project team. The combined utilisation of critical path analysis and Project Evaluation and Review Techniques can identify the fields in which work needs to be done and influence the team in the right prospects. Critical path analysis incorporates transparent communication aspect and leads to effective management of the project team.  It will further improve the transparency reflected by the communication made by the stakeholders through the means of employee surveys, recording data provided by the whistleblower and evaluation of mails. As Wesfarmers maintains a reputation in their line of business and comes good on delivering products to the customers, time management is one of the key aspects that need to be highlighted to maintain their current reputation in the market. These tools help in addressing this particular issue and implement this in the project management policy to motivate the project team. As Wesfarmers identifies as one of the companies that produce in bulk numbers, CPA tools help in identifying the correlations between the operations occurring within the project team and improve the rate at which final products takes shape.

3) “As a project manager, what tools and techniques discussed in the resources are appropriate for managing communication outside of the project group? “

The aspect of managing communication necessarily does not incline to the members within the project team. In the event of launching a product, communication planning involves people belonging to different communities, individuals within an impact group and influential leaders outside the enterprise enclave. When the enterprise delves in the operation while launching a product that revolves around the submission of approval from the local people, communication plays a major role in making the local people realise the scopes that this product would cater to the local people. After the project is finished, communication outside the project group still continues and relays the information to the local leaders about the benefits that would be associated with the establishment of such organisation. The techniques of using formal communication plan will help the progression of Wesfarmers as they look forward to expand their enterprise. The plan incorporates the measures of targeting the right audience and identifying the appropriate leaders that relays the message appropriately to the local people and negates the chances of any uprising and undesirable circumstances. The plan also accommodates the strategy to bolster the realisation of the benefits showcased by the project and rendering it understandable to every individual representing the stakeholders.

4)” 5 types of power (as described in Shenoy Web Article) you would employ to motivate     the team members to work collaboratively, and impact the project’s success”.

5) “Developing self-managed teams for agile projects”.

Agile projects are type of a project, which meant to deal with software development and does not involve task related work; it includes mathematical iterations and coding (Kupiainen et al, 2015).

To develop a self-managed team for agile projects the team members should form a group of experts who are good in programming and coding, especially in developing softwares. Therefore, forming a self-managed team will include working individually on the projects but meet occasionally to discuss the projects status. Everyone should communicate well so that all can learn from each other.

Characteristics of the project plan to the way of development are mainly to depend and stay focused on a fix plan and work on it together, everyday updating the status of the project, trust among each other, and acknowledgement before delivering the work.

6) “ Reasons for selecting these approaches, referencing any insight you have gained from the module resources and research on your interaction with colleagues in the Module Discussions.”

In the agile projects, the way of team management is both single and integrated; as the employees will work on the project individually then together they will discuss and add more to the project. This type of projects needs experts on software development and even though they are distributed or scattered in different places they have to work together. This is the main motive of self-managed team (Cunningham, 2017).The other way where a manager adapts different ways to deviate challenges in a project is that there are different challenges faced before a project completes like miscommunication, lack of training, under provision of services and technology provided to the employees, which can create unnecessary shortcomings in the future. The ways the team should adapt are resolving issues and miscommunication, get desired training before doing the project (Heagney, 2013).

7)” As project manager, to alleviate challenges faced by your project team before those challenges grow so large that they damage the work environment or the final product. Explain why”

A company like Wesfarmers , which is located in Australia deals with coal and many industrial products ; which leads to a lot of organisational work . Without a skilled Project manager, they will not be able to handle projects and activities, which can hamper the production and management. Therefore, to reduce those, manager should 

a) Make refined and organised goals 

b) Take everyone’s opinion and then combine together to make a valid strategic plan.

c) Make charts of the customer needs make proper planning of the product launch.

d) Hire skilled employees and train them properly.

e) Providing proper information and technology to the employees so that they can work properly and solving disputes between them to reduce miscommunication.

