...PORTFOLIO BUILDER BSBINN601A Manage Organisational Change Candidate Name: | | Company: | | Date of submission: | | Name of Assessor: | | RTO: | Management Consultancy International | Project Overview Part 1 In this project you will be required to work as a senior human resources manager within a fictitious organisation called the International Hotel Group. (If conducting this project in your workplace or in your college or training organisation, work with the relevant staff from that team). You will be required to identify the need for a strategic change and a major operational change and develop, implement and review the change management strategy. In this task you will be required to identify the need for strategic and operational change. * You will need to access information about your organisation’s current strategic directions. * If working in a simulated situation you will be provided with information and a scenario. a) Write a list of possible needs for change. To do this you will need to do some or all of the following: * Review organisation’s strategic plans * Review relevant policies and procedures * Consider any environmental events or trends * Review operational procedures * Consult relevant specialists and experts b) Consult with relevant managers to discuss and prioritise identified change requirements. Prepare a report that outlines the outcomes of this meeting. (If completing this activity...
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...organizational theory underpins the practice of management………….6 2.3 Evaluate the different approaches to management used by different organizations…7Reference……………………………………………………………………………………...8 | 1.1 Compare and contrast different organizational structures and cultures. * Syngenta is a young company; but it stems from an industrial tradition going back almost 250 years. Syngenta Ventures invests globally in innovative businesses which help Bring plant potential to life. Today, Syngenta is a world-leading plant science business. Syngenta currently employs more than 24000 people in over 90 countries. * Samsung is a leader in digital, semiconductors, memory, system integration solutions and it is a versatile group. Samsung Electronics was established in 1969, is the largest electronics companies in the world. Samsung Electronics Co. is developing to a new era in product development, corporate culture and contributions to society on a global scale. * The different about organizational structure: * Samsung: This is a structure of Samsung (http://www.samsungdigitallife.com/Company/organization.html). Samsung use division structure. The company is run by CEO and CTO with the different staff responsible for production functions for each division. When use this structure...
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...and Management Containing Human Resource Costs During Economic Challenges In: Business and Management Containing Human Resource Costs During Economic Challenges Abstract Being able to remain or become globally competitive while facing challenges within today's economy is a challenge for all types of companies and organizations. When faced with struggling budgets outsourcing and or downsizing are often seen as the only possible solutions for businesses to stay afloat. Trying to maintain competitiveness while downsizing and or outsourcing brings about additional challenges for human resource management organizations. Containing Human Resource Costs During Economic Challenges The current economy brings challenges to every level of a corporation, including human resource management. Maintaining an effective budget is not always easy and becomes even more difficult with the strains of an economic crisis. While the elimination of unnecessary materials and or processes may help in curtailing costs and spending, it is not always an easy task; and an even more difficult task involves the elimination of actual jobs. As companies are faced with having to cut costs, eliminating jobs is sometimes an unfortunate solution. Human resources management is defined as the process of managing human talent to achieve an organization's objectives (Bohlander & Snell, 2010). Being able to effectively execute the process of human resources management relies on several factors...
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...Assignment 1-BSBHRM506A Woolworths limited is a major Australian Company with extensive retail interests throughout Australia and New Zealand. Woolworths is the largest food/retail company with well-known brands including Big W, Dick Smiths electronics and Dan Murphy’s. Woolworth’s strong Market capitalisation and sales are a key point in the Company’s growth. Woolworths is also a company that makes a significant economic contribution with more than 180,000 team members across metropolitan and regional Australia. It has annual contribution to the economy estimated to be in excess of $96 billion dollars and 652,400 full time equivalent jobs, training more apprentices than any other company in Australia. Woolworths in every state has its own structure, for example State Manager, Assistant Manager and Area managers. South Australia being the smaller state has 5 Area Managers for 85 stores. New South Wales being the larger state, has 16 Area Managers for 270 stores each managing between, 12-22 stores and employs 200 staff or more in each store. Each store is based around this structure to try and give the Store Managers as much assistance to help support their employees and in turn benefits the customers. To centralize their customers and their HR Management, Woolworths will use other divisions; for example, Big W will use some of the infrastructures from Dan Murphy’s. HR departments in large companies can get enormous amounts of employee inquiries that can take...
