BSBMGT518 Policy Development and Management: Women Tradies Australia

This report provides a comprehensive analysis of policy development and management within Women Tradies Australia. It begins by identifying internal and external factors influencing policy, emphasizing legal requirements, employee participation, discrimination, socio-economic conditions, and work flexibility. The report assesses the current policy situation, highlighting issues like inadequate coverage for women employees, absence of menstrual leaves, and workplace safety concerns. Key legislations in use are also mentioned. The implications of lacking effective policies, such as inconsistencies and training gaps, are discussed, followed by recommendations for prioritizing performance review and workplace attendance policies, along with establishing a dedicated policy team. Furthermore, the report explores various policy options related to race, lifestyle, ethnicity, family status, work experience, economic status, language, education, disability, and sexual orientation. It concludes with recommendations on policy options, emphasizing training, appraisals, and improved workplace conditions. Desklib offers a wealth of similar solved assignments and past papers for students seeking academic support.

POLICY DEVELOPMENT AND
MANAGEMENT
NAME OF THE STUDENT:
NAME OF THE UNIVERSITY:

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.

CONSULTATION WITH STAKEHOLDERS
Internal and External Factors that have links to policy
The external factors that have links to the policy includes the likes of;
• Following the different legal requirements of the organization
• Performance management must be managed with the use of the different tools and processes
• 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;
• The discrimination faced by women in the workforce is surely an internal factor
• Socio-economic conditions of the employees is another internal factor
• The flexibility of the work hours is surely an internal factor for the employees
• Educational qualifications of the employees and the health and physical capability of the employees of Women Tradies is another major
internal factor

CONSULTATION WITH STAKEHOLDERS
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.

CONSULTATION WITH STAKEHOLDERS
Current situation with the policies
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;
• Employee Appraisal Policy
• Performance Standards Policy
• Workplace Attendance Policy

CONSULTATION WITH STAKEHOLDERS
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.

CONSULTATION WITH STAKEHOLDERS
Implication on not having policies
• 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.

CONSULTATION WITH STAKEHOLDERS
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;
• 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.

CONSULTATION WITH STAKEHOLDERS
• 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.
• 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 requires different kinds of key actions and performance indicators
to ensure success.

CONSULTED STAKEHOLDERS ON POLICY
OPTIONS

CONSULTED STAKEHOLDERS ON POLICY
OPTIONS