Running a project successfully can be a tedious job because it includes many activities to process consecutively like running the whole projects and then following with the deadlines and targets, manage employees, fulfilling the requirements of the projects and many more. The challenges of the project that can cause future shortcomings are undefined targets, not understanding the details of the projects, miscommunication, lack of training to the employees, misleading of projects, unskilled employees, and dispute among employees, not keeping a risk management procedure for backups and not using appropriate technology to work on the project (Martinelli and Milosevic, 2016)

Conclusion

The assessment is being performed on the different aspects of the leadership style and management of power among the project team to better facilitate them as a cohesive unit to help alleviate the operations involved in a project. The effect of power management within the team helps in stabilising the communication between the different individuals of a project team and with the project managers. Coercive use of power would be neglected as this could bring down the motivational aspect within the group. The use of Democratic Leadership Style could really benefit the Wes Farmers project team.

Reference list

Cunningham, I., 2017. The wisdom of strategic learning: The self managed learning solution. Routledge.

Giltinane, C.L., 2013. Leadership styles and theories. Nursing Standard27(41).

Heagney, J., 2016. Fundamentals of project management. Amacom.

Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.

Kupiainen, E., Mäntylä, M.V. and Itkonen, J., 2015. Using metrics in Agile and Lean Software Development–A systematic literature review of industrial studies. Information and Software Technology62, pp.143-163.

Martinelli, R.J. and Milosevic, D.Z., 2016. Project management toolbox: tools and techniques for the practicing project manager. John Wiley & Sons.

Nanjundeswaraswamy, T.S. and Swamy, D.R., 2014. Leadership styles. Advances in management7(2), p.57.

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Team Process Design Case Study

Introduction

The team is composed more than two or three members and work in a common purpose to achieve combined in the same contribution or effort. In this paper of study, the case of Crater Lakes Caravan and Camping Park provides a nice teamwork and this is basically constituted to run the business within a process which uses some model to run it properly. The case solution will be the prime motto of this paper which ensures the uses of various process and model. The performances are also measured as per the given criteria of the team maker or it may be in the process of organizational context. It may linkup between the elements to get the things done in one specific model. The team is such an element which might work in both the favor and in favour of the organization (Belloc, 2015).

A Report

On

Team Process Design

Executive summary: Business process management always works with the continuous improvement of a set of established strategies or process for a specific purpose in which all of the elements and models are applied. In this paper, the aim is to present the categorization model which facilitates the business process at a greater extent.

Introduction:

The specific guidelines are always provided to make the proper use of a model whether it focuses on the organization or in person or not in any kind of indirect business process. The business process management is set in the organization and found the best approaches to get rid of the system to be more allocative in the all elements in the organization.

a) Provide a description and application of a process categorization model (e.g. Porter or Earl).

Process categorization: In a business process, the identification of the main or key focuses are available in to a process categorization the process. The system of business process is basically viewed from the different process perspectives. This process categorization also helps to get the idea for developing a business model or process. 

In our case study of Crater Lakes Caravan and Camping Park there is also the following of the process categorization in which the business is divided and guided the operations as well.

Michael Porter’s Value Chain model: This is basically the most important tool for the use of the business process. This model helps a business to identify the core and support activities in which the each task is described in a specific manner. The value addition factors are also included here in the case of Porter’s model and it also tells the business in which way it should perform its actions to gain the better results. 

Application of the model: Porter’s value chain analysis for a business can be considered as a process which can be categorically used in a model. This can be described as follows:

Identification of sub-activities for each primary activity: Every primary activity in a model can be categorized or classed into various subclasses namely the direct, indirect activities of the organisation or a business particularly. Crater Lakes Caravan and Camping Park finds the path or way by dividing activities into various categorises which helps the business to make performance better in each activity.

