Industry Research Consultancy

This study evaluates the situation of Sanikleen Group and discusses the description of the food industry. It also examines the organizational culture, leadership, and activities of the organization.

Running head: INDUSTRY RESEARCH CONSULTANCY
Industry Research Consultancy

INDUSTRY RESEARCH CONSULTANCY 2
Executive Summary
The main aim of this study is to evaluate the situation of Sanikleen Group. This report also
discusses the description of the food industry. This report also supports to critically evaluate the
organizational culture, its leadership and how people work together in the same place. It also
discusses different activities of the organization that has been used by the firm to operate the
business process named induction, training, professional development, and succession planning.
This report is effective to evaluate the personal strength, weaknesses, opportunities, and threat of
the mine, which will be effective in increasing my confidence level and supports to make career
in the reputed organization. It also supports to comprehend the Laureate Professional
Competencies framework that could be effective in evaluating the skills of the workforce in least
time. In this, the sector data collection method has been used to get the information about the
current concern. The action plan will lead to improve my through articulation and emotional
intelligence weakness and leads to develop a reliable relationship with others.

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Table of Contents
Executive Summary.....................................................................................................................................2
Introduction.................................................................................................................................................4
Section 1......................................................................................................................................................4
Section 2: What the organization is doing for induction, training, professional development, and
succession planning, for its employees........................................................................................................7
Section 3:.....................................................................................................................................................9
Section 4: Include a conclusion, based on your research, on whether you should stay with the organization
and look for development opportunities/promotions, or move on.............................................................15
References.................................................................................................................................................17

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Introduction
This report evaluates the description of the company. It also illustrates the induction, training,
professional development, as well as succession planning for its workforces. It also explains the
SWOT analysis and laureates professional competencies framework. This report also describes
the industry and personal skills required for developing a career in the future.
Section 1
Company background
Sanikleen are founded since long period and it is a professional provider for all cleaning facilities
in the nation. It specializes in all aspects of office cleaning as well as industrial cleaning
throughout the Australia. With different sites in across the nation, they are conveniently situated
to deal with the societies of New South Wales, Western Australia, Victoria, Tasmania, South
Australia, and Queensland. It is a professional cleaner with more than 40 years in business. It is
awarded by different industry awards as well as essential insurances and certification (Sanikleen
Group, 2018).
Sanikleen is effective for dealing with the job in Australia wide; however, still, provide that level
of professional and personal services that they pleasure on themselves. They also perceive it as
their responsibility as well as obligation for making sure that all of their customers are not only
professional services but also emphasizing on the pricing model. By offering the diversified set
of professional employees as well as cleaning services, they involve themselves as a key market
leader. Its workforces are highly trained in terms of cleaning within the food sector and it is
committed for on-going staff training for making sure it stays at the forefront within the
commercial cleaning sector (Sanikleen Group, 2018).
Food industry Description

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Food is a leading industry for Australian sector with respect to both its employment and financial
contribution. It is evaluated that food processing is the largest manufacturing sectors. Along with
this, industry players are diverse in terms of size from multinationals manufacturing large
volume fast-moving consumer’s products to smaller key market participants. There is the
flexibility of attaining the demand related to niche gourmet products. In addition, cleaning as
well as sanitizing is a key aspect to keep the food safety. The aim of cleaning as well as
sanitizing is to decline the bacteria level within an organization. It can decline the uncertainty of
contamination and food poisoning (Kushwaha & Nath, 2015).
Organizational chart
(Sources: Davis, Lockwood, Alcott, and Pantelidis, 2018).
StaffStaff