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...Nakuru Town Campus Table of Contents 1.0 Introduction 2 2.0 History of the Company 2 3.0 Mission and Vision 3 4.0 Culture and values 5 5.0 Organizational Design 6 6.0 Organization Structure 8 7.0 Organizational goals 9 8.0 Leadership Style 10 8.1 Core Capabilities 11 9.0 Management Styles 12 9.1 Democratic 12 9.2 Autocratic 13 9.3 Laissez-faire management style 14 9.4 Consultative democratic 14 9.5 Team Work 15 9.6 Employee Engagement 16 10.0 Management Functions of Coca-Cola Company 16 10.1 Planning 16 10.1.1 Strategic Goals 17 10.1.2 Tactic Goals 17 10.1.3 Operational Goals 17 10.1.4 Decision Making 18 10.2 Organizing 18 10.2.1 Departmentalization 19 10.2.2 Work Specialization 20 10.2.3 Delegation and Accountability 20 10.2.4 Resource Allocation 20 10.2.5 Organizing the Human Resources 20 10.3 Leading 21 10.3.1 Motivation 21 10.3.2 Communication 22 10.3.3 Corporate Culture 22 10.4 Controlling 22 10.4.1 Sales Person’s Reporting System 22 10.4.2 Sales Person Evaluating System 23 Reference 24 1.0 Introduction The Coca-Cola Company, a retailer, manufacturer and marketer of non-alcoholic beverages, is a market leader in its industry currently offering more than 500 brands in over 200 countries or territories. The company operates a franchised distribution system dating from 1889 where the Coca-Cola Company only produces syrup concentrate which is then sold to various bottlers throughout...
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...financial institution which has been in operation since 1995. The company was formerly called Kantamanto Savings and Loans Co. Ltd, but had a change of name in June 2007. The ownership of the company changed in April 2005. The company is headquartered at Tarzan House, Kantamanto-Accra, and currently has a network of 10 branches and one agency located at Kantamanto, Kaneshie, Apenkwa, Ashaiman, Dome, Makola, Adabraka, Kejetia and Suame in Kumasi and the newest branch in Takoradi The primary focus of uniCredit is to provide financial services that are specifically tailored to the needs of personal customers and micro, small and medium scale enterprises. The company currently has nine(9) department which comprises of the Human Resource, Business Development, Internal control, Risk and Compliance, Marketing and Service quality, Credit department, Information Technology, Finance and Administration, Operations, Legal, Small and Medium Enterprises(credit) department performance There had been mixed up in the jobs descriptions of four departments that is Marketing and Service quality, Business Development, SME’s and the credit departments. Mostly both managers at Marketing and Business development ends up taken each other’s role. There has also not been clearly defined role or job description for both Head of SME’s and Credit manager. Again Relationship officers at various branches currently reports to these four departments. They are seen as credit officers who does clients loans appraisal...
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...implementation is logical, easy to follow, and effective. Many aspects must be considered when formulating an information security policy, including the needs of the company vs. best practice, thus striking a delicate balance between both variables. Therefore Smith Systems Consulting is dedicated to ensuring that a quality service is delivered that will meet these objectives. However, before a more comprehensive plan can be put into place, it is important that Smith Systems Consulting understands exactly how the security plan will be managed, and how to enforce it on the most basic level. It is therefore the opinion of our company to begin by defining a simple, yet utterly crucial part of Riordan’s base information security policy: separation of duties via the practice and implementation of role assignments. Separation of duties, in information technology, is the practice of dividing both IT staff and end users into managed groups, or roles. While users and IT staff, from an administrative level, may fall into several groups (ex., Accounting Department, Maintenance, Security, etc), these groups are not enough to enforce proper security policy. A more comprehensive approach is to define what the base access is for all of these groups, thus the use of roles. Roles basically define what level of system access each user and user group will have, and what permissions each person will have on their personal computer, as well as servers and databases (for IT staff). Roles help ensure the concept...
