Organizational Policies, Plans and Procedures for Australian Hardware Ltd

This text discusses the impact of organizational policies, plans and procedures on the overall development of Australian Hardware Ltd. It also provides insights on enhancing personal knowledge, skills and work relationships. The text includes goals, KPIs, and timeframes for personal development opportunities/training.

ASSIGNMENT 1

Question 1
a. Store General Manager (https://www.scribd.com/document/379400520/Appendix-2-
Recruitment-Policy-and-Procedure)
b. Organisation’s business plans, business goals, policies and procedures impact the overall
development up to a larger extent.
Business plan:
 Operate as the largest service provider in terms of hardware
 Develop as a major influencer in business progress and sustainability
Goals:
 To achieve high efficiency in operations
 To provide a relative development of employees work and health balance
Policies and procedures:
 Sustainability development policy
 Policy of equal opportunity for everyone at the company
c. Different organizational policies, plans and procedures related to Australian Hardware Ltd
are as follows:
 Maintenance of proper product and service quality in terms of industry standards
 Establishment of an effective work culture in order to facilitate the overall
development of the company
 Maintaining an effective operational perspective towards innovation and inclusion of
techniques that can provide better results1.
 Maintaining of efficient employee management system
Question 2
Three major goals for the development of organization are:
1 Berk, L., (2017). Development through the lifespan. Pearson Education India.

 Skill development initiatives, stress management and leadership motivation
assessment can be considered as some of the major perspectives that are useful for
development of time personal behaviour, self-awareness and personality traits2.
 Techniques such as performance appraisals, objectives driven management and
availability of a 360 degree feedback are largely helpful in performance management.
 Enhancement of principles such as deadline setting, priority support and confidence
developments associated with personal goal setting3.
Question 3
a. KPIs provide a relative firmness and accountability for development to each of the
employees and thus impact overall progress of the organizational setups and measure goal-
related performance4.
b. Having an innovative thinking attitude is also largely important as it help in gaining a
significant amount of knowledge that can be utilized in order to facilitate the process of
personal performance development in varying working conditions. Building of a competent
network, having effective contacts with different segment of employees and development of
appropriate skills and knowledge related to varying working conditions are some of the other
factors that largely impact the individual ability of working under varying conditions5.
c. Personal strengths and weaknesses impact the inclusion of personal traits in your work
plans. In the current perspective of development there are very high chances of development
of huge number of obligations and issues in terms of operational development and thus in
2 Titzer, J.L., Shirey, M.R. and Hauck, S., (2014). A nurse manager succession planning
model with associated empirical outcomes. Journal of Nursing Administration, 44(1), pp.37-
46.
3 Cottrell, S., (2015). Skills for success: Personal development and employability. Macmillan
International Higher Education.
4 Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., (2016). Human resource
management: strategy and practice. Cengage AU.
5 Cummings, T.G. and Worley, C.G., (2014). Organization development and change.
Cengage learning.

order to control the availability of accidental events. In addition to this, the initiative is also
related to provide a significant amount of motivation and inspiration for the employees thus
will ultimately lead to major progress at organizational level6.
Question 4
In order to enhance personal knowledge, skills and work relationships a comparative network
of similarly employed people would be very helpful as all of them would be sharing the same
issues in terms of factors such as planning personal development, enhancement of
competency and setting up of appropriate positioning strategies all along the system7. This
aspect is largely related to the development of a proper consideration that can be assessed
through self-analysis and overviewing8. The employees must assess their individual strengths
in terms of learning possibilities and thus provide with an overall maintenance that can be
very convenient in order to relate the organizational as well as personal development of
competency factor9. This perspective is similar for both the general learning as well as
learning in terms of competency development.
Question 5
Work Description Goal/s KPIs Timeframe Person
6 Lehmann, P., Brenck, M., Gebhardt, O., Schaller, S. and Süßbauer, E., (2015). Barriers and
opportunities for urban adaptation planning: analytical framework and evidence from cities in
Latin America and Germany. Mitigation and adaptation strategies for global change, 20(1),
pp.75-97.
7 MacLaran, A., (2014). Making space: property development and urban planning.
Routledge.
8 Grant, R.M., (2016). Contemporary strategy analysis: Text and cases edition. John Wiley &
Sons.
9 Dragolea, L., Grondys, K. and Sroka, M., (2017). Career management: short analysis
regarding interest on employment fields among youths. Polish Journal of Management
Studies, 16.

