Assessment 2 Part A & B

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Assessment 2 Part A & B

Assessment 2 Part A: Short Questions and Answers

1. Swot Analysis

2. Pest Analysis

3. One Legislation

Fair Trading Act 1987

This is a legislation that ensures that a company is trading and operating fairly and honestly. This is important for organisations such as Dell because they hold a very high reputation and have a very high Corporate and Social responsibility. This means that any breaches or incompliance to fair trading legislations could result in stakeholders being unsatisfied with the company and may not want to support a company that is not corporate and socially responsible.

4. Code of practice

A code of practice is a documented set of recommended or preferred processes, actions or organisational structures to be applied in a given setting. A code of practice is generally a guide or procedure which helps to achieve higher standards and consistency with performance. Codes of practice ensure that the company follows rules and regulations set by the government and the organisation.

An example of a code of practice would be the WHS codes of practice which guide organisations to comply with WHS standards. Without codes of practice, compliance with laws and legislations will be much lower, as the workers will not have any guidance or set of procedures to follow.

5.

Porter’s Competitive Forces is also known as Porter’s 5 Forces.

The 5 competitive forces are:

  • Threat of new entrants to a market – there are businesses and companies being developed each day, and although the majority will not reach an international level, they may still hold a threat to the company.
  • Bargaining power of suppliers – suppliers although generally benefit from strong relations, they are able to bargain, which could increase cost of supplies significantly.
  • Bargaining power of customers (“buyers”) – customers or buyers also have a bargaining power, however they do not have a direct power. They are able to choose whether to purchase the product or not, and this can determine the success of the company.
  • Threat of substitute products – substitute products such as tablets, smart phones, etc. has an impact on the company. This is no longer a competition between competitors but a competition between product industries.
  • Degree of competitive rivalry – competitive rivalry of competitors is one of the most significant forces, as a company like Dell has had a long and significant rivalry with companies such as Hewlett-Packard, Lenovo and Compaq.
  • Assessment 2 Part B: Extended Response

    Strategic Plan

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    Assessment 2 Part A & B
    Last updated: Feb 2024

    Page 1

    Strategic Plan

    HealthFocus

    Objectives

    The objectives of this development plan for staffs are:

  • To increase the productivity of the employee which will make the employees more effective and more efficient. It will also ensure that the employees are knowledgeable of the organisational and government policies and procedures, which will make compliance much easier.
  • To ensure that the employees being recruited are of satisfactory levels of capabilities and will benefit the HealthFocus work force.
  • Strategies

    The 4 human resource implications that have been identified in HealthFocus are:

  • Development planning of Staff
  • Recruitment of talented and capable staff
  • Managing and monitoring the performance of staff and other resources
  • Retaining effective and efficient staff
  • Developing and training the skills and capabilities to staff is sometimes are more profitable and effective approach, instead of letting the employee go and hoping to find a more experienced and capable staff.

    Talented and capable staffs are not easy to come by. When first looking at resumes and CVs, all employers will see are timelines of an applicant’s work life. It is important to have doctors who have other abilities such as problem solving skills, organisation, and structure to what he/she does, desire to improve, passion for the job, Confidence to make decisions and honesty.

    Employee’s performances can change rapidly. This can be very stressful for both the employees and the organisation such as HealthFocus. Monitoring employee’s performances can help the organisation determine where the performances are lacking and why the lacking in performance is happening.

    Retaining effective and efficient staff is a skill that most industry leaders have. Having the most effective and skilled workers in an industry will significantly increase the chances of becoming more successful. This is evident in other business such as Facebook, Google, Apple and Microsoft.

    Timeframes

    Performance Indicators

    Methods for monitoring the implementation of the plan

    I would monitor the implementation of the plan by reviewing the following:

    Objectives – identifies what the project is meant to achieve. These are the goals of the project.

    Measurement – what the company used to measure the progress and quality of the work. What types of strategies were used to measure the project’s progress.

    Target – reaching the targets and goals. Identifying what tasks must be completed and when they must be completed.

    Also looking at the Action plan and comparing the progress of the company verses the expected progress can easily be used to compare performance. This is effective and should be done by all companies. Another way would be to look at the objectives and monitor to progress in achieving these objectives and…

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    Assessment 2 Part A & B
    Last updated: Feb 2024

    Page 2

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