Porters-Value-Chain-e1379298719516.png

Figure 01: Porter’s value chain model

Identification of sub-activities for each support activity: The sub activities like the admission of students in a university or in our case the Crater Lakes Caravan and Camping Park makes the activities more concrete by implementing the all levels of employees into the support system. The support activity is also seen in the case of Crater Lakes Caravan and Camping Park because the categorical employees are engaged to perform assigned jobs within time bound.

Identification of links: The identification of links basically indicate the finding of special items which add the additional value to the organization and for this reason the implantation of actions are needed to set up the links properly to collect or to get assistance from them is a must (Bluck, 2016). Crater Lakes Caravan and Camping Park and its employees also finds links of making contract of each step and perform their actions accordingly. For example, Crater Lakes Caravan and Camping Park’s staffs use direction map to show the campers a better way with amenable facilities which create link of business function.

Looking for opportunities: The process categorization mainly gives emphasis to provide the more focus on the opportunities the company ahead face. Crater Lakes Caravan and Camping Park creates the services by the innovative way in which it concludes that they are searching for the opportunities to expand the business.

b) Provide a description and application of the Capability Maturity Model (CMM). 

Capability Maturity Model: CMM or especially known the Capability Maturity Model which was developed by the Software Engineering Institute for the purpose of use to the Department of Defense in the USA. By the name, it can be clear that CMM is nothing but a use of developing and refining the organization’s software process. CMM is also a structured framework in which there is clear instruction to improve and to develop a business product and the software and hardware. This model is described a matured model as there are five important elements which are deemed to be more proactive for the development of a business process. The five elements or steps are specifically initial, repeatable, defined, managed, optimizing.

Application of the CMM:  The application of this model is as follows:

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Figure 02: The five level of software Process Maturity

Initial: Crater Lakes Caravan and Camping Park a famous and successful accommodation facilities provide in which it can be seen that there the process was disorganized at first at its initial level which can be modified or redefined later. Because the success mainly depends on the everyone’s effort not on the individual.

Repeatable: In this case, Crater Lakes Caravan and Camping Park use the project management techniques and the success they gain mainly be repeated later in which the application of process due to the requisition of the previously defined process.

Defined: Development of the software process by making the proper documentation, integration is completed in the case of Crater Lakes Caravan and Camping Park in which there all the activities are facilitated by the software they design and keep the proper documentation for further use.

Managed: In this level, everything is stable as it has already been fixed the process required a system. Crater Lakes Caravan and Camping Park itself control, monitor for the data collection process from the documents they use and storage of data also (Margerison, 2016).

Optimizing: Processes are continuously monitored and observed and is measured the optimum level the company can reach with successful starting through the ongoing process but it also needs continuous improvement. Innovation is required much in this case of Crater Lakes Caravan and Camping Park.

c) Apply Dijkman et al’s (2011) technique discussed in lectures to prepare a case function matrix and identify all associated processes. 

A case function matrix is basically designed to present the business functions in a proper and authentic way which reveals the process for a specific function on in a matrix. The other associated process is also interrelated with the case function matrix. 

The five specific functions are identified in the case of preparing the matrix in which the case function matrix is one type which may be designed and applied in our case as such the followings are:

Identification of case types: 

The case types refer that the organization actually uses the types to solve a specific case in that organization. In this case of Crater Lakes Caravan and Camping Park, it follows mainly the types which are mentioned namely the product type, service type, channel and customer type. 

Case types: 

  1. Service type: Accommodations options, innovated holiday cabins.
  2. Customer type: Campers with short term and long term tenure, visitors, tourists.

Business functions:

  • Signing the register
  • Checking the driver’s licence
  • Providing the map
  • Explaining the map by staffs
  • Providing the list of various facilites the campers may take.
  • Providing a swipe key 
  • Cleaning the toilet shower
  • Laundry facilities
  • Checking by the park security gurads
  • Recreation and lisure facilities
  • Collection of fees

Preparing the function matrix: This is as follows:

    AccommodationsAnd cabins Leisure and recreation 
Business Functions   Farm Domestic Farm Domestic 
Signing the register Details of the drivers     
  Current driver’s license    
Providing the map 
 camping sites
    
  
 Cabins and laundry 
    
  Toilets    
  Shower blocks     
Recreation and leisure 
 BBQ facilities
  
 swimming pool, mini-golf, tennis courts, 
Fees payment Account payment 
  Discounts approval 
  Concessions approval     

Figure 03: Case function matrix

d) Using appropriate software, model any two (2) of the processes identified in part (c). 

