A Professional Development Log Essay - 572 Words

We propose the Purdue HR develop a professional development plan that will document the objectives, required skill and proficiency development, and objectives that a Purdue Clerical and Service staff will need to accomplish in order to support continuous improvement and career development. This professional development plan would be used by the Purdue Clerical and Service staff’s Supervisor working with the staff member to identify the necessary skills and resources to support the staff members career goals and the Purdue’s professional needs. Professional development for a Clerical or Service staff member begins when they make a request for a professional development plan. Their Supervisor, with advice from HR, would help the staff†¦show more content†¦Ã¢â‚¬ ¢ Staff member’s goals †¢ Purdue’s goals †¢ Departmental goals †¢ Team goals 4. Search Professional Development opportunities with the staff member Help the staff member search for Professional Development opportunities within the community. Examples: †¢ Identify new projects and responsibilities - Discover what new projects and responsibilities the staff member can assist within their own department to help the staff member develop new skills within their professional goals. †¢ Workshop, Courses, and Seminars – provide short-term and long-term training programs with a designed curriculum to help develop skills and capabilities needed to fill recognized positions within Purdue and the area community. †¢ Classes available within Purdue, Statewide Tech, Lynda.com, and Ivy Tech’s curriculum to accompaniment to the staff member’s professional goals. †¢ Mentorship – Interested Clerical and Service Staff can be matched with a mentor for a range of activities including information for interviews, shadowing, tutorials, etc. (this is provided for the Clerical Staff, not sure for the Service Staff.) 5. Record and evaluate the staff member’s development Assemble response from the staff member about their development progress to assist in recognizing what the staff member is doing well, fix any problems that may came up, expand on their skills, and identify new abilities that they have developed that will improveShow MoreRelatedThe Responsibilities Of A Lifelong Learning Professional1601 Words   |  7 PagesThe responsibilities of a lifelong learning professional involve ‘doing a proper job’, according to this in my teaching practice, I have to treat my learners fairly with equal respect (equality and diversity), giving learners the opportunity to participate on equal terms and with an equal expectation of success (equality), involving and engaging all learners in relevant activities, acknowledging and celebrating the diversity in a group of learners (differentiation), planning to meet the needs andRead MorePurpose Of Cpd : Continuing Professional Development926 Words   |  4 PagesContinuing professional development (CPD) refers to the process of tracking and documenting the skills, knowledge and experience that you gain both formally and informally as you work, beyond any initial training. 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Wilma Rudolph Quotes

The fastest woman in the world at the 1960 Olympics where she won three gold medals, Wilma Rudolph wore metal braces on her legs as a child. Known for her dignity and grace, Wilma Rudolph died of brain cancer in 1994. Selected Wilma Rudolph Quotations †¢ Never underestimate the power of dreams and the influence of the human spirit. We are all the same in this notion. The potential for greatness lives within each of us. †¢ My doctors told me I would never walk again. My mother told me I would. I believed my mother. †¢ The triumph cant be had without the struggle. And I know what struggle is. I have spent a lifetime trying to share what it has meant to be a woman first in the world of sports so that other young women have a chance to reach their dreams. †¢ I dont consciously try to be a role model, so I dont know if I am or not. Thats for other people to decide. †¢ I tell them that the most important aspect is to be yourself and have confidence in yourself. I remind them the triumph cant be had without the struggle. †¢ No matter what accomplishments you make, somebody helps you. †¢ I thought Id never get to see that. Florence Griffith Joyner -- every time she ran, I ran. †¢ about her leg braces: I spent most of my time trying to figure out how to get them off. But when you come from a large, wonderful family, theres always a way to achieve your goals. †¢ I walked with braces until I was at least nine years old. My life wasnt like the average person who grew up and decided to enter the world of sports. †¢ My mother taught me very early to believe I could achieve any accomplishment I wanted to. The first was to walk without braces. †¢ I ran and ran and ran every day, and I acquired this sense of determination, this sense of spirit that I would never, never give up, no matter what else happened. †¢ By the time I was 12 I was challenging every boy in our neighborhood at running, jumping, everything. †¢ The feeling of accomplishment welled up inside of me, three Olympic gold medals. I knew that was something nobody could ever take away from me, ever. †¢ When I was going through my transition of being famous, I tried to ask God why was I here? what was my purpose? Surely, it wasnt just to win three gold medals. There has to be more to this life than that. †¢ What do you do after you are world famous and nineteen or twenty and you have sat with prime ministers, kings and queens, the Pope? Do you go back home and take a job? What do you do to keep your sanity? You come back to the real world. †¢ When the sun is shining I can do anything; no mountain is too high, no trouble too difficult. †¢ I believe in me more than anything in this world. Related Resources for Wilma Rudolph Women in Track and FieldWomen in the Olympics Explore Womens Voices and Womens History Womens Voices - About Womens QuotesPrimary SourcesBiographiesToday in Womens HistoryWomens History Home About These Quotes Quote collection assembled by Jone Johnson Lewis. Each quotation page in this collection and the entire collection  © Jone Johnson Lewis 1997-2005. This is an informal collection assembled over many years. I regret that I am not be able to provide the original source if it is not listed with the quote. Citation information:Jone Johnson Lewis. Wilma Rudolph Quotes. About Womens History. URL: http://womenshistory.about.com/od/quotes/wilma_rudolph.htm . Date accessed: (today). (More on how to cite online sources including this page)

Procurement In Construction And Property Commerce Essay Free Essays

