HACCP is a analytical system of defining the hazards and control point through which it can be defined the process of the maintenance control of hazardous foods those are at potential critical points of control for the preparation of food and processing. Generally it is a plan that ensures the quality of food so that the consumers of these foods are safe from getting sick. A process that controls any possible hazard with analysis and control is one of the critical points that could affect the health of the consumers in food processing. In HACCP plan the most crucial part is critical control point. It is a step that controls the limit of food quality. This step determines the highest and the lowest value of biological, chemical or physical parameter that might cause hazard in the safety of potential food. This plan explains the complete safety process of food considering the health issue of its consumers. This plan is required to provide highly classified service for potential food hazard. These plans need to be approved after submitting to the department of health before starting the food service. This is a plan usually organisations who provide food product or create foods for sale needs to create this plan and approve this from the department of health before serving the food to the consumers. The health issues of the consumers are always precious for any business organisation because it may cause the organisation being shut.
Necessity of HACCP Plan
HACCP is a management system for food safety. This plan is recognized internationally as a system for diminishing the threat of safety hazard in any potential food that includes the analysis as well as control of different hazards create form the production of raw materials, handling the food, procurement etc. It also spans the area of food distributions, manufacturing as well as consumption of the food product those finished manufacturing process. Authoritarian agencies are occupied with HACCP that also conclude the USDA, FDA, along with numerous agencies of state. International business organizations are also sponsoring HACCP, as example Codex as well as ISO. At the same time as HACCP is proposed to decrease the risk of hazardous food products, which could also gain the advantage of guiding to enhanced quality of food product.
Initial steps in mounting a plan of HACCP are:
Congregate the team for HACCP, which might include a person in the team who have completed the HACCP-training.
Portray the food as well as the method of the production along with the distribution of that potential food product.
Build up and authenticate the diagram of process flow
Determine if the products could be parted in group by using the categories of procedure or not.
For a lucrative program of HACCP for being properly put into practice, the management might be entrusted to the approach of HACCP. This also largely depends on the verification activities of regularly schedule. The plan of HACCP might be rationalized and amended as required. An essential feature of preserving the system of HACCP for assuring the involved individuals are by the book qualified so they can comprehend their responsibility and could efficiently carry out their farm duties.
Legislation and Regulations for the food safety plan
Food safety laws and regulations: The Food Act 1984
The authoritarian and legislative apparatus to make certain food safety that includes the rules below:
The Food Act 1984 is one of the vital legislation that manages the selling of food in any business organization
Regional councils as well as the Division of the Act of Services administer of Health & Human. Underneath the Act, the owners of food business are responsible with authorization for making that food sold certain to consumers is safe as well as proper to eat.
The rationale of this Act is for ensuring that sale of the food for both safe as well as proper for human ingestion.
It set out the offences for contravene of the laws of food as well as the applicable punishment and resistance.
The process in the course of which the code of Food Standards in Australia is functional as law
Ascertaining food assertion system of categorization as well as the powers enforcement, consist of emergency powers as there are threats that is instantaneous to the health of public
Ascertaining the means in the course of the register of urban council of food commerce as distinct by this Act.
Outline the procedures to take for handling, storing, preparing, cooking and serving food for public
The process of providing the information to new employees
There are many ways to provide information to the employees who are working in any organisation. First of all, the employees need to be informed about any new change as well as the regulations. There could be many ways to inform the employees about any information. Official meeting, employee training, notice board, regulation leaflet, instructions from seniors etc. the voice through which the organisation can spread the news or the new information to their new employees. Considering the other ways of providing information employee training is the most efficient method.
Information for the new employees
According to the HACCP plan, new employees should acknowledge the related information about handling food, hygiene issue, preparing food, washing dishes, serving manner, following rules, food safety regulation, cooking, washing hands etc. issues. The employees should be informed about all this issues related to food safety to avoid hazard and any critical situation for any particular food product. Following these the plan of HACCP can be handled successfully. All the information is needed to be informed to the new employees to make the fact sure to that they know their duty very well about what to do and what not to do.
Basics for Handling Food Safely. (2018). Retrieved from https://www.fsis.usda.gov/wps/portal/fsis/topics/food-safety-education/get-answers/food-safety-fact-sheets/safe-food-handling/basics-for-handling-food-safely/ct_index
Brand, S. (2018). The Importance of an HACCP Plan for Food Manufacturers. Retrieved from https://www.cmtc.com/blog/importance-of-haccp-plan-for-food-manufacturers
HACCP Principles & Application Guidelines. (2018). Retrieved from https://www.fda.gov/Food/GuidanceRegulation/HACCP/ucm2006801.htm
Regulations and standards in food safety | Rentokil. (2018). Retrieved from https://www.rentokil.com/food-safety/regulations-standards/
Safe Food Handling. (2018). Retrieved from http://www.education.vic.gov.au/school/principals/spag/governance/Pages/foodhandling.aspx
One of the most popular and widely used tool for analyzing the competition of a business, its rivalry and the hostile environment around business is Porter’s five forces model. In this model, there are five key factors that are considered while analyzing a business’s strengths, weaknesses and the competition revolving around the business. These five forces are:
Bargaining Power of suppliers
Bargaining power of buyers
Threat of New Entrants
Threat of Substitutes
THE CLEVELAND CLINIC CASE STUDY
Cleveland Clinic was one of the nation’s first multi-specialty clinic which was founded in 1921 by 4 physician with an aim to provide outstanding patient care and show compassion and innovation. In this case the long operational facts from 1921 to 2015 are showcased. Cleveland Clinic is a pioneer in the health and care industry. It has expanded its operation to give service to a variety of regions. It also expanded its operation to some other countries such as Abu Dhabi, Canada etc. After interpreting the activities of Cleveland Clinic, we will analyze it using the porters five forces model to identify its potential threats and competitions.
Cleveland Clinic’s Porters five forces model Analysis is illustrated below:
Bargaining Power of suppliers: The bargaining Power of Cleveland Clinic suppliers is moderate. Among the main factors in the suppliers, we can consider the physicians and all the medical equipment as the supply for Cleveland Clinic. And in this case we have seen that Cleveland Clinic has implemented its own Information technology system. Cleveland Clinic has also set up medical education facilities in conglomerate with Ohio University’s Heritage College of Osteopathic medicine in 2015. In October 2004 Cleveland Clinic also opened the nation’s first medical school in 25 years, Cleveland Clinic Lerner College of Medicine, which was a huge initiative taken by the Clinic. Cleveland Clinic was pioneering at the time and IBM’s Watson computer was being educated in the medicine Lerner College. As Cleveland Clinic is largely sophisticated Medicare system, High levels of competition exists among the suppliers, thus they reduce price and it is a positive for Cleveland clinic. There are a large number of suppliers that supply product to Cleveland so it is easier for Cleveland to switch suppliers. As Cleveland buys its supplies in great volume so it reduces the bargaining power of suppliers.
Bargaining Power of Consumers: The Bargaining power of the consumer is Low as Cleveland Clinic has competitive edge over Customers. The primary Consumer of Cleveland’s Service are the Patients. Cleveland Clinic provides 45% care to its counrty and 25% in the broader Ohio region. Cleveland has diversified its facilities, and created institutes too support the treatment of various patients. Dr. Cosgrove’s central message was “Patients First”; which means that Cleveland employees and physicians work relentlessly to focus on measurable quality. Range of specialties grew through clinical expansions. It started with 13 physicians in 1921 but now it had many diversified institutes comprising of thousands of physicians and nurses. Cleveland also developed state of the art technology to acquire information from patients and used own formula to track patient data. Some of the initiatives were MyCare Online, DrConnect, MyConsult, MyChart, My Practice etc. Healthcare is important, and there is a huge consumer for Cleveland clinic’s services and buyers have limited choice. That is why the bargaining power of consumer is low.
Threat of New Entrants: Threat of new entrants is really low because the barriers to entry is really high. No firm can enter easily because of the sophistication of the health care industry. There is high cost of entering the industry so no other firm can enter this industry easily.
Threat of Substitutes: The primary substitute to Cleveland Clinic is the University Hospitals Health system which provides almost same level or kind of services like The Clinic. The UHHS system serves patients at about 90 locations in northeastern Ohio area. It has about 2 million physician visit and 63000 patient discharge annually. Also there are six smaller health systems in northeastern Ohio area that compete with Cleveland Clinic. The threat of substitutes is still very low and The Clinic has potentiality to expand its presence in Ohio and States around it. Substitutes have low performance and their service is of inferior quality compared to Cleveland Clinic. And high cost exists (Monetary + Opportunity Cost) to switch from Cleveland and choose any of the substitutes. As Cleveland provides the most quality service. So Threat of substitutes is low.
Current Rivalry: The competition is not much intense. This is because of the large industry size and Cleveland Clinic has started since 1921. The barriers to entry are high. And also Very few competitors exist. The main competitor of Cleveland Clinic is the University Hospitals Health System. There are six smaller health systems in northeastern Ohio area that also compete with the Clinic. But the rivals are not as powerful. Because Cleveland has expanded over the industry and overseas also. Cleveland has its branches in Abu Dhabi which is an Exemplary activity of Cleveland Clinic. Government legislation also limits the competition in the Health and Care industry. That is why the intensity of existing rivalry is not high.
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To prepare the Australian future generation with solid foundation, the Victorian government came up with the idea to introduce the new Victorian Curriculum, during late 2015 (September). This isn’t the first time the state is being responsive to the educational requirements of the future generation. The state officials have always been enthusiastic towards making innovation to the state curriculum. The summary underneath makes a clear projection of the commitment that the state showed towards continuous reformation to enhance the learning experience for the learners/students (Ambrosetti, 2014).
Curriculum and Standard framework was implemented for the first time across Victorian schools
The CSF has been republished by the name “CSF 2”, including what students must know in relation to the future
The CSF was substituted by “VELS” (Victorian Essential Learning Standards). The core idea was to equip learners with the fundamentals of CSF along with interdisciplinary skills.
The new version “AusVELS” (Australian Curriculum in Victoria) was designed and implemented.
Introduction of “Victorian Curriculum” that was planned to be implemented from the year 2016 and finished by the end of 2017. The core idea behind this was to equip learners with the fundamental skills that would help them throughout the life (Evans, 2014).
There are eight different learning areas of Victorian curriculum that are mentioned underneath:
Dance, Drama, Media Arts, Music, Visual Arts, Visual Communication Design
Health and Physical Education
Civics and Citizenship, Economics and Business, Geography History
Design and TechnologiesDigital Technologies
1.2 Summary about the importance of Victorian Curriculum
The Victorian curriculum does have several learning areas that students can select from. Learning about the curriculum area at the “VCAA” official website would help children to be aware about the disciplines they are open to along with measuring the scope they have for their future. However, students do have their fundamental rights to be made aware about the learning area or the disciplines they world learn about. Science does have a reputation for being experiential in order to provide answer to any queries revolving around technological, physical or biological world (Gannon, 2012). The science curriculum has been designed in consideration to the concept of developing learners with the knowledge to be able to understand vital scientific mysteries and concepts. It is vital for students to be informed and scientifically sound to respond to questions about everything. This curriculum would prepare the students in the most effective manner for achieving excellence in their professional career. The curriculum does have a list of aims including-
Changing the perspectives of the students by changing their knowledge and perspectives
Making students and learners aware of things that would help them to break any misunderstanding about anything unexplored or unexplained matter to them.
Raising learner’s ability to judge and view things with different perspective (Hammond, 2014).