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The organization chart of Sanikleen Group demonstrates that an individual employee can make
up the staff and managers. It helps to enhance the communication and facilitates an effective
manner for keeping a record of responsibilities of each staff. The organizational structure of a
company is hierarchical due to the wider size of the business. There are different division in
Sanikleen Group such as ownership division that is possessed by the Sanikleen Group
worldwide. Moreover, there are also management division and specific areas divisions
(Lelieveld, Holah, & Gabric, 2016).
Discussion on the organizational culture, its leadership and how people work together
Organizational Culture
Sanikleen Group involves planned as well as distinguished working atmospheres. It also
practices ladder organizational culture where procedures define what an individual can perform.
Leaders use significant practices for enhancing the efficiency as well as making coordination
among team members within the company. Moreover, Sanikleen Group can keep the horizontal
functioning related to the business procedure (Torraco, 2016).
A company can develop the formal regulation as well as policies for keeping the sustainable
atmospheres. It also emphasizes on creating the constant long-term objectives as well as results
paired to competent as well as effective execution related to tasks. Moreover, low cost, trustful
delivery as well as smooth planning illustrates the success in the context of Sanikleen Group.
The personnel management related to firm ensures the feasible work as well as unavoidability
within an organization (Solnet, Baum, Robinson, & Lockstone-Binney, 2016).
The leadership of Sanikleen Group
Sanikleen Group practices autocratic leadership at the workplace. This leadership style illustrates
the division among workforces and leaders. Along with this, autocratic leaders can create the

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decision related to little as well as no association from employees. These leaders can be highly
confident as well cozy in terms of making a decision within Sanikleen Group related to strategic
plans. In addition, the autocratic leader illustrates the leader creativity rather than more
contemporary styles. This kind of leadership could be performed for making a prompt decision
without the involvement of employees. Consequently, employees can feel separated from the
leaders (Talwar, 2018).
How people work together in Sanikleen Group
Communication is the highest preferences for developing teamwork at the workplace. A clear
mode to interact with each other is required for team success. In such a manner, conducting
daily progress meeting is required however there is a requirement for utilizing the inter-team
communication memos as well as whiteboard within an organization. The company can manage
an interesting, productive, as well as brief meeting for involving the workforces at the
workplace. These meetings could be executed for evaluating the current morale as well as
underlines any issues that may generate difficulty for developing team and arriving at goals
(Patti, Senge, Madrazo, & Stern, 2015).
Section 2: What the organization is doing for induction, training, professional
development, and succession planning, for its employees
Induction
The workforce is a key section of the Sanikleen Group, as it assists to keep the business process
and leads to make a reliable decision. The induction could consider procedure and policies, and
data about Sanikleen Group benefits. It could be effective for improving the procedure of
organization and support to improve the employee performance (Talwar, 2018).
Training

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Coaching is another method that is effective for assisting the employees towards the goal of an
organization. It could also lead to the manager to complete the assigned work in the least time
and cost. In Sanikleen Group, the trainer of the organization could increase the particular growth
of the firm, as it leads to making a reliable decision in the context of organizational vision and
mission. An organization could assist an individual by collecting the feedback to the other
employees. Initially, the coach examines whether workforces are ready to coach or not (Patti,
Senge, Madrazo, & Stern, 2015).
Sanikleen Group could create policy and rules for working with each other and also makes an
outline in how its workforces will work together named identifying the frequency of meeting as
well as whether it could be performed over the internet. The manager could identify the new
steps that have been using in the coaching of new employees, as it could be effective for the
accomplishment of the organizational objectives. It could be supportive of the manager as it
supports to mitigate the missteps of working place (Weil, 2018).
Professional development
The cross-training work assignments are practiced to make the professional development.
Furthermore, this organization uses the online job training method as well as the tradition
method for professional development. Once the employee entails in the tasks, which is required
in their role then Sanikleen Group gives them an opportunity to improve their learning and make
their position in the marketplace. Moreover, the cross training and method could facilitate to the
employees to improving their skills with respect to their allocated work (Seong, Kristof-Brown,
Park, Hong, & Shin, 2015). Cross training engages the workforces and demonstrates that
Sanikleen Group gives value to employees as; it is enough to give them favorable opportunities.
Sanikleen Group could also offer an opportunity to the workforces for obtaining the research