string(119) " public disbursement on undertakings such as infirmaries and schools, NGB`s â€Å" staff of life and butter † \." Within this study I will be discoursing the current procurance scheme of the N.G. Bailey administration, a big UK broad M A ; E edifice services company. We will write a custom essay sample on Procurement In Construction And Property Commerce Essay or any similar topic only for you Order Now I will besides look at ways in which the scheme can be developed and changed in line with industry believing to give the company best value, to maximize net income and to construct relationships with its` supply concatenation. The company presently spends ?300 million of it’s` turnover on sub-contractors and providers for all of our undertakings. It is hence an country where a big sum of money could potentially be saved if using an appropriate scheme. Any scheme that is implemented must suit in with the overall company scheme, must besides be fit for intent and be easy to implement and turn over out to all members of the company. I will discourse current industry thought and recommendations and show a list of appropriate alterations that could be implemented to maintain the company competitory and at the head of the M A ; E industry. 1.2 N.G. Bailey A ; Company background information. The NG Bailey Company started as the Bailey-Billington Partnership back in 1921 with an equal capital portion of ?50. After a twelvemonth, Noel Bailey Snr. bought his spouse out for ?100 and formed a non-limited company, NG Bailey A ; Co ( hereto referred to as NGB ) . At around this clip Noel Bailey engaged five learners ( aged 14-15 ) . Mr Bailey was, in consequence, open uping what subsequently became the company ‘s apprenticeship preparation strategy. The company opened offices in Manchester in the early 1930 ‘s, and in 1938, the company became a PLC with an authorized capital of ?10,000 and a work force of 25. At this clip NGB were actively involved in Government work for the war attempt, including landing field lighting and aircraft mills. By the late 1950 ‘s the concern had outgrown its rented adjustment in Leeds and had to relocate to Ilkley. The company expanded with new subdivisions in Sheffield, Birmingham and Bristol, followed in the early 1960 ‘s by an office in Dundee. During the 1980 ‘s farther enlargement continued, opening offices in Southampton and London, with offices in Aberdeen, Edinburgh and Glasgow replacing the original Scottish office in Dundee. In 1990, following demand from long-standing clients, the administration entered the HVAC market, to supply the full M A ; E services bundle. The Bailey group is made up of six independent companies: – Bailey Building Services – M A ; E services Bailey Teswaine – Specialist telecoms Bailey Rail – Specialist rail division 4 ) Bailey Systems – Building control ( BMS ) 5 ) Bailey care – Facilities care ( FM ) 6 ) Bailey off-site – Pre-fabrication The NG Bailey current vision is to give clients a â€Å" one halt store † for M A ; E services, and a cradle to sculpt service for all the edifices that we provide M A ; E services to. In the hereafter, the full undertaking direction of undertakings could be an option to give clients a genuinely incorporate service. In the fiscal twelvemonth completing April 2010 the company had a turnover of ?464 million with a gross net income of ?13.5 million ( See Appendix 5.2 ) . NG Bailey presently employs around 4000 people based at 23 locations throughout the UK ( See Appendix 5.3 ) . It is the largest in private owned M A ; E company in the UK. The chief countries of NGB`s work are as below: – Health Education Power and industrial Railing Commercial Public edifices IT services Care 1.3 Company purposes and aims The NGB administration purposes to be at the head of the M A ; E services industry as it has been for many old ages. To make this it must respond to the market forces and both internal and external influences. The company mission statement has been the same since 1965 and is still as relevant today as it was so. â€Å" To be the best in every facet of our concern, to the benefit of our clients, members and stockholders † – Noel Bailey, 1965 ( NGB Intranet 2010 ) . The company must utilize its place in the market place to acquire best value from its supply concatenation at all degrees both up and downstream to the benefit of both the company and its clients. This must be done in a sustainable manner through partnering and model understandings, I will be looking at these and other options for a new procurance scheme for the company, coming up with some recommendations to take the procurance map through these hard fiscal times. Current place of the industry The building industry has been seen for many old ages as adversarial and contractual with companies seeking to protect net income in any manner possible, with client, chief contractor and sub-contractors being wary of each other at best and distrustful at worst. The Latham study ( 1999 ) commented that ************ and this made the industry measure back and believe what could be done to accomplish a more harmonic attack in the building industry as a whole. Egan ( 1996 ) besides commented that ************ and this The state ‘s current economic clime and that of the building industry makes it even more of import to hold a procurance scheme that gives clients and chief contractors the comfort that they are acquiring best value and sustainable solutions, and a ground to take NGB over another contractor. The website â€Å" teachmefinance.com † defines a recognition crunch as, â€Å" A sudden decrease in the handiness of loans and other types of recognition from Bankss and capital markets at given involvement rates. The decreased handiness of recognition can ensue from many factors, including an increased perceptual experience of hazard on the portion of loaners, an infliction of recognition controls, or a crisp limitation of the money supply. † ( 2010 ) . The recognition crunch is another ground why a company ‘s procurance scheme needs to be revised and aligned to the current economic clime, to maximize turnover and protect the company in difficult times. With the vote in of the alliance authorities came the immediate and lay waste toing cuts in public disbursement on undertakings such as infirmaries and schools, NGB`s â€Å" staff of life and butter † . You read "Procurement In Construction And Property Commerce Essay" in category "Essay examples" The company was immediately affected and took a â€Å" large hit † when undertakings that were either imminently to be secured or grapevine work for the coming old ages were immediately taken out of our concern program. There has since been a reappraisal on public disbursement which has seen some undertakings given the green visible radiation where others have been put back out to tender. However, the full list of off undertakings has truly had an consequence on the building industry as a whole. Before the company can make up one’s mind on the type and construction of a scheme it must first expression at it ‘s upstream supply concatenation i.e. chief contractors and clients and besides calculate its demands and pass in the approaching months and old ages to come. With the economic system presently in a province of flux this is no average effort, but clip, money and resources must be allocated to make this at the beginning to set up the companies ‘ demands traveling frontward, otherwise there is nil to establish the scheme on! The production of a procurement scheme alteration could be outsourced to an independent company to cover with, in concurrence with company direction squad. Whether done internally or externally a facilitator should be appointed to organize the retention of meetings, workshops, development of the scheme squad, the reappraisal of past and future undertakings and most significantly to collate all the information. The function of the facilitator as discussed by Thomas et Al ( 2005 ) includes the followers: – â€Å" 1. Constructing the integrated squad 2. Helping the squad to come to determinations 3. Aligning the squads attempt towards a common set of aims 4. Developing a undertaking civilization from the separate civilizations of the assorted administrations 5. Adapting workshop and facilitation manners to accommodate squad kineticss 6. Valuing and promoting the part of all squad members 7. Keeping the impulse of the workshop and presenting the stated aims on clip 8. Acting as a accelerator, disputing the squads believing 9. Recording determinations and actions, composing and go arounding clear studies quickly † Thomas goes on to speak about the usage of an external facilitator holding both advantages and disadvantages some of which are listed below: – â€Å" Advantages Independence and deficiency of prejudice Less likely to be hindered by political considerations Greater ability or freedom to dispute the position quo The ability of the group to engage a particular accomplishment at a specific clip Experience from other sectors / relationships Disadvantages The fee may hold to be paid out of the undertaking [ Or scheme ] budget. Whilst the inhouse facilitators costs may non be charged to the undertaking there will, however, be a resort cost that should be considered. Perceived deficiency of cognition of specific administrations. † Masterman ( 2002 ) discusses the work of Harrison ( 1975 ) from his book â€Å" The managerial determination devising procedure † it inside informations seven stairss to the determination devising procedure for procurance systems, these are: – â€Å" 1. Set organizational aims 2. Search for options 3. Compare and measure options 4. Choose among the options 5. Implement the determination 6 Follow up and command by taking disciplinary action if necessary 7. Revision and update aims † The above points are as relevant today as in 1975 and simplify the procedure of taking the relevant scheme for any company. With the vote in of the alliance authorities came the immediate and lay waste toing cuts in public disbursement on undertakings such as infirmaries and schools, NGB`s â€Å" staff of life and butter † . The company was immediately affected and took a â€Å" large hit † when undertakings that were either imminently to be secured or grapevine work for the coming old ages were immediately taken out of our concern program. There has since been a reappraisal on public disbursement which has seen some undertakings given the green visible radiation where others have been put back out to tender. However, the full list of off undertakings has truly had an consequence on the building industry as a whole, state broad. Future place National guard bureau wants to keep and beef up its place in the M A ; E market place and it must Proposed alterations / scheme Up and down the supply concatenation Presently adversarial Current province of the industry Walker et Al ( 2008 ) lists the chief benefits of model understandings as: – Improved design Less waste and duplicate Improved bringing Greater quality Greater certainty of cost Better whole life-cycle costing Building of swearing relationships Bringing of all â€Å" undertaking cognition † together at the origin of a undertaking. Procurement dictionary definitionaˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦ . The functional Procurement squad have three cardinal functions, which are: 1 ) To supply local concern support ; A A A A A This can typically affect pull offing the sourcing and choice procedure of 3rd party providers which NG Bailey require in the bringing of its operations. 2 ) Co-ordinate National Activities ; A A A A This could affect pull offing national understandings, providers or merchandise classs and supplying strategic nexus between NG Bailey and its supply base. 3 ) Act as a concern control ; As a big concern we need to divide the duty for pull offing a budget and the ability to perpetrate to contract. Procurement will pull off the Sourcing procedure which provides hazard extenuation, validate understandings and will besides supply the transactional and systems support such as order arrangement. **GEOGRAPHICAL BONDARIES TO OVERCOME **CULTURAL DIFFERENCES **TEAM MENTALITY INSTEAD OF ME MENTALITY **CURRENT MARKET TRENDS / ECONOMIC DOWNTURN USE RICS 2010 CONFERENCE PAPER **MUST OFFER SOMETHING DIFFERENT **CAN DIVERSIFY BUT COULD BE RISKY IN CURRENT Climate **CONSOLIDATE AND Make WHAT YOU DO BEST, DO N’T OVERSTRETCH PEOPLE AND RESOURSES, COULD RESULT IN INSOLVENCY **DO YOU BUY WORK AT A LOSS TO KEEP TURNOVER AND PEOPLE IN WORK? ? **COMPANY STRUCTURE, LOOK AT RE-STRUCTURING / Retrenchment **REWARD Good WORK, SET TARGETS â€Å" SMART † **COLLABORATIVE Planning WITH MC`S / SUBBYS / SUPPLIERS Approved provider / subby lists ORGANAGRAM FOR ROLE OUT OF STRATEGY Name calling TO FACES ETC. ETC. **PEST AND SWOT ANALYSIS TO ASSES COMPETITORS AND GIVE US AN EDGE IN THE MARKET. **POSSIBILITY OF INSOLVENCY **USE TRUSTED SUPPLIERS AND SUBBYS WITRH PROVEN TRACK RECORD FOR COST, SAFETY, QUALITY, AFTERSALES NOT JUST BEST PRICE. Keep THEM TO A MIMIMUM AND HAVE A 2 TIER SYSTEM. REGULAR RE-TENDERING TO KEEP THE COMPETION UP AND THEREFORE BEST PRICE AND SERVICE. Use 4PROJECTS INTEGRATED PROJECT DATABASE Sell OUR OWN INTERNAL COMPANIES FOR A 1 STOP SHOP TO CLIENTS Keypoints Electronic Project Information Exchange ensures: Accuracy of information. Faster information exchange. Increased visibleness and traceability of correspondence Give SUBBIES ACCESS SO NO EXCUSES ABOUT NOT GETTING THE INFO CURRENT ECONOMIC CLIMATE FORCES CHANGE AND USE OF BEST PRATICE TO GET VALUE FOR MONEY LOOK AT ALTERNATIVE METHODS OF INSTALLATIUON TO SAVE TIME AND MONEY EG. PREFAB ETC Top down and bottom up scheme What is our scheme for acquiring sub-contractors on board? ? What is our scheme traveling upstream? ? Old skool positions need altering to accommodate current clime and the manner frontward ( cite the ways ) Strengths and failings of current scheme Form a new scheme for the BBS procurement function. Use OF SOFTWARE AND COMPUTER PROGRAMMES TO MAKE INVOICING AND THE WHOLE PROCESS EASIER. PROCUREMENT SCHEDULES AND PROGRAMMES TO LINK TOGETHER DIFFERENT PROJECTS Performance reappraisals of subbys / providers after each undertaking to guarantee underperforming companies are non used once more. Regular battle Sessionss to do the subbies feel like portion of the squad CHOOSE 3 OF EACH TO MAINTAIN AN ELEMENT OF COMPETITION BETWEEN EACH AND CHANGE ON AN AGREED CYCLE TO GIVE OTHER COMPANIES A CHANCE. 