1.3 Summarizing level description and achievement standard
The “Foundation level 2” of the curriculum emphasizes over self consciousness along with being aware about the world as well. The likelihood of students or learners coming across changes is relatively higher; the changes can either be small or big or might even happen gradually or quickly. Students or learners in such situations tend to compare the occurrence with similar phenomena or familiar objects, which to certain extent helps them to learn about the situation or object. Students as mentioned above come across different aspect and incidents; they sometimes are introduced with the idea of resources that how much of it comes from earth (Hunter, 1982). They also come across the utilization of different materials and manipulation to extract something useful. Students also become familiar with the fact that, observation has always been a core part especially when dealing with science and learning about it. It is vital for students at the foundational level to observe things and aspects that are necessary to learn things. Students also have a tendency to compare observations in order to develop pictorial or tabular presentations, which makes it easier for describing and showing various patterns (Kemmis et.al, 2014). Students tend to reach to the conclusion by making and comparing observations that link one incident to another. This is great way for students to learn about how science can help society in different ways. They can explore different contributions that science has made to the modern society, the lives they are leading, the technologies they come across in their daily lives, the way they travel, communicate and even be aware about the current happenings about the world. Victorian curriculum is a great innovation to the learning process of the students or building block of their future career scopes (Leonard, 2012).
Once completed with the level 2, students will be equipped with knowledge and information about how their lives are affected with science. The level of their knowledge would be substantial enough to portray examples about facts and occurrences that contribute to the living of human being. The completion of this segment would enlighten their knowledge about different materials, uses and other effects of materials along with objects. Science does have a range of contributions that students upon completion of the level would be able to portray, which might include environment, different resources and others (Mayer, 2014). Students would also be able to respond to questions regarding objects they are familiar with, since their comparability would enhance by drastic measures. The students would now be equipped with enhanced investigational senses that are important for exploring the surroundings in order for making comparisons regarding different observations. Students would gradually start to expand the level of their knowledge once they start sharing their knowledge with other students experimenting with different objects. This is a vital procedure for students to explore aspects, gather information about them, and sort the information as per their needs and finally making a projection of the information in an understandable manner (Moats, 2014). Thus, they would be able to learn about things in an effective manner.
Part 2: Australian Professional Standards for Teachers
2.1 Introduction of the Australian professional standards for teachers
The Australian professional standards for teachers involve seven fundamental standards, which outline the obligation for the teachers along with their fundamental duty. All of these seven standards are interdependent, overlapping and interconnected with one another (Mockler, 2012). The professional standards have been sorted into three different domains of coaching-
Teachers have been asked to draw over each aspect of every domain. The seven Australian professional standards for teachers are:
Domain of teaching
Know your students and how they learnKnow the content and the way to teach them
Plan for and implement effective teaching and learningCreate and maintain supportive and safe learning environmentsAssess, provide feedback and report on student learning
Engage in professional learningEngage professionally with colleagues, parents/carers and the community (Oakley et.al, 2014).
2.2 Significance of these standards
The “Australian professional standards for teachers” have been approved and acknowledged by the “New South Wales” Ministry of Education during mid 2012. The application or implementation of these standards began under “Ministerial Council for Education, Early Childhood Development and Youth Affairs” during 2009. The standards clearly portray the significance of being connected with the learners and students in order to ensure they learn in the best possible manner. One of the major professional obligations of teachers is to be familiar with the manner students tend to capture whatever is being taught (Santoro et.al, 2012). It also is the quality of a great teacher to be aware about every student; as it isn’t possible for every student to be brilliant. Teachers must also be aware about the content they are to teach their students; they must plan for a teaching style that is appropriate while the teacher is interacting with the students. Teachers must as well maintain safer environment for their students to learn effectively; being supportive is a blessing to the students. Feedback is of paramount importance; students and their parents have to be aware about the child’s growth, providing feedback is the best solution for this (Schleicher, 2012). Similarly, being professional with colleagues, parents and community would certainly be as much effective for the teacher to extract best possible result.
Part 3: Cultural and Ethnic diversity
Jamie has been very precise in terms of engaging each one of the student in the process of teaching. The strategies she used might be put up as-
Engagement with the student on a personal level
Emphasizing over innovation, out of need
There also is a clear essence of group among each one of the student that is participating in the learning process. They are very much engaged in the learning process irrespective of the diversity they have within (Simoncini et.al, 2014). It practically isn’t possible to avoid cultural diversity in organisations including educational or professional. The “Friendshipcircle.org” did post a blog that involves the story of a boy named “Jordan” and the school that admitted him was “Hope Technology School”.
Part 4: Formative and summative assessment
Teachers often engage in the process of assessing the growth of their students, which might either be summative or formative. Both of these terms have different meaning,
Formative assessment: Assessing students at the end of the curriculum or course can draw extra effort; teachers might have to pay extra attention at the end period (Van Driel & Berry, 2012). Formative assessment looks after the learning needs of the students during the learning process. This evaluates the academic progress, learning and comprehensive needs of the student in the middle of a lesson. Assessing students during their learning period would help the teacher to gather the information about students and particular points at the lesson that need immediate consideration.
Summative assessment: Unlike the formative assessment, this term deals with student assessment at the end of the curriculum to check on the preparation. The students are checked on their learning, the skills they have acquired during the course, their academic achievements by the semester or the school year end. This is comparatively low on success meter as the teachers have to face a lot of trouble about student preparation if the summative assessment shows an undesired result about student growth (Vivian et.al, 2014).
Ambrosetti, A. (2014). Are you ready to be a mentor? Preparing teachers for mentoring pre-service teachers. Australian Journal of Teacher Education, 39(6), 3.
Evans, L. (2014). Leadership for professional development and learning: enhancing our understanding of how teachers develop. Cambridge journal of education, 44(2), 179-198.
Gannon, S. (2012). Changing lives and standardising teachers: The possibilities and limits of professional standards. English Teaching, 11(3), 59.
Hammond, J. (2014). An Australian Perspective on Standards‐Based Education, Teacher Knowledge, and Students of English as an Additional Language. TESOL Quarterly, 48(3), 507-532.
Hunter, M. C. (1982). Mastery teaching. Thousand Oaks, CA: Corwin Press.
Kemmis, S., Heikkinen, H. L., Fransson, G., Aspfors, J., & Edwards-Groves, C. (2014). Mentoring of new teachers as a contested practice: Supervision, support and collaborative self-development. Teaching and teacher education, 43, 154-164.
Leonard, S. N. (2012). Professional conversations: mentor teachers’ theories-in-use using the australian National professional standards for teachers. Australian Journal of Teacher Education (Online), 37(12), 78.
Mayer, D. (2014). Forty years of teacher education in Australia: 1974–2014. Journal of education for teaching, 40(5), 461-473.
Moats, L. (2014). What teachers don’t know and why they aren’t learning it: addressing the need for content and pedagogy in teacher education. Australian Journal of learning difficulties, 19(2), 75-91.
Mockler, N. (2012). Teacher Professional Learning in a Neoliberal Age: Audit, Professionalism and Identity. Australian Journal of Teacher Education, 38(10), n10.
Oakley, G., Pegrum, M., & Johnston, S. (2014). Introducing e-portfolios to pre-service teachers as tools for reflection and growth: Lessons learnt. Asia-Pacific Journal of Teacher Education, 42(1), 36-50.
Santoro, N., Reid, J. A., Mayer, D., & Singh, M. (2012). Producing ‘quality’teachers: the role of teacher professional standards.
Schleicher, A. (2012). Preparing Teachers and Developing School Leaders for the 21st Century: Lessons from around the World. OECD Publishing. 2, rue Andre Pascal, F-75775 Paris Cedex 16, France.
Simoncini, K. M., Lasen, M., & Rocco, S. (2014). Professional dialogue, reflective practice and teacher research: Engaging early childhood pre-service teachers in collegial dialogue about curriculum innovation. Australian Journal of Teacher Education (Online), 39(1), 27.
Van Driel, J. H., & Berry, A. (2012). Teacher professional development focusing on pedagogical content knowledge. Educational researcher, 41(1), 26-28.
Vivian, R., Falkner, K., & Falkner, N. (2014). Addressing the challenges of a new digital technologies curriculum: MOOCs as a scalable solution for teacher professional development. Research in Learning Technology, 22(1), 24691.
As the Human Resources Manager at ‘Bayside Call Centre’ you are required to lead a review of the current Diversity Policy and practices and to make suggestions for improvement.
Produce a report outlining the process of the review and the results of your investigation.
The report should address the following considerations:
Nature of consultation undertaken with key managerial staff.
In this regard, I spoke to the CEO of Bayside Call Center, human resource manager, the personnel officer, and the operations officer concerning the need to review the existing diversity policy. This owes to the fact that the current diversity does not fully cover the aspect of gender equality, race and disabled individuals in the society. There are no guidelines on how females, the disabled or people from other races should be treated.
Identify related policies/ documents that will require updating or rewriting
Polices that require updating include
The diversity policy
Current practices that do not support diversity are:
Male dominations in recruitments and employment
Discrimination of minorities and people from the black race at the workplaces
Legislation, codes of practice and national standards to be addressed in the policy as it relates to Bayside Call Centre
Commonwealth Human Rights and Equal Opportunity Act
This is an Australian act of parliament that outlaws discrimination of people on the basis of their color, sex, religion, age, impairment, and nationality
Commonwealth Racial Discrimination Act/s
This is a regulation that outlaws discrimination of people in the workplace on the basis of race/ethnicity
Commonwealth Sex Discrimination Act
This is a regulation that outlaws discrimination of people in the workplace on the basis of sex.
Commonwealth Disability Discrimination Act
This is a regulation that outlaws discrimination of people in the workplace on the basis of disability or impairment
Identify benefits of diversity to strategic and business objectives of Bayside Call Centre
Diversity has a potential of improving employee performance at Bayside Call Center, creating a conducive environment for all types of employees, and creating equality in the workplace.
Give detailed answer
Access the policies from other organisations (similar and dissimilar) to gain ideas and knowledge of best practice
See Diversity and Inclusion Policy attachment. List the diference between current Bayside Diversity Policy and the policy you have found online. What is missing? What needs to be added?
Suggest major operational changes and performance changes required to implement a new Diversity Policy at Bayside Call Centre
How will it affect day to day business? What outcomes do you expect from this? Give detailed answer.
You are now required to draft the new Diversity Policy.
Bayside Call Center is committed to cultivating, fostering and preserving a culture of inclusion and diversity.
Our human resource is the most critical asset we have. The collective sum of life experiences, personal differences, inventiveness, knowledge, self-expression, innovation and talent invested by our employees are a representation of not only our culture but also the image and achievement of our firm.
We duly encourage and embrace our workers variation in gender, age, disability, family, ethnicity, marital status, nationality, race, social-economic status, and other features that constitutes our diverse employees
The diversity initiatives at Bayside Call Center are applicable to our policies and practices on selection and recruitment: professional development, benefits and compensation, layoffs, termination, recreation programs, and training and development. The goal is to build a work environment that is based on diversity and equity and which enforces and advocates for:
Respective cooperation, and communication between and among all employees
Employee participation, and teamwork requiring the representation of all perspectives of employees
The contribution of employees and employer in respecting and promoting diversity in the workplace
Women, disabled, and minority groups to be given priority during recruitment for diversity balancing
All employees of Bayside Call Center are duty bound to treat others with dignity and respect
The conduct of employees should reflect the aspect of inclusion
The HR representative and the supervisor should assist any employee who feels that he or she has been discriminated upon
Disciplinary action should be carried out to any employee who portrays inappropriate behaviour against others
Now that you have completed the draft Diversity Policy which has been reviewed and accepted by the CEO, your Diversity Policy will replace the existing one. The CEO has instructed you to proceed with the development of an action plan for implementation.
The Action Plan will address each key area within the policy and also clarify how the policy will be communicated to key stakeholders and staff members. In your plan consider the following:
Communication strategies (at least one of the proposed methods must be written communication)
How each key area of the policy is to be implemented
Will extra staff recruitment be required?
Who is responsible for implementing each key area and how it will be monitored
A timeframe for the implementation of each key area
Consultation to occur with key stakeholders for feedback on action plan
You need to create an appropriate action plan to implement the new diversity policy. The action plan could refer to the following communication methods with staff to introduce the new diversity policy: memos to staff; staff manuals; intranet; diversity considerations in language, accessibility etc.
The action plan created is to be detailed with appropriate steps to support implementation. This could also be documented in the flow charts to represent the timeframe for implementation of each stage.
ACTION PLAN TEMPLATE
Who performs this task
When is this task due?
