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Boutique Build Australia was established in 2013 and is a boutique building company based in Sydney that specialises in the design and build of high quality designer homes for the Sydney metropolitan and surrounding areas The company has been operational for three years and employs approximately 50 staff including the CEO, operations Manager, mina’) Resources Manager, Human Resources Officer, Marketing and Sales Manager, Customer Service 1-44am I eltit.is (2), Customer Service Officers (6), Site Managers (3) and a large ream of tradeaparsons some, fit whmn ago, employed and some of who are contractors. -The company is in a pe►o(1 of expansion and is about to expand into the Brisbane and Sunshine Coast area, as well as the environmentally friendly build market) one of the company’s strategic otwctives as documented in its strategic Plan is to attract, engage and develop the hest staff As the company is in a period of growth, this objective is also considered to be of key importance not only in tk.) t cvsting workforce, but for new staff that need to be recruited. However, there are a number of factors currently impacting on the operations of the company that have been identified that may impact on the ability of the company to achieve its objective in regard to staffing as follows:
Development of leadership capability Strong, competent operational leadership is a critical element in any success the company might achieve in relation to delivering on its overall strategic purpose and achieving its vision. The company has had difficulty in attracting suitable candidates to operation6I positions from outside sources. In the short to medium term, it is felt that this means that a priority must be given to the growth of leaders from within the workforce of.the company.
Highly competitive employment market — The demand for construction workers means that the employment market is very competitive. This presents a problem for the company in that workers have a greater range of choice of employers. This needs to be addressed in order to attract workers to the company. –
Gender balance——“‘ Like many building companies, the company is perceived from the outside as male dominated. This perception causes particular difficulties in attracting large pools of high calibre female applicants. Strategies for the positive portrayal of the organisation in relation to female employment need to be developed.
Skilled Labour Shortages Australia is unable to produce enough skilled or professionals who have the ability and knowledge to handle the job. Almost one third of construction related occupations are in shortage, including bricklayers, stonemasons, solid plasterers, roof tillers and wall and floor tillers.
Level of education in the workforce L–The level of education and age of the workforce continues to be a major concern for the Construction Industry The exodus of skilled employees reaching the end of their working life compared to the lower numbers entering the Industry via the apprenticeship training system is also of major concern. In response to the above, the CEO has tasked you in the role of the Human Resources Manager to develop an organisation development plan to he implemented over the next 12 months to ensure current capability of the company as well as build future capability.
Complete following activities: I Develop a first draft of an(organisation developme’?it plan. Review the strategic plan and the scenario information to identify the organisatior Identify at least two sources of information on„Australian Construction industry workfor, needs and ubjectives, identify key trends and challenges for the construction industry workforce. Make notes for – a meeting with the CEO. ‘ Research best practice change management issues and strategies in preparation for prepari a comMunication/education plan- to inform/consult with existing staff abaLit the organisatirj development plan and associated activities. Use the Organisation Development Plan Template to structure your document.
2 Submit to your assessor.
3 Meet with the CEO (your assessor). At the meeting, you will discuss your findings and the first draft of your organisation development plan. At the meeting, the CEO will also share their views on the organisational culture at Boutique Build Australia and readiness to embrace organisational development activities. You will need to take this into account in developing the change management plan.
During the meeting, you are required to demonstrate effective interpersonal and communication skills including: • Speaking clearly and concisely • Using effective non-verbal communication skills to encourage audience interest • Responding to questions • Asking questions to seek feedback • Use of active listening techniques to confirm and clarify understanding.
4 Finalize the organisation development plan. Ensure that you incorporate your assessor’s feedback into this draft of the plan. Rename the document to ensure that it is clear that this is your final draft.
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