2.0 MAIN FINDINGS Current types of procurance paths used within the building industry. Advise which 1 is used for Bailey by their chief contractors. – KAIZEN THEORY AND PRACTICE – Use NGB PROCUREMENT POWERPOINT AS A GUIDE – Expression FOR PREVIOUS STRATEGY DETAILS – Supplier / SUBBY ASSESMENTS AND PRE-QUALIFICATIONS TO PREVENT WASTED TIME / RESOURSE AND MONEY. – Early INVOLVEMENT IN PROJECTS – Front END WORK A MUST – Sap ALLIANCE / DISCUSS – Bulletin board system PRELIMS QUITE HEAVY – Cut YOUR CLOTH TO SUIT ETC ETC – REGIONAL STRATEGIES AT THE MOMENT NEED TO BE NATIONAL – National AGREEMENTS ON BREAD AND BUTTER ITEMS – Ball TOGETHER PROJECTS FOR MAXIMUM DISCOUNT ACROSS THE COMPANY – Regular LIASON WITH REGIONAL HEADS OF PROCUREMENT – Sector LEADERS FOR LARGE KIT WITH EXPERIENCE IN THAT FIELD AND WITH BACKGROUND KNOWLEDGE – Use THE Engineers TO VET QUOTATIONS AND SPECIFICATIONS, THE PEOPLE WITH THE CORRECT KNOWLEDGE OF THE PROJECT AND THE CLIENTS REQUIREMENTS. – Procurement STAFF SOMETIMES INTERFERE AND THINK THAT BEST PRICE IS THE BEST OPTION, THIS IS NOT ALWAYS THE CASE BECAUSE OF PREVIOUS PROJECTS, RELATIONBSHIPS ET ETC – AGREE / NEGOTIATE DISCOUNTS AND RE-BATES FOR DIFFERENT LEVELS OF EXPENDITURE – Driver FOR CHANGE going more demanding. Fiscal Drivers – industry shifting to seek more sustainable returns. Industrywide changes – consolidation, perpendicular integrating and foreign participants come ining UK market. Legislation -A the impact of the Energy Performance of Builidings Directive ( EPBD ) . Sustainability – UK Plc ‘s looking for replies. Technological alteration – Information science convergence. Customer focused administration Develop and purchase strategic relationships Develop strong ‘managed services ‘ proposition Diversification Enhanced Construction Proposition One NG Bailey Leading the manner by working together Leading the manner by being focused on our clients Leading the manner by ever bettering Leading the manner by being committed to the long term Leading the manner by presenting sustainable solutions Leading the manner by maximizing the potency of our people Staff need to be made cognizant of the new company ‘s vision at the early phases of the acquisition and this needs to be re-iterated on a regular basis to guarantee that no-one loses focal point of where the company is heading. Once staff morale is affected, profitableness and efficiency start to diminish dramatically, this needs to be avoided at all costs. Larkin ( 1996 ) recommended four rules of pass oning alteration in an article published in the Harvard concern Review these are as follow: – â€Å" When pass oning major alteration to employees, maintain it simple and avoid mission statements and direction announcements – most of import, give them the facts ; be straight. Introduce the planned alteration face to face, non through pictures, publications or huge, impersonal public meetings. Target supervisors: acquire senior directors who are involved in the alteration to brief little groups of supervisors face to face. Make the briefings in two unit of ammunitions – foremost, to explicate the alteration and acquire supervisors` reactions and recommendations, 2nd, to explicate any alterations of the planned alteration based on supervisors` feedback. † In Fig. 2 below, a typical cultural web can be seen ; this shows the manner that the symbolic, behavioral and physical manifestations of a company civilization are interlinked with the paradigm or â€Å" taken-for-granted † premises that staff clasp. As can be seen from the theoretical account, all countries are interlinked. It is hence easy to see how little alterations in one country can impact all the other countries of the web. If you change peoples` believing about procedures and systems of a company original â€Å" learned † behavior can be overwritten and replaced with new thoughts and beliefs. Fig 2 – The cultural web of an administration. – Johnson et.al. ( 2008 ) Higher direction demand to be seeable and must be seen to be actively advancing the new scheme, staff chosen to take the acquisition should hold good people and leading accomplishments, staff need inspirational people to look up to, and need to cognize that the direction support the acquisition and are non merely paying lip service to the companies ends and aims. This once more can impact morale and productiveness if people are non purchasing in to the company scheme. Nicky Hayes ( 1997 ) remarks in his Successful Team Management book that, â€Å" Peoples are speedy to observe the difference between existent regard and lip-service and they will react suitably. Trying to prosecute in successful squad direction without regard for the people who make up the squads is every bit unpointed as seeking to ski in fins † Use OF E-AUCTIONS AND `E` TENDERING TO GET BEST PRICE / VALUE FOR MONEY AND SERVICE Keypoints e-business is an chance, non a menace. engineering is non a barrier. develop an e-business scheme based on your concern scheme. Citation Keypoints e-Trading leads to: Simpler sourcing of merchandises. Reduced costs. Faster processes. The electronic exchange of these paperss offers three cardinal benefits: Printing and posting costs can be reduced. Information can be circulated and returned in less clip. Standard formats allows applications to utilize the informations without manual re-keying. Keypoints e-Tendering ensures: Accuracy from undertaking beginning. Decreased volume of undertaking certification? Reduced costs. A better controlled procedure. DTI REPORT ( QUOTE ) The Construction Industry Computing Association ( CICA ) The Construction Industry Trading Electronically ( CITE ) Concept IT E-Centre UK Information Technology Construction Best Practice programme ( ITCBP ) Need to develop SMART PEST SWOT ETEC ETC procurance scheme to travel with the times KPI`s and measureable / simple non complex methods. COLLABORATIVE Working Visual perception STRATEGIES THOUGH TO THE END ENGAGE EVERYONE INVOLVED SO PEOPLE DON`T JUST PAY LIP SERVICE, MANY STRATEGIES COME AND GO, THE KEY IS TO MAKE THINGS SIMPLE AND EMPOWER PEOPLE BY GIVING THEM SOMNE KIND OF RESPONSIBILITY AND OWBERSHIP OF THE PROCESS ENGAGEMENT SESSIONS REGULAR REVIEWS AND BENCHMARKING / KPI`S SAFETY PLAYS A LARGE PART, REGULAR REVIEWS OF SAFETY MUST DO IN DEPTH ANALYSIS OF EACH SUPPLIER AND SUBBY AND COME UP WITH A REDUCED LIST. AN â€Å" APPROVED LIST † Reduce THE NUMBER OF SUPPLIERS AND SUBBYS USED. Regular REVIEWS TO ENSURE BEST PRICES AND TOO KEEP SUPPLIERS / SUBBYS ON THEIR Toe SIGN UP TO 1 CONTRACT AND USE THROUGHOUT THE COMPANY TO SAVE ON PAPERWORK AGREED SCHEDULE OF RATES FOR COMPANY / BRANCH WORK Bring REGIONS TOGETHER INSTEAD OF RUNNING INDEPENDANTLY, USE OF VC CONFERENCING AND REGULAR GET TOGETHERS, TO PUT NAMES TO FACES. GET RID OF ABORTIVE WORKING BY EARLY INVOLVEMENT WITH THE SUBBY AND SUPPLIERS. ENGAGING WITH OUR SUPPLIERS AND SUBBYS ON A REGULAR BASIS Use THEIR RESOURSES TO OUR ADVANTAGE, EG TAKE OFFS ETC. Move WITH THE TIMES GET AWAY FROM THE OLD BOY NETWORK. REGULAR Training SESSIONS ON NEW METHODS AND PROCESSES. Beryllium AT THE FRONT TO PREVENT GETTING LEFT BEHIND UR COMPETITORS. CULTURE SHIFT FOR PEOPLE AND PROCESSES National AGREEMENTS WITH SUPPLIERS FOR BEST PRICES. AGREED DISCOUNT LEVELS AS MORE MONEY IS SPENT Get AWAY FROM â€Å" FAVORITES † , BOTH SUPPLIERS AND SUBBYS. MUST GATE BEST PRICE / VALUE AND KEEP THE QUALITY / SAFETY REGULAR REVIEWS AND FEEDBACK SESSIONS / KPI`S ETC ETC CLEAR AND CONSISE STRATEGY GOING FORWARD WITH OWNERSHIP BY DRFINED PEOPLE REVIEW AND CHANGE IF THINGS ARE NOT WORKING Class Directors FOR DIFFERENT SUPPLIERS / SUBBYS Expression AT USING SUBBYS / SUPPLIERS THAT HAVE NOT BEEN USED FOR A WHILE, OPPORTUNITY FOR ALL. COLLABORATIVE WORKING WITH SUPPLIERS AND SUBBYS/ STRATEGIC ALLIANCES CURRENT CLIMATE MEANS PEOPLE ARE FOCUSING ON PRICE RATHER THAN QUALITY AND AFTERSALES Early INVOLVEMENT WITH CLIENT AND MC TO OFFER VE SAVINGS THAT ARE ACHEIVABLE GIVEN EARLY INVOLVEMENT Open BOOK TENDERING / BUILD UP RELATIONSHIPS WITH CLIENTS AND M/C`S Use OF IN HOUSE CAPABILITY INSTEAD OF OUTSOURCING Use OF SUBBYS INSTEAD OF OWN LABOUR FOR COST CERTANTY LATHAM AND