Status (e.g. planned, in progress, complete, delayed, cancelled)
Creating awareness on key policy changes on matters of diversity
Improved awareness level for employees
Human Resource personnel
1n one week
Diversity Considerations in language
To promote inclusivity
Tolerance and respect to each other
In 2 weeks
To familiarize all employees on the new policy
To make employees informed of the new policy
Human resource manager
In one month
ACTION PLAN FLOWCHART
You are to implement one of the written communication strategies that you outlined in Task 1. The communication strategy must promote the policy across the organisation.
The communication strategy to be implemented is diversity considerations in language. In this respect, different languages including French, English and German will be allowed and promoted in the workplace
Revise the Bayside Call Centre policies and documents that require updating to meet the new diversity policy.
Documents that will require updating will include: job descriptions and recruitment and induction documents.
There will be a requirement to include employees from a diversified background for a balanced diversity.
In job description, all employees will be required to adhere to the new Diversity Policy
The human resource manager will be required to promote diverse practice and create a diverse friendly work environment
In previous tasks, you have developed a new diversity policy and planned the implementation requirements. You are now required to review your own diversity policy and complete a report on the long-term implementation requirements to ensure the policy will be embraced and encouraged in all workplace practices. The report should include the following topics:
Ongoing consultation with a wide range of stakeholders – what was the level of support among employees?
During the course of the consultation, I spoke to the CEO and General Manager of Bayside Call Center. The two people were quite supportive and ready for the initiative. This is after I informed them on the likely value of the program to the company.
Impact of changes made
The diversity changes will first affect the company since a new and more pool of employees will be required and then employees themselves who will have to adhere to the new regulations
Any change is not always welcome and this is expected on this new policy. However, several initiatives including employee engagement will be deployed to attract their support
List anything that can cause any kind of outcome. Explain
Communicating and involving employees to this program is quite vital to the success of this initiative
Explain in detail
How will you measure and review if the objectives are being met? How will you know – how will they be measured?
The achievement of the objectives will be measured if the goals have been achieved. For instance, the answers to the following questions will ascertain the achievement of the goals set. Have the number of women in this company increased?, how many disabled individuals has the company added to the human resource sector? What is the level of employee discrimination in this company?
Will the use of resources within the organisation increase or decrease as a result of implementation?
There will be no impact on the company resources as a consequence of implementing this policy
Ongoing evaluation – periodic reviews over time – timeframe for reviews in the future
The review and evaluation will be carried out after every six months
Who will be involved at each stage of the evaluation?
Managers- The manager will be responsible in evaluating the impact of the polish in general perspective
Supervisors-These will be monitoring the application of this policy on a daily basis
How will the ongoing reviews be documented?
The ongoing reviews will be documented through a report done by the review who in this case is the manager
How will significant changes to the operating environment be addressed?
There will be a meeting with employees to address the new changes. These will be followed by a newsletter and policy document which will be given to every employee.
Any recommendations or changes that should be introduced immediately.
Changes that need immediate implementation include hiring of women, the disabled,and those from the minority to fill the diversity gap.
MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS
This report is based on the recruitment, selection and induction process followed by Fresh style fashion. The recruitment process should be reliable and efficient for the company to meet the expectations and the goals set by the clients. The measures and policies taken by the company to fulfill the recruitment process should be presented in a proper manner in this report, which would help the company to easily solve their recruitment related issues. The selection process followed by the company, need some minor improvements, which would help the company to meet the desired goals set by the company. The selection procedure should also include the feedback provided to the unsuccessful candidates. The leave take by the merchandiser requires new merchandiser for a contractual job requirement. This report should contain a memorandum regarding the requirements of the new merchandiser post. The induction process should be smooth and executed properly. The feedbacks from the inductees should be heard and the issue or flaws that are bothering the inductees should be fixed soon. This report should suggest Fresh style fashion to take proper steps in the recruitment, selection and induction process to interview and hire new employees.
The process by which a company lets new and skilled people to join them according to their abilities to perform is defined as recruitment. This process is maintained in all the companies who want to fulfill their desired goals with the help of the skills of the new employees and the experience of the existing employees. This is very rigorous and strict process, which takes concentration and patience. Following this process comes selection of the specified people to become employees of the company, for their desired job roles. The new employees are selected according to their abilities and specialty in their preferred job roles. The job satisfaction and the mental coordination within the employees of the company is one of the main factors that affect the selection process of the company. The induction process supports the selection process, by providing the mental support and the guarantee of job satisfaction to the new employees joining the company. The HR team of the company provides details of the job roles that the employees are specialized in, which helps the new employees to have an optimistic approach towards their job.
This report will help Fresh style fashion to set-up and develop a proper recruitment process with the help of the recruitment policies. This report will help the company to focus on the selection procedure to be executed perfectly with the help of the selection policies and guidelines. This report will shed light on the induction process that the company will follow after the selection process is completed.
Assessment task 1
The recruitment, selection and induction process is the way to search and hire new employees. This process can also be defined as the full life cycle recruitment process. This process is the company’s way to ensure efficiency in achieving the desired goals set by the clients of the company. The company will be able to recruit the perfect person for their desired post. Fresh style fashion uses these processes to make sure that they perform well against their competitors and maintain a name in a global scale. These processes help the company to also hire managers and experienced employees. As per Workplace Gender equality Act 2012 and Fair work Act 2009, the company has to follow some policies such as equal opportunity to the employees, job satisfaction to the employees, non-discrimination in work etc to maintain a hygienic work environment. As per the recruiting and selecting policies used by Fresh style fashion, the recruitment process should be done in a less time taking and cost effective way. As opined by Wehrmeyer (2017), the advertisement for the job should be well designed and should include proper details regarding the job. The job description provided in the advertisement should be attractive and eye catching for the new people to be eager to join the company. After the job details are provided and people get interested to join the company, the interview should be done in a proper way to ensure the right process to recruit new employees. After the interviewing, the selection process through which the company will hire the new employees should be properly maintained by the Human Resource personnel. As per Rees and French (2016), the hiring managers will meet the selected employees and choose the best from them by carefully scrutinizing the abilities and the skills of the employees those are needed for the smoothness in meeting the goals of the company. If the hiring managers and the HR management team are not satisfied with any of the new employees, then they might restart the selection process. After the recruitment and selection process is done, and then the employees have to go through the induction process. In this process the company provides the details of the salary package and the employment contracts to the employees, which they would sign and return to the company. After the employment contracts and salary package explained to the new employees of the company, the offer letter to the employee is given and the joining date of the employee is determined. As observed by Sekaran and Bougie (2016), the induction process then includes the checking of the family and educational background of the employees and the work experience (if any) of the previous companies they have worked in. The final process of the induction process includes the checking of the full details of the employees and then deciding the final joining date of the employee, therefore introducing the new employee to the company.
Selection criteria for Administrative assistant
The candidate should be B.COM or B.TECH graduate and should have good knowledge regarding administrative skills.
The age limit should be within 21-35 years.
Any fresher or experienced candidates can apply. The fresher should know proper administrative skills. The experienced candidate should have worked 1-3 years in administrative post.
Selection criteria for merchandiser
The candidate must be B.COM graduate and should have good knowledge regarding the business maintaining skills. The candidate must have proper knowledge in merchandising business.
The age limit should be within 23-25 years.
Experienced candidates can only apply for this job. The experienced candidates should have worked 2-4 years in merchandising post. The candidate should have goods handling skills and proper surveying skills.
VACANCY ANNOUNCEMENT One of the most reputed companies in fashion retail industry, Fresh Style Fashion announces vacancy for the post of the following positions. Interested and well competent candidate are welcomed to submit their application and all the needed credentials through email in a form of attachment that includes cover letter and citing why you are interested in this job.
· Provide required assistance support to the assistance merchandiser, senior merchandiser and the merchandising team.· Accessing and printing of reports on weekly, monthly and yearly sales of merchandise.· Crossover job role to the Allocator which includes stock allocation to store and regulate the flow of stocks to the desired stores.· Ad hoc duties include providing administrative support to the retail management team.
AUD $40,225 per year
· To ensure that the merchandise products are in right store at right time.· To check the status of the merchandise product online at appropriate time and quantities.· Play a key role in determining the profits by setting the prices.· Manage the performances of range, promotion of a specific merchandise product.· Oversee distribution of stock of goods and deal with desired suppliers.· Manage and control levels of stock of merchandise on the basis of peak season and demand.· Fully aware of the competitor’s performance and sales.
AUD $44,507 per year
The method used by Fresh style fashion to imply the unsuccessful candidates should be done in a proper way. The process of notifying the unsuccessful candidates of the company should be totally formal and through a letter showing gratitude thanks and regret. The letter should contain:
Date on which the letter is written
Thanks to the unsuccessful candidates applying for the company
The details of the position that the candidate have applied for
The reason for which the candidate have not been selected for the specified job
Encouragement statements for the candidates to keep trying and providing their best to come back to the company to apply again
Best wishes to the candidate for their future endeavors
The processes used by Fresh style fashion to provide feedback to the unsuccessful candidates are:
Keep proper notes of the selection process explaining details of the selection of the candidates, which will help the company to further provide feedback if the candidate is unsuccessful
The feedback should be provided to the unsuccessful candidates by phone call
The feedback should be practical and true, providing the details of the positives and negatives of the candidates.
C. The rules and regulations of the laws that Fresh style fashion uses are Australian Human Rights Commission Act 1986, Workplace Gender Equality Act 2012, Fair work Act 2009 and Privacy Act 1988. These acts and laws are used to ensure the safety of the employees of the company. The employees should get equal opportunities and satisfaction of work, which is possible if these laws are properly maintained.
D. The technological aspect of the Fresh style fashion needs some improvements which would help the company to achieve desired goals. There should be improvement in the operating systems that the company use, which is outdated. The obsolete online recruitment tools should be developed and advanced for better recruitment procedure. There should be new assessment centers to recruit, select and induct the new employees.
Assessment task 2
According to the template for the feedback of the unsuccessful candidate selection process of Fresh style fashion, the company uses some policies. These policies help the company to maintain the unsuccessful candidate process to run smoothly without any problems or hesitations. The policies that Fresh style fashion uses are:
Keeping proper records of the selection process of each candidate helps the company, to face no problems in the near future. The unsuccessful candidates can be easily denied by the company to join the company by providing the weakness and the negatives derived from the selection process, which are not needed by the company.
The feedback that would be provided to the unsuccessful candidates should be in a right and respective manner. The personnel of the hiring managers and the HR management should be aware of decision taken to say no to the unsuccessful candidates and they should all agree to the decision, so that there could be no conflicts afterwards.
The unsuccessful candidates should be provided with proper and direct feedback regarding the job requirement and not anything regarding the candidate’s character. The feedback should be to the point and their performance against the specified job for which the candidates are being selected by the company.
The feedback should not be focused only on the interview, but it should be focused on whole of the selection process. The feedback should be in a chronological order which would help the HR personnel to easily provide feedback to the unsuccessful candidates.
B. The administrative assistant of Fresh style fashion should be able to provide proper details to the individuals needed in the recruitment and selection process The HR department and the hiring managers should be properly able to utilize the policies and the procedures used for the selection process (Sundarapandiyan and Babu 2016). These processes are explained by the administrative assistant to the HR personnel and the hiring managers and all the other individuals involved in the recruitment and selection process. As per Brewster et al. (2016), the HR personnel and the hiring managers should be properly trained by the administrative assistant to provide support to the hiring and selection process. The administrative assistant of the company should make sure that the procedures and policies maintained by the company should be properly administered to the staff of the company. The new processes such as upgrading online technologies regarding the recruitment, properly utilizing the advertisement policies etc should be properly explained to the staff of the company.
C. The recruitment process of Fresh style fashion should be executed properly and for that the company needs to hire a specialist in that post. The administrative assistant of Fresh style Fashion suggests that the company should recruit a specialist for the recruitment process. The processes that the specialist will be able to apply are:
The specialist should be able to perform the recruitment process much better than any other normal individual selected for that post.
The specialist should easily be able to identify the profile of the position that the company, for which recruitment is needed.
