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Develop Workplace Policies and Procedures

Develop workplace policies and procedures for sustainability BSBSUS511

 

Student Declaration

To be filled out and submitted with assessment responses

◻   I declare that this task and any attached document related to the tasks all my work and I have not cheated or plagiarized the work or colluded with any other student(s)

◻   I understand that if I am found to have plagiarized, cheated or colluded, action will be taken against me according to the process explained to me

◻   I have correctly referenced all resources and reference texts throughout these assessment tasks.

◻   I have read and understood the assessment requirements for this unit

◻   I understand the rights to re-assessment

◻   I understand the right to appeal the decisions made in the assessment

 

Unit Title

Unit Code

Student name
Student ID number
Student signatureDate
Task Number

 

——OFFICE USE ONLY—–

For Trainer and Assessor to complete:

 

◻   Student requested reasonable adjustment for the assessment

 

 

 

Completed successfully

 

Did the student satisfactorily:

CommentsYNDNS
The student has satisfactorily completed and submitted the following:

 

·         Policy focus options

·         Briefing session overview

·         Sustainability policy

·         Implementation plan

·         Peer review report

 

 

 

Demonstrated ability to:

Establish scope and objectives of workplace sustainability policies

 

This is evidenced by:

Developing the sustainability policy and implementation plan

 

 

Demonstrated ability to:

Gather information for development of sustainability policies

 

This is evidenced by:

Reviewing case study and researching sustainability best practice models

 

 

Participated in the briefing session with the CEO:

 

·         Discussed options, legislative framework and benchmarking

·         Used questioning techniques to gather feedback and inputs

·         Listened actively to the view of others

·         Sought advice

·         Took notes

 

See feedback in the comments section.

Demonstrated ability to:

Analyze information and consultation insights

 

This is evidenced by:

Developing options and consulting with group

 

 

Demonstrated ability to:

Develop and document sustainability policies according to organizational processes

 

This is evidenced by:

Developing a sustainability policy in task 2.2

 

 

Demonstrated ability to:

Incorporate implementation and continuous improvement processes into sustainability policies

 

This is evidenced by:

Completing an implementation plan for the sustainability policy

 

 

Demonstrated ability to:

Present workplace sustainability policies and implementation processes to key stakeholders for review

 

This is evidenced by:

Peer review

   
Evidence of peer review sighted 

 

Changes agreed on in the peer review are applied to the sustainability policy and the implementation plan 

 

 

Task Outcome:                 Satisfactory  Not Yet Satisfactory

 

Student Name:

 

Assessor Name:

 

Assessor Signature:

 

Date:

 

Table of Content

 

Student Declaration. 2

Task 2 – Prepare workplace sustainability policies. 6

Complete the following activities:. 8

Task 2 Prepare workplace sustainability policies. 8

References. 16

Appendix 1 – Scenario. 18

Task 2 – Prepare workplace sustainability policies

 

Task summary and instructions

 

What is this assessment task about?You have been employed by the company outlined in the Case Study Scenario (Appendix 1) to develop workplace policies and procedures for sustainability with the goal to create an Internal Digital Marketing Campaign for the organisation

 

This task comprises of the following assessment methods:

o   Product-based

o   Direct observation of Role-Play

o   Case Study

o   Other (specify)

 

It has been designed to evaluate your ability to/competency in:

 

·         Establish scope and objectives of workplace sustainability policies

·         Gather information for development of sustainability policies

·         Analyse information and consultation insights

·         Develop and document sustainability policies according to organisational processes

·         Present workplace sustainability policies and implementation processes to key stakeholders for review

·         Incorporate implementation and continuous improvement processes into sustainability policies

·         develop and implement workplace policies and procedures for sustainability on at least one occasion, including:

o   implementing sustainability policy and procedures into wider organisational policies and procedures

o   consulting and communicating with relevant stakeholders to generate engagement with sustainability policy development, implementation and continuous improvement.

 

Your assessor will be looking for demonstrated evidence of your competency in the above.