EGAN REPORTS MUST BE MENTIONED AS WELL AS OGC IPHONE Integration of all procedures company broad Sort diaries use latest issues Talk about recession and the consequence cut downing of authorities disbursement on schools infirmaries etc Look at supply concatenation web sites Mention SAP confederation and how it worked with upstream chief contractors and our ain supply concatenation Mention Latham and Egan MUST RICS 2010 ( usage ) usage supply concatenation books Expression at through subby A ; supplier positions One scheme, clear and concise Logos, strap lines clear ends / aims Power point in appendices? ? Programme for alteration execution see Chico Regular meetings with providers to estimate feedback Benchmarking of all bombers / supp Kpi ‘s for all facets to guarantee things are come oning Timelines for accomplishing set aims / programme Ownership of all facets by persons Regular reappraisals of policy / objectives in line with industry believing and market conditions Use of outside company to organize scheme impartial and have industry cognition, good overview Development of logos / strap lines Must all buy in to scheme Top down bottom up policy Engagement Sessionss Regular reappraisals of policy and subbys/ providers It is now a purchasers market, value for money without a decrease in quality Proven path records of all Contract reappraisals to find satisfaction Use subbys / providers to make take-offs / design etc etc Pest / grind analysis Procurement agendas sub amp ; supp Cross company procurance scheme Field supply concatenation leaders Use peoples strengths in the industry to the scheme advantage Use of VC to convey people together across the company Get people believing nationally non regionally Tocopherol auctions for stuffs Bulk bargain price reductions Use of bomber / swallow warehousing / logistics Agreed net income borders Open book policy? ? ? Ringing fencing net income borders use con. Exc. Paper Get rid of hazard portion between hazard registry talk about it Have hazard pot for unknown points Prov amounts for known points Transparent costs across concatenation Net income borders kept Less clip wasted tendering by subs / providers Build relationships societal capital! ! Must maintain competitory May need to convey in expertness Use of internal companies, eg prefab to maintain money in house Mentoring of staff Reward staff Regular preparation of staff Reinforcement of policy regularly National understandings for providers Email through bend it in web site Historical information for sanctioned providers / subbys Need to be solvent and good path records, capable of making the occupation, adequate staff / technology capableness. Currently regional, needs to be national understandings between providers / subbys although non ever possible with more regional houses like ductworkers More interaction between regional caputs of section Fit for intent scheme Regular reappraisals of scheme Kaizen theory Procedure function Check word count! ! ! ! ! ! ! ! Diversification is hazardous in a recession but can pay off if done right Less duplicate and blackholes of duty 6000 word count Silos presently, need holistic position Fragmented attack Client focal point Early engagement Blasted civilization, acquire rid of it Use of BIM in procurement inquiry whether this will work people are inauspicious to alter, who pays for it? ? MC or contractors? ? ? Must b an industry broad displacement in civilization and attitude otherwise it will non work. Short term attitudes need to alter to long term ends Mass sum of waste in building Assorted scheme depending on the Market or type of goods/ services Download speed uping alteration! ! ! ! Pest Swot Some companies may non be able to work in the new theoretical account but may still necessitate to be used as they are of import to the bringing if undertakings and services. Feedback to companies non selected, and grounds why non selected, give feedback as the wanderer theoretical account 3 tier attack to approved providers / list out the types Describe our upstream relationships before speaking about downstream and how it is affected Look at the turnitin web site! ! Dr. Deming reference the rhythm 3.0 CONCLUSION AND COMPANY RECCOMENDATIONS -MUST MOVE WITH THE TIMES AND CURRENT INDUSTRY TRENDS -MUST BE ABLE TO ADAPT QUICKLY -CLEAR STRATEGY GOING FORWARD AND REGULAR REVIEWS / BENCHMARKING A ; KPI`S -MUST BE WILLING TO CHANGE THE STRATEGY IF IT IS NOT WORKING CORRECTLY, DO N’T Be Afraid TO SAY WE DID SOMETHING WRONG – BRING IN THE CORRECT PEOPLE TO IMPLEMENT STRATEGY – Peoples WHO ARE Unwilling TO CHANGE CREATE BARRIERS, THESE PEOPLE NEED EDUCATING. – DON`T Talk AT PEOPLE, ENGAGE THEM IN THE PROCESS – CREATE INITIATIVES AND REWARDS FOR THE MEMBERS OF THE TEAM – Sociable EVENTS AND GET TOGETHERS TO PROMOTE COLLABORATIVE WORKING / – Culture SHIFT FOR ALL PARTIED INVOLVED – Protection OF PROFIT MARGINS AND REPEAT BUSINESS – Make WHAT YOU DO BEST, DIVERSIFICATION CAN BE REISKY ESPECIALLY IN MARKETS WE KNOW LITTLE ABOUT, A LITTLE KNOWLEDSE CAN BE DANGEROUS. – Regular REVIEWS TO ENSURE STRATEGY IS WORKING – ADAPT TO CURRENT MARKET TRENDS – Trading ON OLD RELATIONSHIPS – KEENER Pricing DUE TO CURRENT ECONOMIC Climate – LATHAM AND EGAN – Holocene INDUSTRY Thinking – STREAMLINING OF PROCESSES AND PAPERWORK ( E-AUCTIONS ETC ) – Post MORTEM OF PROJECTS AND PROCESS ON A REGULAR BASIS SO THAT THE STRATEGY CAN BE RE-ALIGNED AND REVISED IF REQUIRED – EVALUATE Hazard AND IDENTIFY SECTORS OF THE BUSINESS AND RE-ALIGN THE STRATEGY TO SUIT ( RISK MATRIX / SCHEDULE. ALWAYS A WINNER! ! ! ) When restructuring or explicating a alteration direction program there are a figure of tools which can be used to give an index of where the company is at a minute in clip and give indicants of its strengths and failings in the market place due to both internal and external factors. Two of the most popular methods used are the S.W.O.T analysis and the P.E.S.T.L.E analysis. The end product from these analyses can so be used to see where the company needs to better ; these can so be used as drivers within the alteration direction proposals. Detailss of what S.W.O.T and P.E.S.T.L.E represent are described below. S.W.O.T analysis Strengths – Identifies countries where the company is strong and leads the several market. Failings – Identifies where the company is missing in some countries and has room for betterment. Opportunities – Identifies future markets / undertakings that the company may be able to take advantage of. Menaces. – Identifies rivals and possible alterations to market tendencies An illustration of a S.W.O.T analysis templet can be found in Appendix 5.5. P.E.S.T.L.E. analysis Political – Identifies outward forces such as authorities, revenue enhancement, environmental jurisprudence and trade limitations. Economic – Identifies forces such as economic growing, involvement rates, rising prices etc. Social – Identifies cultural facets, labour handiness, tendencies in societal development etc Technological – Identifies ecological and environmental alterations and invention. Legal – Identifies forces such as consumer jurisprudence, favoritism jurisprudence, employment jurisprudence and wellness and safety Torahs. Environmental – Identifies factors such as conditions, clime alteration, touristry and altering markets. An illustration of a