The specialist should be able to prepare a description explaining the job details for the advertisement.
The specialist should be able to identify the places where to hunt for the candidates who are eligible for the job post
Therefore according to the administrative assistant, the recruitment process of Fresh style fashion should be handled by the specialist in recruitment process.
Assessment task 3
To: Manager of Fresh style fashion
From: Administrative assistant of Fresh style fashion
Date: 12th February 2018
Subject: Recruitment of new merchandiser for a contractual job
As per the maternity leave taken by the existing merchandiser for two years, there is an opening for the merchandiser post. This is a contractual post for two years for the eligible candidates. The fresher candidates should have knowledge in proper merchandising skills and the experienced candidates should have worked in a merchandising post in their previous companies. The candidates should have proper managerial skills and should be fluent in communication. The candidate should not only be a team leader, they should be able to work as a part of the team. The candidate should be able to identify the business easily and properly execute the actions regarding the business. The experienced candidates should be an expert in retail industry. The candidates must be passionate to work for the company and should be optimistic towards providing the best of their performances. The candidates must provide satisfaction to the customers and should be able to cooperate with the company in some difficult situations. The training given to the new candidates for the merchandiser post should be properly done, so that the candidates should be prepared to face all the situations of the company. The candidates must have the intention to focus on the presentation process of the clothes and the mannequins. The processes that are used for the development of the business should be properly followed by the candidates. The candidates sometimes have to work to setup the stores within the different regions, maintain a proper presentation procedure for the stores to look good and the reporting to the presentation manager of the company every week. The candidates must know computer related works properly, have sound knowledge in retail and have a good taste in fashion. The candidates should have proper planning and organizing capabilities and should have relationship management skills. As per the requirements of the company the candidates should know problem solving procedures, they should have creativity in their work and they should be able to meet the desired goals of the company within the desired period of time. The candidates should be time managing and they should be multi-tasking. The candidates should be a leader encouraging the employees working under them.
These requirements are necessary for the new candidates to apply for the merchandising post of Fresh style Fashion. The candidates who can meet these requirements are welcomed by the company to apply for the required post.
Assessment task 4
As per the requirements of the Fresh style fashion the induction process that is to be maintained should be effective and satisfactory to the inductee. The induction process must be cost effective and less time consuming. The induction process should include training the new employees to get accustomed to the technologies used by the company and the business that the company runs. The training also includes the existing staff and the employees who are related to the induction process of the company, to maintain a proper induction process. The induction program should be planned properly before executing. The requirements for the induction program should be in a proper manner. Proper information regarding the details of the business run by the company should be conveyed to the inductee.
The induction process maintained by the company needs some additional improvements that could help the company to properly maintain the induction process. The employees of the company should be able to coordinate with the other employees. The administrative assistant must be able to build rapport with the employees of the company. The probationary period of the company should be explained to the inductee. The assistant must have the capability to monitor the activities performed by the employee who are in the probationary period. The nature, background and experience of the inductees should be properly discussed at the time of induction, to know more from the inductees for the improvement of the company. The quality management system should be maintained well, for the induction procedure to identify the qualities of the inductees. The rules and regulations regarding the discipline and the safety of the company should be explained to the inductees. The induction process should be in such a way, that the inductees would be eager to work in the company.
According to a feedback provided by the inductees, Fresh style Fashion needs to focus on the management of the time maintained by the company in the work procedure. The company should provide the details of everything they do in regard to the employees. The company should especially focus on their problem solving skills. According to the feedback, their problem solving skills are not good so they should improve that.
According to the above observations, it can be stated that the report suggests Fresh style fashion to ensure a proper recruitment, selection and induction plan to hire new candidates for the desired posts of the company. The recruitment process explained in this report will help the company to properly execute a recruitment process which would ensure all the skilled and eligible candidates for the respective posts where they should be recruited. The store manager and the administrative assistant of the company provided a recruitment plan and the policies regarding the selection procedure for the staff of the company. The selection measures taken by the administrative assistant of the company are explained to the HR management of the company, which will further help the company to execute a proper and efficient selection process. Due to the absence of the existing merchandiser, the requirement criteria for hiring the new merchandiser for a contractual job for two years is provided in a memorandum. The induction process used by the company is explained properly in this report.
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(a) Purpose of this study would be to focus on making a project plan as per the requirements of Green buildings. Purpose of this study also lies in the aspect of marketing cost estimation of this project so as to take a dive in probable deliverables.
(b) Green or sustainable building deals with building, renovation, and designing of a structure that can be reused in resource efficient and ecological manner. This construction moreover, reduces its impact on the environment thereby leading to innovation and more sustainable sites. Green construction project management gives an idea of supervision as well as regulation of the project starting from the initial stage of development until completion of the project. Moreover, in this study sustainable construction is connected with estimation of the budget along with risk management.
(c) Project manager, area manager, general manager and team members are the key internal stakeholders of this project and Client and approval communities would be prime external stakeholders of this company.
Project objective: The project on green construction aims to create a healthier, more energy efficient and high-quality commercial buildings or houses. A green design moreover, finds the balance between low environmental impact and good quality construction.
To create budget estimation of green construction project
Clients support green technologies as it increases performance of the outcomes
Highly efficient buildings
Green materials and technologies can lead to construction of efficient buildings
Waste management plan
This minimizes generation of wastes during the construction process by recycling the wastes
Table 1: Project deliverables
(Source: Banihashemi et al. 2017, p.1109)
Figure 1: Milestones
(Source: Based on the views of Brioso, 2015, p.80)
Technical requirements: Green construction furthermore, requires complicated construction process along with techniques. Technical requirements estimated for this project is the use of computer technologies for calculation of project space and specifications. Green construction furthermore, requires Leadership in Energy and Environment Design (LEED) certification (Darko and Chan, 2016). This is due to the fact that this certification will incorporate credits into the design of green construction. Moreover, this study would also look over the costs estimates and overall needs for the construction of green buildings, which can be helpful for project managers in future as green buildings are in many trends these days. However, this type of construction is limited to capital cost, ample amount of time as well as technical difficulty faced during the time of the construction process.
Limits and exclusion: Before commencing with the work, a project manager needs to specify limitations of a particular project. In case of this project, limitations can be in the fields of profitable outcome and sustainability of the project.
Customer review: Projects can gain desirable custom only if the customer desires are met, which can be carried out with the help of customer surveys and feedbacks. Feedbacks can be helpful to generate profitable outcome as it helps to mark out the taste of the customers.
Timeframe and Milestones
Work breakdown structure (Refer to Appendix 2)
Figure 3: Gantt chart
Network diagram (Refer to appendix 3)
Cost Estimates (Budget)
Sq. cost (in dollars)
Slag or chips of wood
Triple glazed doors and windows
Additional construction cost
Table 2: Budget estimation of green construction
(Source: Based on the ideas of Darko and Chan, 2016, p.63)
The cost estimation report shows 133.71 dollars per sq. feet with a total cost of the project to be 39,532 dollars. However, this estimation is approximately one-fourth of the actual cost associated with green construction. Moreover, this type of construction uses alternative natural resources as materials. Furthermore, this project would utilize woods (bamboo) instead of steel, triple glazed doors and windows as well as solar tiles. Crushed glasses are however recycled and reused in this type of construction. Additionally, wood bricks are used due to the fact that this type of bricks is more efficient than normal bricks (Darko and Chan, 2016). However, additional construction cost can be related to the wages of the labors associated with the project.
It is essential for a project of green construction to identify the probable risks related to the construction process. This is, however, due to the fact that this type of construction requires complex design, green materials (Gunaydin and Oraz, 2015). This moreover, tends to increase the modeling costs. Globalization can be a factor that affects a green construction project. Furthermore, globalization enhances competition in the market as per the basis of the culture of the country.
Therefore, as opined by Kerzner, H. and Kerzner, H.R., (2017), the project managers are required to carry out the risk management and also give attention on the factors that can lead to risk. The risk management of this type of construction can involve putting together all the probable budgets and therefore negotiate the cost estimations. A work timetable can also help to reduce risks associated with the project. It is also required by the project manager to keep in touch with the clients to discuss issues related to the budget. In addition to this, a green construction project may include the following risks:
Green construction often requires critical construction techniques as well as the process. Moreover, a green design is more complicated as compared to the conventional construction process. This is due to the fact that this type of construction requires alternative systems and materials to be used in the method of construction. However, in accordance with Hwang et al. (2015), it can be stated that any complexity in construction techniques may lead to failure of the project. It is, therefore, required by the project managers so as to address those problems by means of proper strategic moves.
Risk related to different forms of contract
Development and implementation of a green design greatly depend on the selection of the type of contract for the deliverance of the project. Moreover, in accordance with the findings of Brioso (2015), it can be stated that risks can pertain in the areas of contracts and therefore contracts must be read thoroughly before striking a deal.
Time-consuming process of construction
As per Darko and Chan (2016), the environment of the market of green construction indicates that the planning technique is stretched due to the involvement of green technologies. Moreover, recycling the required materials can also be time-consuming. This depicts that extra time is required so as to gain the approval. However, this can challenge the managers as because they are responsible for the development of schedule. Moreover, the managers approve payment progress to the suppliers along with the vendors.
Project Organization and Management
a. Project organization: Like other projects, the project of green construction will also require a team of the project. However, it can be challenging as well as difficult for fulfilling the aim of the project without any proper organization of the project. Moreover, it will be required to link the project with the parent organization. However, it would not be necessary to choose the best position in between a pure project organization and a pure line organization. Using a standardized roadmap and risks would not able to identify the areas of conflicts. Green construction project would contain a senior general manager followed by an area manager. Deputy project manager, construction manager along with a safety officer is other managers contributing to managing a construction project. The organization structure must also reflect the necessity of the construction project (Hwang et al. 2015).
Figure 2: Project organization chart
(Source: Taking ideas from Grover and Froese, 2016, p.1285)
b. Roles as well as responsibilities of the project: A project of green construction requires describing how the project organization can be embedded in the parent organization of the project. In addition to this, it is also required to describe the internal structure of the team of the organization associated with the project. It is, therefore, important to specify the roles as well as responsibilities of all the members of the internal management team.
Senior General Manager: A manager would need to oversee the project as well as delegate authority to the project manager. Such a person will not directly associate with the operation of the project and can be known as the project sponsor (Grover and Froese, 2016). However, he will have the right to influence the staffs that are involved in the green construction project and will also be responsible for getting the support from the stakeholders. Moreover, it will be the responsibility of a project sponsor to adhere to the policy and to ensure that the project is aligned with the strategies of the organization.
Area manager: It would be the responsibility of an area manager to look as well as measure the area specifications. Moreover, he is one of the key personnel that tends the project to a huge profit. A green construction project can also require this type of manager to drive the team performance and to moreover, control the performance of the workers or laborers. Based on the specifications of the area where the green building will be constructed he formulate strategies that can lead to the development of the project.
Project manager: The project manager that would be associated with a project of green construction will have the responsibility to look after the requirements of the project. Furthermore, he would require supervising and accordingly guide the construction team. Along with this, a project manager will report to the area manager regarding the status of project report. A project manager will also be required to change the control committee in case of an emergency and execute all the processes that are involved in the project management of green construction.
Safety officer: It is the responsibility of this manager so as to document issues, risks or changes that need to be done in the process of the construction. Moreover, a safety officer takes care of all the workers on the construction site.
c. Project controls
(i) Change management: Based on the views of Marcelino-Sádaba et al. (2015), the managers of green construction must plan, coordinate, make a budget plan and supervise the project properly. Furthermore, the project organization would have several departments containing project members who are specialized in those departments. This would help the green construction to be successful and to be completed in less time (Aarseth et al. 2017).
(ii) Management reporting: It will be the duty of a project manager to report the management regarding the status of the project. This is due to the fact that based on this report; management can further adopt other strategies if required.
(iii) Status report: Status of the project will be reviewed in the project team meeting as because it is essential for reviewing the status of the green construction project. This report furthermore, depicts constant flow of information related to the green construction project (Grover and Froese, 2016,).
