CSL Limited: A Report on Employee Performance, Culture, and Engagement

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PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP

Table of Contents
INTRODUCTION......................................................................................................................................................................................... 3
PERFORMANCE OF EMPLOYEES................................................................................................................................................................ 4
INITATIVES UNDERTAKEN BY CSL TO IMPROVE EMPLOYEES PERFORMANCE......................................................................................4
IMPROVING CULTURE............................................................................................................................................................................... 5
INITIATIVE TAKEN BY CSL LIMITED TO IMPROVE THE CULTURE............................................................................................................5
EMPLOYEE ENGAGEMENT........................................................................................................................................................................ 6
INITIATIVE FOR IMPROVING THE INVOLVEMENT OF EMPLOYEES........................................................................................................6
CONCLUSION............................................................................................................................................................................................ 7
REFERENCES.............................................................................................................................................................................................. 8

INTRODUCTION
In this study, the discussion of the human resource management of the CSL Limited will be carried out. The company would globally
manage to develop, manufacture and market their products to prevent and treat them efficiently in the medical conditions. The key
products and services offered by the organization are blood plasma derivatives, antivenom, vaccines and cell culture. The discussion
of the companies over performance, culture and engagement of employees working in it will be evaluated in the study. The market
cap for the organization is around 104050000000 and on an average the stock charts is around 5.95% (Akpovioro et al., 2019).

PERFORMANCE OF EMPLOYEES
The key highlights to the performance of the employees working in the organization are strategizing to meet the total revenue of the
11%. This can reflect on the patient focused workforce. It is necessary for the employees of the CSL limited to focus on their patients
especially evaluating the portfolio value of the products. The workforce of the CSL limited needs to attract, retain and develop the
best talents in the workplace (Clarke et al., 2019). However, the Forbes, 2017 has listed the organization’s employees to the World’s
Best Employers. Therefore, it is necessary for the CSL limited to grow employee engagement index and score higher than other
competitive organization in the market.
The CSL limited has undertaken the initiative of developing skills and capabilities of the employees at every stage of their career. This
might direct on the programs that are launched by the CSL limited in order to have constant growth in percentage for the
exchanging rates through movements, facilities and comparable operational performance applicability (Addai et al., 2017). The
company initiative to maximize their portfolio profile value and new product services would result in the recombinant combination
of the treatment of haemophilia B and exceed the sales forecast of the services in the market. This product portfolio grew is highly
directed on employees performance.
INITATIVES UNDERTAKEN BY CSL TO IMPROVE EMPLOYEES PERFORMANCE
The employees at the organization need to have knowledge about the working practices of the organization. Therefore, the initiative
regarding empowerment of the employees can be undertaken by encouraging the communication measures of the business. This
requires manager of the CSL limited to articulate the barriers that are creating hurdles in the performance of the employees.
Therefore, they manager and employees should communicate efficiently with each other (Osabiya, 2015). Other than this, Open way
of communication has supported the employees at CSL to make better concentration and encouraging employees to utilize their
space by de-clutter and taking enough breaks. This would create a positive workplace environment and solid environment to boost
up the employees. The proper training is required to be on-going that employees to continues to develop their skills. This can help in
employee performance. To improve the employee performance, it can help in directing 40+ hours a week to meet the uninspiring
results. Further, time to time praises can help in notifying the staff at the CSL limited to become more creative while handling
patients and generous to work efficiently (Riggio, 2017).

IMPROVING CULTURE
The CSL Limited follows the Performance Culture in the work place by providing various incentives and reward to achieve the
individual and organizational goals. CSL Limited gives clear information about the role and responsibilities of employees and how
their performance affects the business of CSL Limited. The CSL Company has stricken the range of the serious and chronic medical
services conditions. This has been analyzed the CSL has deliver the innovative biotherapies through which the people at CSL limited
can cure the life-threatening medical conditions (Rahman, 2019). This can serve the deep passion to serve hundreds of thousands of
patients and other stakeholders around the world.
For improve the culture of the CSL Limited, managers should maintain a transparency at the time to communicate with employees.
Manager has to share the information about the success and failure of the product, how competitor’s product can make bad impact
on our products. All this will help the employees to improve their quality (Kang and Sung, 2017). Manager of CSL Limited maintains a
good relationship between and among the team members so that they work properly in a team. Manager should take continuous
feedback from their employees about their problems arise in the work so that problem is solves quickly and it helps in completing
the task before the due date. Therefore, that organization adopts a good culture in work place to encourage employees to give good
performance (Clarke et al., 2019).
INITIATIVE TAKEN BY CSL LIMITED TO IMPROVE THE CULTURE
CSL Limited provides a co-operative culture, support and motivates the employees at work place. CSL Limited told the employees to
work in a team because work done in a team gives good result and helps in increase the productivity of the business. For making
improvement in the organizational culture company continuous, get the feedback from employees about work and on their issues at
work place. All this motivate the employees to do work freely in the organization (Osabiya, 2015). Continuous feedback helps in
understand the managers about the problems occur in work and he communicate with the superiors and employees feel that their
suggestion and problems are important for the organization and they contribute their best efforts to reach the overall goals in
effective manner. To improve the culture CSL Limited makes the conference meeting for the involvement of employees in the
organization (Rahman, 2019). In this conference meeting managers asked the women employees about any problems arise in
production, manager teach and support them in making a proper balance between family and carrier growth. Quality manager gives
more emphasis to motivate the employees because motivated employee achieves the goals easily and helps in success and growth
of the business.