P.E.S.T.L.E. analysis templet can be found in Appendix 5.6. Another acronym that is used when make up one’s minding on new scheme is S.M.A.R.T, this is a method that has been used for many old ages now but is still relevant in concern life every bit good as for puting personal ends. Detailss of what S.M.A.R.T. bases for can be seen below. S.M.A.R.T Specific – Means that the aim is a defined or fixed end. Measurable – If an aim is mensurable, it means that the measuring beginning can be identified and consequences can be tracked. Accomplishable – Aims need to be accomplishable, i.e. in the close hereafter. if it is excessively far in the hereafter acquiring motivated may be hard. Realistic – Aims that are accomplishable may non be realistic, a alteration in wont or working may be required. Time-Bound – Time-bound means puting distinguishable deadlines for the accomplishment of the aim. Staff morale, perceptual experience and motive should be a cardinal factor when covering with a new scheme, the usage of Herzberg ‘s Motivation-Hygiene theory can be considered when make up one’s minding how to actuate staff, the theoretical account looks at facets of the work environment that motivate workers. From his findings Herzberg concluded that â€Å" there were two different classs of factors that affect how employees feel about their occupations. † ( CEM Motivation at Work Paper 6002, p.6 ) . The first class is hygiene or care and the 2nd class is termed incentives. An illustration of Herzberg ‘s theory can be seen below in Fig. 5. Fig. 5 – Herzberg ‘s Two Factor Theory – ( CEM Motivation at Work Paper 6002, p.7 ) . Herzberg farther discusses that â€Å" by keeping the occupation environment at an acceptable degree, feelings of dissatisfaction can be avoided. † ( Motivation at work ) . His theory besides suggests that it is of import to look at factors termed incentives â€Å" because they efficaciously motivate people to superior occupation public presentation. † Herzberg goes on to explicate that â€Å" employers should concentrate on the incentives in order to increase productiveness and efficiency. † ( CEM Motivation at Work Paper 6002, p.7 ) . Contrasting to Herzberg ‘s theory is McGregor ‘s Ten and Y theory ; this examines the manner workers are managed in relation to their motive. The theory describes â€Å" people inside the administration can be managed in two ways. † The first is negative, known as class Ten and the 2nd manner is positive, known as class Y. McGregor concludes that â€Å" a director ‘s position of the nature of human existences is based on a certain grouping of premises and that he or she tends to model his or her behaviour towards subordinates harmonizing to these premises. † ( CEM Motivation at Work Paper 6002, p.8 ) . An illustration of McGregor ‘s theory can be seen below in Fig. 6. Fig. 6 – McGregor ‘s Ten and Y theory – ( CEM Motivation at Work Paper 6002, p.7 ) . Another point to see as portion of any alteration direction program is the constitution of preparation demands for all staff members. We ne’er stop larning from the twenty-four hours we are born to the twenty-four hours we die, it is of import in concern to give your staff the tools to enable so to transport out their occupation every bit expeditiously as they can to maximize productiveness and profitableness for the company. Training in any company should be an on-going procedure, and should be given a high precedence along with financess to guarantee that the work force is adequately equipped to transport out their functions. An administration with a strong and healthy preparation programme is sometimes referred to as a â€Å" learning administration † , Mayo ( 1993 ) gives a figure of features that define a learning administration, and these are: – 1. â€Å" People ‘s development assumes a high precedence among directors. 2. Consultation of employees at operational degree occurs as a affair of class. 3. The methods of acquisition that are used are decided upon by employees instead than directors. 4. Mistakes or accidents are treated as chances to larn instead than being used as a agency to fault and penalize ; retrieve that some of the greatest innovations that have been discovered occurred as a consequence of accident instead than design. 5. Information is shared by everyone. 6. Openness and honestness among members is accepted as â€Å" normal † 7. Spontaneity and informality are encouraged. Sadler ( 1995 ) was besides an advocator of the learning administration and produced the following â€Å" procedures and influences † diagram to demo the interaction of larning types within an administration. It is interesting to observe that acquisition is present in many of the daily activities we carry out ; we all take in cognition and larning without sometimes even gaining it. Sadler`s â€Å" procedure and influences † diagram can be seen below in Fig. 7. Fig. 7 – Procedures and influences that create a learning administration – Sadler ( 1995 ) One of the most common schemes or visions used and quoted by companies is that of â€Å" uninterrupted betterment † . This term comes from the Nipponese word â€Å" Kaizen † which means alteration ( Kai ) and Better ( Zen ) . The Nipponese see that life and concern are ever germinating and bettering, they are non fixed and house but ever in a province of flux. Kaizen theory besides focuses on the usage of squads within administrations but besides on persons within those squads. The battle of staff in the visions and ends of the company is besides recognised in the theory. Kaizen seeks to extinguish waste by authorising people and besides looks at doing betterment in all facets of concern to do procedures more streamlined and efficient. The theory besides recognises that little alterations can do a large difference in administrations. Kaizen theory was developed after World War Two by the Toyota Corporation. It implemented the uninterrupted betterment of quality, enginee ring, procedures and company civilization. An off shoot of Kaizen theory was the â€Å" just-in-time † methods of working which reduced waste and the demand for storage of stuffs. The term â€Å" The Toyota Way † was coined after the new working methods had been so successful, and it is a method that many Western companies have adopted. The 10 chief rules of Kaizen along with an illustration of the â€Å" Kaizen umbrella † can be seen below, and in Fig. 8. 