Communications Management Plan
Type of communication
Monthly status of the project
Management will report regarding the project status
Face to facePresentation
Meeting of the project team
Status of the project will be reviewed at this meeting
Face to face
Estimation of all the budgets are depicted
Face to face
Senior General manager
Review of risks
Probable risks are reviewed at this meeting
Face to face PresentationEmail
Table 3: Communications Plan
(Source: Based on the ideas of Banihashemi et al. 2017, p. 201)
(a) Meeting reports: Meeting would be arranged every month or weekly so as to inform the management about the project status. Moreover, this meeting will also include a cost estimation of the Senior General Manager to inform the project team about the expenses. The meeting would also include the review of risks by the safety officer (Banihashemi et al. 2017).
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With changing analytical composition of
workforces, diversity management in an organization has become extremely
important for effective functionality. It refers to enabling of every
individual member of workforce to contribute, to its organization, his fullest
potential through systematic planning and implementation of organizational
strategies related to workforce managing principles in diversity. It relates to the effective utilization of
practices of human resource management to maintain human capital variations and
adding dimensions, thereby, ensuring that such variation does not cause
hindrance in path of organizational objective achievements, promotes attainment
of organizational goals.
CERA, being a leading eye research
institute of Australia, holds diversity in its workforce. However, it has been
facing problems in its workforce planning, misdirected selections and poor
cultural fit. This report provides
rationale for diversity management in CERA. It starts with a brief overview of
problems that are being faced by its HR department. Further, it goes on to analyze
the various arguments provided by its members regarding issues of diversity
management in the organization followed by suggestions regarding focus on such
arrangements in CERA.
Findings and analysis:
CERA has started to progress on
establishing a connectivity between its goal and job designing to become an
innovative organization. In one of its project, the necessity of featured job
design and its role in promoting innovative behavior amongst the available workforce
was identified. The senior management team considered its human resource
department as an integral aspect in achieving workplace diversity. Weekly
Interactions amongst management teams and HR department were favored for generating
feedback on workplace culture and its effects on work quality. However, HR
practices regarding selection and recruitment of employees screamed for
attention of CERA’s senior management. There were no allegations from
workforces for changes regarding these practices except for few rumor of
discontent regarding poor cultural integrity and inappropriate employee
selection in workplace. A review on selection and recruitment was also done to
cite loopholes in workforce indifferences.
Although these kinds of problems are common in culturally diverse
workplace, timely control on such mishaps favors in preventing future chaos in
workplaces and ensures smooth running of business operations. One of such control exercise is improvement
in recruitment methods. However, most of the time, organisations end up
following old traditional tested steps for recruitment and neglecting key
issues of candidate behavior interviews (Das,
2017). It should be kept in mind that recruiting
efficient candidates is not a matter of luck rather an achievement of good
excised management control.
It is observed that Management faces a
dilemma in choosing amongst candidates who fit the organizational culture and
candidates who are exceptionally talented but may not suit the organization’s
culture. CERA’S senior management does not take up this issue as diversity
management mishaps, rather, it thinks of chalking out a practical way for
bringing out maximum potential of its employees such that it helps them achieve
their organizational goal. Therefore, it attains diversity management through
imparting better recruitment methods. To achieve such practices, CERA’s
recruitment methods should be more sensitive to individual diversities rather
than meager homogeneity.
Restoring Diversity in workplace is not
only about employing people of variant gender, races, disability or cultural
background, but also about eliminating all sorts of discrimination on them based
on their diversity (Kenely, 2013). It is
about recognizing diversity management as a human resource toolkit. However, it
is important to establish a connection between human resource management and
diversity restoration. It refers to creation of a workplace environment which
allows employees to contribute to organizational goal along with scope of self
development and team development. This concept includes broad aspects including
terms of disability, age, education level, function, race, sexual orientation,
religion, style, geographic location and values which directly affect every
individual in the organization (CHEAH, 2013).
requires a cultural change within the associated organization and necessitates
inculcations of changes in human resource systems, management styles,
approaches and philosophies. Amongst thriving companies around the world,
effective diversity management helps in creating competitive edge in business
marketplace. Organization enjoys various benefits for employing diversity in
workplace (Groysberg & Connolly, 2013). Equal treatment of human resources
at workplace motivates associated people to work efficiently with lesser
terminations, thereby reducing costs of development and training. Introduction
to different voices with varied perspectives, priorities, backgrounds and
orientations favor companies in effective identification of business
opportunity, ensuring success in varied new markets. The contributing reasons
for surfacing Diversity management include social conservatism, labor force
demographic change, work restructuring and globalization (Kenely, 2013). Opinions
of workforces which are culturally diverse help organisations to take better
quality decisions. It boosts up workforce performances by accessing a varied
range of information for solving complex problems. Organisations with cultural
diversity reconsider primary tasks and redefine products, markets, strategies,
business practices and missions favoring effective and creative decisions.
Diversity in workplace is not only about preventing discrimination amongst its
employees (GRISWOLDSEP, 2013). It also focuses
on inclusion and its impact on organization’s bottom line along with
establishment of its linkage with long-term and immediate organizational
strategic goals. Gender inequality
is another roadblock in diversity management. Such biases can be encountered
during recruitment process. However, curbing such issues can favor enhanced
performances. In various workplace management researches it is found that women
have better coordinating and analytical skills while validating organizational
values and strategies along with social sensitivity, cross-disciplinary
thinking and emotional intelligence (Choi et al., 2014).
study of 101 organisations comprising 59,000 employees, a significant
difference in terms of economic performance was cited amongst those having at
least 32% percent women employees in senior management versus those with any
female representation. Moreover, in other researches it was found that
appraisal systems of many companies of United States are partial and gender
biased. However, cognitive diversity should also be enhanced and encouraged for
achieving better workforce performances and maintenance of overall
organizational diversity (Kulik, 2014)..
Researchers have found that certain
negative aspects of workforce diversity on organizational performance.
Diversity is a double edge sword, enhancing action propensity, magnitude of
response benefiting organizational performances. However, it might reduce the organization’s
speed of action and response, thereby, leading to lower performances, lesser
integration, increased turnover rates and dissatisfactions. It may be
beneficial for group performances but it is unfavorable for interpersonal
attitudes and relations towards associated groups. It may also produce higher conflicts and
miscommunications. They are also prone to dysfunction creating communication
barriers. Heterogeneous team members find it difficult in integrating diverse
backgrounds, norms and values while working together.
Employers of multicultural organization
rely on employee recruitment tests while hiring candidates from outside or
during internal selection processes.
Some of the crucial tests are those of personality tests and cognitive
abilities. CERA must analyze and devise schemes for improvement and innovation
in such process while recruitment. They can use cognitive test for predicting
work outcomes such as training performances and job knowledge accession. It
owes to pragmatic utility and predictive validity. This can be useful in
significant representation of diverse cultural groups in the organization.
Personality tests are a crucial point in establishing linkage between
recruitment and diversity management. Such tests help recruiting manager to get
an insight of a candidate’s cultural perspective and response to diversity. It
is based on 5 factor model consisting of extraversion, neuroticism,
conscientiousness, agreeableness and experience and is helpful in deriving
personal attributes of a candidate and their ease of adjustment in a culturally
diverse workplace environment. Although it does not comply with job performance
predictions, it is a crucial judgment point of diversity restoration in an
organization. In addition to this, using social media platforms, as a
recruitment tool, can also be considered. This can be a solution for accessing
potential candidates who may be passive. Moreover, additional information
available on social media can be harnessed and amalgamated for better access to
the candidate’s personal nature. Such recruitments can be carried through media
tools such as LinkedIn, Facebook and Twitter. Internal recruitment should be
based on performance statistics and job position knowledge. This would ensure
less chance of bias and restoration of employee quality and diversity.
Based on the business arguments provided by
CERA’s management team on workforce diversity management, it was found that
they rely on the idea of effective recruitment and selection processes for
diversity management. Therefore, a conceptual framework is presented to
identify the possibilities and implementation strategies for such diversity
Diversity management in workplaces is an
integral part of workforce effective functioning and overall organizational
goal attainment. Therefore, Human resource managers should analyze this aspect
critically, thereby, chalking out the best possible way for diversity
implementation and restoration through tactful management strategies (Hajro et al., 2017). With the growing
globalization of the market, Organisations need to be judicious about its
workforce management in situations where its environment is undergoing
There is factual evidence that accentuates
various challenges which managers face in managing equality and diversity in
workplace environment with numerous studies conducted in varied fields such as
local councils, private sectors and public sectors. Diversity management in
workplace through HR must operate at tactical, operational and strategic
levels. At strategic level, a management philosophy, relatable to
organizational mission, vision and its business strategy, is required. It must
also reflect top management level’s commitment to diversity. At tactical levels, a varied range of HR
policies needs to be formulated to support its management philosophies. Such
policies development must be based on feedbacks from existing employees on
existing diversity practices by HRM. At operational level, actual
implementation of such policies occur involving educating employees, flexible
employment, communication targeting amongst affinity group individuals and
identity-based networking. However, it is important to note that at all such
levels, line managers play an integral part in managing diversity at workplace.
Delegation of responsibility is the thematic origin in HRM as well as in
diversity management. It is often found that line managers are at odds with
employee views in terms of iterations of organization’s racial equality
policies. Therefore, involvement of line management in decision processes is
useful for better understanding and effective implementations of diversity.
Many MNCs having diverse workforces, such
as IBM, have involved in effective hiring of women and minorities for diversity
restoration. IBM has set EEO targets in their recruitment practices. They have
a special provision of six months in-house training for newly recruited
candidates through demo classroom projects and skill development trainings with
the look and feel of original organization’s cultural practices. Through such
imitations of demo organizational environments, new candidates gradually familiarize
and adapt themselves for the awaiting diverse environment, thereby, ensuring
better performances and diversity management during job tenures. Therefore,
implementation of a similar scheme could be beneficial for CERA as well. For
example, Alcoa recruits high caliber candidates by harnessing candidate’s
creative capacity. On a survey of 398 employees from varied Australian
companies for studying 13 exclusive diversity practices, it was that 90%
companies reported zero tolerance in workplace discriminations. In Another
survey of sixteen model organisations of US, hinted at introduction of singular
approach to equity rather than array of measures to ensure supportive
Based on these evidences and the related
business situation in CERA, it is recommended that along with improvements and
linkage establishment between CERA’s recruitment process and diversity
management, Mark French should also consider the fact that inculcation of
diversity concept into selection processes is not enough. Rather, diversity
should also be restored amongst existing workforces through performance
appraisals, legal compliance, socio-cultural approaches, gender equality and
equal opportunities for employees based on qualification standards.
Conduction of Performance appraisals by organisations enhances managerial and
workforce performances along with effective motivation (Fujimoto, 2017).
Equality can also be imbibed in this through conductance of management systems
and cultural audits. Such audits must be capable of unleashing inceptions of
potential biases to cultural groups and also identify corporate culture for
curbing such indifferences. For example, in a research it is found that
appraisal systems of many companies of United States have landed women and
Asians at disadvantaged positions due to racial and gender discriminations. It
was also cited that gender diversity enhanced constructive team processes while
racial diversity repressed them. Therefore, organisations should conduct diversity and racial audits for
workplace diversity reality checks.
Moreover, biased appraisals have
far-fetched future performance efforts. In an analytic study of 115 Indian
supervisors, it was found that ratings of low performers were inflated,
thereby, ensuring presence of local cultural norms during appraisal processes.
However, what is common in all of these cases is the absence of performance
evaluation of manager’s job. Therefore, periodic evaluation of manager’s
performance should be done to check such discriminations.
In addition to these, ‘cultural fit and it
related components of power distance and paternalism’ framework must be
critically analyzed by senior management group for better understanding of
socio-cultural dimensions. Moreover, ‘cross-cultural communication’ frameworks,
including individualism, power distance, masculinity, short-term emplacement
vs. long-term emplacements with special attention to paternalistic leadership,
should also be considered while farming management strategies for diversity management. Paternalistic
leadership is pervasive in varied business cultures such as Latin America,
Pacific Asia and Middle East. Paternalistic cultures leads manager to consider
their subordinate’s protection as an obligation for achieving their loyalty.
