BSBMGT518: Develop Organization Policy Project for Women Tradies

This project, completed by a student, focuses on developing a performance management policy for Women Tradies Australia, a company dedicated to employing women in the trades. The project begins by identifying internal and external factors influencing policy creation, such as legal requirements, employee participation, socio-economic conditions, and workplace discrimination. It then assesses the current policy situation, highlighting gaps like the absence of menstrual leaves and inadequate safety policies. The assignment recommends priority areas for policy development, including maintaining performance reviews, workplace attendance policies, and establishing a dedicated policy implementation team. The project includes a detailed policy development plan, outlining key actions, performance indicators, stakeholders, and timeframes. Additionally, it explores various policy options addressing issues related to race, lifestyle, ethnicity, family status, work experience, economic status, language, education, disability, and sexual orientation. Finally, the project provides recommendations on policy options, emphasizing training programs, performance appraisals, and improved workplace conditions. The project concludes with a bibliography of relevant sources.

Running head: MANAGEMENT
Management
Name of the student
Name of the university
Author Note:

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Consultation with Stakeholders
Internal and External Factors that have links to policy
Women Tradies Australia has a number of different objectives that needs to be
fulfilled in a proper and professional manner in order to ensure an excellent environment for
facilitating the growth and development of the employees. The main aim of the organization
is to develop and implement a Performance Management Policy that can help in the
development of an appropriate framework needed to manage the performance of the
employees of Women Tradies. There are different kinds of internal as well as external factors
that are the major reasons behind the creation of this policy. The external factors that have
links to the policy includes the likes of;
a. Following the different legal requirements of the organization
b. Performance management must be managed with the use of the different tools and
processes
c. The participation of the employees in the supervision and the appraisal process has an
impact on the process
On the other hand, the different internal factors that have a strong impact on the policies
of the organization includes;
a. The discrimination faced by women in the workforce is surely an internal factor
b. Socio-economic conditions of the employees is another internal factor
c. The flexibility of the work hours is surely an internal factor for the employees
d. Educational qualifications of the employees and the health and physical capability of
the employees of Women Tradies is another major internal factor

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Current situation with the policies
The employee policies must be designed in such a manner that it adheres to the
different policies and procedures of the organization as well as is able to satisfy the needs and
demands of the people working in these organizations. However, the assessment of the total
situation in Women Tradies Australia has shown the presence of different issues and gaps
that has been a problem for the development of new policies as well as amendment of the old
ones. The major problems includes the inability of the policies to cover the problems of the
women employees. The absence of menstrual leaves, workplace safety as well as absence of
proper security and safety policies have been a major problem for the organization. The
major legislations that are being used in the current form are as follows;
a. Employee Appraisal Policy
b. Performance Standards Policy
c. Workplace Attendance Policy
Impact of this situation
Implication on not having policies
Each and every business organizations needs to have a clear and transparent document
that clearly states the tasks and activities that needs to be done. The presence of an effective
policy and procedure is an effective management tool that is required to be known to all the
employees. The absence of a policy manual thus can cause different types of issue for the
organization. At the very beginning, the manual helps the company to avoid any kinds of
inconsistencies. Apart from this it can also serve as a proper training tool. Thus the presence
of the policies is extremely important for business success.

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Recommendations on priority areas for the development of the policies
The recommendations on priority areas for the development of the different policies
are as follows;
a. Maintenance of the performance review Policy- The maintenance of the performance
review policy can ensure the proper update on the performance of all the different
people working for the organization. The proper maintenance of the performance
review policy can be key to the success of the organization in a proper and effective
process.
b. Maintenance of the workplace attendance policy- The workplace attendance policy is
another major area that needs to be considered for the maintenance of the workplace
attendance policy. The presence of the proper attendance policy helps to ensure
success for the organization as it identifies the percentage of workers regularly
attending or skipping the office.
c. Maintaining a team that deals in the creation and implementation of the policies- The
creation and maintenance of a team for the implementation of the different deals is
important for the success of the organization in the most proper and efficient manner.
The team will be responsible for the creation, amendment or dismissal of any policies.
Consulted Stakeholders on policy options
Policy Development Plan
The development of the policy plan is the ultimate aim of the performance
management policy. The proper and appropriate development of the plan can help in the
management of the employee performance. Such a management can be done through tools
and by formulating legal requirements and statutory rules. The policy development plan