10 Principle of Kaizen Say â€Å" No † to position quo, implement new methods and assume they will work. If something is incorrect. Correct it. Accept no alibis and do things go on. Improve everything continuously. Abolish old, traditional constructs. Be economical. Salvage money through little betterments and spend the saved money on farther betterments. Empower everyone to take portion in job resolution Get information and sentiments form multiple people Before doing determinations, inquire â€Å" Why † five times to acquire to the root cause. Remember that betterment has no bounds. Never stop seeking to better. Fig. 8 – The Kaizen Theory Umbrella Diagram – Masaaki Imai ( 1986 ) Peoples are the basis of any administration and without the buy-in of staff for any new amalgamation or vision it is doomed to failure. Peoples must be treated with regard and compassion when one company merges with another. Inevitably, there may be occupation losingss as the new company is formed, and this can impact morale and productiveness, nevertheless the company must hammer in front with its new vision or scheme for the benefit of the company. The civilization of the merged company besides needs to be addressed, staff ‘s beliefs, attitudes, work moralss and spiritual orientation should be considered when explicating the scheme. Staff should be consulted at all phases of the amalgamation, feedback should be sought to measure morale and how the company vision is being delivered. Management construction and attitude will travel a long manner to successfully implementing the new procurance scheme of the company. Directors and caputs of section should take by illustration ; this will promote staff to fall in in on the journey to accomplish the new scheme. The direction construction and methods of working will be paramount to the success of the procurance map traveling frontward. Staff must be selected for their strengths and developing provided to assist out with any failings they may hold, and if the capableness is non within the company so it should be sourced from exterior. Finally, the company must accommodate to alterations from both internal and external forces. The current market is invariably altering and we must travel and accommodate to forestall acquiring left buttocks. The procurement direction scheme should be seen as of all time altering and non a house and fixed procedure. It should besides be noted that regular reappraisals and engagement Sessionss should be carried out to guarantee the scheme ‘s impulse does non fire out. This is paramount to the success of any scheme. How to cite Procurement In Construction And Property Commerce Essay, Essay examples

Dynamics of Internal Corporate Governance †Free Samples to Students

Question: Discuss about the Dynamics of Internal Corporate Governance. Answer: Introduction Global market scenario of automobile industry is rapidly changing along with the development of the technologies. Competition in the automobile industry is also showing growth due to the entry of more and more automobile organizations. However, with the emergence of the new competitors in the market, established organizations such as Toyota and Volkswagen are less affected. This is due to the reason that, these two organizations are not only selling automobiles to their customers but also considers other social aspects in driving their business activities (Mayyas et al., 2012). Toyota is the leading automobile organization in the world with having the status of market leader in the global market. Toyota was being originated in Japan and gradually entered and gained footholds in several regions around the world with their diversified product portfolio. On the other hand, Volkswagen is a German automobile brand and is just behind Toyota in terms of sales. They have set their target of overtaking Toyota and becoming the largest automobile manufacturers in terms of sales by 2018. They are also having presence in various regions around the world and are having diversified product portfolio. Thus, both the organizations are going to neck to neck to compete for the global leadership in the automobile market. This assignment will help to determine other aspects such as environmental criterion of both the organizations to identify their competitiveness on one another. Both of the organizations are maintaining effective policies of publishing their social accountability reports. However, determination of their reports helped to identify the differences in their approaches to the social responsibility. It is been seen that Toyota is having more extensive and holistic approach in reporting their social accountability report (Toyota Global Site | Sustainability Report 2016, 2017). On the other hand, Volkswagen is having intensive approaches in dealing with the social accountability (Volkswagen Sustainability Report 2016 - Strategy - Introduction, 2017). They are more concentrated with effective and sustainable internal management in the organization. However, newer technologies are being initiated by both the organizations to deal with the environmental issues. Social accountability report of Toyota Customers are being considered as the most preferred stakeholder for their business activities. Accordingly, they are taking various initiatives in providing the highest standard of safety to their customers. One of the key initiatives includes the safety features being installed in their vehicles (Kusano Gabler, 2012). Toyota safety sense C and sense P is being promoted by them which comprise of camera and laser sensors. These features help the vehicles to automatically detect the obstacles and eventually help to reduce the road casualties. They to enable the vehicle owners in reducing the parking issues are also initiating intelligent parking systems (Reve Choudhri, 2012). They have also initiated collision free safety body for their vehicles, which will prevent the damage for the occupants in case of accidents. Toyota has taken the initiatives to curb the carbon emission from their vehicles as well as from their facilities. They are promoting hybrid vehicles, which will have less level of emission for their customers (Li et al., 212). Already, the sale of their hybrid vehicles crossed 8.90 million units. Toyota has taken the initiative of reducing the carbon emission by about 90 percent by 2050. Electric vehicles are also be introduced by them which will further decrease the pollutions (Hawkins et al., 2013). They also introduce fuel cell vehicles in order to promote vehicles running on alternative fuels. The average fuel efficiency of their vehicles increased from 28 Km/L to 40.8 Km/L (Zhu, Ma Zhang, 2012). Along with the customers, Toyota also involves employees in reporting their social accountability (Wintoki, Linck Netter, 2012). They follow effective human resource management in their internal organization (Armstrong Taylor, 2014). Their main concentration of their human resource management is the mutual trust and coordination among the internal stakeholders. Similar approaches are being promoted and maintained by them in all the facilities around the world. Every single year, Toyota promotes initiation of the discussions from their key affiliates around the world to ensure the effective working environment in the organization. Workplace health and safety are also been given most preference to ensure the safety standard in the organization (Goetzel et al., 2014). Their approach of ensuring the interests of the employees eventually helps them in providing effective customer service. Various community activities are being promoted by Toyota in enhancing the sustainability of the surrounding societies and communities (Cheng, Ioannou Serafeim, 2014). One of the most prominent initiatives for them is Kokoro Hakobu Project, which had been initiated as recovery support for the Japan earthquake. Their community activities are ranging from the climate awareness to providing education and supporting plantation programs. Social accountability report of Volkswagen The internal management of Volkswagen is being designed and implemented in such a way that it will be flexible to the rapid change in the automobile industry. Innovations are being promoted in the organization, which in turn helps them in