What sort of strategy and initiatives that companies put to build the diverse and inclusive workforce? A case study on Debenhams

This report examines the strategy and initiatives implemented by companies, specifically Debenhams, to build a diverse and inclusive workforce. It explores the significance of diversity and inclusion in the workplace and the benefits it brings to the company. The report includes a project management plan, work breakdown structure, and a Gantt chart. It also discusses the findings of a small-scale research conducted using primary and secondary methods, and provides recommendations based on the findings.

Unit-6-Managing a Successful
Business project

Table of Contents
Contents
TITLE..............................................................................................................................................1
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Project aims and objectives...............................................................................................1
P2 Produce of project management plan................................................................................3
P3 Produce a work breakdown structure and a Gantt Chart...................................................4
TASK 2............................................................................................................................................6
P2) Small scale research by apply of primary and secondary methods.................................6
TASK 3............................................................................................................................................8
P6 Recommendation as result of findings and data analysis................................................16
TASK 4..........................................................................................................................................16
P7) Reflect on the value of undertaking the projects to meet stated objectives...................16
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................19

TITLE
“What sort of strategy and initiatives that companies put to build the diverse and
inclusive workforce”? A case study on Debenhams.
INTRODUCTION
Managing a successful business includes the development, implementation and the
execution of the different policy and strategy in order to organize the business in systematic
manner and ensure that business attain its goals and objectives in timely manner. The business
become more successful if they implies the better structure in order to follow the target and
ensure that their working performance keep on increasing by which the company could gain
higher competitive advantage (Bell, 2018). In this the company must get use the diverse and
inclusive workforce as the diverse will defines the different group of people that belong from the
different places, regions, race etc while inclusive defines the environment that values the entire
individual on the basis of their abilities and skills. This report is based on the Debenhams that is
the British multinational retailer and has operated their departmental stores in the Denmark and
UK. The company was founded in the year 1778 by William Clark and have dealt with the
products as like accessories, fashion clothing, toys, shoes, home and furniture etc and have work
with the 25000 numbers of employee. This report includes the project report, findings and the
recommendation with reflection.
TASK 1
P1 Project aims and objectives
To measure the strategy and initiative that has been taken by the Debenhams about to
build the diverse and inclusive within the workforce. As all the companies will try to work with
the most talented and skilled workforce and in this they have induce different strategy in order to
attract the most talented workforce within the business. In this Debenhams also get attract the
skilled employee and with this have enhance the working ability of the business.
Aim- “What sort of strategy and initiatives that companies put to build the diverse and
inclusive workforce”. The Debenhams has accepted the diverse and inclusive workforce and
under this they have enhance the level of participation of the employee by thus they have achieve
more success and continuous growth (Tidd, 2018).
1

Objectives
 To collect added information about the diverse and inclusive employees.
 To compute the usefulness of the diverse strategy that are used by Debenhams
 To enumerate the worth and return of the diverse and inclusive workforce.
Research questions:
 What is the significance of diverse and inclusive workforce in the company?
 The different strategies used by the company to promote diverse and inclusiveness.
 What is the importance of diverse and inclusive inside the workforce?
Literature Review
What is the significance of diverse and inclusive workforce in the company?
As per the viewpoint of Anja Zojceska, 2018, the diversity includes the wide range of
individual that belongs from different places including, age, colour, religion, language, race etc.
It is something that all the companies have strived to get achieve that and it helps to improves the
reputation of the company and that is the ultimate goals of the company. The diverse surround
provides the tangible benefits to the company as like employee engagement, increases profit etc.
The different strategies used by the company to promote diverse and inclusiveness.
As per the viewpoint of Tom Wells, 2018, the workplace inclusion is more helpful for the
employee to feel safer while working in the modern workplace and diverse team. The companies
often equate the workplace inclusion and the diversity as it challenge the unconscious bias in
which the male and female all equate as one (Polonsky, 2018). It build the mentoring community
in which more of the employee has that leadership skills by which better culture will get
promote.
What is the importance of diverse and inclusive inside the workforce?
As per the viewpoint of Scott Ballina, 2018, employees are the lifeblood of the company
and in this the diverse team all the employee have the unique set of skills and capabilities and
when all get collect together then they have share their experience and make something new by
which the success and profit rate of the company will get enhanced more. The diverse and
inclusive workforce thrive the business and make more success in which the larger number of
employee of different prospect get together and make the positive change.
2

