Simulated business: JKL Industries Essay

Business and strategic planningMissionJKL Industries is an Australian owned company selling forklifts, small trucks and sp ar parts to intentness. We deliver prize to customers and investors with our highly trained, motivated, and expert workforce.VisionJKL Industries believes in developing and unlocking the potential of its people to allow the company to become the leading supplier of forklifts, small, medium and large trucks in Australia.Company valuesperformance excellenceValue for investors, customers and employeesPersonal and passe-partout developmentDiversitySustainability.Strategic planningGoalsStrategic objectivesOperational objectivesProvide value to investors and ownersIncrease overall profitability by 10% over next three yearsReduce costs by with(predicate) negotiations with suppliersReduce costs finished HR management efficienciesIncrease revenue through providing increased customer valueExit underperforming markets JKL provide withdraw from the rental market and close the rental division in spite of appearance the next 18 monthsHR partners with business to help business achieve financial goals HR completes scan of external conditions and market/industry forces impacting competitiveness and capability developmentProvide value to customersJKL will continue to sell and service forklifts and expand their market share by 7% inside the next 1218 months Provide quality customer serviceJKL will expand existing branches to include the sale of medium and large trucks within 18 monthsHR partners with business to help business come across customer postulate HR partners with front line managers to help them meet the needs of customers through motivated, competent and well- equipped staffDevelop human potentialProvide required trainingDeliver training to upskill rental employeesRecruitConduct skills audits and needs analysis for all roles to be filled by recruitment strategyBecome an employer of choiceProvide personal development plans for all emplo yeesProvide best(p) in industry programs incentives and HR servicesManage performance and adherence to organisational valuesComplete twice-yearly performance reviewsCommunicate organisational values and code of conduct forever improve operations and management efficiencyMonitor performance in all areas of strategy and practicable efficiencyMonitor management inputs such as completion of reporting and coaching requirementsMonitor stock turns of forklifts, trucks, etc.Monitor HR service delivery efficiencyOperational planJKL intends to implement operational plans to realise strategic objectives. Key aspects to operations include human resources, performance management, physical and financial resources and workflow. clement resourcesThe organisation is currently victimization a HR business partner model with a human resources officer aligned to each of the three key business areas Sales, fleet rentals, and service. JKL employees over 190 staff office in the following categories as d emonstrated in the organisation chart below.The Managing Director reports to a board of directors and is based in the Sydney corporate office, along with the operations Manager, HR Department and the Finance and Administration team. The HR Manager reports to the operations manager and heads up the HR centres of excellence that include recruitment, learning and development, and employee relations and services. In each of the state-based sites there is a branch office consisting of an office building, storage warehouse, service department and sales office. The Human Resources steadrs (Business Partners) report to both the HR Manager at Head Office and their respective managers in the branches. A summary of human resources at each location appears belowSydney head officePersonnel30 full-time and casual sales and customer service people (8 sales consultants 8 retail sales consultants 5 mechanics 3 apprentices, 3 HR officers 3 administrative assistantsAccounts Manager and 2 accountant ssenior management team (3) + one Branch Manager (Operations Manager, HR Manager, Finance and Administration Manager chief executive officer and managing directors.BranchesEach branch employs the following personnel30 full-time and casual sales and customer service people (8 sales consultants 8 retail sales consultants 5 mechanics 3 apprentices, 3 HR officers 3 administrative assistantsBranch Manager.Office requirementsSydney Head officeSize 15,000 square metres (70% lay available for sales and rentals 25 available for servicing) Large mezzanine office space (occupied by Senior Management Team). Loading bay with large capacity.Branches modal(a) Size 12,000 square metres (70% space available for sales and rentals 25 available for servicing) Large mezzanine open-plan office space with separate opening (was previously rented out to a telemarketing company)Loading bay with large capacity.Operating seat of government requirementsJKL requires approximately 13 million dollars in workin g capital to sustain the business and ensure it meets all opening and ongoing financial obligations.Operational expensesWages, salaries$6,000,000Consultancy fees$150,000Communication expenses$120,000Marketing$2,400,000Premises expenses$3,000,000Insurance$356,000Depreciation and amortisation$540,000Office supplies$180,000Training$180,000Total Expenses$12,926,000Insurance requirementsJKL will have to incur costs for business liability insurance. The estimated cost for this requirement is $356,000 per year. Operational workflowSales1. talk terms with suppliers.2. pay off and warehouse products.3. Provide service and information to customers.4. Receive payment.5. Arrange delivery of items (if required).Rentals1. Conduct market research to determine needs.2. Negotiate with suppliers.3. Receive and warehouse rental products.4. Provide service and information to rental customers.5. Receive payment.6. Arrange delivery of items (if required).Service1. Conduct market research to determine ne eds.2. Negotiate with suppliers.3. Receive and warehouse service supplies.4. Provide service and information to service customers.5. Receive payment.JKL accepts cash, EFTPOS and major credit cards. Credit terms are available for trades.Operating hoursJKL operates Monday to Friday from 9 am to 5 pm. JKL will be operational yearround