 

You are required to address the following:

 

·         Task 2.1.1 Define the scope and objectives of the sustainability policy

  • Scope the sustainability policy
  • Participate in a briefing session with the CEO
  • Recommend options for policy

·         Task 2.1.2 Develop a sustainability policy

  • Develop a sustainability policy

·         Task 2.1.3 Policy implementation plan

  • Develop a policy implementation plan

·         Task 2.1.4 Review

  • Ask a classmate to peer-review your work

o   Document the peer-review

What do I need to do to complete this task satisfactorily?·         submit the completed assessment tasks, according to instructions,

·         complete the tasks with sufficient detail and present them in a professional manner,

·         use your own words and reference sources appropriately,

·         meet the word count where required,

·         use the scenario provided,

·         use the templates provided where required,

·         for your performance to be deemed satisfactory in this assessment task you must satisfactorily address all of the assessment criteria,

·         if part of this task is not satisfactorily completed you will be asked to complete further assessment to demonstrate satisfactory performance.

 

SpecificationsYou must deliver/participate in:

 

·         Briefing session with the CEO in week 2 of term

·         Peer Review in week 4 of term

 

You must submit to GOALS

 

·         Policy focus options

·         Briefing session overview

·         Sustainability policy

·         Implementation plan

·         Peer review report

 

Resources and equipment •        Computer with Internet access

•        Access to Microsoft Office suites or similar software

•        Learning material

•        Scenario for assessment as provided

•        Relevant policies and procedures as provided

•        Templates as provided

 

Re-submission opportunitiesYou will be provided feedback on your performance by the Assessor. The feedback will indicate if you have satisfactorily addressed the requirements of each part of this task. If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you written feedback along with guidance on what you must undertake to demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at a later time and date. You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with unfairly or have other appropriate grounds for an appeal. You are encouraged to consult with the assessor prior to attempting this task if you do not understand any part of this task or if you have any learning issues or needs that may hinder you when attempting any part of the assessment.

 

 

Complete the following activities:

 

Task 2 Prepare workplace sustainability policies

  • For this task, you are required to develop a sustainability policy for the organisation described in Appendix 1.
  • 1.1 Define the scope and objectives of the sustainability policy
  1. Read Appendix 1 and determine what legislative and regulatory requirements would apply to a workplace sustainability policy for the organisation(4-5).

 

Some of the legislative act that company must apply to implement the sustainability policy in the organisation are

1. Environmental protection act, 1970.

2. Heritage Act, 1977.

3. Environmental protection act, 2009.

4. ethics related to employee and cultural integration.

5. Code of conduct practices.

  1. Research for sustainability best practice models used by similar organizations , summaries the findings of your research (50-100 words).

 

Some of the sustainability best practices models used by the similar organization to establish sustainability at the workplace such as

1. Company creates the innovative system that the manager uses to find the new technology and skills to introduce in the organization for improving the performance of the overall business (Rahardjo, et al., 2013).

2. Company held a training and development program to provide training to team members related to sustainability procedures and new skills that help them in improving their performance.

3. Company conducts a motivational program to encourage the employees to use the sustainability policy and procedures such as switching off all the lights and fans after use, always putting the computers in hibernation mode during non-working hours, etc.

4. Company develops the waste management system to reduce the wastage of resources and cost of the business.

  1. Develop three options for the direction and focus of the policy and consider:

 

  • the likely effectiveness
  • timeframe
  • sustainability as a value add for the business
  • cost of implementing the option.

Use the table below to record your evaluation of each option.

Examples of options may include waste management, energy savings, procurement, etc…

 

Template 1 – Policy focus options

 

 Procurement of sustainable resources and equipment.Energy consumption Paperless work
Effectiveness

High-Medium-Low

 

High effectivenessHigh effectivenessHigh effectiveness
Timeframe

Timeframe for implementation is expressed as several months.

 

13/02/2022 to 13/03/202213/02/2022 to 13/03/202213/02/2022 to 13/03/2022
Sustainability as a value add for the business

High-Medium-Low

 

MediumHighLow
Cost of implementing the option

Estimation of overall costing.

 

$15000$25000$18000

 

  1. Schedule a time with the trainer and assessor in week 2 of class and participate in a group briefing session with the CEO (the trainer and assessor) to discuss:
  • The outcome of your evaluation (point c)
  • Typical barriers to sustainability policy implementation and possible strategies to address barriers
  • How cost for implementing sustainability could be reduced and value-added to the company
  • The process you are taking to develop the policy

Duration: 30 minutes.

Please note that the trainer and assessor will validate your participation in the session in the marking sheet.