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requires different kinds of key actions and performance indicators to ensure success. The
table for the policy development plan has been given below;
Key actions Actions Performance indicators Stakeholders Commentary Timeframes
Identifying the
needs of the policy
Research to be
carried out
regarding the
problems the
company is facing,
gathering
information
Financial: Identification
of policy will lead to
company’s increase in
productivity.
Employee focus: it will
help to focus on
employee improvement
and enhancement.
employees,
staff,
professionals,
suppliers and
shareholders
Identifying the
needs of the policy
would help the
firm eradicate the
issues in
performance of its
employees.
Approximatel
y 1 week
Identifying the
responsibility
Meetings with the
stakeholders,
undergoing
research regarding
employee
engagement and
management
Financial: Identifying the
responsibility for the
policy would ensure
sustainable monetary
expenditure.
Employee orientation:
Responsibility
identification will help
the firm understand the
capabilities of the firm
and the prospective
employees.
employees,
staff,
professionals,
suppliers and
shareholders
Identifying the
responsibilities of
the policy would
help the firm
eradicate the issues
in performance of
its employees.
Approximatel
y 1 week
Gathering
information
Using internet
portals and
libraries to find
out information
regarding
employee
management and
Australian labour
standards to
formulate a
commendable
policy.
Financial: Identification
of policy will lead to
company’s increase in
productivity.
Employee focus: it will
help to focus on
employee improvement
and enhancement.
HR
professionals,
experts, books
and articles
regarding
management,
consultations
and journals of
Australian
labour
standards.
Gathering
information
regarding the
policy, its
development and
formulation would
help the firm
eradicate the issues
in performance of
its employees.
Approximatel
y 2 weeks
Drafting policy Ensuring the word
and length of the
policy are
appropriate and
does not digress
the main aims of
the policy.
Managerial efficiency of
the policy and workplace.
employees,
staff,
professionals,
suppliers and
shareholders
Drafting the policy
would initiate the
development of
policy, thereby,
taking first step for
improvement of
employees in the
firm.
Approximatel
y 3 days
Consultation with
stakeholders
Consultation with
the stakeholders to
get their reviews
and opinions
regarding the
policy.
Financial and Managerial
efficiency of the policy.
Supporters;
Staff and
volunteers;
Management
Committee
members; and
Service users
Consultation with
the stakeholders
would initiate the
development of
policy, thereby,
taking first step for
improvement of
employees in the
firm.
Approximatel
y 2 days
Approval of policy Management
would be heralded
Managerial and
operational efficiency.
Management
personnel,
Approval of the
policy would
Approximatel
y 3 days

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about the policy
and with their
approval, the
policy will be
formulated.
stakeholders
and investors
initiate the
implementation of
policy, thereby,
taking first step for
improvement of
employees in the
firm.
Procedure of
implementation
Training and
development of
the staff and
employees, digital
transmission of the
policy
Managerial and
operational performance
to be enhanced.
employees,
staff,
professionals,
suppliers and
shareholders
Implementation of
policy would
ensure
improvement of
employees in the
firm.
Approximatel
y 1 month
Evaluation of the
policy
Monitoring,
review and
revision
Managerial and
operational indicators
enhanced
employees,
staff,
professionals,
suppliers and
shareholders
Implementation of
policy would
ensure
improvement of
employees in the
firm.
Approximatel
y 2 months
Overviews the research into Policy Options
The policy options can be selected from a wide range of categories that includes;
 Race: women of Australian ethnic minorities have been facing double oppression,
both from patriarchy and racial discrimination. Women of ethnic minorities who work
in our company have faced racist attitude from their peers that had subsequently
demoralized them and hampered their productivity.
 Lifestyle: Most of the women who work in our company belong to middle income
groups, therefore, they might not be able to hire domestic help for their home. In such
cases where they have to work in the firm as well as home has subsequently affected
their health and hampered in productivity.
 Ethnicity: employees belonging to various ethnicities have various traditional
customs that they need to follow, including certain festivals where their participation,
as women, is important. Such issues give rise to frequent absenteeism and hamper
their steady performance.

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 Family status: employees who are single parents, divorced or have elderly parents to
look after might have more familial responsibilities that have subsequently hampered
their performance.
 Work experience: Certain employees have been appointed by our firm out of
compensation benefits and gender benefits scheme of Australian government. Such
employees lack desired work experiences that have led to lower level of performance.
 Economic status: The economic status of the employees determines their food habits,
lifestyle and that leads to the magnitude of performance they can give. Since most of
them are belonging to middle income groups, they have certain familial financial
obligations that lead to less performance.
 Language: The ethnic diversities in our firm create linguistic barriers within the
workplace which is creating communication gaps and hampering the performance of
the employees.
 Education: the minimum qualifications of the employees in our firm are high school
graduation. Through many benefit schemes of women citizens, many employees have
been hired by our company. Their lack of formal education might cause subsequent
hamper in their performance.
 Disability: the Australian Disability Discrimination Act under the Australian
government grants special schemes for disabled women to get into the labor force.
However, they would be requiring extra and optimized training which is lacking in
our organization. So, such actions are unfortunately hampering their performance to a
massive level.
 Sexual orientation: transgender women, homosexual, androgynous and gender non
binary women have been facing subtle discrimination in the workforce. Repeated
discrimination have led to a lower level of performance among the women.

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Policy Options
The different policy options that can be considered for the business includes the likes
of;
a. Age
b. Gender
c. Disabled
d. LGBTI
e. Race
f. Marital Status
g. Pregnancy
h. Structure of the policy
Recommendations on Policy Options Task
Some of the major recommendations are as follows;
 Focusing on providing the employees necessary trainings and developmental programs
along with work-life balance workshops
 Focusing on providing premium appraisals to the employees to keep them motivated
towards the firm
 Focusing on improving workplace conditions and job conditions to increase productivity
of the employees

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Bibliographies
(1) Uyarra, E., Zabala-Iturriagagoitia, J.M., Flanagan, K. and Magro, E., 2020. Public
procurement, innovation and industrial policy: Rationales, roles, capabilities and
implementation. Research Policy, 49(1), p.103844.
(2) Selcuk, S., 2017. Predictive maintenance, its implementation and latest
trends. Proceedings of the Institution of Mechanical Engineers, Part B: Journal of
Engineering Manufacture, 231(9), pp.1670-1679.
(3) AEU : Attracting and Retaining Women Tradies in Regional Australia.
http://www.aeufederal.org.au/news-media/news/2019/attracting-and-retaining-women-
tradies-regional-australia (accessed Apr 9, 2020).
(4) Shatar, S.A., Othman, N., Yusof, N.A.M. and Mohamed, Z., 2017. Preliminary review on
housing policy and its implementation in Malaysia. Journal of Science, Technology and
Innovation Policy, 3(1).