EMPLOYEE ENGAGEMENT
The corporate responsibilities of the CSL limited has been engaged in the workplace by presenting a balance with the significant
nature that have occurred between the ends of the reporting period. The business operations would exercise over the CSL plasma,
requires and global research and development. This might provide facilities to Australia, Europe, and UK and other locations. The CSL
would have sought of the external assurance to the health and would contribute to the quality data and economic contribution to
the business development (Riggo, 2017). This might undertake the initiative to assure activities that might respect the company’s
Global reporting initiatives to wider context.
INITIATIVE FOR IMPROVING THE INVOLVEMENT OF EMPLOYEES
Employees are very important part in CSL limited. For increase the involvement of employees CSL arrange various programmes for
employee’s involvement in company activities. CSL employees are the main asset of the company they provide a fun in the work
place. For this CSL make an “Employee Fun Committee”. This committee focuses on the daily activities of the employees and they
arrange games and plan a lunch for the employee in a month. CSL organize various events for increase the engagement of
employees at work place. The main aim of this committee is to arrange the events so that the employees meet with each other and
feel relaxed from the daily work of company (Riggo, 2017). CSL provides clubbing activity to the employees. All this facilities motivate
the employees to get more engagement in the CSL organization activity. Many times employees of CSL give back a good result to the
communities which are beneficial for both the employees and the business of CSL limited company. All these fun activities organize
by employee fun committee encourage the employees to contribute for the future success of the CSL company. CSL told the
employees to make balance in work and personal activities. This engagement of the employees proves to be important for achieving
the similar objective of making quality products to save the life of CSL patients.
To give fun at work place can make a huge impact on the work place. CSL main aim is to produce the medical care products which
are of good quality and which helps our patients to live safely by using CSL medical care products. This fun committee encourage the
employees to make their involvement in the success of the CSL Company and this will also help the employees to achieve their
individual goals and organizational goals (Rahman, 2019).

CONCLUSION
In aforementioned study, the analysis of the performance, culture and employees working within CSL Limited has been discussed.
This study has enlarged the performance and cultural activities undertaken in the organization. Further, there are many initiatives
that are undertaken by the organization in order to improve them. For performance, the motivation of the employees can be
improved by maintaining a balance in the workplace. This would require performance balance for the employees were provided
efficient training and support their individual needs regarding shelter, food and other. For cultural factor, the CSL limited has focused
on managing the balance by undertaking the initiative of continuous feedback and working efficiently. Third and last, the employees
working in the organization are composed to work efficiently. This can be done by providing better services such as maternity leaves
to women and other practices regarding taking care of the patients can be recorded.

REFERENCES
Addai, P., Ofori, I.N., Avor, J. and Tweneboah, D.N., 2017. Organizational Learning and Job Complexity as Predictors of Commitment
among Employees at CSL Limited Ghana Limited. International Journal of English Literature and Social Sciences, 2(6).
Akpoviroro, K.S., Amos, A.O. and Olalekan, A.O., 2019. Exploring the Link Between Competitive Strategies and Organizational
Performance in Beverage Industry.(A case of CSL Limited PLC).
Clarke, T., Preskill, H., Stevenson, A. and Schwartz, P., 2019. Building a Culture of Learning: Teaching a Complex Organization How to
Fish. The Foundation Review, 11(1), p.6.
Kang, M. and Sung, M., 2017. How symmetrical employee communication leads to employee engagement and positive employee
communication behaviors: The mediation of employee-organization relationships. Journal of Communication Management, 21(1),
pp.82-102.
Osabiya, B.J., 2015. The effect of employees motivation on organizational performance. Journal of public administration and policy
research, 7(4), pp.62-75.
Rahman, M.S., 2019. A Study of B2B Reponses on Nestlé Professional Products.
Riggio, R.E., 2017. Management and Leadership. In The Oxford Handbook of Management.