If you are absent from class, it is your responsibility to make alternative arrangements with the trainer and assessor to undertake the briefing session.

Summarise and record the feedback and input received during the briefing session with the CEO using the template below.

Template 2 –Briefing session overview

 

The outcome of assessment -recommended option

 

The company must introduce digital technology in the workplace to reduce the usage of paper. If a company introduces digital technology in the organization, then employees get aware of the new technology, and the performance of the employees is also improved (Rahardjo, et al., 2013).
Typical barriers to sustainability policy implementation and possible strategies to address barriers

 

Barriers are

1. Employees of the company do not participate in the sustainability policy and procedure of the organisation.

2. Employees may face issues while using the new technology to complete their assigned tasks.

3. Organisation may face problems in selecting the supplier which provides sustainable resources and equipment.

Strategies to eliminate the problems are

1. Conduct the education and coaching program to provide information to the employees related to operating new digital technology and also provide benefit technology to develop their interest in it.

2. Conduct market research and find the best supplier that provides sustainable resources and equipment and has a good reputation in the market.

3. Conduct the motivational program to encourage the team member to participate in the sustainability activity of the organisation and also provide brief information related to benefit of sustainability policy and procedure (Bossink, 2013).

How cost for implementing sustainability could be reduced and value-added to the company

 

Many techniques can use to reduce the implementing cost of an organization such as

1. Provide training to the employees related to reducing the wastage of the resources.

2. Provide coaching to the team member related to using the optimum uses of resources and budget.

3. Provide training to the team member related to the operate the digital technology to reduce the use of paper.

4. Motivate the team member to put the computer or laptops in hibernation mode during non-working hours or break to save energy (Bossink, 2013).

5. Motivate the staff to close the water tap and switch off all the lights and fans after use

Policy development process

 

There is some important information that projects must be kept in their mind while developing the policy such as

1. Policy scope

2. Business goals and objectives.

3. Barrier or problem.

4. Strategies to overcome the impact of the problem.

5. training and induction plan

6. Communication and education plan

7. Monitoring and evaluation activity (Madu & Kuei, 2012).

To develop the policy, the company first introduced the digital technology that project managers use to create the policy digitally without the use of paper.

 

 

2.1.2 Develop a sustainability policy

 

Select an option for the direction and focus of the policy based on your analysis and consultation process. Develop a sustainability policy.

 

Ensure that your policy reflects the organization’s commitment to sustainability and use an employment life-cycle approach.

Include appropriate strategies to minimize resource use, reduce toxic/hazardous materials and chemicals.

 

Use the template provided below.

 

Template 3 – Sustainability Policy

 

Policy contributors All the stakeholders of the organization such as the project manager, project team members, project steering committee, CEO, project sponsor, and manager of all the departments.
Legislation 1. Privacy act.

2. Environmental protection act

Source/References Legisltation.gov.au
Policy owner Project sponsor

 

Policy scope
The company must conduct training and education programs to provide training to staff related to sustainability policy and procedures to successfully implement the policy in the organisation. The company must adopt digital technology to decrease the use of paper(Madu & Kuei, 2012).

 

Policy goals and objectives  

 

List 3

1. Reduce the use of paper by using digital technology to complete the work.

2. Reduce the usage of energy and water by encouraging the staff to switch off and close the light and water tap respectively after use.

3. Organisations want to reduce the wastage of resources after implementing the sustainability policy and procedures(Zsolnai, 2015).

 

Strategies to achieve goals

 

Outline 3

1. Provide training to staff related to operating the digital technology for completing the work without using the papers.

2. Conduct the motivation program to encourage and motivate the staff for the switch of all the lights and fans after use.

3. Develop a successful waste management system to reduce thewastage of resources and also to save the unnecessary cost of the business(Zsolnai, 2015).

 

Employees Responsibilities

 

List 4-7

1. Project manager must provide necessary information to the employees related to sustainability policy and procedure.

2. HR manager provides training to staff members related to operating the digital technology to decrease the usage of paper.

3. Project manager must observe the activity of the employees to identify whether they use the sustainability practices or not.

4. Project managers also monitor the performance of the sustainability policy and procedure whether they working efficiently or not (Curren& Metzger,2017).

