Bsbhrm513 Manage Workforce Planning-Communication Plan Assessment Answers

Answer:

Employer of choice initiatives for Meadow

Maintaining focus-The management should ensure the company sticks to its goals, objectives, mission, and vision. Focusing on the mission (delight the visitors) helps a company to improve on the production of the goods and services. As time goes on, Meadow will realize better ways of offering their services. That would attract the public. People will be ready to work at Meadow.

Global outsourcing-Meadow is focused on getting world recognition and have a luxury retreat market; it should, therefore, outsource personnel from all over the world. They will offer diverse expertise such as an introduction of new foods to different cultures and groups. These will make the firm more diversified. It will gain recognition to the public.

Timely communication-Meadow could utilize four initiatives to become an employer of choice. Keyton, et al. (2013, p.155) explain for a firm to be an employer of choice, it should utilize all forms of communication in the workplace. These are vertical, horizontal, formal and grapevine (informal) communications. Similarly, there should be excellent communication between the firm and the external environment which comprise customers, market, and the public. For example, Meadow should use excellent customer service who have a mild language to the restaurant customers. Its advertisements should also be appealing to the make people be attracted and wish to work at Meadow.

Accountable and integrity in management- To become an employer choice, Meadow ought to disclose real information to the public. For example, providing the exact numerical figures regarding profits and revenues obtained. The investors will be interested in venturing into the firm. More people will also be willing to work since job security is assured (Heisler, et al. 2013, p 1228). Manipulation of financial statements may make the company lose trust among the public. 

1 b) Implementation plan for suggestion 1.

A good implementation plan is based on the three C’s- clarifying, communicating and cascading the strategies (Klettner, et al. 2014, p.151.) 

2 a) Initiatives to retain staff

Ensuring employee balance- there should be a balanced relationship between the employers and their workers. The employees must be given time to refresh, renew contracts and obtain leaves (Deery, et al. 2015, p.465.)

That makes them comfortable at work. Not only will it improves the employer choice, but it will also lead to better performance. Employees will be motivated, happy and thus will work well.

Training and mentorship- training improve employees’ sense of value. Mentorship is a program that maintains healthy work relationships (Masalimova, et al. 2016, p.1599). The employees will be friendly, learning new things in the workplace through training. That would make them more competent and will end up sticking to the firm for they will like their jobs.

Internal promotion - Each employee want to be promoted at the place of work. However, if the management externally recruits a manager, all current employees will lose morale and get frustrated. They will assume their efforts are not fully valued. That might make them move to other related firms.

Respect from the seniors- employees will opt to stay in a business where they work comfortably. Threats, pressure and overworking may discourage them. The directors must make sure standard rules, regular labor and a calm environment for the employees. They will end up liking the company.

 2 b) Implementation of the initiative 3

The best method for promoting employees is by the use of performance appraisal.

 3) Communication plan

 4)  Succession plan

5) Survey to gauge employee satisfaction

For the optional answers of the survey, refer to the appendix.

1. Are you happy at your place of work?
2. Can you quit given an opportunity?
3. Are promotions done here?  
4. Are there good relationships within Meadow? 

1. How is the management?
2. Are personal skills and abilities rewarded and recognized?
3. Are management information accurate or transparent?
4. How many managers friendly?
5. Do you believe your full potential can be achieved here?
6. How often is training and mentorship done?
7. How is the organization culture?
8. Do workers respect each other?
9. Can you recite the vision and mission without seeing it?
10. Do you have fun while at work?
11. How are the working conditions?
12. Can you reapply your current job?
13. Are there instances of work overload here?
14. Would you refer another person to work here?
15. Do you form have team or groups?
16. Do you make work decisions on your own?

6a) Implementation

6b) Methods to evaluate the effectiveness of the proposed improvements

Devising a control measure- it assists in analyzing, identify and compare expected and actual outcomes.

Performance measurement- evaluate whether the development increase performance or not.

 7a) Two trends

Food inflation- at times, inflation occurs which may push the prices of the foods up. For example, the USA inflation rate moved up to 2.7%

Immigration- the government may issue restrictions on immigrating to the country, for instance, USA (Alden, 2016, p.3.) 

7b) Impact on Meadow

When inflation occurs, prices of goods are likely to go up since there will be more money in circulation. That would also cause food inflation. On the other hand, if a government issues a policy on immigration, it might make it hard for Meadow to outsource labor.

 7c) Overcoming adverse problems

Meadow can use the following ways to overcome the problem:

1. Standardizing prices for the goods and services.
2. Being polite to customers.
3. Providing quality foods and easy services.

References

Alden, E., 2016. National Security and US Immigration Policy. Journal of International and Comparative Law, 1(1), p.3. 

Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-472. 

Heisler, W., Westfall, F. and Kitahara, R., 2013. Technological approaches to maintaining academic integrity in management education. In IT Policy and Ethics: Concepts, Methodologies, Tools, and Applications (pp. 1218-1243). IGI Global. 

Keyton, J., Caputo, J.M., Ford, E.A., Fu, R., Leibowitz, S.A., Liu, T., Polasik, S.S., Ghosh, P. and Wu, C., 2013. Investigating verbal workplace communication behaviors. The Journal of Business Communication (1973), 50(2), pp.152-169. 

Klettner, A., Clarke, T. and Boersma, M., 2014. The governance of corporate sustainability: Empirical insights into the development, leadership and implementation of responsible business strategy. Journal of Business Ethics, 122(1), pp.145-165. 

Masalimova, A.R., Sadovaya, V.V. and Flores, R.D., 2016. Guidelines for Mentoring Optimization. International Journal of Environmental and Science Education, 11(7), pp.1597-1602.