The History Of Resources For Implementation

Published Date: 02 Nov 2017

A policy is a standard to conduct the decisions and attain some balanced results. A policy is a statement of purpose and put into practice as a procedure. Thus, the policies are commonly implemented by the Board of Directors or the senior authority organization whereby the process or procedures would be developed and approved by senior administrative officers. Plus, the policies can help in both subjective and objective in making decisions. In subjective decision making, the policies is help the senior management which regard as the comparative values of factors before making decisions and as a outcome are frequently hard to objective analysis such as work life balance policy. In other words, the policies is help in objective decision making which is frequently prepared in nature and can be neutrally experienced such as the password policy. There are three different purposes in relative to policies.

SICLI was well-known company since 90 years in the security sector at France which offers narrow required expert services to the public and private sectors. SICLI were created fire detection, extinguishers developed, gas detection, sprays and the guidance of security services. In this case study, United States of America (USA) and European (Germany) markets has been distributed their products and services since 1985. Plus, the company is also having their organization in various countries such as France, Africa, North and West Africa, and the West Indies. Thus, the company was provided a wide range of security services to construct a major reinforcement and relocated SICLI by the new CEO. In order to fulfill, the new CEO has to study and construct the differences between policy, guidance and procedures from various countries which has to be state clearly when operating in various kind of the employees. The overall direction of SICLI has contributed on how the policy was attained to them or broad values which aims to the policy targets. This development of policy in a company where the operating with different kind of employees is help to determine the issues which are vital to be clearly state at the foundation of a policy progress. In the policy making, SICLI have to expand their policy from broad range of knowledge, faces and outlook, and also representing a good standard of governance where SICLI was an international company.

Since SICLI was performing different countries, the CEO should amend to Human Resource Management (HRM). This is why because the Human Resource Management (HRM) can differentiate the significant ways of country which may in regulatory, institutional and cultural differences. In order to manage the Human Resource Management (HRM) effectively and determining the organizational culture in different countries is need to resolve the levels where the human resource management (HRM) policy and performance is controlled in certain part and make a decision to restrict the human resource management strategies and organizational cultures which is vigorously fit rather than regulate the human resource management strategies across the countries. Besides, Ferrell, Fraedrich, and Ferrell (2013) argue that the national culture is limits variant in the organizational cultures. Thus, the types of internal developments and organizational culture would be limited in the human resource management strategy. In this case study, the CEO is need to concern on relocating the reward systems from one cultural in to another culture. This is why because it can discard and unproductive if the outcomes is variance and harsh towards the systems.

According to Hofstede (2001), national culture is refers as the culture that a society contributes which is the foundation of principles, standards, executes and many more which forms the performance of individuals as well as the entire culture. Thus, the natural culture would limit the organization from the fact which has the different cultural values from different countries. For instance, the differences within the countries are constrained while the differences across countries are bigger. The culture is the key factor of their human resource policies. Hofstede and Minkov (2010) studied that gender are an essential factor towards the multinational companies.

In this case study, the CEO is seeking for the expertise employee who is the factual person for the professions which are not constrained to gender. Plus, the CEO is hunted to hire the right position to deserve the factual person. Since SICLI has develop their markets to Europe, the European company which restricted the human resource performs were operating in Europe. Due to the fact, the CEO is also identified to develop their markets into overseas to urbanize a strong brand which can extend the coverage of that brand. By rising up the foreign markets, it would be to understand of what the brand are stands for. Thus, the CEO has been changed the previous language from French to English as used verbal communication in workplace which would be easy for everyone to communicate efficiently. By dropping the workload, technical experts left and directors possess the sales, and financial conditions can changed into the organization approach. Based on the issues from the case study, Williams Holding PLC was started to construct a good collaboration at SICLI and its organizations. Furthermore, the partners of SICLI African Agency have been criticized and the French employees were irritated and exposed to the strike. Due to facts, the customer satisfaction is where begin to refuse and faced too much of disputes.

The policy cycle is refers the goals are being met to best standard which to resolve of what approach is to be taken to meet goals and to make sure. There are three stages of policy cycle which are:

•Problem Identification

The community is conscious of a divergence as a problem which distinct as a crisis on which achievement desires is to be taken.