 

Strategies for:

·         Minimizing the use of resources (1)

·         Reduce toxic material and hazardous chemicals (1)

 

1. Develop the waste management system to reduce the wastage of resources.

2. Purchase the substitute chemical substances which not harm the environment to complete the work.

 

 

Evaluation methods 

 

Determine 2 evaluation methods and 3 KPIs to determine the policy implementation’ success (outcomes and performance indicators)

There are some evaluation methods is given below

1. Manager must monitor the wastage of resources after implementing the sustainability policy in the organisation.

2. Manager must use the KPI indicator to track the usage or wastage of resources of the business.

There is key performance indicator is given below

1. Employee satisfaction and retention (Curren& Metzger,2017).

2. Observe the usage of paper after implementing the sustainability policy.

 

Methods of continuous review and improvement

 

Outline 3-5 (30-50 words each)

1. Training and induction program – HR manager must conduct the training and education program to provide training to the project team related to the new skills that they use to improve their performance.

2. Employee survey – The project manager must conduct an employee survey to take the feedback of employees on the policy and procedure of the company.

3. Brainstorming session – The project manager must conduct the brainstorming session to discuss the area that needs to be improved and also find the solution to improve the performance of the underperformed area (McElroy& Van Engelen,2012).

 

2.1.3 Policy Implementation Plan

Develop a policy implementation plan.

The plan must include:

  • Procedures to help implement the sustainability process with the goal to create an Internal Digital Marketing Campaign for the organisation
  • Communication of the procedures to help implement the sustainability process
  • Actions to implement strategies for continuous improvements in resource efficiency
  • Actions to implement continuous improvement in the application of the policy
  • A monitoring strategy to control the implementation of the policy
  • A recording system to track the continuous improvement in sustainability approaches

Use the template provided below.

 

Template 4 – Implementation Plan

 

Implementation Plan
Objectives

 

List 3 objectives and 2 KPIs for each objective

 

Objectives are –

1. Reduce the use of paper by using digital technology to complete the work.

2. Reduce the usage of energy and water by encouraging the staff to switch off and close the light and water tap respectively after use.

3. Organisations want to reduce the wastage of resources after implementing the sustainability policy and procedures.

KPI are

1. Conduct the employee’s survey to take the feedback from the employees.

2. Conduct regular meetings to track the status of work.

Procedures

 

Outline an 8-10 steps procedure to help implement the sustainability process

1. Policy development.

2. Create the road map for implementing the policy in the organization.

3. Expected outcomes and goals will be determined(McElroy& Van Engelen,2012).

4. Vision and mission statement of the organization.

5. Values of the organization.

6. Training and induction plan.

7. Communication and education plan.

8. Monitoring the policy to identify whether the outcomes are achieved or not.

9. Policy documentation.

Communication

 

Develop a strategy to communicate the procedures to help implement the sustainability process

(50-100 words)

There are some strategies that project managers use to communicate the policy to the employees such as

1. Project manager can conduct the formal meeting to provide proper information related to sustainable policy and procedures.

2. Project manager can use the Email facilities to send the sustainability policy and procedure to the team members.

3. Project manager can conduct the training and coaching program to provide training related to sustainability policy and procedures.

Continuous improvement strategies

 

Resource efficiency and application of policy (outline 3-5 strategies)

1. Training and induction program – HR managers must conduct the training and education program to provide training to the project team related to the new skills that they use to improve their performance (Wachira & Limuru, 2017).

2. Employee survey – The project manager must conduct an employee’s survey to take the feedback of employees on the policy and procedure of the company.

3. Brainstorming session – The project manager must conduct the brainstorming session to discuss the area that needs to be improved and also find the solution to improve the performance of the underperformed area.

Monitoring system

 

How the implementation of the policy and the need for continuous improvement will be monitored. Outline 3-5 strategies, techniques, and tools.

1. Conduct regular meetings with the team leader of all the departments to get information related to the performance of the policy.

2. Project manager must measure the performance of policy by monitoring the activity of employees (Wachira & Limuru, 2017).

3. Conduct a formal meeting with staff to take their feedback on the area that needs to be improved.

Continuous improvement tracker

 

Design a table to record continuous improvements in sustainability approaches.

TaskTimeframeMethods
Increase the sale of the business by 15%.3 monthsProvide training to employees related to new sales techniques.
Employees properly use the sustainability policy and practices.2 monthsEncourage the employees to use sustainable practices.
Maximize the profit of the business by 5%.1 monthProvide training to employees related to communication skills to attract the customer.
Maximize the profit of the business by 10%.2 monthsProvide training to employees related to handling and dealing with the customers.