Another important aspect of such framework is power distance since it implies
restriction for an employee working in high power distances in hierarchical
structures. For example, in a study of Australian Bank employees from 28
different countries, employees subjected to high power distances reported
frequent incidences of workplace discrimination and recommended inculcation of
diversity management emphasizing to curb
power distance related problems within the organization. This aspect also
has its impact on customer relations as it was found that customers in high
power distances have expectation of lower service qualities. Therefore, it is
mandatory to analyze this aspect for achieving enhanced customer satisfaction
Employee recruitment strategies have a
crucial role in labor market functioning and also in maintaining workplace
equality and diversity. The analysis measures and discusses the organizational
management’s role in diversity management. It also cites the important tools
for assisting and achieving better workplace climates in terms of knowledge
transfer and diversity. Human resource management system must ensure harvesting
of knowledge in terms of turnover causes and the involvement of workplace
climate in it. Diversity management in
workplace deserves critical analysis such that it can be incorporated from the
very entry levels at such organisations. Managers should be sensitive to such
climate in their company and also keep a periodic check for regulation of
effective implementation and its associated effects on workforces. The
recommendations and related examples of implementations, by varied companies,
will help CERA in effective planning of recruitment strategies which may
promote diversity in their workplace environment. The management of CERA can
adapt the Paternalistic culture in order to ensure that can be able to gain
competitive advantage from the existing market enhancing their organisational
culture. It can help them to sustain in the competitive environment and expand
their market to target new and existing customers for their growth and
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] (15 September, 2017)
Boris Groysberg and
Katherine Connolly (2013): Great Leaders Who Make the Mix Work [retrieved from
https://hbr.org/2013/09/great-leaders-who-make-the-mix-work ] (14 September,
LILY CHEAH (2013):
Why workplace diversity is important for every organisation [retrieved from http://mystarjob.com/articles/story.aspx?file=/2013/4/20/mystarjob_careerguide/12948229&sec=mystarjob_careerguide
] (17 September, 2017)
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] (16 September, 2017)
(2017):How to Bring in Diversity in Your Organisation [retrieved from
https://www.entrepreneur.com/article/299305 ] (17 September, 2017)
Choi, S., &
Rainey, H. G. (2014). Organizational fairness and diversity management in
public organizations: Does fairness matter in managing diversity?. Review of
Public Personnel Administration, 34(4), 307-331.
Härtel, C. E., & Azmat, F. (2013). Towards a diversity justice management
model: integrating organizational justice and diversity management. Social
Responsibility Journal, 9(1), 148-166.
Hajro, A., Gibson,
C. B., & Pudelko, M. (2017). Knowledge exchange processes in multicultural
teams: Linking organizational diversity climates to teams’ effectiveness.
Academy of Management Journal, 60(1), 345-372.
Kulik, C. T.
(2014). Working below and above the line: The research–practice gap in
diversity management. Human Resource Management Journal, 24(2), 129-144.
Richard, O. C.,
Roh, H., & Pieper, J. R. (2013). The link between diversity and equality
management practice bundles and racial diversity in the managerial ranks: Does
firm size matter?. Human Resource Management, 52(2), 215-242.
new networking system in the new store of Woolsworth is a very complex task to
be initiated. The company management delivers a deep concern about this ongoing
project. The main objective of this project is to expand the market
accumulation with the help of smooth digital process. A number of risk factors are
popped out due to this change such as the adaptation of the new system by the
employees, the security issues and the customer friendly service. Nevertheless
the company has faith upon its staff and this initiative has the potentiality
to create a new generation of customer depends upon advanced technology.
the rapid business growth of Woolsworth and their new outlet opening, there has
been a requirement of network upgradation as well as new system installation.
The new network system is to be installed needs to fulfill two criteria for its
quality working, namely, proper coordinated functioning with the systems of new
outlet and providing support to new and existing network of the company.
Identification of potential issue considerations
before project implementation:
proceeding to system implementation, certain issues are to be considered. When
a company network expands, its original network often fails to keep pace with
its new expansion. The Business often adds several hardware networking devices,
of varied quality, from varied manufacturers and sometimes, it also implements
varied topologies for connection establishment with new users or newly
installed devices. However, this may cause quality degradation in existing
network with the addition of every new user or device within the topology.
Continued network adaptation problem may result in improper network
functioning. Such incidents may result in frequent network upgradation
is extremely important to understand the prerequisites of project implementation
by gathering detailed information of the existing systems and network
specifications used by the company (communications.gov.au, 2017). This
information to be sited in the survey are:
Number of network users and equipment types
including estimation of required network strength and its accommodation
capacity for new users in every 12 months.
Estimation of future network growth subjected to
business growth estimations for chalking out a long-term quality network
Estimation of present network status as used by
Chalking out of physical layout and networking
Estimation of wireless requirements
Analysis of present privacy and security status
and their scope of improvement
Physical topology documentation:
actual location of cables, computer and supporting peripherals are planned
according to premises design for final implementation along with wiring closets
and two other accessing points within the wireless network coverage area.
Logical topology documentation:
Data path within proposed network is chalked out with planning of proper
positioning of router, and layer three addressing of router gateways, end
stations as well as other networking devices for final implementation. The
routing location, firewall filtering and translation of network addresses is
also carried out.
partial mesh topology is selected for network implementation which ensures that
in cases of network failure, data transitions can occur through alternative
Responsibility division amongst project team
onsite technician: to perform site-survey and proper documentation of network
analyst: to plan logical and physical topologies
engineer: to specify system requirements
Implementation engineer: to
implement system design as proposed through documentation
Maintenance engineer: test
and rectify loopholes within implemented network system.
Manager: overall supervision in documentation, designing, implementation and
Project time could be crashed through pre-installation site surveying and
simultaneous three level testing. Moreover, implementation process can be
subdivided into system installation and network installation for better and
faster project processing.
Figure 2: WBS Structure for implementing new
networking system in Woolsworth
analysis can be implemented as a technique in order to identify and assess the
effectiveness of major people who are associated to the business organisation.
It can help or influence the project manager to analyse the success rate of
every activity related to the current project. As Woolsworth is one of the
biggest supermarkets in Australian market, their major stakeholders are their
employees, suppliers, distributors, customers and staff (Blomquist et al. 2016).
order to implement every activity which are mentioned earlier in the following
report, as a project manager, it is important to assess the influence of the
major stakeholders. It can help the project manager to generate effective
decision making process to implement the right resources to develop a
successful networking system and help Woolsworth to increase their business
proceedings in the market. Moreover, the assessment of stakeholder’s influence
can help the project manager to set specific courses of action to implement the
activities systematically. According to the viewpoint of (Shastri et al., 2017), importance can act as an
indicator that can help project manager to identify the interests and
requirements of major stakeholders of the company and to fulfill every
objective related to the current project. Application of stakeholder analysis
can help project manager to determine the key importance and influence related
to the major stakeholders of the company. It can also help to assess the
potential risks which can generate through the application of project in the
working procedures of Woolsworths that can create problems to serve better
services and products to their customers and to maintain employee engagement.
management needs to support their employees and staff so that they can adapt
the new networking system in order to maintain their business proceedings
effectively (Schwalbe, 2015). The management needs to maintain effective
communication process to help their employees and staff to understand the
requirement of new network system.
involvement is necessary to implement changes as it can help them to enhance
their performance to satisfy their customers.
budget of $10,000 has been earmarked for project implementation with 8% of
has been estimated for system equipment purchase cost with additional $3000 for
implementation charges and $500 for research processing .the new system will
reduce company staffing cost by $1,000 per month and increase revenues by at
least another $500 per month, thereby, increasing overall profitability by
$1,500 per month. Maintenance cost is estimated at around $1200 per month.
addition to this, a managed service solution will be provided by service
provider to the company for periodic system maintenance, updating and purchases
if required. This will reduce maintenance costs and also curb network conflicts
due to varied incompatible networking device installation. Moreover, network
security issues can be resolved better. The Costing for services will be
provided on a monthly basis with minimal up-front charges.
company director’s board along with the director of service providing agency
will be the governors for this project. They will coordinate and supervise the
management staff of respective departments for fulfillment of this project. The
Executive manager will be the project sponsor governor. All of these members
will together monitor and suggest improvement of system designs and
systematic approach is needed to overcome the obstacles regarding implementing
the networking system at Woolsworth. First, the management has to estimate
their objectivity and then the benefit they will achieved after installing
network system in Woolsworth (Baker et
al. 2016). The motive of the management should be focused on the long term
as well as the short term perspectives. In this regards the strategy has to be
divided into 3 different segments, 1. The benefits, 2. Cost efficiency and 3. Market orientation
case of the management of Woolsworth the benefits of installing a network
system is pretty profitable. The network system will develop a communication
chain with the buyers and that will help to earn profit for the company. Not
only this, an efficient networking system also able to make connections with
the employees. Thus the company as well as its employees both will be able to
know about the company development (Blomquist et al. 2016). For the company, it is also significant that a
transparency at network can make a good working environment which formulates
loyalty of its employees.
expenditure has never been tolerated by Woolsworth. Naturally the company
management wants to set up a networking system with a low installation charge
or a minimum maintenance cost. The installation of this networking system is
initially a cost burden issue. Though a minimum maintenance cost will be levied
that becomes profitable for the company (Tran & Pedler, 2017).
orientation is another perspective that the authority has gazed upon. In the
context of Woolsworth all the process is related to its market orientation.
Market orientation means the management wants to check the reaction of its
employees and at the same time review the marketing strategy by evaluate the
acceptability of the system among its customers. Based on this review the
government will set its long term and short term goals and the future plan
whether to continue this system or not (telcomanagement.com.au, 2017).
is a vital strategic plan for any company. Most of the retailing industries are
depended on digitalization. So any kind of security breach or technical
malfunctioning can cause severe financial loss of a company. That is the reason
why every company has counted on their risk management plan. Basically risk
management is a prop to secure one’s business (Van Der Meer et al. 2016). In networking sector it
plays a role of an investigator to protect digital access including internal
and external information of a company.
is evident that in digitalizing a store the main focus has to be on security
and the upgradation of the existing networking system. In many cases there is a
plenty of examples of an upgraded version had been crashed and the company
suffered a huge loss. So, the new system always has to be user friendly and
key component in this regards is, there is always a risk while upgrading or
installing a new system that the staff do not adapt the new system very well.
Therefore, a simple networking system with effective proficiency and well
security is always in need (Anthopoulos et
installing any new system, it is very important to go for a demonstration of
the new process. Changing or installing a new system is a big step for any
company and so it is also necessary to choose the right system that can be
reliable and provides everything that the company need.
most sensitive part of a company is to secure the vital company information. On
that context ethical behavior is so relevant. In terms of networks, ethical
behavior is incorporated in the mutual orientation, required from the actors
while establishing networks. It is based on some structural and process-related
features like continuity, adaptation, informality and asymmetric relationship.
In case of Woolsworth the primary concern is
focused on the adaptation of new system and the internal security. A weak or
bad way of security can cause security threat for the company. In a number of
cases it was found that negligence over security policy resulted stolen of
necessary information of a company (Schwalbe, 2015).
has also been found that, very often the administrators give a lot of
permission to the employees and the staff takes it as an advantage and as a
result the staff can manipulate the clandestine information of the company.
Therefore the principle concern of the Woolsworth management is to look after
these issues firmly.
Baker, M. K., French, E. L., & Hatcher, C. A. (2016).
Isomorphic forces and their effects on gender gap in Australian project-based
Blomquist, T., Farashah, A. D., & Thomas, J. (2016).
Project management self-efficacy as a predictor of project performance:
Constructing and validating a domain-specific scale. International Journal of Project Management, 34(8), 1417-1432.
Shastri, Y., Hoda, R., & Amor, R. (2017, February).
Understanding the Roles of the Manager in Agile Project Management. In ISEC
Meiring, W. J. (2016). Risk culture at senior and middle
management level: a telecommunications case study (Doctoral dissertation,
North-West University (South Africa), Vaal Triangle Campus).