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task. Sanikleen Group could also improve the professional skills of workforces to perform
diverse types of roles and creates the goods business case. Consequently, it assists to examine the
temporary staff turnover to evaluate the absence to higher sick and vacation in Sanikleen Group
(Patti, Senge, Madrazo, & Stern, 2015).
Succession planning
For making succession in the organization, Sanikleen Group could concentrate on increasing the
practical knowledge with respect to the organizational task as it leads to getting the reliable
outcome. Moreover, the organization could use the training and development plan for examining
the workforce skills and improve it in the least time. The training and development method could
also assist to the firm for addressing the particular need, as it could be associated with mentoring,
coaching, and training of individual (Seong, Kristof-Brown, Park, Hong, & Shin, 2015).
Manager of the firm could play an imperative role in maintaining the succession planning
process for the organization. It also leads to the firm for effectively evaluating the employee
evaluation and performance management culture. In addition, it is evaluated that Sanikleen
Group concentrates on best practices of an employee with respect to addressing the aptitudes,
skills, and interest, which would also be effective for making the succession plan (Torraco,
2016).
Section 3:
Personal SWOT analysis
Strengths (+)
Prompt intercommunication skills
Good listener
Weaknesses (-)
Deep assessment
Difficulties in the articulation of thoughts

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Opportunities (+)
Prompt judgement
Possibility to acquire benefit position between
competitors
Threats (-)
Being to facts oriented, consumers offer their
maximum time in a particular activity. It can
create the aggressiveness in the situation.
The Laureate Professional Competencies framework
Laureate Professional Assessment (LPA) program depends on the organizational competencies.
Moreover, this structure would support me to evaluate the areas of strength as well as
opportunities about the professional development of competency in Sanikleen Group. In such a
manner, I have assessed that my strength is team development, and prompt judgment, as well as
my weakness, is a lack in the skill of articulation of thoughts.
Gallup Reports
Gallup report indicates the more information as well as perception on the attitude and behavior
of employees, customers, students as compared to other companies in the globe.

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Throughout this report, I have analyzed that I am engaged with respect to wants and goals of
learning more things. It is also evaluated that I have the chances of performing effectively
because of team working competencies.
Secondary data (collected by others)
Throughout the secondary data, I have assessed that I need to enhance my interaction
competencies. My colleagues provided my feedback that I have a lack of emotional intelligence
as well as an articulation of thought. In this way, articulation of thought entails the appropriate
structure of word for outlining the appropriate statement. This can be easily comprehended as
well as comprehensibly involved. Articulation of speech in terms of communication is illustrated
as the articulate words that could be depicted visibly as well as, particularly in a dynamic manner
(Weil, 2018). It could be achieved by providing the precedence proposal as well as having the
situational evaluation regarding the facts before generating any unstructured way. Moreover,
articulated learning of speech makes competent to a person for creating the clear knowledge as
well as vision. It is essential for developing a particular understanding regarding the facts hence a
person can react promptly on any condition. Lack of effective planning structure and involving
too much depth can take the maximum time of a person (Seong, Kristof-Brown, Park, Hong, &
Shin, 2015).
Throughout the secondary sources, I have created my understanding of the emotional
intelligence aspect. In this case, emotional intelligence is the capability for addressing the
feelings as well as the emotions of others and ourselves. It depicts the capabilities related to a
different emotion and executes it in an appropriate manner according to demand conditions.

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Emotional stability interacts with a person for creating the interpersonal liaison with other
individuals.
With the development of emotional intelligence, a person can easily organize as well as deal with
the key issues at any phase (Patti, Senge, Madrazo, & Stern, 2015). This ensures the feasible
understanding of the concerns that an individual can deal with in their day to day activities.
Personal (what skills, strengths, and behaviors can you personally develop further),
By using the SWOT assessment, I have generated my understanding regarding myself. I will
make improvement in both skills i.e. articulation of though with emotional intelligence. This
would be advantageous for connecting with the others. I will enhance my communication
proficiency for making communication with others as well as making relationships with the
others.
Industry (what general skills and behaviors are/will be needed in the industry in the future
It is evaluated that different behavior and skills would be required in the food industry in
upcoming times. This proficiency is team-development and communication proficiency. This
will be required for developing my professional career in upcoming times. These skills are
efficient for me to keep sustainability in the food industry (Torraco, 2016).
Key skills, experience, competencies, and behaviors that will be needed in the future, within
your specialism
S. No. Approaches, models,
interpersonal skills to be
used to enhance emotional
intelligence
Time Frame Evaluation: How will this
improve my EI
1. Self-awareness: Mixed Week 1-2 By using this model, I will be