 

 

Action Required

Action required to implement the sustainability policy.

5-7 key actions

Resource Allocation

Budget, physical and human resources

TimelineResponsible Person
Introduce the new digital technology.$250001 monthProject manager
Training provides to staff related to operating the digital technology.Computer and Human resource manager1 monthProject manager
Encourage the staff to switch off all the lights and fans after use.Project manager and sustainability policy1 monthProject manager
Procurement of sustainable resources.Supplier and sustainable resources1 monthProject manager
Evaluation and observation of policy and procedures (Whelan & Fink, 2016).Monitoring strategies and project managerDaily basisProject manager

 

  • Review

 

Swap policies with one of your classmates. Review each other’s policies and give each other constructive feedback on the structure, content, outcomes, implementation plan, performance indicators, and practicality of each policy.

 

Discuss feedback and negotiate changes.

Summarise and record the feedback provided by the classmates and the changes that have been negotiated using the template below:

Template 5 –Peer review

 

Peer Review
Name of the student who assisted with the peer review:Project manager
Summary of feedback, address all the points below:

 

o   Structure

o   Content

o   Outcomes

o   Strategies to minimize resource use and reduce toxic and hazardous chemical

o   Implementation methods

o   Performance indicators

o   Practicality

 

(50-100 words)

 

1. Structure – Specific template is used.

2. Content – Content is good and well-defines.

3. outcomes – Noted well.

4. Strategies –

a) Develop the waste management system to reduce the wastage of resources.

b) Purchase the substitute chemical substances which not harm the environment to complete the work.

5. implementation method – Conduct the formal meeting.

6. Performance indicators are

a) Conduct the employees survey to take the feedback from the employees (Whelan & Fink, 2016).

b) Conduct regular meetings to track the status of work.

7. Practicality – Implementation of policy needs to be practical.

List of agreed on changes:

 

Use best communication strategies while communicating the policy.

 

Make the required changes to your policy (2.1.2) and implementation plan (2.1.3) based on the feedback you have received and agreed with.

Please note that the trainer and assessor will check that the changes have been applied to the policy when marking your assessment.

The trainer will also validate the participation of your classmate in the peer-review in the marking sheet.

If you are absent from class, it is your responsibility to make alternative arrangements with the trainer and assessor to undertake the peer review.

 

References

 

Please include your references below:

 

(Please refer to this referencing guide if needed or speak to your trainer for any specific referencing requirements for this assessment)

 

Bossink, B. (2013). Eco-innovation and sustainability management. Routledge.

Curren, R., & Metzger, E. (2017). Living well now and in the future: Why sustainability matters. MIT Press.

Madu, C. N., & Kuei, C. H. (Eds.). (2012). Handbook of sustainability management. World Scientific.

McElroy, M. W., & Van Engelen, J. M. (2012). Corporate sustainability management: The art and science of managing non-financial performance. Routledge.

Rahardjo, H., Idrus, M. S., Hadiwidjojo, D., &Aisjah, S. (2013). Factors that determines the success of corporate sustainability management. Journal of Management Research5(2), 1.

Wachira, M., & Limuru, K. (2017). Public policy and sustainability: A public policy on waste management. Public Policy9(6).

Whelan, T., & Fink, C. (2016). The comprehensive business case for sustainability. Harvard Business Review21(2016).

Zsolnai, L. (2015). The spiritual dimension of business ethics and sustainability management. Springer.

 

Appendix 1 – Scenario

 

The company

XYZ Pty Ltd trading as MMI Professional Education is an Australian boutique education provider in Melbourne Registered Training Organisation -RTO), offering VET accredited and non-accredited business courses to corporate clients and local clients (domestic students).

MMI was founded in 1998 by brothers Mark and Andrew White who built the company to become a quality RTO with major accounts in Melbourne, Sydney, and Brisbane.  Mark Brown sold his shares to his brother Andrew who is the current chairman of the company.

The education provider is centrally located in Collins Street, Melbourne CBD with state-of-the-art facilities:

  • Administration and Management Offices (including the main boardroom, 2 meetings rooms, and a computer lab with 20 PCs) on Level 45
  • 15 Classrooms, kitchenette, client lounge room, and a trainers’ room on Level 46

Corporate training is mainly non-accredited and delivered at the clients’ premises around Australia, but it can also be catered for at Collins Street. Corporate clients include major Bank groups, National Management Consultancy firms, Manufacturing companies, and Government agencies.