Lloyd-Walker, B., Crawford, L., & French, E. L. (2016).
Uncertainly as opportunity: The challenge of project based careers.
Anthopoulos, L. G., Ipsilantis, P., & Kazantzi, V.
(2016). The project management perspective for a digital city. In Project
Management: Concepts, Methodologies, Tools, and Applications (pp. 793-811). IGI
Duffield, S. M., & Whitty, S. J. (2016). Application of
the systemic lessons learned knowledge model for organisational learning
through projects. International Journal
of Project Management, 34(7), 1280-1293.
Van Der Meer, S., Smith, S., & Pang, V. (2016). The Use
of ICT to preserve Australian Indigenous Culture and Language-a Preliminary
Proposal using the Activity Theory Framework. arXiv preprint arXiv:1606.01436.
Schwalbe, K. (2015). Information technology project
management. Cengage Learning.
Laudon, K. C., & Laudon, J. P. (2016). Management
information system. Pearson Education India.
Nicholas, J. M., & Steyn, H. (2017). Project management for
engineering, business and technology. Taylor & Francis.
Tran, N. H., & Pedler, D. (2017). The impact of extensive
loss of telecommunications on general practice: A case study in rural Victoria.
Australian Journal of Rural Health, 25(2), 77-84.Chicago
Hogarth, K., Hutchinson, M., & Scaife, W. (2016).
Corporate philanthropy, reputation risk management and shareholder value: A
study of Australian corporate giving. Journal of Business Ethics, 1-16.
telcomanagement.com.au (2017) Telco Management | TEM |
Telecommunications Expense Management [Retrieved from
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regime for Australia [Retrieved from
The community of Victoria has an expectation that the
government of the city will be vigilant and alert at all times and will also
respond if there are any matters of potential safety issues, harms or security.
The wellbeing of the Victorians is taken to be the most priority here. For
meeting this expectation, the government has taken some strategic objectives
and goals. The government has prepared themselves for all kind of risks by
having a risk management action plan in place (Oecd. 2017). The public sector
is required to be innovative, productive, effective, anticipating in making
risk assessment and taking measures to control, manage and prevent them. This
paper deals with how government of Victoria has considered all the security
related risks and how has the planned for it.
Current security risks and concerns considered by the VIC government.
Areas of: high, medium, medium-low, and low-risk exposure.
integral part of a good practice is management of risks. The commitment in
responsible for risk management helps keeping exposure to risk of low, medium,
high or medium-low at a bare minimum level. They also help lowering of any
injuries or any loss to be occurring potentially. Risk management does not just
involve solving risks which are bound to occur but also assessing potential
risks which might or might not occur and take proper preventive action for
that. The various benefits of risk management are that the government can
anticipate things before hand and react to such risks. Any potential changes
for a damage or a loss of a financial nature, reputations or confidence of
stakeholder can be kept at a minimum level. It is essential for the Victorian
government to have a risk management plan which helps them conducting
assessment of risks before any event is conducted. Which means before an event
takes place all the potential risks are recognised and rated. As per its
severity the risks are classified into high, medium and medium-low types (Arogundade,
2011). Based on
individual category a control action is planned and executed for minimising the
occurrence of such risks during the event.
Following is a chart which helps understanding
the concept of high, medium and medium-low risks
of the risks which are in the disclosures of the Australian government
information system along with the arrangements of outsourcing consist of making
considerations of the risks which comprises inside the tolerances of the agency
risk and the options of potential treatments. Under some situations where there
is an access made in an unauthorised manner or the information of the
Australian government has been disclosed can be quantified on financial terms
in relation to revenue losses the government needs further enactment of its
provisions. Determination of risk is just a calculate related to the finances
which every agency is undergoing after considering many different factors.
There are factors such as reputational cost potentials related with a disclosure
which can be if a citizen loses business data. In such situations calculation
of the severity of such risks becomes a really complex process. To accept that
there is a risk which is residing takes time. Moreover, there are risks in
relation to outsource security related data to other agencies (Shahri,
Comparative analysis of the Deliberate and Accidental Threats and rank those threats in order of importance
the critical issues which remains in any state or city is security related
issues while making safety in operations of IS or Information Systems. By recognising the threats related to
information systems the government can create an efficient plan of action for
measuring the level of security it has for the first stages of risk management.
There have been many trails to categorise the different threats IS having.
There are new type of threats occurring to the HIS or the Health Information
Systems and this is a concern which is consistently present for all the developers
of such systems. The Victorian government has made an acknowledgement that the
society today runs on innovation. However, such innovation must not be at the
expenses of the fundamental right of people towards privacy. A security program
which is ideal and effective is one which has a well-balanced combination of
technological as well as human control for preventing risks of data loss,
accidental unauthorised activity or deliberate unauthorised activity or
illegally accessing government data. For example, in the health care sector
information and communication technology is being used for creating the
electronic health information system. The potentials of the information related
to healthcare is completely difference as it aids in enhancing life quality and
efficiency. It reduces cost in the medical field and saves end number of lives
just by sharing and accessing data and information supported by technology.
potential harms which can be made are known as threats. There can be various
internal or external sources from where threats can come. Such threats which
are made intentionally aiming at asset information, actions by humans which can
damage some information ae known as deliberate threats. Damage caused to the
information due to some event or an environmental issue can be categorising
under an accidental threat. The government however has made provisions in
Victoria for both the kinds of threats prevalent in the pace. In the order of
important Deliberate threats are the most crucial ones and then comes the
accidental ones. Following are the list as per the order of its importance’s: –
Destruction of information
Manipulation of data
Damage of software or
Manipulation of software or
Power Supply Failures
Below is a small instance of damage caused by
bush fire natural risk
Challenges that the VIC government is going to face while deciding on whether security/risk management should be carried out internally or externally
government is contemplating whether some of the security or risk management
activates can be outsourced. Hence the time has come a decision needs to be
taken whether such measures will be carried out either internally or
externally. Certain governances are implemented in this regard. The
organisation which the work will be outsources must ensure that all the
contractual based service providers who has the complete access to the public
data certainly never engages into any practice which is against and has a
conflict with the Victorian Protective Data Security Standards. The main
objective of this is to ascertain that the public data needs to be protected in
all its core security related domains by issuing this VPDSS standards into the
operational processes (Anonymous2017). The VGRMF or the
Victorian Government Risk Management Framework makes an explanation that the
minimum amount of risk management required by the agencies are needed to be met
for demonstrating that risks are managed effectively. These includes various
risks such as inter agency or state related concerns. This makes an outline of
the various responsibilities the agency has. There are some guidelines and
principles which has provided an internationally accepted best policies and
practices of risk management.
Today the concept of outsourcing has become popular. It is a
practice today to outsource risk management aspects to specialised third party
agencies. However, whether it is in case of organisations or the government
this calls for various challenges and risks. Some organisations do enhance by
outsourcing their plan control and management aspects. However new type of
risks and challenges has crop up. There is also a more emphasis made on the
various internal controls, governance and data security and the privacy liability
of the agencies. Non compliances by third parties needs to be securitized at all
levels. Following are the various challenges: –
Whether the objectives of outsourcing
are well aligned with the overall strategies of the Victorian government. The
government has an operating model which is its target and the outsourced agency
must abide by it.
Whether the agency has a proper
understanding of the various scopes, constraints and requirements.
The various case drivers whether the
agency will be meeting them.
The new operational model is a change
from the original one. To understand whether the agency whom risk management is
outsourced has the right plans, tools, process, systems, cost and resources so
that any changes can be effectively managed by the firm.
Whether the firm has technology related
risks associated with its process.
The various regulatory requirements,
tracking needs and how the agency will be addressing them (Deloitteeditor,
Difference between the concepts of ‘’Risk’’ and ‘’Uncertainty’’
occur many circumstances which can be considered as risks. Risks are events
which can cause a loss or has a danger associated with it. The concept of an
uncertainty is different. Uncertainty is
an absence of an understanding of what will be the results of a particular
action or an event. The Vic government has made a comparison chart between
risks and uncertainties.
Risk and Uncertainty comparison chart
of with loosing or either winning something due to an event or an action is
circumstance where future results and events are not known is uncertainty.
potential chances of the results are known and anticipated.
potential results which will be occurring are not known or anticipated
are controllable things
are not controllable things
they can be minimised
cannot be minimised
are assigned probabilities
probabilities are not assigned.
Primary differences in between risks and
uncertainties are as follows: –
Risks can be defined as events which the government can anticipate
and which will either cause a damage or a benefit. Uncertainty are conditions where the
government has no idea or knowledge abbot the occurrence of some future events.
Risks can be quantified and measured by using many theoretical
models. However, it is not possible to use theories and measure uncertainties.
This is because there is no control over any future event.
The outcomes of risks are known. But in case of uncertainties
these are unknown.
By using methods and techniques risks can be measured and
controlled. But, uncertainties are those which are out of the control of any
government, individual or business organisation.
For the purpose of minimising the effects of risks there are
measures taken but there are no methods which helps people minimise
uncertainties (Kastelle, 2017).
Different approaches available to the VIC government for risk control and mitigation.
There is different type of risks
for which the Victorian government has initiated by legislative regulations
which are as bellow
Privacy and Data Protection Act
2014– The VIC has the Privacy and the Data Protection Act year 2014 or the
PDPA which makes crucial transformation and regulations on the data protection
landscape in the public sector of Victoria. Protective data security functions
are set up in the PDPA which covers the following areas:- a) Develop the framework of the Victoria Protective Data Security.
b) The VPDSS or the Victorian Protective Data Security Standard issues
must be covered. c) A regimen must be made which will monitor and assure data security of public
Under the PDPA Part Four, the
Victorian government provides guidelines and directives to the public sector in
Victoria to agencies and enterprise on the obligations of data security. All
these reflects the operating security requirements of the enterprise. A
capability to manage risks and security issues are developed and with the help
of guidelines and risk management principles this are implemented. Under this
framework a public sector data signifies
all the various information inclusive of personal information’s which
are fetched, stored and received by any agency on which Part Four is applicable
security protective measures
The protection of data security
is basically the practices used by the agency to implement the various security
measures for protecting any information related with the Victorian government.
The organisations at the public sector can fetch the required data security
protection by forming and making documentation of ISMF or the Information
Security Management Framework. This satisfies all the governance and all the different
domains related to information related to protective data security, ICT or
information communications technology personnel and security of physical documentation,
guidelines, standards and adopts a rightful framework for identifying and
implementing security provisions. For smaller sized organisation who does not
have the exact level of staffing or budgetary provisions in compliance with all
the standards and requirements that jointly it uses an approach for
implementing the host organisations. Such agencies might now use the systems of
the host organisations, process or the existing security policies, resources
of Victorian Protective Data Security
The VPDSS or the Victorian
Protective Data Security Standards develops a mandatory guideline requirements
having 18 levels which helps keep public sector data protected. It provides
governance over all the different information domains, ICT, personnel and
physical security. These standards are being supported by four protocols. Such
protocols follow a consistent level of improvements to the plan, process,
checks and acts. With this organisation are enabled to assess the security
controls in a consistent level. Security measures are made by the government as
per new threats or updated threats and sensitive information breaches. The
standard helps take care of the responsibilities of the policies and operations
of the Victorian government. An important role is played by all the public
sector organisations of Victoria which are played in delivering various
critical services and reflect the approaches of national and international things.
The government focuses completely on the information security rather than
focusing on assets of official nature.
Examples of mitigation
A regimen is established. In this
structural framework tracking is made. Public sector data is assured to be kept
at a secured level.
Responsible practices of data security
protection are promoted.
Various tracking activities in public
sector involved assurances, audits, and compliances in relation to the
standards of data security are developed
A formal recommendations and reporting
of data security are referred
Research is undertaken which are
relevant to the public sector data security.
The above paper has helped understanding
that for every organisation and government it is extremely important to secure
their data. For this regular risk assessments are needed to be made. The
assessment helps understanding what risks or uncertainties can crop up in the
future. If the security management responsibilities are given to any external
agency, then the government ensures the agency abides by all the compliances.