P2 Produce of project management plan
The project management plan defines the overall project need as like the planning,
controlling, execution, monitoring, implementing the different activities by which better result
get achieved (Hopkinson, 2018). It is more helpful as it helps to recognise the risk factor that
resists the performance and with this the valuable result gets achieved in systematic manner.
Project plan
Aim and deliverables: The project aim is to attain the effective outcomes by inducing
different strategy by taking more initiative in order to develop the diverse and inclusive
workforce.
Scope: It will defines the outcomes and the capacity of the business to get maintain the
diverse and inclusive in the employee by which they could achieve more profit within the timely
basis as by completing the task in appropriate manner.
Project cost: It includes the total cost that gets associated with the different activities that get
performed in the completion of the project and in this £60 get assigned to complete the project.
It defines the net cost that is interlinked while completing the project as to get accomplish the
ordinal project as in that £10 is associated with the travelling cost and £50 get related to
collection the data
Travelling £10
Half day in data collection – time off from
work
£50
Total £60
Time: It will defines the total time that will taken by the researcher to complete the research
in adequate period of time and in this the researcher need the time period of 4 months and under
that produce the better plan for the business (Pearlson, 2019).
Quality: It is relative to the outcome that get produce as after the accomplishment of the
project and in this the research will ensure that all the resource will get utilised with more
perfection and under this the better result get conceived that is beneficial for the Debenhams to
get make suitable changes in their business.
Communication: In is the factor under which the researcher will collect the relevant detail
and information from the respondent by ensuring that the clear data will get collected. In this the
3

researcher makes the valid interaction with the candidates with the help of questionnaire,
telephonic conversation, collection of feedback, internet, interview etc.
Information Receiver Method of
communication
Sender
Aims and
objectives
Students Email Researcher
Research
methodology
Students Email Researcher
Data collection
and analyses
Students Email Researcher
Risk: It is the aspect that comes with the success but in this the researcher make the profit by
reducing the complexity and get divide the overall task into segments and keep an eye on all the
activities by which the sustain outcome get attained from each task (Biemans, 2018).
Resources: These are the different needed sources that is more helpful to complete the
research in satisfactory manner as like the phone, net connection, human resource, printers,
books etc. It will help to perform the research in timely manner by managing the suitability of
the business.
P3 Produce a work breakdown structure and a Gantt Chart
Gantt chart: This chart will be used to get divide the overall task into the different
activities by which all the task has been completed under the assigned time period and with this
more accurate result will get obtained (Appelbaum, 2018). It is a chart that get used to make
more profitable aspect under which the researcher make the sufficient decision making by which
the better changes get induce within the project in which the sufficient result will get achieved.
4

5

Work Breakdown structure: In this structure the overall task that has been conducted in
the project will get divided into the different segments by which the focus will get maintained
towards each and every activity and in this the risk factor will also get reduced (Issa, 2020). It
make easier for the researcher that they get more suitable outcome and indulge the changes as
per the requirement by which more adequate result get conceived in timely manner.
TASK 2
P2) Small scale research by apply of primary and secondary methods
Research is a systematic investigation that is conducted with implement of various study
material that are used for accomplishing major requirement for project (Rao and Roberts, 2018).
This is also used by management for attaining better result that leads to establish better facts and
figures in order to generate meaningful conclusion. Mainly there are two types of research aspect
that is primary and secondary which helps to gather and implement better information.
Quantitative method- The main purpose of quantitative research is to understand overall
situation in order to gain beneficiary prospects. This also refers to the process that is used in
managing primarily inductive research for formulating hypothesis (Shore, Cleveland and
Sanchez, 2018). It is a text based approach that is used for obtains of experience knowledge that
is viewed and develops in the form of tabular information and mathematical information.
Qualitative method- This refers to an effective research that is related with statements
and it is related with primarily deductive process in which organisation developed meaningful
6