Accredited courses are delivered in Collins Street with a combination of face-to-face and online training delivery. The accredited courses are the Diploma of Business and the Diploma of Project Management. MMI has a current capacity to enroll 500 clients; the current enrolment number is 250 clients.

Important note:

  • A VET accredited course has been assessed by the Australian Skills Quality Authority (ASQA) as compliant with the Standards for VET (Vocational Education and Training) Accredited Courses and the Australian Qualifications Framework (AQF). Accreditation means that the course is nationally recognized and that the registered organization (RTO) can issue a nationally recognized qualification or Statement of Attainment (this for single units only).
  • Non-accredited courses are business courses that have been highly customized to meet clients’ training needs.

The current organizational structure is as follows:

The Teams are as follows:

  • Board of Directors
  • Andrew White – Chairman
  • Francis Green – Executive Director
  • Eli Brown – Non-executive Director
  • Josephine Magenta – Non- executive Director
  • Deborah Red – CEO
  • Leonard Black – CFO
  • Finance Department: CFO and 2 x financial officers (full-time)

Summary of duties: account receivable, account payable; invoicing; payroll; financial record keeping and reporting; taxes/fees

  • Marketing Team: Manager (full time) and 1 x marketing officer (part-time)

Summary of duties: promotion; design of marketing collaterals for events; social media; market research; public relations

  • HR Team: HR Manager and 2 x admin officers (part-time):

Summary of duties: Recruitment; Induction and training; performance management support; employee relations; safety; compensation and benefits

  • Client Services: Client Service Manager and 2 x receptionists; 4x client service officers, 1 x team leader, 1 x maintenance officer

Summary of duties:

  • front of office and back of office customer service activities (to include reception and response to inquiries)
  • support to academic staff
  • client admin: client admission, enrolment, enrolment variations, pastoral care, completion
  • building maintenance: 1x maintenance officer
  • Academic Services: Academic Manager and 5 contract business trainers for corporate training; 4 full time (ongoing) business trainers for accredited training

Summary of duties: accredited and non-accredited training and assessment; learning material and assessment development and validation; support with compliance monitoring; pastoral care.

  • IT services: outsourced to an external company

Summary of duties: network service; database administration (inventory and staff files); maintenance and update of a communication system including CRM (Customer Relationship Management system); data management and security.

Note: in loco computer, maintenance is performed by the maintenance officer who has some IT knowledge

Company Ownership structure

The company structure is Pty Ltd:

  • Chairman Andrew White holds 51% of the shares
  • 40% of the shares are held by an external corporation since late 2017, as a silent business partner
  • The remaining 9% is owned by other members of the Brown’s family

Vision

Our vision is to develop outstanding individuals through quality business training that encompasses personal and professional growth.

Mission

  • We create successful careers in business to advance business growth and to positively impact the broader community.
  • We strive to provide exceptional business training that focuses on quality of teaching, practical learning, and successful outcomes

Values

Our core values are:

  • Quality
  • Integrity
  • Accountability
  • Respect for diversity
  • Innovation

MMI quality standards

  • Australian Skills Quality Authority (ASQA) standards
  • ISO9001 – Quality Management Systems
  • ISO 27001 Information Security
  • ISO 31000 Risk Management
  • Australian Business Excellence Framework

MMI – Boards’ of Director expectation

  • Quality of practices
  • Innovative solutions for business growth based on hard data and extensive research
  • Build an innovative and agile company that can respond to the challenges of an ever-changing business environment
  • Become market leader
  • Increase value for shareholders and clients

 

Industry, market, and strategic business direction

MMI Professional Education is a Registered Training Provider (RTO) based in Melbourne, Australia that offers business accredited and non-accredited courses to corporate clients, and local clients.