For this various standards are to be met. For the accuracy of the security
measures agencies must be in adherence with these standards and policies. The
VIC is always there to make timely guidance to organisations.
Arogundade,O. (2011). Vulnerability Analysis
Approach to Capturing Information System Safety Threats and Requirements. International
Journal of Software Engineering and Its Applications, 5(4), 914.
Anonymous. (2017). Darpgnicin. Retrieved
Deloitteeditor. (2017). Wsjcom. Retrieved
25 August, 2017, from http://deloitte.wsj.com/riskandcompliance/2014/03/03/managing-early-stage-outsourcing-risks/
Kastelle, T. (2017). Business Insider.
Oecd. (2017). Doiorg. Retrieved from
Shahri, A. B. (2012). A Tree Model for
Identification of Threats as the First Stage of Risk Assessment in HIS. Journal
of Information Security, 3(1), p169-178.
The first step in organisational
commitments related to diversity management is building a robust business
rationale for the company. There are evidences which show that the effective
management of diversity turns out to be a successful factor for the organisations.
The effects of diversity have great importance on the performance of the
organisations. There are certain factors which explores the link between the
diversity dimensions (such as age, gender, ethnicity, nationality, educational
background) and the organisational outcomes (like effectiveness, team
performance, quality of decision making, reputation of the organisation, and
overall financial performance). The crucial factor responsible for diversity
management is its effectiveness. The results are generally inconclusive which
shows confliction in diversity outcomes (Ashikali & Groeneveld, 2015). There is real
need for proper enthusiasm in order to perform effective diversity management
and inclusion among the various organisations across the globe. Here we are
doing the research study on the company CERA and put forward many challenges
for the company so as to present its diversity strategies in an efficient
manner. For attaining the target the company cannot have a quick fix for the
issue. The company has to develop a robust and customized business case in
order to engage their stakeholders. This can help CERA to manage diversity
The research study consisted of interviews
conducted with the leaders of the organisation. Certain factors that were taken
into consideration during the research process are size of the organisation,
its country of origin, the sector and the level of sophistication in diversity.
By conducting the research studies, reports were generated which presented the
picture of business complexity for the diversity management across the globe.
The diversity programs for the company CERA need to be aligned with strategic
plans. It includes quantitative goals and measures the progress of its
employees. The employees need to become involved in the community in order to
promote diversity. There is a need to be deliberate with the hiring practices
of the organisation. The companies can use company intranets where the
diversity committee can post updates and information regarding the
organisation. As per Kunze,
Boehm & Bruch (2013), a successful diversity program can give the
organizations a chance to manage it correctly and can align with the business
strategies of the company.
There are certain key findings that were
observed while doing the research process. The focus related to the business
rationales in diversity has seen an expansion. This expansion varies from the
values of shareholders to the stakeholders and the global value chain.
According to Kulik
(2014), in approach to proper diversity management, there seems to be a growing
need for developing evidences. This would help to suit the needs of the
organisations in various different sectors and locations in many different
ways. The diversity policies also play an important role in diversity
management. It helps in benefiting the organisation and may help in increasing
the maturity of diversity programmes implemented by the companies or
organisations. The organisations must also try to reflect on their stakeholders
and also look over the demands in their business environment (Fay et al. 2015). One of the important factors that can play an
important role in crafting the business rationales is the workforce of the
organisation. The business rationales for diversity connects with the workforce
diversity and results in some set of organisational outcomes. These outcomes
are beneficial for the organisations to maintain proper business diversity. In
recent times, the organisations are increasingly shifting their practices from
the best of practices to customised practices that would further help in the
benefit for the organisation. Nowadays if organisations are not able to manage
diversity properly they may be left behind and are at a risk of being out of
date. In the most recent global survey for CEOs, it was derived that 77% of the
companies have already adopted diversity management practices or strategies and
some are planning to adopt in the next 12 months. Diversity helps to plug the
talent gap for businesses and is also considered good for the society.
Diversity has now become one of the biggest concerns for the CEOs across the
world. A good workplace can not only benefit the organisation but also can
increase the economic growth for the country (Downey et al. 2015). By increasing the female employment levels, it has
helped to increase the GDPs of various countries like GDP increase of 5% in the
US, 11% in Italy and 27% increase in India. This can in turn have positive
social impacts. Diversity can also help in bringing opportunities for better
learning and growth. People working from different backgrounds and also with
different working experiences and styles can help a lot in learning.
One essential thing for establishing a
business rationale argument for CERA regarding diversity management is data
gathering. The main challenge is to find relevant measures in order to support
the business rationales for the workforce diversity. CERA collects both hard
data and soft data from within and outside the organisation so as to formulate
the business arguments. An interview was conducted with the principal advisor
for diversity in CERA. It was highlighted that CERA is developing local
diversity and inclusion plans considering each of its major working sites of
the company. These plans are mainly business led and is functionally supported.
Those are built for specific local needs in order to develop, retain and
recruit the diverse talents within the company and try to create an inclusive
culture. It has been seen that there exists an increasing pressure by
organisation like CERA on their diversity officers to generate an account
related to the impact of proposed diversity. Business environment is also an
important factor which helps in crafting the business rationales for the
company and identifying its local priorities. The workforce diversity issues
are needed to be understood in terms of their local context as direct transfer
would intervened the current challenges faced by the company. The environment
of the company must not be static and fixed in nature.
Research analysis shows that presence of
diversity in CERA improved the quality of decision making, helped in providing
better solutions and was also helpful in generating innovative ideas. Research
study has depicted a picture that if there are well-managed diverse teams, the
company may experience better ambiguity in the development phase. This further
leads to greater innovation in the diverse teams for CERA. For “value in
diversity” argument it is seen that information sharing and constructive
task-based conflicts have proved to the key benefits for the company. As per Solnet, Kralj & Baum (2015), another
factor is heterogeneity in group or team membership which in turn reflects in
the attitudes, knowledge, and certain beliefs which generates new ways for
problem viewing. It is seen that well-managed diverse teams will tend to have
superior performance indicating strategic importance of HRM in CERA. It mainly
focuses on production of diversity dividend and in turn adds values to
diversity management of the company. Another factor is the long term payoffs
given by CERA. As per Baum
(2015), this is basically related with the organisational learning and
knowledge creation within the organisation. HRM strategies for the company
basically are used for looking over the quality of decision making, ways of
problems, innovative ideas, and creativity benefits related to diversity
(Jamali et al. 2015). It is necessary
to foster the organisational learnings and the knowledge firms must emerge. The
workforces in CERA must be able to remain flexible and conducive to generate
new ways of thinking and uniqueness towards work.
The extent of diversity management within
the company can be increased by applying the proactive diversity strategies
which can add values to the individual’s outcomes. It is seen that only those
strategies are successful that can help in improving the job satisfaction level
among the workers which will lead to multiple effects across the organisation
of CERA. Those individuals who are in the dominant group tend to have higher
level of job satisfaction and are more committed towards their work because
they are able to get higher level of co-worker support, receive superior
rewards, have better access to adequate resources and also experience greater
autonomy. For those who are outside of the dominant group within the
organisation, the job satisfaction level can be low for them and do not get
access to equal rewards or get any kind of advancement opportunities within
their organizations (Andrevski et al. 2014). By the use effective diversity management strategies it is possible for
CERA to address such issues and can help in improving the individual’s job
satisfaction level. As we know, job satisfaction is somehow linked with the
organisational commitments which in turn linked with absenteeism and turnover
for every individual, their actions to address such issues and helping in the
improvement of individual’s outcomes. This would result in the benefits for the
organisational outcomes of CERA. Furthermore, if the firms of CERA fail to
address the issues related with diversity management, the company will have to
struggle to add values to the bottom line for the company. This will require
diversity management strategies to be implemented within the organisation (Janssens & Zanoni, 2014). There
is a huge need to raise awareness for the diversity issues as per certain
surveys conducted across the world. The values related to the diversity issues
require a very strong organisational base or foundation which is based on
equity, respect and opportunities within CERA.
Learning also has a great importance in
adding values to diversity. Learning is basically conflictive in nature. It can
also be experimental sometimes. It has been seen that diverse workplaces tend
to have greater capacity in tackling problems which have more complexions in it
and provide better solutions. CERA also follows this strategy within their
organisation. This helps in creating a greater pool for innovative ideas and
also the interactions can produce better solutions. The challenge for the
company is to manage such diversities within its organisation more effectively
in order to harness the desired outcomes. The CERA Company’s business model
focuses on assisting the managers to argue regarding the case for having a deep
understanding of the impacts of diversity management on specific learnings and
innovations. Innovation also has an important place in diversity management
process for CERA. Innovation basically deals with the transformation of new
ideas into some new process, products or services within the organisation.
Innovations must be of value to the company and its main aim is to generate
some sort of competitive advantage for the organisation. Innovation is
sometimes seen as a key factor for growth and dynamic state in the business of
the company. At individual level, innovators may be categorised as those:
Having strong dislike for the status quotient
Having questioning minds
Who are from outcast groups
Who have fresh perspectives
Who are new to the organisation of CERA
The challenges faced by the managers of
CERA are to properly ensure their employees to feel comfortable with clashes
that may happen and tend to see conflicts as beneficial and productive in
nature. A diverse workplace will give an experience of learning things
differently. It is often seen that the advantages of innovation and learning
may not simultaneously appear in case of diverse workplace within the
organisation. The main thing that has to be considered is that diversity is to
be managed effectively.
From the above research study conducted on
the CERA certain points can be concluded. There is a great need of diversity
management in any organisation. Here we are considering the research study for
the company CERA for increasing the diversity within its organisation. The
business rationale arguments for diversity management seemed to be quite
convincing while doing the research study for the company. Diversity within the
company is solely related to the benefits of the organisation and can help in
its proper functioning. The job performance of the employees or workers that
are working within the company can also be uplifted using diversity management
strategies. CERA has adopted several diverse management strategies for its
organisation and has ensured to provide better functioning.
There are also certain recommendations that
CERA needs to implement within its organisation.
Some of these have been discussed below:
The company needs to broaden its business case or rationales.
This mainly relates with the diversity issue of the company which also includes
the economic necessity to widen their talent base and tackling inequality
within organisation. Business rationale arguments of the company should not
only deal with diversity factors but also focus on the inclusive culture.
The company needs to build a strong evidence base. The company
needs to engage more in data gathering process, monitoring and analysing the
activities in a systematic approach for proper demonstration of its rationales.
Organisations like CERA needs to identify their available data and also the new
data required for its use. It is essential to collect qualitative and
quantitative evidences for building robust business rationales for the
organisation for effective management of its diversity issues. The diversity
approaches must be sensitive to local contexts and must target on sharing of
The business rationales of CERA must be in a systematic
manner rather than just the usual approach. This would in turn require to focus
on long term gains rather than just focusing on quick-fix solutions for
diversity issues. The business rationales must be promoted through proper
engagement. While developing a business rationale it is important to have a
focus on the stake holders, business environment and also on the development of
diversity programmes for the company.
Another recommendation includes the engagement of the finance
function. It is necessary that diversity management should be seen as a
responsibility to all the members of the organisation. The finance function has
an important role to play in the design and implementation of various diversity
management policies of CERA. The finance function has a great need to play a
proactive and central role in proper management of the diversity related
processes which includes data collection, its analysis and also reporting.
Organisations like CERA often have a wealth of employee data in their company. As
per Tracey (2014),
the finance function also offers its expertise into mining of the existing
workforce of the company so as to generate a link between the diversity and its
related performance. The diversity and finance function can together help in
exploring about the current data and what the data reveals about the diversity
and identification of future requirements.
Last recommendation is to move from the best practices to the
customised practices. By implementing it CERA can manage its policies and
programmes related to diversity in an effective manner. There is great need of
a strong business case which is crucial for convincing all the organisational
members about the real importance of diversity management. It is required that
an organisation must move from the pursuit of best practices to the development
of the customised practices which are generally very sensitive for the
organisation of CERA.
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