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approach competent in addressing my
gut feelings as well as
emotions.
2. Understanding the ability
model
Week 3-4 By using this model, I will be
competent for comprehending
emotional and behavioral
transformation (Lelieveld,
Holah, & Gabric, 2016).
3. Empathy mixed model Week 5-6 Empathy mixed model would
enable me to develop different
emotional relation in minimum
time
It will make competent to me
for a direct link with an
individual according to the
requirement for emotional
reactions (Kushwaha, & Nath,
2015).
4. Social skills combined
model
Week 7-8 By using this model, I will be
competent to manage the
liaison with others in minimum
time and costs. By using this
model, I will be competent in
making the practical decision

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as compared with making an
emotional decision (Solnet,
Baum, Robinson, &
Lockstone-Binney, 2016).
Action plan for improving Thought Articulation process
S. No. Models, concepts and
interpersonal skills to be
used to enhance thought
articulation procedure
Time Frame Obtained outcome
1. Model of Voice-recognition Week 9 It would be significant for
assessing my sound that
describes whether I sound
irritated and pleasant.
2. Vocabulary model Week 10-11 By using this procedure, I
would be competent for
improving in my procedure of
pronunciation (Talwar, 2018).
3. Model of Confidence Week 12-13 Self-confidence and assurance
would be enhanced.
5. Model of thought Process Week 14-15 By using this model, I will be
competent to assess the

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condition before providing a
sudden reaction (Weil, 2018).
Identify the specific skills, experience, competencies, and behaviors you can personally
develop, to enhance your employability and potential for advancement in the future
I would personally create my decision making and leadership competency for improving my
employability skills as well as the potential for making advancement in upcoming times. I would
make a transformation in my attitude like used to favorable behavior with respect to my work as
it would be effective for me for increasing the advancement in upcoming times. I would also
increase my experience about the method for dealing with the consumer as it can be potential for
making advancement in upcoming advancement (Talwar, 2018).
Section 4: Include a conclusion, based on your research, on whether you should stay with
the organization and look for development opportunities/promotions, or move on.
With respect to the above discussion, it can be summarized that Sanikleen Group deals with the
food sector as it could motivate to me for sustaining in this position in the organization. It can
also be concluded that this organization could practice the hierarchical organizational structure,
which will be imperative in making the decision systematically. It can be summarized that this
firm could improve the leadership skills, team building the skills. It could also be effective in
improving the interpersonal skills of the firm. It could supports to me for staying with the firm. It
can also be concluded that I also improved my though articulation procedure and emotional
intelligence for getting a reliable outcome.

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References
Davis, B., Lockwood, A., Alcott, P. and Pantelidis, I.S., 2018. Food and beverage management.
Routledge.
Kushwaha, D. W., & Nath, T. (2015). Skill Gaps Analysis in Food Processing Industry with
Special Reference to Fruits and Vegetables. Asian Journal of Science and Applied
Technology, 4(2), 31-40.
Lelieveld, H. L., Holah, J., & Gabric, D. (Eds.). (2016). Handbook of hygiene control in the food
industry. Woodhead Publishing.
Patti, J., Senge, P., Madrazo, C., & Stern, R. S. (2015).Developing socially, emotionally, and
cognitively competent school leaders and learning communities. Handbook of social and
emotional learning: Research and practice, 395-405.
Sanikleen Group. (2018). About us. Retrieved from: http://www.sanikleen.com/company/
Seong, J. Y., Kristof-Brown, A. L., Park, W. W., Hong, D. S., & Shin, Y. (2015). Person-group
fit: Diversity antecedents, proximal outcomes, and performance at the group
level. Journal of Management, 41(4), 1184-1213.
Solnet, D., Baum, T., Robinson, R. N., & Lockstone-Binney, L. (2016). What about the workers?
Roles and skills for employees in hotels of the future. Journal of Vacation
Marketing, 22(3), 212-226.
Talwar, J. (2018). Fast food, fast track: Immigrants, big business, and the American Dream.
Routledge.
Torraco, R. J. (2016). The persistence of working for poor families in a changing US job market:
An integrative review of the literature. Human Resource Development Review, 15(1), 55-
76.

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Weil, D. (2018). Creating a strategic enforcement approach to address wage theft: One
academic’s journey in organizational change. Journal of Industrial Relations, 60(3), 437-
460.