conclusion on the basis of pre-specified concepts. Moreover, it is a statistical tool that is used for
measuring the analysis that is depended on measurement device and implement right and
accurate results from organisation.
 Primary source- It refer to the data which is collected for the first time and it is used by
researcher to generate validate enquiry on specified topic of organisation. Under this all
information is collected with specified questions in order to gain confidential data related
to a specific topic (Davies and et. al., 2019). But the time taken to collect information
from primary source is more in order to gain meaningful information.
 Secondary resource- In this data is collected by researcher from previously published
articles and it is related with various sources such as journals, financial statements and
books. In context of secondary information all data is collected that is utilised by
individuals already. This result all task are conducted by researcher in a satisfactory
way which helps in making better results with a satisfactory way.
Sampling- It refers to a method or process through which all information is collected in a
predetermined manner and for evaluating better results a small sample size is collected for
understating respond of overall responds of individuals. The selected sample size for this
research is 30.
Questionnaire
Quantitative Question
Q1) Does employed individuals belongs to a range of diverse people?
a) Yes
b) No
Q2) Does employees of Debenhams are permitted for performing work in diverse range?
a) Yes
b) No
Q3) Does the workplace is able to implement diverse and inclusiveness?
a) Yes
b) No
Q4) In what methods organisation delight its employees?
a) Selective recruitment
b) Managing work with large variety.
7

Q5) What do you understand by diverse workforce or employee?
a) Engaged all employees in project
b) To include them in decision making
c) By providing similar value to all workforce
Q6) Is the understanding of diversity and inclusive workforce is essential aspects for global
organisation?
a) Yes
b) No
Q7) What is the impact of diverse workforce in organisation?
a) Improve in company productivity
b) Satisfying employee needs
Q8) Why it is important for global organisation to implement workforce as per inclusive and
diverse workforce?
a) Increase in productivity
b) Retention of skilled employees
c) To enhance goodwill of organisation
Qualitative question
Q9) Define the strategy which is used by organisation for measuring inclusive and diverse
workforce?
 Development and Training
 Participation of all employees
Q10) How the strategy of culture and diverse workforce is implemented in organisation?
 Change in management style
 With performance appraisal
 By offering equal opportunities
Q11) Recommendation
TASK 3
Q1) Does employed individuals belongs to a range of diverse people? Frequency
c) Yes 15
d) No 15
8

Q2) Does employees of Debenhams are permitted for performing work in
diverse range?
Frequency
c) Yes 20
d) No 10
Q3) Does the workplace is able to implement diverse and inclusiveness? Frequency
c) Yes 14
d) No 16
Q4) In what methods organisation delight its employees? Frequency
c) Selective recruitment 18
d) Managing work with large variety. 12
Q5) What do you understand by diverse workforce or employee? Frequency
d) Engaged all employees in project 10
e) To include them in decision making 10
f) By providing similar value to all workforce 10
Q6) Is the understanding of diversity and inclusive workforce is essential
aspects for global organisation?
Frequency
c) Yes 25
d) No 5
Q7) What is the impact of diverse workforce in organisation? Frequency
c) Improve in company productivity 20
d) Satisfying employee needs 10
Q8) Why it is important for global organisation to implement workforce as
per inclusive and diverse workforce?
Frequency
d) Increase in productivity 8
e) Retention of skilled employees 8
f) To enhance goodwill of organisation 14
Qualitative question
Q9) Define the strategy which is used by organisation for measuring
inclusive and diverse workforce?
9

 Development and Training
 Participation of all employees
Q10) How the strategy of culture and diverse workforce is implemented in
organisation?
 Change in management style
 With performance appraisal
 By offering equal opportunities
Q11) Recommendation
Q1) Does employed individuals belongs to a range of diverse people? Frequency
a) Yes 15
b) No 15
a) Yes
b) No
0 2 4 6 8 10121416
Frequency
Frequency
Interpretation- With the above analysis it is identified that individuals are performing
their work in global organisation are similarly belong to local area and other geographical area.
So it is related with management that there are various task and operations by management to
work with employees at equal level (Brimhall and Mor Barak, 2018).
Q2) Does employees of Debenhams are permitted for performing work in
diverse range?
Frequency
a) Yes 20
b) No 10
10

a) Yes
b) No
0 5 10 15 20 25
Frequency
Frequency
Interpretation- Most of the workforce individuals respond that there are various task and
operations performed by Debenhams and most of them belong to diverse range. So they are also
performing their work with motive of completing work into various areas to gain better results.
Q3) Does the workplace is able to implement diverse and inclusiveness? Frequency
a) Yes 14
b) No 16
a) Yes
b) No
13 13.5 14 14.5 15 15.5 16 16.5
Frequency
Frequency
Interpretation- With the motive of performing work with diverse workforce it is
identified by management is facing challenges to implement diverse and inclusiveness strategy in
an organisation. It creates complexity for organisation to work with right methods to work
because employee not accept diverse workforce.
11