•Policy Formulation

This is the pre-conclusion stage which includes the steps in the executive development. This why because to indentify the substitutes, gather the information and investigate the alternatives.

•Policy Implementation

The process of paperwork will be competent if it is executed in an suitable way to make sure maximize the impact which is attain to deal with the particular policy principle, subject or desires.

Conclusion

In order to accomplished the goals, the policy has to follow and built-up within the structure of goals which provides the foundation of decision making and the course of act. Thus, the execution plan should be developed to ensure that maximize the forces of new policies and process where the amount of policy developments are occurring consecutively.

SECTION B

QUESTION 3: PART A

Base on my disputes towards developing the policy, the diversity management is viable to create an implementation and describes the diversity as a resource which needs to accept capable approach of a leading sequence of progressive pace. In the first phase, it is particularly highlighting on the assessment of its human resources and stakeholder personalities which involve in dept analysis of company condition. The second phase is involves the formation of situations such as to create an effective and supportive commitment within the level of high rise organization which be obliged to presume responsibility at the level of figurative for diversify the changes and schemes. In order to complex a committed team, the top management should create of employees from different countries or conditions while preparing the project mission to help progress of a optimistic attitude towards the diversity and arguments. Through this phase, it can be implemented by concerning a traditional community research as tools from the organization survey to focus a certain group to training workshops. These would consent to grab both observations of diversity by the employees and the employees’ approaches which matter of diversity towards the issues. As the implementation of diversity management is concerned, if the consequences of achievement are study to construct goals and create the company image and operation. In order to promote a diversity approach, the changes in human resources tools are help the employment and preservation of personnel with the diversity behaviors where the implementation of company may needs to setting up of a diversity groups in each of the organization units and to promote the wide scale when notifying the employees on diversity management. The organizing group has a basic role to play which choices from the administration, direction and storing of each phase to observing the outcomes from both qualitative and quantitative point of analysis.

All this arguments will consent to summarize into seven stages which are important to the responsiveness of diversity:

1. The diversity is include as a vital factor of the organization’s policy to develop and maintain a strong and various approaches which involves a clearly policy and a logical viewpoints.

2. It is also developed precisely by following the sessions with the company stakeholders to have a positive management of diversity which requires a clear performance of appraisal system towards the company.

3. The performance of appraisal systems is difficult to achieve which must not paying attention into the ethnic background, social status, gender, races and many more.

4. Due to the reflection of diversity which existing the groups within the company’s division and arrangement is expected at evaluating the expertise, capacity, accounts, individual personalities of its human resources. In general, it is help to the formation of pioneering teams and creates new ideas.

5. In order to focus on performances and guidance to distrust of discrimination or under evaluation on the foundation of individual personalities, the diversity evaluations should be privileged and to be authorizes imposed whenever the employees appraisal is apparent as failing.

6. It creates the improvement of innovative employment and selection process.

7. It is also develop the environment and encourage the welfare organization by developing the transformation of managers into diversity oriented forms which are proficient of rating the organizational and the production of diversity development.

QUESTION 3: PART B

There are five important elements which give to a system’s capability to develop into more culturally expert such as value diversity, have the ability for cultural self estimation, be aware of the "dynamics" intrinsic when cultures interrelate, institutionalize the cultural facts, and build up the adjustments to service delivery which reflecting an understanding of diversity between and within the cultures. Thus, the main elements of this writer have been recommended for diversity policy and their implementations are:

1. Resources for Implementation

The human and financial resources are necessary to implement the diversity policy. It should implement to the recruitment coordinator, administrative services director, human resource manager, training manager and the CEO. In order to ensure their completion, the communication and awareness should structure the activities such as observing, reporting and identifying the efforts. Through the diversity of recruitment purpose, is partly supported by the training sessions.

2. Capacity for Implementation

The training and time are necessary to further expand the competencies and wanted to assemble the organizational goals of structure a diverse and comprehensive employees. Training will be developed and distributed at managerial division and the levels of company are by using domestic and external markets.

3. Time for Implementation

There are many challenging which mainly concern on facing the organization and the divisions. By attaining the objectives of the diversity, it would need to devote the employees’ concentration over a specific time. It is also to use the time to develop and implement the key of innovative by the employees who develop the new suggestion to meet new challenges.