The identified process is basically interrelated with the example given for the 

 Crater Lakes Caravan and Camping Park in this report. There may be identified the two models for the approaches which are as follows:

Crater Lakes Caravan and Camping Park

Accommodation [Process 1]

Crater Lakes Caravan and Camping Park

Recreation process [Process 2]

e) Provide an explanation of how each of the models created in part (d), adhere to Mendling et al’s (2010) 7PMG guidelines discussed in the weekly lecture. 

Explanation of each model that how the models are created is given below:

7PGM discussion for: [Accommodation Process] at Crater Lakes Caravan and Camping Park.

  • The model includes the smaller part of the elements because then the organization must have to avoid the difficulty which can be faced with a larger volume of elements.
  • To make the model easier and easily understandable, the &PMG guideline’s have to be followed with the Accommodation Process model namely only the campers and their tenures are selected.
  • The event has been taken as per the start and end point specifically the tenure criteria and cost of the cabins as per the size and number of people.
  • The model is structured as guided by the &PMG and the Accommodation model process competes in a systematic and structured way which ensure the selection procedure and meeting all criteria easier.

7PGM discussion for: [Recreation Process] at Crater Lakes Caravan and Camping Park

  • Recreation process is completed with the guideline of 7PMG as it is observed that the guideline number 1 is completed with the taking only a smaller portion of elements in the model structure. This has been possible by the calculation of meeting criteria with all elements are interrelated (Swift, 2014).
  • The ambiguities are removed in this Recreation model because it is too much clear that the criteria for admitting into the Crater Lakes Caravan and Camping Park are transparent which never make any ambiguity among the parties in the organization. So it has automatically erased the OR and XOR process in their process model. 

f) Consider each model produced in part (d), calculate the process cycle time for each of the two (2) processes modeled. Any assumptions made should be documented in the report. 

Cycle time for: [Accommodation Process]

The Accommodation process model basically is placed for the model establishment as per the guidance provided by the 7PMG and it indicates that the model is gone through a specific time cycle which is calculable in a systematic way and it indicates also the proper structured of this model.

The first phase of checking the registration from the campers will be taken within 20 minutes. This evaluation will go for the next 30 minutes and will be scrutinized as well. In this case, the extra 25 minutes will be needed to measure the criteria they want to stay based on the tenure and size of the rooms and at last, this will be bargained. So the time cycle takes less time in this way comparatively and it indicates the model efficiency in a better manner.

The management of the program will follow the process cycle time to measure each result of each step of the process which is out of count to the whole process as it is outside of the control of the process and needs to be measured with much time.

Cycle time for: [Recreation Process]

The campers who are less time consuming and wants to stay at short time have the best package in which the costs are also less and the campers get in well. The making of category takes the 20 minutes to end of the process and at last they are taken to the special care as the payments are moderate in this case. 

Specifically, the team manager takes 30 minutes to make their list about the incapable or out of the listed campers. Then the manager takes 50 minutes time to make contact with the campers of the park and they are admitted into there (Desel, 2014).

g) Use redesign techniques by Reijers and Mansar (2005) discussed in lectures, to identify any two (2) design flaws in the as-is models created in part (d). Use heuristics and any appropriate product-based design approaches and display the impact of any heuristic measures on the Devil’s Quadrangle. Any assumptions made should be documented in the report. 