Q4) In what methods organisation delight its employees? Frequency
a) Selective recruitment 18
b) Managing work with large variety. 12
a) Selective recruitment
b) Managing work with
large variety.
0
6
12
18
Frequency
Frequency
Interpretation- In the present scenario, the major aspect to motivate employees that is
faced by organisation relates with selective recruitment. This results capable and skilled
workforce is recruited by management for completion of work according to the strategy of
diverse and inclusive workforce.
Q5) What do you understand by diverse workforce or employee? Frequency
g) Engaged all employees in project 10
h) To include them in decision making 10
i) By providing similar value to all workforce 10
a) Engaged all
employees in project
b) To include them in
decision making
c) By providing similar
value to all workforce
0
4
8
12
Frequency
Frequency
12

Interpretation- This is understands by employees that diverse workforce leads
individuals that are managing work by completion of task in proper manner. It helps organisation
for completion of task in proper manner (Ling and Robinson, 2018). It is also used by managing
work for completion of task and enhancing better results to involve them in decision making.
Q6) Is the understanding of diversity and inclusive workforce is essential
aspects for global organisation?
Frequency
a) Yes 25
b) No 5
a) Yes
b) No
0 5 10 15 20 25 30
Frequency
Frequency
Interpretation- With the understand of diverse and inclusive workforce it is used in
making better results that introduce areas in which all task and objectives are completed with
engaging individuals that belongs to diverse and inclusive workforce. Most of the employees of
globalisation organisation are satisfied with implement of diverse and inclusive workforce.
Q7) What is the impact of diverse workforce in organisation? Frequency
a) Improve in company productivity 20
b) Satisfying employee needs 10
13

a) Improve in company
productivity
b) Satisfying employee
needs
0 5 10 15 20 25
Frequency
Frequency
Interpretation- In the present scenario, with learn and adopt of diverse and inclusive
workforce it is easy for management to complete all work in productivity manner. Similarly, this
also helps for satisfying employee’s needs in proper manner.
Q8) Why it is important for global organisation to implement workforce as
per inclusive and diverse workforce?
Frequency
a) Increase in productivity 8
b) Retention of skilled employees 8
c) To enhance goodwill of organisation 14
a) Increase in productivity
b) Retention of skilled
employees
c) To enhance goodwill of
organisation
0
4
8
12
16
Frequency
Frequency
Interpretation- With the analysis of global organisation it is identified the major aspects
for organisation to complete work relates with goodwill. Along with this it also helps for
retention of employees in proper manner (O’Donovan, 2018). It also leads organisation to
increase productivity of organisation.
14

Qualitative question
Q9) Define the strategy which is used by
organisation for measuring inclusive and diverse
workforce?
 Development and Training Training and improvement Debenhams
gives the instruction to the employee by
way of which they might interact
themselves even and it makes the higher
interplay between all the personnel by
using which they could without problems
understand the capability and personality
of each different.
 Participation of all employees Participative manage In this the leaders
will cause the worker by means of which
the employee complements their running
style and mind-set in the direction of the
Debenhams (Fogarty and Zheng, 2018).
Q10) How the strategy of culture and diverse
workforce is implemented in organisation?
 Change in management style Participative management could be used
by which the participation of the
employee gets extend in order that they'll
grow to be extra accountable toward their
job.
 With performance appraisal It is the shape by using which the
employee gets more excited and it also
promotes the feeling of opposition
through which the advantageous
15

surroundings gets advanced
 Equal possibilities Debenhams gives identical opportunity
to all with the aid of which they may
work with greater comfort and income
will be won via both worker and
organization.
P6 Recommendation as result of findings and data analysis
It is analyse by the findings that diverse and inclusive workforce play an important role for
the business and it also leads management of Debenhams to complete all task with right strategy.
This result all employees who work at different place are able to perform their role effectively in
the organisation to obtain effective results. Some recommendations for Debenhams are mention
as follow:
 The first recommendation to the management of Debenhams relates with understanding
the requirements of workforce who belongs to diverse culture. So by employee’s
management it is used for making longer results by designing strategy for workforce.
 In this management analyse those individuals who manage and complete all operations
through understanding that more number of diverse workforce leads recommendation to
gain desired results by satisfying employees properly. So with above data analyse it is
recommend to enhance organisation goodwill properly.
 Another recommendation to management of Debenhams to complete all work in a proper
success manner. In order to complete all task management leads in managing areas which
satisfied needs and wants for providing right training and development in all departments
to Debenhams.
TASK 4
P7) Reflect on the value of undertaking the projects to meet stated objectives
The above research provides more information about the diverse and inclusive behaviour
and for this the different strategy gets applied by the business so as to attract the skilled labour
force. It brings a lot of positivism within the business by which the company will achieve their
goals with more satisfactory manner. I have learned a lot about the importance of the diverse
16