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...work force and eventually lose profits. The problems facing Apex lay in several areas. (1) Customer serviced needed much improvement; customers found Apex to be slow in responding or not responding at all. (2) The hours that key employees kept were not in tune with customer needs. (3) Apex functioned as a reactionary company rather than a potential leader in the cellular carrier industry. Some alternative actions Apex Corporation needed were restructuring of its organizational structure, in an attempt to achieve maximum proficiency, the CEO implemented a circular structure to create a non hierarchal organization so information could flow freely between the organization and its environment. However employees could not relate to the circular structure. The circular structure confused current and new employees because it lacked clarity as to who made decisions; employees didn’t know how they were being evaluated. It did not improved customer service or the view employees had of the customer. The Horizontal structure was nonresponsive with regards to employees and it was inadequate. What was needed was the ability to control all departments of the company. Innovative structures would not work. Apex needed to return to traditional business management of the Hierarchical Functional Structure. Hierarchy protects subordinates by clearly outlining chains of command. What a superior can and cannot do, and where his authority has power is delineated in hierarchical structures...
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...Organisation – ‘The Luxury Hotel Group [pic] [pic] [pic] The Luxury Hotel Group The Luxury Hotel Group started business with two small boutique style hotels in Melbourne, Australia. The group is owned and financed by a large consortium of international business experts and several large investment companies. It is in a strong financial position for expansion. Over a period of 15 years it has grown to now comprise a chain of 20 hotels across 5 different countries in the Australasian region. This growth was a result of an acquisition of a small hotel chain and establishment of some new properties, mainly in Australia. The group employs cultural specialists and prides itself on its multicultural expertise that assists with its success in welcoming guests from all regions of the World. The Group now employs 1000 staff in full time, part time and casual positions. The Head Office, located in Melbourne, houses the management team for the group. The group is owned and financed by a large consortium of international business people and several large investment companies. It is in a strong financial position for expansion. The vision for the Group is to expand geographically to provide a quality boutique alternative in key locations across the Australasian region, whilst maintaining its reputation for exceptional personalised service. Brief Description of Organisation Structure The Head Office of The Luxury Hotel Group houses the Chief Operating Officer...
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...community. The organization provides the usual array of inpatient services expected in a moderate-sized community hospital. A local nursing home and retirement community is for sale, and the organization is considering the purchase of that agency. Several physician practices are also interested in alliances with the hospital. There is a local county health department that provides some clinic services, primarily for the uninsured. You’ve been asked to give a presentation to the board of directors on options to restructure the local delivery of healthcare services. The hospital’s president has asked you to focus your presentation on the common elements a comprehensive delivery system attempts to accomplish and to highlight innovative methods of restructuring. The presentation will lay out the requirements of an integrated healthcare delivery system. (Points: 25) 2. (TCO B) You are the newly-hired Vice President of Human Resources for the Bayside Community Health System. You’ve been on the job for just 3 months and have considerable experience in human resource functions. You have responsibility for all of the usual human resources functions, including the recruitment process, the training and development functions, and the retention plan. In addition, you have the...
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...portfolio. By portfolio we mean different investment opportunities or diversification. In the 1970s there was emphasis on market growth strategies. The main emphasis was on extending the markets as a means of harnessing more profits. By this time firms were market oriented. Their strategies were to control as much market as possible. Impact of market shares has led to the concept of increased profit based on reaching as many people as possible. There was the need to craft strategies that affected the entire organization not sub units. The need for overall company orientation was important. Strategic planning has changed a bit from that time. The focus has changed. The earlier focus was on growth and market share. Now the focus is on an efficient organization that has greater coordination and viability. The strategies have changed. Companies are no longer market oriented as before. Their focus is now on the overall organization. Departments can have their own strategies. In the 1970s only a centralized strategy was required. There are things that have remained the same. The need for clear objectives is still the same. The need to study the environmental factors and create a strategy based on that is still the same. Firms use mission and vision statements to communicate their main...