Redesign for: [Accommodation Process]

Framework elements: The elements are to be redesigned as the flaw is seen here that is the elements are few in numbers comparatively. The elements are number of campers and the tenure they want to stay are to be introduced with the other criteria like the previous results may have or having any special courses in their curriculum list which will be exempted.

Rule name: Criteria addition to the elements perfectness. 

Impact on BP: The organization will be able to make the flawless decisions regarding taking the best profits from the campers of different types in their park which will ensure their quality and profits accordingly.

Limits: Specified

Techniques to use Guideline provided by the team manager.

Tool availability: Not available 

Redesign for: [Recreation Process]

Framework elements: The elements will not be changed rather it will be taken as much care to give priority the next levels after fulfilling the first level.

Rule name: Materiality 

Impact on BP:  The organization will be positively benefitted as the elements are modified by its characteristics and the qualities they have to lead a successful completion of a successful project. The organization will use the model after redesigning in a concrete way which provides the gist of the report materiality in the associated business process.

 Limits: Specified

Techniques to use: Guided by various team leaders.

Tool availability: Available.

Automation

h) Select one of the models created in part (d) for automation. Apply the five (5) step method to transform the model into an executable form. 

Automation basically provides the facility of any model in which the users basically himself or herself get the services in a customized way in which all functions are integrated into a single unit that let the user use in an accessible way.

Five step method to transform the model Accommodation process: This is as follows:

Completing a current state assessment: The model needs to be modified just after adding some adjustments like the description of the current condition of each of the components included in the model which will make the path of transformation easier.

Establishing an organizational strategy: The next step of the method is all about the making a plan and strategy to be implemented later in the action. The strategy includes the elements need to be addressed which are brought under consideration for making the transformation (Montgomery, 2012).

Developing the change management plan: The change management plan has contained various models which are to be used by the transformation process.

Design the future state and making a plan: The implementation finally will be conducted at this phase by keeping in mind the analysis of the future state of the organization.

Implement transformation: The last stage will be the implementation of transformation of the components into the newly developed plan or model which will ensure the continuous improvement of the plan or strategy.

Conclusion: The process of any kind may be in the unsystematic but it will not bring the fruitful results to the business organization. That is why all of the components are ordered in the systematic measurement or it can be applied into different models to be introduced with the components which are needed to make the model its proper use within the structure.

Conclusion

The organization and the business process management are interrelated issues which contain the information of using the model to make the proper use so that the organization can achieve the best result from using any specific model which will be used in future in the case of making team and team performance as well (Slack, 2018). The report reveals the use of the model and its proper use into the business organization and the redesign approaches are also revealed which ensure the concrete situation of the model into the organization.

Reference

Belloc, H. (2015). On. Freeport, N.Y.: Books for Libraries Press.

Bluck, R. (2016). Team management. London: Library Association Publishing.

Chambers, D. (2013). Coaching. Richmond Hill, Ont.: Firefly Books.

Margerison, C. and McCann, D. (2016). Team management. Chalford: Management Books 2000.

Richman, L. (2012). Project management step-by-step. New York: Amacom.

Swift, A. (2014). Bridge team management. London: Nautical Institute.

Tracy, B. (2014). Management. New York, NY: AMACOM.

Das, M., Deb, M. and Wilkins, M. (2012). Oracle Business Process Management Suite 11g handbook. New York: Oracle Press/McGraw-Hill.

Desel, J., Pernici, B. and Weske, M. (2014). Business process management. Berlin: Springer.

Harrington, H. (2016). Process management excellence. Chico, Calif.: Paton Press LLC.

Hyötyläinen, T. (2015). Steps to Improved Firm Performance with Business Process Management. Wiesbaden: Springer Fachmedien Wiesbaden.

Montgomery, T. (2012). Process Management. New Delhi: World Technologies.

Riley, J. (2011). Process management. New York: McGraw-Hill/Professional.

Slack, N. and Brandon-Jones, A. (2018). Operations and process management. United Kingdom: Pearson Education Limited.

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An essay on supply chain management of Cruise International Inc.

