Canterbury Renovation: Implementing HR Policies for Sustainable Growth

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Assessment 1
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Assessment 1
Detailed policies and procedures as outlined:
According to the recent study, the Canterbury Renovation Company provides the services in the
kitchen renovations for the individual customers in an effective manner. Now the organisation
gets the three tenders which give aid to expand the business to assemble the contractual
commitment. But this is necessary that the quality of the service does not get affected in the
expansion of the business at any cost because Canterbury is well known for their quality service.
The company has the 5 office staffs, 12 factory staff, and 16 installers but organisation needs the
double staff in the company grows the business in an effective manner such as 10 office staff,
24-factor staff, and 32 installers. Canterbury has the mission to treat their customers as the
business partner to satisfy their requirements (Toomey, et. al., 2016). This is essential for the
company to appoint the new efficient candidates to consider the policy and procedure of the
innovative changes. This is also compulsory that the policy and procedure need to be based on
the mission, vision, value, and people of the Canterbury Renovation.
The Mission of the company is to satisfy the requirements of the customers through provides the
quality service and give the rapid response on the query of the customers regarding kitchen
renovation and remain the usefulness of cost price. The Vision of the Canterbury is to provide
the best quality service to build the best name in the kitchen renovation industry through cost
effectiveness, sustained kitchen safety and maintain the quality of the service. People who
worked in the organisation need to be encouraged, motivate and reward by the time, so that get
the quality teamwork performance (Karadag, 2015). On the other hand, the owner of the
company provides the promise to the new and existing employees for secure employment in the
workplace to maintain the interest. The Value of the company provides the learning that depends
on the employees, customers, rewards, workplace, and commitments which provides by the
Canterbury Renovations.
So, there is some policy and procedure that expand by the senior manager which is mention
underneath:
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Staff consultation policy: This is vital for Canterbury to communicate and consult with the staff
to improve the performance of the individual and build effective decision-making ability. In the
priority basis, it is necessary for the manager to interact with the candidate firstly so that it is
easy to provide the introduction with the policies, employment condition, terms and condition
which possible because of prospects and performance by the employees. The manager provides
the right to the candidate to give their point on the desired job and wish regarding the job profile
which is possible when the manager communicates with the candidate (Ashworth, 2018). The
Canterbury renovation is enduring when the regulation of the information and consultation of
employees create in the company place.
International communication policy: Written and verbal communication must be available in
the manager so that effectively communicate with the candidates so that internal communication
easily proceed in the workplace. The internal communication needs aid from the various sources
such as emails, notice boards, handbooks, letters and face to face interaction which is the method
of communication to provide the information successfully.
Cultural diversity with workplace policy: The policy is helpful to encourage the cultural
diversity in the workplace so that positively motivate the employees to maintain the professional
life in the company. The objective of the policy is to engage the community, teach, learn and
research the cultural value. To encourage and understand cultural diversity, this is compulsory to
maintain the flexibility, innovation, support, and value the variety of the business culture (van
Dijk, 2017). This is helpful to respect the workplace and clear about the value of the business
culture for the candidates.
Continuous improvement policy: This policy provides the learning that constant improvement
is the essential element, so that manage the service, procedure, products, and system to get an
effective outcome in the company. This mainly focused on the customer requirements, engaging
staff, benchmark standard, review method, measure the performance and manage the culture so
that organisation gets continuous improvement. On the other hand, the manager must
communicate with the team in the clear basis and promote the efficient team and involve the
employees in the innovative changes which are helpful in the long-lasting development in the
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workplace (Hough, et. al., 2017). This policy is helpful to maintain the partnership with the
stakeholders and understand the mission and value of the Canterbury Renovation Company.
Staffs complain and conflict resolution policy: This policy chiefly focuses on understanding
the complaints of the staff and resolves the issues in the appropriate manner which is possible by
the informal and practical process of the manager. There are various types of complaints identify
in the workplace such as informal and formal complaints. The informal complaint generally
received to the managers and supervisors regarding anything but mainly for the teamwork and
behaviour of the employees. Alternatively, the formal complaint received to the HR manager
who depends on the behaviour of the managers. If there are some complaints related to the senior
managers than it should be conveyed to the MD (managing director) or if the complaint is related
to MD than it conveyed to the Board of director of the Canterbury Company.
