This report represents the changes made in the Stanfield’s company. This is the Company manufactured the Canadian Garment. This is the public limited company .The 550 employees are there in the company and they sold the products of the company all over the Canada and all over the world. Recently in October 2010, the Stanfield‘s was the first manufacturer who donate $25000 at first and later $50000 to testicular cancer research. This made the company internet sensation in Canada. In this report the changes in the corporation and the Albert human right act , employee performance tool , communication plan and the Gantt chart for the implementation of chart has been discussed in detail.
In 1896 Charles Stan fields sold his business to Frank and John and the company got renamed as the Truro Knitting Mills Limited. The company at that time got new idea to produce shrink-proof heavy woollen underwear for the workers of Klondike Gold Rush. Then in 1915 produce unshrinkable underwear. Later in 1910, the Stanfield’s expanded into t-shirts and other garments following World War II.
The positive effects of such changes in that period that was very useful for the workers of klondlike Gold Rush. Also, the expression of the company increases the cells of the company and enhances the demand of the customer that leads to the increase the profit of the company (Cameron & Green, 2019).
The fear of failure of the change .The Stanfield company of the Canada have a fear when expanding in the T-shirts and the other garments that whether the customer purchase it or not and many more triggers that resistance to change are the lack of confidence, poor communication and unrealistic timelines.
Resource accessibility, Job demands, and seasonal factors are the determinants of the changes and the three level of organisational readiness.
Alberta Human Right Act prohibits the discernment in the workplace based on the protected grounds of gender, race, age, colour, marital status, physical disability and status etc.
The four protected grounds are summarised below:
Gender: In the workplace the discrimination is often seen regarding to the male and female employee. The males are paid more in comparison to the female for the same type of work.
Race: The different culture people work in the workplace and follow their different traditions and each of them must be respected (Barrow et al., 2017).
Marital status: The often discrimination seen in the job that the company at their workplace hiring unmarried people easily in comparison to the married one.
Physical disability: The physically challenged person always has difficulty in finding the employment. The physically abled person get easily job in comparison to the disabled person.
Recruitment and selection: The Human Resource practitioner must be an independent person and recruit and select the personnel without biasness.
Training and development: Providing training to all the employees whether the male and female
Step 1: Analyse and identify the situation of the workplace.
Step2: Select one change from the different change required
Step 3: Implement the change.
Step 4: Review the changes.
Section 4 of the Alberta Human Rights Act prohibits the discrimination in the provision of the goods and services and on the basis of the protected grounds like age, gender, income status etc.
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The employees are very interested in learning the new process of selling the new product because the demand is higher of that product in the market
It has Creating awareness about the benefits of the change to the company.
Customer service metrics: The customer service metrics are valuable because they provide knowledge how frequently the company interact with the customers.
KPI: It is the metrics that helps in the measurement of the performance of the company.
Employee performance Management instrument are the software or the tools are the Human resource software that aids the company to track the performance of the employee in the workplace.
This type of software measured the performance of the employee in consistent and regular manner. It also assures or track the performance of the cross functional department in the achievement of the goals (Doppelt, 2017).
Factorial is the employee performance management instrument used by the company to easily manage and compute the performance of employees with the customised questionnaires and assigned spectators.
Factorial is also helpful in tracking the performance of the company with the customer reports and includes the review in the portal of employee. Also have a feature of instant sending of the notification to the participants.
It is a web based solution that connects with the all types of ads ons and equipments to assure the management of the performance accordance with the day to day workflow.
The Factorial software has integrations with Outlook, Gmail, Slack, Google Calendar, and hundreds of accessible implements through the account of Zapier.
The price of purchasing the factorial application begins at $32.50 per user per month and it has offers free trial for 14 days (Hayes, 2018).
|Audience||Key message||Delivery method||Date/duration of a session (if applicable)||Location|
|Employees||Effective working||Meetings||2 Hour||Staffroom|
|Management||Accomplish objectives||Meeting||2 Hour||Meeting room|
|Staff member||Training||Coaching||1 Hour||Coaching classroom|
|Managers||To set goals||Meeting||Weekly||Conference room|
|Serial No.||Activities||Start date||End date|
|3||creating awareness about the change||09-04-2020||11-04-2020|
|4||implementation of change||12-04-2020||14-04-2020|
|5||Review and feedback||15-04-2020||17-04-2020|
The analysis has been made from this report that the company easily adopt the changes that are required for the success and the growth of the company. The positive effects of such changes to the company has represented in this report. Also, the changes and innovation increases the cells of the company and enhances the demand of the customer that leads to the increase the profit of the company.
Business Development as the name suggests refers to the practices that can help in increasing the overall success rate of an organization. It is one of the most important terms in the fields of business. As we all know that an organization will not be able to sustain in the market if it does not have proper business development plans. So, business development plans if followed seriously can surely help to increase the reputation of an organization. In this article, I am going to underline some of the most highlighting facts of business development plans that if followed seriously can surely help to increase the success rate of an organization. Some of the most important tips regarding business development are as follows:
There are many more tips and tricks that can lead to proper development of a business. But, the tips that I have mentioned here are the basics related to business development. I will try to cover all the other important tips of business development in the next set of articles.
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