Strategic Objectives:

  • To expand the basis of the operation to Sydney where the company has experienced a high increase in demand for corporate training
  • To increase revenue by 10% annually for the next 3 years
  • To increase profits by 10% annually for the next 3 years
  • To position the company as a leader for quality business education in Australia within the next three years
  • To expand the course offering by adding new qualifications to the scope of registration: the Diploma of Leadership and Management and the Advanced Diploma of Program Management
  • To increase the base of local clients attending accredited courses
  • To implement sustainability to work practices: social, financial, and environmental
  • To expand the offering to international students by repackaging accredited business courses to add an internship component during the course
  • To build an internal culture around social consciousness and sustainability
  • To position and differentiate the brand as a socially conscious ‘global operation’
  • To effectively use digital marketing to internally promote the culture focusing on sustainability

Current positioning

  • MMI enjoys a good reputation in the industry as a quality provider of business courses for corporate clients
  • Courses are marketed as hands-on, with trainers that currently work in the industry, providing current and cutting-edge skills to business professionals
  • MMI currently holds 15% of the corporate business training in Australia
  • MMI does not currently deliver business courses to international clients
  • MMI does not currently deliver courses overseas
  • The company is financially stable and sustainable

 

Operational overview

  • State of the art facility in Melbourne to be replicated in Sydney
  • Systems in use:
  • Student Management System (MMI system)
  • Learning Management System (Moodle)
  • Accounting Management System (MYOB) – does not interface with the MMI system
  • Share drive
  • Share points
  • Zoom
  • Project Management Application for remote teamwork (trainers): Wrike
  • Trainers work both on-site in Melbourne and around Australia
  • Senior management to stay in Melbourne: campus director and team leaders to be employed to manage and supervise Sydney’s operations
  • Staff to be employed for the Sydney Campus
  • Administrative tasks such as enrolments will be undertaken by Melbourne’s campus
  • Virtual teamwork practices to be implemented between Melbourne and Sydney
  • Website tailored to international students to be developed
  • Develop and implement sustainability policy and practices across the organisation; sustainability has not been on the top five priorities of the company so far
  • All trainers are based in Melbourne; this impacts on financial costs when having to move trainers to other Australian capitals to conduct corporate training. Trainers who deliver corporate training receive a generous daily allowance when outside Melbourne ($250/day), all travel and accommodation expenses are paid for by MMI. This generous package impacts an average of 20% on the profit margin for each corporate course that is sold

 

Organizational culture

The organizational culture experienced at MMI is a mix of market and hierarchy culture.

  • The Market Culture: This culture is built upon the dynamics of competition and achieving concrete results. The focus is goal-oriented, with leaders who are tough and demanding. The organization is united by a common goal to succeed and beat all rivals. The main value drivers are market share and profitability.
  • The Hierarchy Culture: This culture is founded on structure and control. The work environment is formal, with strict institutional procedures in place for guidance. Leadership is based on organized coordination and monitoring, with a culture emphasizing efficiency and predictability. The values include consistency and uniformity.

(Source:https://popinnow.com/four-types-organizational-culture/ )

  • The organization is top-heavy, and there are concerns that this may not suit the strategic objectives for growth and the opening of a second campus in Sydney.
  • The Board of Directors is invested in the change process; however, intervention is needed to bring departmental managers and teams on board.
  • It is recommended that an organisational culture more suitable forinnovation, sustainability, agility, and progressive growth is developed and implemented.

 

 

Operational issues

The following operational issues have been identified internally:

  • The increased number of complaints due to lack of cultural sensibility of trainers when dealing with students from the non-Australian background (15% increase in the last 6 months alone)
  • All trainers are based in Melbourne; this impacts on financial costs when having to move trainers to other Australian capitals to conduct corporate training. Trainers who deliver corporate training receive a generous daily allowance when outside Melbourne ($250/day), all travel and accommodation expenses are paid for by MMI. This generous package impacts an average of 20% on the profit margin for each corporate course that is sold
  • An increasing number of enrolments in Melbourne, projected student population to raise from 205 to 450 by mid-2021. Current facilities are not sufficient to accommodate the increase in numbers (current facilities can accommodate max 350 students)
  • Delays in achieving marketing objectives due to the composition of the team (2 part-timers and one contractor) that cannot sustain the increased amount of marketing tasks (corporate events to enhance networking and identify potential corporate clients have increased by 30% in the past 6 months)
  • A new student management system has been developed in-house. The system was recommended by the Client Services and the Academic Managers for the seamless integration of the student management and the learning management system. However,the two managers failed to perform due diligence, and they did not consider that the new system does not interface with the finance management system. This will cause operational disruptions to the workflow as finance records (mainly revenues) will have to be manually inputted based on the new system’s reports on enrolment.
  • Covid19 has decreased sales by 20%; the company has managed to deliver existing courses and still maintain a reasonable margin of new enrolments online

 

Sustainability

 

The company strongly wants to incorporate socially responsible practices into the organization.