Maintaining organisation ethics policy: Ethics policy of the company is based on the principle
depend on staff management and improvise the decision-making process. This is helpful to
maintain the cultural value of the workplace with the aid of rewarding the team and their
performance in the workplace. On the other hand, the major component of the policy is to
include the employees and managers to follow the ethical code of the Canterbury Renovation
(Engelbrecht, et. al., 2017). This is policy encourage the customer's priority, risk-taking ability,
respect for work, passion and result orientation process in terms of coming into ethics.
Encouraging and maintaining effective and harmonious workplace relationship policy: The
Canterbury Renovation Organisation provides the policy which depends on the friendly and
comfortable environment in the workplace, so that attain the requirements of the employees and
customers. This is policy introduces the familiar behaviour in the workplace and friendly nature
with the customers so that easily attain the objectives of the company (Zayas-Ortiz, et. al., 2015).
The main objectives of this policy are to build the collaboration with the team and improve the
teamwork quality and increase the employee retention rate which is helpful to enhance the
productivity of the employees.
Present and gain approval of policies and procedures:
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The above mention policy strategies provide by the senior manager to implement this policy in
the management to effective human resource working and fulfil the requirements of the
Canterbury Renovations Company. These policies give aid to manage the culture of the
organisation frame the daily work activities, understand the objectives and value of the company
to encourage the best practice across the company. The communication process is the main
elements which need to successfully proceed in the customers, employees, and investors so that
mention the information. The significant policy gives aid to maintain the employee’s efficiency
and reduce the risk factor through the aid of the legal regulations which maintain the culture of
the firm.
This is essential for the senior manager to provide the draft of the policy and procedure to the
stakeholders so that they understand the importance of the policy and give the full focus to
develop the policy effectively (Sarkom, et. al., 2018). The manager must prepare the draft of
policy and procedure in the proper format so that it is easy to provide the read by the reader and
understand the importance in terms of organisational growth. The stakeholders are the main
people of the company which provides their approval to the policy and procedure because this is
helpful to success the business in the competitive world. So, it is analysed that stakeholder is the
main people and their approval is an important element for the company growth.
The manager of the company should provide an effective introduction to the employees, so that
understand the full knowledge of the policy and procedure effectively. This is also understood by
the manager that if the regulatory experts give the frequent complaint regarding the policy and
procedure so that the manager makes the changes in the policy on a timely basis. These changes
need to be communicated to the experts so that reduces the risk factor and support the company
in an effective manner (Baeten, et. al., 2017). If the experts give wrong complaint than it should
be responsible for the experts to answering to the chairman or CEO.
This is necessary that final approval need to get from the top management such as human
resource policy approved by the chief HR manager, so that identified the issue and get the
accurate outcome from the policy. These policies which mention above section need to be
approved by the CEO and MD of the company which is helpful for the successful growth of the
business.
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References:
 Ashworth, S., 2018. Kitchen Chemistry: history and development. Chemistry in
Action!, 111, pp.29-35.
 Baeten, G., Westin, S., Pull, E. and Molina, I., 2017. Pressure and violence: Housing
renovation and displacement in Sweden. Environment and Planning A: Economy and
Space, 49(3), pp.631-651.
 Engelbrecht, A.S., Wolmarans, J. and Mahembe, B., 2017. Effect of ethical leadership
and climate on effectiveness. SA Journal of Human Resource Management, 15(1), pp.1-8.
 Hough, H., Kalogrides, D. and Loeb, S., 2017. Using Surveys of Students' Social-
Emotional Learning and School Climate for Accountability and Continuous Improvement.
Policy Brief 17-1. Policy Analysis for California Education, PACE.
 Karadag, H., 2015. Financial management challenges in small and medium-sized
enterprises: A strategic management approach. EMAJ: Emerging Markets Journal, 5(1), pp.26-
40.
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 van Dijk, H., 2017. (Managing) diversity. Encyclopedia of Business and Professional
Ethics, pp.1-4.
 Zayas-Ortiz, M., Rosario, E., Marquez, E. and Colón Gruñeiro, P., 2015. Relationship
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