activity responsible
Reading
books,
attending
seminars and
taking
suggestions
from
concerned
authorities
These
assumptions
can be
related to the
development
of
appropriate
knowledge
perspectives.
Personal
knowledge
enhancement
Self-analysis 4 weeks Team
manager
Building a
strong
relationship
with the
respective
work
environment.
It will help in
building
strong
relations with
co-workers
Development
of work
relationships
Overviewing 4 weeks Team
manager
Question 6
Individual employees and the overall development of the organizational goals and objectives
are largely oriented over individual efforts, this availability of a relationship is largely
important as the objectives of organizational setup as well as the individual employees. In
addition to this, it also helps in gaining a significant amount of work ethics and integrity for
the employees that is very beneficial in order to build long term relationships between the
employees and the organization. This provides a stress free work environment and helps in
maintaining a work life balance.
Question 7
a. Professional development opportunities/ training
Timeframe Description of
opportunity/training
Skills/ competency to
develop
24 months  Personal performance  This time table must

measurement and
Different possibilities
related to increase in
efficiency and
competency account
for adequate resource
availability
 Proper opportunities
and availability of
efficient training
programs are
considered as
important factors for
gaining a significant
amount of
development in
improving
competency among
various segments of
an organizational
structure (Wehmeyer
and Shogren, 2016).
 The group can also
work as a major critic
for each of its
members as they
would be largely
familiar with the
relative associations
and lacking that are
treated as major
hurdles in
development.
have a fixed amount
of leisure period that
can be utilized for
developing individual
thoughts and physical
health.
 There are ample of
opportunities that
provide a significant
amount of leisure
time which can be
utilized in an
effective manner in
order to maintain
perfect balance
between work and
personal life.
 It helps in gaining a
respective amount of
development which
can be further
disintegrated in to
large impact
operational
arrangements.
 It helps in managing
the work in a much
more effective
manner and facilitates
the overall
development that can
be summed up in
order to maintain the
efficiency in

 Factors such as
interaction,
maintenance of
efficient contact are
some of the most
effective perspectives
that are related to an
overall development
of different aspects in
terms of competitive
edge development.
operations.

References:
Berk, L., (2017). Development through the lifespan. Pearson Education India.
Cottrell, S., (2015). Skills for success: Personal development and employability. Macmillan
International Higher Education.
Cummings, T.G. and Worley, C.G., (2014). Organization development and change. Cengage
learning.
Dragolea, L., Grondys, K. and Sroka, M., (2017). Career management: short analysis
regarding interest on employment fields among youths. Polish Journal of Management
Studies, 16.
Grant, R.M., (2016). Contemporary strategy analysis: Text and cases edition. John Wiley &
Sons.
Lehmann, P., Brenck, M., Gebhardt, O., Schaller, S. and Süßbauer, E., (2015). Barriers and
opportunities for urban adaptation planning: analytical framework and evidence from cities in
Latin America and Germany. Mitigation and adaptation strategies for global change, 20(1),
pp.75-97.
MacLaran, A., (2014). Making space: property development and urban planning. Routledge.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., (2016). Human resource management:
strategy and practice. Cengage AU.
Titzer, J.L., Shirey, M.R. and Hauck, S., (2014). A nurse manager succession planning model
with associated empirical outcomes. Journal of Nursing Administration, 44(1), pp.37-46.