  • There is an interest in implementing sustainability training from the induction process.
  • Current policies and procedures are outdated, and there is no corporate social responsibility policy or strategy.
  • The Board of Directors would like to invest $30,000 in philanthropic initiatives each year. However, they cannot find an agreement on what initiatives to support.
  • Some of the departmental managers think that sustainability is only about environmental sustainability.
  • Most documents are printed.
  • Plastic cups are used in the kitchenette.
  • No recycling bins are present on campus.
  • There is no policy for sustainable procurement.
  • The thermostats are on overnight.
  • Sustainability is not an agenda item in meetings.
  • There is no plan to review energy or water consumption.
  • There is no strategy for waste management.
  • Flexible work arrangements are offered on paper but not encouraged.
  • The staff would like a staff well-being program to be implemented.
  • The company is financially sustainable.
  • The Board of Directors is willing to invest $45,000 for corporate social responsibility initiatives; and an additional $ 15,000 solely for environmental sustainability improvements.

 

Marketing

  • MMI has not heavily invested in marketing activities, relying mainly on word of mouth.
  • The company has a website:
  • Old fashioned look, quite austere
  • Not responsive
  • In the mobile version, after you have clicked on a few pages, the navigation becomes daunting
  • Heavy use of text
  • Infrequent updates
  • Social Media: there is a FB page that is rarely updated, the LinkedIn Page is not in use
  • Print advertisement: Industry magazine
  • Referrals: education agents are paid a 15% commission for referring students
  • Discounts: twice/year MMI offers 10% for new enrolments to attract more students
  • Yearly marketing budget: $75,000
  • The marketing team is small and not experienced in digital and social media marketing
  • There have been no significant internal communications established to build a company culture around design thinking, brand values, team values, and leadership.

 

Pricing

ProductTarget MarketPrice
Corporate Training

Topics:

·         Operational Management

·         Leadership

·         Project Management

·         Emotional Intelligence

·         Change Management

·         Management

·         Individuals looking for upskilling to advance their career

Face to Face classroom (average of 10 participants) $ 2,000/participant

Online $ 800/participant

Individual coaching $ 150/hour

 

Diploma of BusinessDomestic studentsBlended learning:

$ 4,000/student

Diploma of Project ManagementDomestic studentsBlended learning:

$ 6,000/student

 

Workforce Overview

The following has been reported:

  • Turnover rates are high in the academic department (30% yearly) due to the contractual nature of some of the roles. Ongoing training staff is steady, however, there is a need to invest more in their professional development to keep industry currency when teaching.
  • Need for a succession plan for management roles
  • Gender unbalanced
  • Recruitment is done externally, few opportunities for advancement are offered to existing staff
  • A recent staff survey outlined the following:
  • Lack of opportunities for advancement
  • Top-heavy management
  • Silo mentality
  • Not enough room for innovation and improvement
  • Lack of well-defined sustainability policy
  • Diversity policy is very generic
  • Need for flexible work practices
  • Lack of engagement with the local community
  • HR practices are mainly focused on administrative duties. The Board of Directors has identified the need to embrace HR practices as an essential strategic tool for business advancement.
  • Training on HR practice is required for management
  • Staff lament a lack of communication from the top
  • Sense of working in silos

 

Remuneration (average) for each role is as followed:

  • Board of Director – 25-50 k/year
  • CEO – 250 k/year
  • CFO – 180 k/year
  • Managers – 120k/year
  • Receptionist $ 52k/year
  • Officers (including team members in the Marketing dept) $ 65k/year
  • Team Leader $ 78k/year
  • Trainer (ongoing) $ 85k/year
  • Trainer (contractor): $ 80/hour.  Trainers who deliver corporate training receive a generous daily allowance when outside Melbourne ($250/day), all travel and accommodation expenses are paid for by MMI.

Note:

  • The above remuneration must be considered pro-rata for part-time staff.
  • Superannuation is excluded and should be added at 10% to employee’s ordinary earnings
  • Superannuation is paid to contractors (business trainers)

 

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