Supply chain management is a challenge and industries are constantly responding to the present and changing demands. The essay is going to present the pressure or load on service organization like cruise international Inc. to adopt new supply chain management. Today’s customer indicates more on excellent customer services, different varieties, high quality, lowest price, and quick delivery. To succeed in the challenging market, service organizations are trying best to meet consumers in an effective manner. There is an increasing number of passenger that is above 39.6 billion according to data presented CII statistic. CII is seeking the techniques of supply chain management in maintaining an assured and adequate supply of entertainment equipment, mechanical equipment, food product, retail merchandise to maintain business to have a competitive advantage. CII expects they can meet their ultimate expectation on their ship or out of the ship by giving thrilling amusement and for that, they are seeking supply chain management. CII not only keep in mind the satisfaction of customer but also a partnership with suppliers and purchase procurement (Burf, 2009).

Christopher (2016) indicated supply chain management is a process of integration that manages product, information, the point of consumption and cash flows with maximization of consumer satisfaction and minimization of organization’s total cost. Supply chain management generally involves suppliers, manufacturers, retailers, consumers, service providers, and distributors. From fast few years it has been noticed competition among service organizations (cruise companies) are increasing due to horizontal differentiation and variety of offerings. In CII context, four dimensions for competition in the company include the quality of service, the time of cruise, booking process and the itinerary. Though focusing investment and effort on supply chain management is not crucial to maintaining heavy standards, these maintain balance to address supply chain management, achieve the right balance between efficiency and speed (Compton et al., 2005). 

Supply chain management involves a series of processes and activities that are efficient like doing it in the first right for meeting the requirements of the customer. From the overview of supply chain management’s seven rights, it can be portrayed as ability that guarantees the ordered products and services are placed in the right amount, to the right place, at the right cost, at the right time and with the right quality (de Menezes, Wood, and Gelade, 2010). Supply chain management is defined as two or more companies are directly connected by downstream and upstream flows of services, products, information, and finances. Supply chain management concept for Cruise Company outlines fulfillment of seven rights including accomplishing perfect order, confirming availability of preferred product, processing order correctly, shipping order, advanced shipping notification with tracking number, delivering complete order without damage and on time and billing correctly. CII’s interest to supply chain management has a mission that can be addressed as expanding clients deal with decreasing working cost and inventory (Rudzki and Trent, 2011). CII emphasizes more on manufacturing plant at first that is part of where the company can minimize working and inventory cost. CII’s need for effective flows of supply chain management and in there company and supplier have a vested interest in cash flow and financial flow. The more concepts are seven principles of supply chain management that covers supply chain initiatives and strategies. The seven principles are segmenting customer according to service needs, customizing logistics network, listening market signals, differentiating product, managing sources of supply management, developing supply chain-wide technology and adopting the channel-spanning status measure. 

Applications of supply chain management are adapted in CII along with concepts to design business strategy as SCM is regarded as a bank of organizations to reduce inventory costs and delivery costs. This organization found satisfactory results from the application of supply chain management that why it relay ob the principles of supply chain management. CII could use the form or application of SCM in such areas like fuel supply, food supply, port services, consumable supply, and warehousing near harbors and entertainment so that client gets best experiences from the services. CII realized they need to provide the accommodation service and the service can be provided to the customer by application of supply chain management (Harrison, Lee, and Neale, 2005). For this service management, CII use other business like partnering with a hotel company to provide accommodation service to a customer that can be pointed to as supply chain management. Again ticket selling service can be provided to the customer by building a partnership with tourist and travel agencies. Today financial and insurance service can be provided with making a chain with suppliers and these services can be provided from CII by building a chain relationship with tourist and travel agencies. Same to these applications, services including cruise maintenance, technical repairs, and cruse’s electronic equipment, maintaining cruise, machinery maintenance, lubricant, information technologies, and internet can be settled with another business which companies are specialized in these factors. But there have another objective or mission of CII’s supply chain management are allocating service responsibility to specialized business organizations so that customer can get a better experience to stay on the cruise. The supply chain management is the core of business especially to reduce operation cost. 