except federal and state holidays (as they apply to each branch).JKL policies and proceduresJKL has a number of policies and procedures to fend its core values and to ensure compliance with legislative requirements.Code of conductJKL Industries acknowledges its role as a responsible corporate citizen. JKLs success will result not simply from satisfying specific equipment needs for a quality product at reasonable prices, but from conducting its business with integrity and in accordance with the core values of the organisation.Employees and officers of JKL are expected toRespect and support the core values of the organisationPerformance excellenceValue for investors, customers and employeesPersonal and professional developmentDiversitySustainabilityRespect others and treat others (colleagues, managers, reports, clients, customers and organisational stakeholders) with fairness suffice in accordance with germane(predicate) polity, steps and industry codes of practice Act honestly to protect the account of JKL avoid the fact or appearance of conflict of interest Protect the privacy of others in accordance with organisational privacy and recordkeeping policies.Legislative requirementsIt is company polity to agree in all respects with local/state/federal government legislation. The relevant legislation that needs to be complied with includes Competition and Consumer Act 2010Disability discrepancy Act 1992Equal Employment Opportunity for Women in the clipplace Act 1999 Fair Work Act 2009Freedom of Information Act 1982 covert Act 1988racial variety Act 1975Safety, Rehabilitation and Compensation Act 1988Sex Discrimination Act 1984 State and territory health and refuge legislationJKLs policy of compliance with legislation requires each employee to understand the legislation relevant to their position. Managers and employees of JKL are expected to conduct their operations in a manner tenacious with all relevant legislation. relevant legislation is available for reference through senior management, HR or via access to the internet. State legislation and summary notes are accessed on state government websites. A guide to accessing federal and state legislation, court decisions, key national and state bodies and research tools is available at parliament of Australia, Key internet links on Australian law, viewed January 2014, .Health, safety and rehabilitation policyThe purpose of this policy is to state the organisations committedness to reducing and managing health and safety risks, and delivering workers compensation and rehabilitation and first aid training. This policy applies to all officers, employees an d contractors of JKL.Applicable legislation includesSafety, Rehabilitation and Compensation Act 1988 (Cwlth)Work Health and Safety Act 2011 (NSW)state health and safety Acts that apply to each branch (check your states legislation) Workers Compensation Act 1987 (NSW)Workplace hurt Management and Workers Compensation Act 1988 (NSW). The JKL health, safety and rehabilitation policy are displayed in all work locations. JKLs cargo to the work health and safety is further detailed as part of the JKL Work Health and Safety Management Standards.Workplace harassment, victimisation and bullying policyThe purpose of this policy is to underscore the organisations committedness to the elimination of all forms of bullying and harassment in the workplace. All employees have the right to conduct their work within a fair, supportive, high-performance surround. Harassment, victimisation and bullying in the workplace are illegal and such actions are not tolerated by JKL. Staff members found to be harassing or bullying other members of staff or customers will face disciplinary action ranging from counselling and performance management to summary dismissal. This policy applies to all officers, employees and contractors of JKL. Relevant legislation whitethorn include, but is not limited toDisability Discrimination Act 1992Equal Employment Opportunity for Women in the Workplace Act 1999 Racial Discrimination Act 1975Sex Discrimination Act 1984Anti-Discrimination Act 1977 (NSW).Anti-discrimination and equal opportunity policyThe purpose of this policy is to underscore the organisations commitment tothe fair interference of all personnel and customers. JKL Industries values the diversity of its team, clients and communities and respects the rights of individuals and groups to operate in an environment free of discrimination. Access and equity (diversity and anti-discrimination) is fundamental to the operations of JKL. It is embedded in policies, practices and forward planning. JK L recognises the importance of diversity in achieving our vision. JKL understands the business environment and actively assists customers to reach their optimal potential. Our primary objective is to be solution-oriented and concentrate on customer needs. JKL recognises that valuing diversity is pivotal to achieving its vision. A welcoming, supportive environment will be provided leading to positive learning and employment, and individuals having the opportunity to reach their optimum potential.At JKL, anyone engaged in employment or the provision or receipt of training and/or services has the right to operate in an environment that is free from discrimination on the grounds of age breastfeeding disability industrial activity lawful sexual activity marital status physical features governmental belief or activity pregnancy race religious belief or activity sex gender identity sexual orientation agnate or carer status employment activity or personal association with any individual s with these characteristics. Procedures are in place for handling any grievances including complaints of discrimination, unfair treatment or harassment. Complaints will be taken seriously and every effort will be made to resolve them quickly, impartially, empathically and with appropriate confidentiality. Victimisation of complainant/s and witness/es is illegal. Complaints whitethorn also be lodged with a relevant government agency or regulatory body. This policy applies to all officers, employees and contractors of JKL. Relevant legislation may include, but is not limited toDisability Discrimination Act 1992Equal Employment Opportunity for Women in the Workplace Act 1999 Racial Discrimination Act 