employee that has the effective impact on the performance of the business. The Debenhams must
have used the adequate changes within the business so as to improvise the participation and
engagement of the employee by which more profit will get gained by the business. In this I have
not only learned but also get implies the different strategy by which I have used the interpersonal
skills and in this have managed the successful implementation and execution of the project. I
have worked with the project management plan and have considerate the cost, resource, quality,
time, scope, resources that get engaged within the business by which the qualitative result will
get achieved. I have try to make suitable interaction with the employee by which have used
interpersonal skills by which it is easy to get connect with the employee and takes the beneficiary
information from the respondents. I have faced some barrier as like while making the better
interpretation and in this have try to make the parallel combination of my graduation skills by
which the effective outcomes will get accomplished within the particular period of time.
17

CONCLUSION
With the all above information it is identified by management employees management is a
crucial task for organisation. This also refers most of the employees are completing its task and
operations with motive of implementing strategy that manage diverse workforce of organisation.
Further, the report all consider that management accomplish better success and growth through
creating effectiveness in workforce such as manage them by understanding inclusive workforce.
In the last, Gantt chart and WBS chart are also included in this report for completing of all each
activities in proper manner.
18

REFERENCES
Books and Journals
Appelbaum, S.H. and et. al., 2018. Impact of business model change on organizational success.
Industrial and Commercial Training.
Bell, J. and Harrison, B.T. eds., 2018. Vision and values in managing education: Successful
leadership principles and practice. Routledge.
Biemans, W., 2018. Managing innovation within networks (Vol. 7). Routledge.
Brimhall, K.C. and Mor Barak, M.E., 2018. The critical role of workplace inclusion in fostering
innovation, job satisfaction, and quality of care in a diverse human service organization.
Human Service Organizations: Management, Leadership & Governance, 42(5), pp.474-
492
Davies, R. and et. al., 2019. Diverse perspectives: Gender and leadership in the outdoor
education workplace. Journal of Outdoor and Environmental Education, 22(3), pp.217-
235.
Fogarty, A.A. and Zheng, L., 2018. Gender Ambiguity in the Workplace: Transgender and
Gender-Diverse Discrimination. ABC-CLIO.
Hopkinson, P. and et. al., 2018. Managing a complex global circular economy business model:
opportunities and challenges. California Management Review, 60(3), pp.71-94.
Issa, I.M.H., 2020. Strategies for Managing Offshore Outsourcing for Business Sustainability
(Doctoral dissertation, Walden University).
Ling, S.L.Y. and Robinson, J., 2018. Workplace chemical and toxin exposures reported to a
Poisons Information Centre: a diverse range causing variable morbidity. European
Journal of Emergency Medicine, 25(2), pp.134-139.
O’Donovan, D., 2018. Diversity and Inclusion in the Workplace. In Organizational Behaviour
and Human Resource Management (pp. 73-108). Springer, Cham.
Pearlson, K.E., Saunders, C.S. and Galletta, D.F., 2019. Managing and using information
systems: A strategic approach. John Wiley & Sons.
Polonsky, M.J. and Waller, D.S., 2018. Designing and managing a research project: A business
student's guide. Sage publications.
Rao, T. and Roberts, N.S., 2018. Voices of women of colour: Dreaming of an inclusive outdoor
leadership environment. In The Palgrave International Handbook of Women and
Outdoor Learning (pp. 815-835). Palgrave Macmillan, Cham.
Shore, L.M., Cleveland, J.N. and Sanchez, D., 2018. Inclusive workplaces: A review and model.
Human Resource Management Review, 28(2), pp.176-189.
Tidd, J. and Bessant, J.R., 2018. Managing innovation: integrating technological, market and
organizational change. John Wiley & Sons.
ONLINE
Zojceska . A., 2018. Top 10 Benefits of Diversity in the Workplace. [Online] Available through:
< https://www.talentlyft.com/en/blog/article/244/top-10-benefits-of-diversity-in-the-
workplace-infographic-included >.
Wells. T., 2018. 10 Effective Strategies to Build a Diverse and Inclusive Workplace. [Online]
Available through: <https://blog.talaera.com/strategies-diverse-inclusive-workplace>.
19