Human resource management is a part to have success in the service industry to get employee loyalty and satisfaction. Personnel training and staffing are important for any service organization and here CII to make concentration on customer’s demand. As the human resource is an asset to the organization, a strong human management will help create customer experience for that training is needed there. Training positively impacts on employee’s productivity with resulting high employee satisfaction. Employee management through training creates opportunities for employees to broaden skills and knowledge so that employees can achieve development and individual growth by engaging in efficient teamwork (Schniederjans and Olson, 1999). In cruise service organizations, the employee received training have a higher level of satisfaction and development of competencies as training programmes assist to improve skills, employee commitment, loyalty, and professionalism. CII found human resource management is needed for managing employees on the ship and in multiple harbors. All applications of supply chain management in CII require the collaboration of partners through building supply chain and improving trust. The great collaboration system increases flexibility for CII to supply product or service to remove serious problems from the operation. CII is waiting for a big change in business operation. 

Partnership with suppliers by CII is referred as a core operation of supply chain management needs for the company to serve best services to clients. Today business world completes most of the task through outsourcing. Outsourcing is the best method to minimize the production cost and customer service cost though outsource is the organization’s noncore function. In partnering with suppliers, the first task for CII is to identify the partners those can provide the services at the perfect time, in a specific location and with quality (Kildow, 2011). CII should assess the strategy of partnership with suppliers as a long-term strategy because partners in the supply chain need to be easy and flexible to business. Short term goal and relationship do not carry any significance for business organization and in here these are also important for CII to make sure that its customer is getting all services in right time, at the right place and with the right quality. The returns from the supply chain management operation are closely related to reward and here CII must ensure that its supply chain and operation are aligned with the reward structure.  Reward system and return system can be measured with building policy, contract and procedure between supply chain partners that encourage suppliers to encourage delivering the better services. 

Supplier’s practices and policies must be agreed and aligned with applicable regulations and laws including freedom of association, benefits and wage, working hours, aggregate haggling, child labor, forced labor, ecological practices, and wellbeing and security. Another advantage of partnering with suppliers is being socialization in where business relation and decision are influenced by social events to establish a right condition in contract and transparency on pricing as well as in providing services to the customer (Drake, 2012). 

Supply chain partnership provides CII strategic factors to extend strong business operation and improve the extensive delivery at lower or expected cost in just in time. Just-in-time is a big operational activity in supply chain management in where the organization can provide services without physical presence whenever customer demands from any location. Some issues in business operation provide more importance to supply chain partnership and the issues are solving the joint problem, information sharing, compensation sharing, decreasing in operating costs, decreasing in coordination, providing financial risk and non-financial risk. The issues are dealing in supply chain management partnership to have a quick reaction to customer and market needs. The important thing for CII is the business is going to utilize the synergy power that will make business success and provide greater output (Gunasekaran, 2007). 

Harris, Harris, and Streeter (2011) indicated the benefits of supply chain partnership are noticed in an organization like financial performance. With an example is strategic supply chain partnership between manufacturers and suppliers to have earmarked performance and competitive advantage. The collaboration of CII and partners will carry significant growth in organizational profits as these strategies avoid adversarial working environment and relationship. There evaluating processes, system, inventories, equipment utilization and cost of methodologies are reducing the expense of enhancing management and operation in exploring partnership opportunities and quality of operation. CII already has received some benefits in accessing new markets and enabling its growth in the geometric rate that becomes more praiseworthy for CII. Other benefits of CII are accessibility to tools and resources, modern technologies and effective training to be productive business organization through the expertise of supply chain management. Hope that CII can place advantageous payment schedules and terms, larger orders, fuel growth and more booking of customers without extra investment (Ke, 2012). 