1975Sex Discrimination Act 1984Anti-Discrimination Act 1977 (NSW).JKL is committed to upholding affirmative action, equal opportunity and anti-discrimination legislation. This legislation is detailed atLegislation, Australian Human Rights and Equal Opportunities Commission, viewed January 2014, .Privacy policyThe purpose of this policy is to outline JKLs commitment to protecting the right to privacy of both employees and customers.Customer information is set under the following rules.1. CollectionOrganisations moldiness ensure that individuals are aware their personal information is being collected, why, who it might be passed on to and that they can engage the organisation what personal information it holds about them.2. UsePersonal information may not be collected unless it is necessary for an organisations activities and must only be used for the purpose it was collected.3. information qualityOrganisations must take steps to ensure that the personal information they collect is accurate, complete and up-to-date. 4. Data securityAn organisation must take reasonable steps to protect the personal information it holds from misuse and loss and from unauthorised access, modification or disclosure.5. nudenessAn organisation must have a policy document outlining its information handling practices and make this available to anyone who asks.6. Access and correctionGenerally, an organisation must natural spring an individual access to personal information it holds about the individual on request.7. IdentifiersGenerally, an organisation must not adopt, use or disclose an identifier that has been assigned by a Commonwealth government agency.8. AnonymityOrganisations must give people the option to interact anonymously whenever it is lawful and practicable to do so9. Transborder data flowsAn organisation can only transfer personal information to a recipient in a foreign country in circumstances where the information will have appropriate protection.10. Sensitive informationSensitive information (such as about someones health, political opinions or sexual preference), may only be collected with the consent of the individual (unless a public interest exception applies). JKL takes care to respectemployees to privacy and fully complies with our obligation s under relevant legislation. Employee records are exempt from the Privacy Act.Records includeemployee records and personnel filesreferee reportsworkplace surveillance and monitoring.Although such records are exempt from the Privacy Act, JKL commits to protecting the privacy of employees through providing access to own records where available or practicable for correction undertaking not to pass on data to others or external parties except for the stark purposes of undertaking JKL business or without express permission. This policy applies to all officers, employees and contractors of JKL.Relevant legislation may include, but is not limited toPrivacy Act 1988Privacy Amendment (Private Sector) Act 2000.Recordkeeping policyThe purpose of this policy is to outline the organisations approach to recordkeeping. At JKL, records management systems are based on developing and implementing recordkeeping policies, procedures, and practices to meet the operational needs of the organisation and that comply with externally imposed standards such as legislation. Implementation strategies for recordkeeping systems include ensuring the system to meets all of the operational and strategic needs of JKL documenting the system (see procedures)training personnel to create and store recordssetting standards for recordkeeping and monitoring the use of systems ensuring all legislative requirements are met, including for retention periods. JKL adheres to the Australian and international standard for recordkeeping, AS ISO 15489 2002 Records Management. This policy applies to all officers, employees and contractors of JKL. Relevant legislation may include, but is not limited toPrivacy Act 1988anti-discrimination legislation.Recordkeeping proceduresFile managementCreate a personal subfolder within the server (using your name as the subfolder name) to hold your day-to-day working files. Do not store company data on your C drive (i.e. do not save work only to your computer, rather than to the network) unless absolutely necessary. Company data should be stored in the appropriate server drive. different the servers which are backed up automatically, data on your own computer is not backed up and your work may be lost if you go out a system crash. If you use a laptop and require access to files offsite, you will be set up with remote access to server files extraneous from the office. When documents are completed, they should be saved to the appropriate completed work folder in your department.FilenamesFilename should include authors last name, deed of report (or abbreviated title of report), and date of submission. Back-upsBack-up copies of all electronic files on the server are made twice weekly. If you spend an extended time away from the office network using a laptop, it is your responsibility to ensure local copies of company files are backed up. Vocational education and training, apprenticeships and traineeships policy The purpose of this policy is to underscor e JKLs commitment to developing workforce capability and developing its people. JKL is committed to providing young and new graduates in gaining employment in the industry. Apprentices and trainees are rostered on each shift with at least one vocationally competent person who supervises the apprentice/trainees work and performance of duties. JKL directs all clients to the relevant guide to apprenticeships and traineeships and the relevant government websites.This policy applies to all officers, employees and contractors of JKL.Performance management policyThe purpose of this policy is to underscore JKLs commitment to monitoring performance, developing workforce capability and developing its people. Performance reviews should be held twice yearly by managers. Performanceshould be monitored against agreed KPIs and feedback provided on a regular basis. This policy applies to all officers, employees and contractors of JKL.Relevant legislation may include, but is not limited toPrivacy Ac t 1988anti-discrimination legislationequal employment opportunity legislation.