enhancing their competitive advantages in the market (Eiriz, Faria Barbosa, 2013). It also helped them in achieving the award of most innovative automobile manufacturer by CAM. According to the approach being initiated by the management, equipping and engaging the employees will help them in maintaining the effective working environment in the organization. Adhering with the legislation and other external environment is one of the key aspects that are being considered by them in order to maintain the standard across all the partners in the value chain. One of the key motives of the human resource management of Volkswagen is to be the attractive and sustainable employer. Reliability and transparency are being most preferred in their internal activities. They have introduced diversity policy in order to promote diversity in the workforce (Barak, 2016). This is due to the fact that, their operational facilities are situated in different locations around the world. Thus, promotion of diversified workforce helps them in having employees from different cultures and offering in accordance to the diversified customer requirements. They maintains dual model of vocational education and training to equip their employees with required skills and competitiveness, which is necessary to compete in the market. By 2016, 19490 people are being trained under this project. Another initiative named Wanderjahre are being introduced in offering the people in working with any brand of Volkswagen for 12 months. They are promoting various initiatives towards their activities related to the environment. One of the key initiatives is the introduction of the eco-friendly cars in the market. They have initiated a program named together strategy 2025 to adhere their operational activities with the sustainable development goals of United Nations. Toyota and Volkswagen are being from Japan and Germany respectively. Thus, due to the fact that, different countries are having different cultures and scenarios, the key considerations and preferences for these organizations are also different. Environment is being extensively and community activities are being given the most preferences in Japan, which is being reflected in the social accountability of the Toyota (Mitchell, 2013). On the other hand, Germany is representing first world economy and technological advancement and innovations are being given much importance, which is being seen in the social accountability report of Volkswagen. Moreover, the social activities of the Toyota and Volkswagen are more customer oriented and employee oriented respectively. Cultural aspects of the respective countries are also having influences in this activity also. This is due to the reason that, the cultural and social traditions being followed in Japan are more having holistic approach than that of Germany. Thus, the stakeholder management by Toyota is being initiated by more extensively. On the other hand, Volkswagen is more concentrated on generating innovations from their internal organization and promotion of technological advancement in their facilities and products. Another prominent difference between the activities of Volkswagen and Toyota is their organizational objectives. Toyota being the largest carmaker in the world in terms of sales are more inclined in sustainable development. On the other hand, Volkswagens objective is more economy oriented. Their short-term objective is to be the largest carmaker in the world by overtaking Toyota with the initiation of technologies and innovations. According to the vision statement of Toyota, they are committed to initiate sustainable development in achieving their organizational objectives. Accordingly, they have designed their social accountability and internal management. They have introduced eco friendly cars, which will on the one hand offer the desired experience to the owners and on the other hand, will help to curb the emission. Their vision statement of sustainable development is being followed by initiating of various projects for the community empowerment (Griggs et al., 2013). Maintaining of the workplace safety is also being initiated according to the vision statement of being a responsible employer. Volkswagen also mentioned about their desire of being the attractive employer in their vision statement and in accordance, they have given the major concentration in the human resource management. Majority of their social activities are being employee oriented along with accomplishing the other aspects of sustainability. The determination of the activities being mentioned in the social accountability report of both Toyota and Volkswagen are being discussed in the group. Our group has the opinion that Toyota is having more effective way and structure of reporting than that of Volkswagen. According to me, I was of the opinion that, Toyota has maintained more transparency and fairness in report their social accountability report. This is due to the reason that, they have given all the issues that are being faced by them in the recent years. However, on the other hand, Volkswagen has not stated their issues such as diesel gate in their report. Moreover, anything negative to their business activities are not being discussed in their report. With having the discussion regarding the Zadek ets criteria, my group has given the opinion that majority of the aspects in the criteria list are being fulfilled by both the organizations. However, Volkswagen is being trailed in not discussing their negative issues in the report. Thus, according to my group, Toyota has given the more transparent view in the reporting their social accountability than Volkswagen. Moreover, my group also stated that Volkswagen though is not proved as efficient as Toyota in reporting, however, they are more specific in detaining their sustainability project than Toyota. According to them, Toyota has given more generalized view regarding their initiatives, whereas Volkswagen is being more specific in this approach. I argued that Toyota has more extensive and holistic approach than Volkswagen regarding this, but they proved that Volkswagen has reported less information in their report but what they given is more specific than Toyota. Further evaluation of both the report by me helped to gain the understanding about the structure of the report of them. It is being seen by me that, though Toyota has given more extensive information but Volkswagen maintained the detailing of their given information in their report. Reference Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Barak, M. E. M. (2016).Managing diversity: Toward a globally inclusive workplace. Sage Publications. Cheng, B., Ioannou, I., Serafeim, G. (2014). Corporate social responsibility and access to finance.Strategic Management Journal,35(1), 1-23. Eiriz, V., Faria, A., Barbosa, N. (2013). Firm growth and innovation: Towards a typology of innovation strategy.Innovation,15(1), 97-111. Goetzel, R. Z., Henke, R. M., Tabrizi, M., Pelletier, K. R., Loeppke, R., Ballard, D. W., ... Serxner, S. (2014). Do workplace health promotion (wellness) programs work?.Journal of Occupational and Environmental Medicine,56(9), 927-934. Griggs, D., Stafford-Smith, M., Gaffney, O., Rockstrm, J., hman, M. C., Shyamsundar, P., ... 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