Another important issue for CII that it faces a conflict of ethical issues or interests in purchasing function as in supply chain CII is a part of another company or supply chain partner of another company (Mentzer, 2001).  Becoming partners in the supply chain can raise conflicts from extending business courtesies, arising from external contracts, affiliations with the non-profitable organization and involving in political, professional, academic and private interest.  Private interests from business organization create more conflicts of ethical issues in the form of investment, partnership, board membership, and shareholding. 

Utilizing an unethical way of cultivating of the position of supply chain partners like impelling someone to give undue advantages to them raise conflicts. Another one is potential conflicts emerge from the budgetary connection, business, and family. In the situations, a business expert or supply chain management expert must follow the codes and principles of corporate governance to maintain a safe and strategic relationship with suppliers so that conflicts cannot arise (Wilkins, 2012). To avoid such types of conflict CII must introduce or cover some areas like employer policies, conflict of interest, entertainment, gratuities, gifts, product samples, political matters, market power, the specification of standards and advertising (Corporate governance of non-listed companies in emerging markets, 2006). 

CII seeks to improve supply chain management with a variety of products on the ship and on land ship services by following the strategy of building a supply chain partnership. Supply chain partnership in CII will increase more strength to reduce total operating cost and improve service quality. CII faces some conflicts of interest and ethical issues and there policy and standard of supply chain management should be followed to minimize the effect. CII must be effective in utilizing the tools of supply chain management in operation and delivering services to the customer. 

Reference 

Burf, D. (2009). World-class supply management. [Place of publication not identified]: Mcgraw-Hill Education.

Christopher, M. (2016). Logistics and supply chain management. Harlow (England): Pearson.

Compton, W., Fanjiang, G., Grossman, J. and Reid, P. (2005). Building a better delivery system. Washington, D.C.: National Academies Press.

Corporate governance of non-listed companies in emerging markets. (2006). Paris: Organisation for Economic Co-operation and Development.

de Menezes, L.M., Wood, S. and Gelade, G., 2010. The integration of human resource and operation management practices and its link with performance: A longitudinal latent class study. Journal of Operations Management, 28(6), pp.455-471.

Drake, M. (2012). Global supply chain management. [New York, N.Y.] (222 East 46th Street, New York, NY 10017): Business Expert Press.

Gunasekaran, A. (2007). Build-to-order supply chain management. [Bradford, England]: Emerald.

Harris, C., Harris, R., and Streeter, C. (2011). Lean supplier development. New York, N.Y.: Productivity Press.

Harrison, T., Lee, H. and Neale, J. (2005). The practice of supply chain management. New York: Springer.

Ke, Y. (2012). Coordinating the optimal discount schedules of supplier and carrier. Waterloo, Ont.: University of Waterloo.

Kildow, B. (2011). A supply chain management guide to business continuity. New York: American Management Association.

Mentzer, J. (2001). Supply chain management. Thousand Oaks: Sage.

Rudzki, R. and Trent, R. (2011). Next level supply management excellence. Ft. Lauderdale, Fla.: J. Ross Pub.

 Schniederjans, M. and Olson, J. (1999). Advanced topics in just-in-time management. Westport, Conn.: Quorum Books.

Wilkins, G. (2012). Conflict of Interest. Silhouette Special Edition.

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Project Management Assignment Help

We all know that the field of business is very practical and every business student especially the management students are familiar with the course named Project Management. Project management is both an interesting and challenging course you may ever face. Project management is a set of tasks that starts with initiation and ends with the success of the task. A limited time-frame is the main constraint for a project management assignment. 

As the subject is quite difficultmost of the students cannot grab the subject and fail to compose a good quality assignment paper. There are a lot of reasons, one of the main reasons is detecting the time frame for the project completion. Students mostly do not understand the requirements of the assignment and how to start or finish the assignment. At that point students need project management assignment help to get rid of this difficulty. Isn’t it! This is why you are here, to share your burdens with us and get relieved. 

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