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...implement a new human resource system must make considerations and joint decisions with some of the company's key stakeholders. Moreover, information gathering and analysis methods must be considered prior to the implementation of the system. In order to accomplish these ends, the overall scope of this new project must also be determined and taken into account during the entire development process. In order to effectively develop this system, joint development with the company's key stakeholders must be done. Below are some of the key decision making stakeholders that should be involved in the decision making process during the HR system's development. Chief Executive Officer Dr. Michael Riordan heads the corporation and is key in the company's decision making process. His main focus is going to be making decisions that best benefit the wellbeing of the company as well as its shareholders and employees. This makes his input central to the decision making process. As Senior Vice President of Research and Development, Kenneth Collins plays a role in the decisions made during the planning phase of the HR system in that he must anticipate needs of the corporation and its operations as they interact with human resources. These needs may not be evident to the remainder of the development team. Hugh McCauley is the Chief Operations Officer. As such, he coordinates the corporation's activities, policies, and mission to the benefit of the board of directors and the overall company mission...
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...create new markets or by targeting the lower end of the market. This is through the creation of a newer context to the one in which previous products and services could meet the needs of the clients. However, when introducing a new product or service it would be important to come up with a new plan of business for that product or service. The idea is that we must not work to change the preferences and needs of our current customers but to make the products that meet the customers’ needs. There are cases where integration is important and cases where specialization could be best. Lastly with a new product it is necessary to concentrate more on profitability aspect rather than aiming to have instant growth. A company I need to look at is Zimpost. This is a postal service company. It owns all post offices in...
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...following the expanding market and increased product demand, then there is a need to design a precise human resource development (HRD) plan that will avail a formal training program for Motors and More Inc. This plan will help equip the employees with requisite skills for their job description as well as provide the management with a better and sound criteria for promotions. Similarly, promotions will not only be based on seniority but also on the basis of the skills acquired from the formal training. Therefore, as a training and development coordinator I had to come up with a detailed formal training plan that will address new employees, current employees, and managerial staff. This comprehensive plan encompasses a needs assessment criterion to be carried out beforehand, training content development, determination of content delivery method and hiring of a trainer/consultant. Training and Development Plan Role Definition As the head of this department, my task is to oversee the development of our organization’s intellectual property with the help of other Human Resource Development Professionals. These professionals will be involved in needs assessment to aid in the design, development, delivery and evaluation of the formal training process. According to Rae (1997), by training managers and employees, HRD supports performance management to a great extent. The HD department shall work with the following professionals which shall undertake under-defined roles. Facilitator ...
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...Introduction HSBC is one of the famous banks around the world. Its high efficiency work and accountability award great reputation among public. Its mission includes five words: leading, delivering, achieving, building and creating. Human recourse department is a crucial role in the amazing mechanism. In general, training refers to a planned effort by a company to facilitate the learning of job-related knowledge, skill, or behavior by employees. From company’s perspective, training is strategic for business goals related to human resources as well as productivity, costumer service, and motivation. The following case study spends time on talking about special training programs in HSBC, particularly on in-house training and external training. 2. Objectives of Training Plan in HSBC 1. Training plan should be relevant and focus on a specific task. 2. The training plan should match with the standardization measurement in the job performances. 3. Maintain the training objectives always follow the business objectives. 3. Importance of Training Training is the one of the most important activities in human resource. It is essential to put the right worker ant the right place with the trained employees in today’s global market. As human resource is the blood of all the organizations, only well-trained employees can an organization really achieve its goals. Nowadays, training has played a significant role on maintaining and improving interpersonal and intergroup collaborations...
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