Ballina . S., 2018. Why Diversity and Inclusion in the Workplace is Good for Business. [Online]
Available through: <https://www.hrtechnologist.com/articles/diversity/why-diversity-
and-inclusion-in-the-workplace-is-good-for-business/>.
20

Template for evidence collection to be
attached with the report by the learner:
Logbook
Project Logbook for the chosen organisation:
Name of the learner: Name of the Supervisor:
Project Title: “What sort of strategy and
initiatives that companies put to build the diverse
and inclusive workforce”? A case study on
Debenhams.
Date:
Update of weekly research/ tasks achieved
(Account for a minimum of six weeks
with dates)
 What have you completed?
 Did you fulfil Task requirements?
 Are you on track and within
deadlines set?
Comments
Example
W/E 09.01.2020 – Introduction
W/E 16.01.2020 – develop aims and objectives
W/E 12.02.2020 – literature review
W/E 06.03.2020 – Research methodology
W/E 10.04.2020- Data collection and analysis
W/E 11.05.2020- Conclusion
W/E 09.01.2020 – Yes,
W/E 16.01.2020 – Yes, all administer
W/E 12.02.2020 – gain enough fabricate
W/E 06.03.2020 - All in coach
W/E 10.04.2020- - All manage
W/E 11.05.2020- point achieve
W/E 09.01.2020 -Yes, I on way
W/E 16.01.2020 – Project Management Plan and
WBS/Gantt
W/E 12.02.2020 – related create be grip
W/E 06.03.2020 - Task complete in constructive
manner.
W/E 10.04.202-- regulate apply
W/E 11.05.2020- development agile
21

 Did you need to make any changes
to your project management plan?
W/E 09.01.2020 – NO
W/E 16.01.2020 – NO
W/E 12.02.2020 – look out for product
W/E 06.03.2020 - better finish find
W/E 10.04.2020- All sort
W/E 11.05.2020- concluding direct of project
Any risks and / or issues identified?
 Did you identify risks/issues with a
lack of skills required for
undertaking research tasks?
 Did you identify any additional
risks/issues that have an impact on
the project management plan?
Yes, Risk of collecting information
NO
Problems encountered
 What barriers did you face?
 How did you overcome them?
appropriate compilation of facts and figures
By embryonic soft skills
New Ideas and change of project
direction
What Have I learnt about myself this
week?
 How did I feel when I had to deal
with tasks/problems?
 Did I find it useful to complete the
tasks?
More console
Yes
I have executed with more adequacies and put in hard and
soft work.
22

 How well have I performed? What
did I contribute?
 What can I improve on next week?
 How might this learning apply in
the future?
While to supplement character skill by reading books.
It helps me in each research and learn to make effective
research
Tasks planned for next week Which tasks are priorities?
 Have you set aside sufficient time
for completion?
Gather extra data in orderly manner.
Yes, Gantt chart assists to build simple change.
Project plan status to date (on, ahead,
behind)
Supervisor comments to address
Signature of the Supervisor and date:
What was the Project supposed to accomplish?
“What sort of strategy and initiatives that companies put to build the diverse and inclusive
workforce”? A case study on Debenhams.
Did the project succeed in its aims/ how do you know? Specifically, please outline any evaluation
and assessment undertaken?
Yes, questionnaire and sample process.
What things do you think worked well and why? Evaluate all aspects of the project?
Description skills construct promising to enhanced outcome.
23

What problems emerged during the project and how were they tackled? Was there timely
identification of issues and resolution during the project process?
I have stood for issue associated with performance of employee thus used interpersonal skills.
What did you learn from undertaking the project?
I learned about diverse and inclusive workforce and its importance to make suitable changes in business.
How would you rate your performance as a management consultant leading the project?
I have rate is 9.5/10.
What strengths and weakness of your performance did you identify?
Strengths: inspect skills, leading account
Weaknesses: incidence and assortment direction
How will this inform and support your continuous professional development?
It helps out to enlarge personal skills that enhance professionalism.
24