This is Assessment 2. All the info is found in the John Readings which I have uploaded. Read the Scenario and answer the questions.
Company History John Readings Pty Ltd is an Australian retail company trading under the name Reads. Its primary business is general book sales to the consumer market. It currently has 41 stores located in all Australian States and Territories. This chain of traditional booksellers retails a broad range of fiction and non-fiction books, DVD’s etc. and Read’s main opposition comes from Borders, Angus & Robertson, Dymocks, Collins and the large department stores including Myers, David Jones, Kmart and Big W who sell some of their books and related products at below cost price. John Reading who, prior to the war had been a business prodigy, started the company in 1956 when he returned from the Second World War to Melbourne and an unlikely inheritance. His second cousin, removed, whom he had never met and was only vaguely aware of, had died in England and left him with a substantial estate and a request to bring reading to the masses. Subsequently John Reading, who knew little about books and even less about fiction but was an extremely savvy businessman, opened his first store in Collins Street Melbourne in late 1956 just in time to catch the Christmas trade. Fortunately, he married a gregarious reader and budding author Tilley Johnson who went on to write and publish the now famous Darkfire Trilogy – a fantasy series unsurpassed in modern fiction. Together they built the Readings empire and by 1970 it consisted of more than 50 stores across Australia. In the mid 1970’s John and Tilley handed the business over to their daughter Zoe who like her mother had a talent for creating and, mentored by her father since she was small, she also had a good business head on her shoulders. Under Zoe’s leadership the company grew to more than 250 stores and was investing and expanding into New Zealand and Asia. Vision and Mission Mission To publish great books well and provide access to diverse stakeholder groups and individuals. Vision · To be a respected publisher that values diversity, nurtures talent and encourages exploration and creativity · To be customer focused in all aspects of our business and to respond to changing customer needs with immediacy and enthusiasm · To anticipate change, encourage access to the written word in whatever form is most appropriate at any given time in society · To be the number one destination for authors, customers, agents, employees and other publishers · To improve business efficiency by increasing visibility of day to day demand and responsiveness to it. Business Plans John Readings Bookstore National Business Plan (Excerpt) John Readings Expansion Strategy John Readings Future Business Expansion John Readings Mission, Vision and Strategic Plan John Readings Risk Management Strategy Plan Operations and Finance Operational Plans John Readings Procedure Standard Production Support Plan John Readings WHS Management System Principles Objectives Standard Operating Procedures John Readings SOP Receiving Materials John Readings SOP Stock Issue John Readings SOP Warehouse Cleanup Projects National Booksellers Conference and Fair Financial Reports and Information John Readings Payroll Scenario John Readings Financial Statement John Readings Annual Salary Budget 202x John Readings Operational Financial Policy and Procedure Manual Operational Policies John Readings Continuous Improvement Policy John Readings Quality Policy John Readings Customer Complaints Policy and Procedure John Readings Policy Energy John Readings Policy Environment Online Book Selling Strategy John Readings Online Competitor Analysis John Readings Import Ban Books John Readings Inventory Management in Bookstores John Readings Supply Chain Impact of Internet Bookselling Human Resources Marg Jessop, the HR Director at John Readings for more than 20 years, says: “In general, we have been very strong in our employee relations. Our employees tend to stay with us long term. We have been fortunate in that sense. It’s not something that we say, but what we have done for the employees that make them feel that we do care for them. There are a lot of things that we’ve done in the past. We have shown them that if they are capable, even if they are beyond the retirement age, we’ll still want them to stay with us. I think that once employees know that the employer really means what they say, it makes a lot of difference to them, we already have people who are in their 70’s. I have one employee who is 75 in one store. So, in that sense, we are in the forerun of HR practices. And we value our staff and their talents; they are an asset to us.” Employees at John Readings have always been paid above the average and they work a 32-hour week with the option to work overtime and take a day in lieu. “We don’t like to pay overtime but we’re very happy to let staff work flexibly as long as they organise their shifts and let us know in plenty of time. We trust our staff to do the right thing” Jessop says. Jessop feels, beyond this, employee communication has played a pivotal role all along. "When we have good times, we share with the employees and we listen to them. For instance, if I were to implement a change in a scheme that may affect the employees, I would set up focus groups with participation from different level of employees. We listen to them, give them a chance to participate in the whole process, so eventually when we roll out the system or policies, it's easier for them to accept as they feel they have been a part of it. They have been consulted. It's not something that only management is involved in. They feel they are respected, they have a voice in the organisation." In addition, the HR team leader conducts surveys, and its senior management team walks the stores every week and has direct access to employees, she shares. However, she confides that she is a bit concerned with the change in direction with the new CEO and the ideas suggested in the consultant's report. She feels that the company is in danger of moving away from people as its biggest asset to technology instead. Many of our long-term staff have confided in me that they're worried about the shift from what they see as customer service to self-serve and the focus and celebration around financial savings made as a result.” She says, 'I just hope they know what they're doing!' There are a number of documents that support this area of the business. They include: · John Readings Future Business Expansion · John Readings Organisational Chart · John Readings Current HRM Projects HR Policies and Procedures Overview In addition to their workplace orientation, all new employees shall participate in a structured John Readings Induction Program as soon as possible after the commencement of their employment. By participating in the Induction Program new employees will gain an understanding of: · John Readings’ commitment to them. · Their importance to John Readings. · Their responsibilities to John Readings. · The systems that support them. · Where to access the information they will need. This process facilitates the integration of new employees into John Readings, and enables them to achieve competent performance in an optimum time frame. Procedures · When the HR Department receives job offer acceptances, new recruits are enrolled on the first Induction and Orientation Program after they start work with John Readings. · This program is a three-hour session coordinated by HR and held in our corporate training headquarters in Melbourne and/or Sydney. · The program includes: · Introductions to key personnel of John Readings, · An overview of the history, vision, mission and values of the organisation, · Details of employee benefits, · Explanation of John Readings’ Code of Conduct, · Supervisors should follow-up with employees after their participation in the program to ensure that all questions are answered and that employees are clear about the organisation’s expectations of them. For a listing of all the Policies and Procedures, view the Policies and Procedures Repository. Policies and Procedures Repository Recruitment, Selection and Induction Policies John Readings A Guide to Recruit Employees John Readings Policy Induction John Readings Policy Recruitment and Selection John Readings Competency Framework Conflict, Misconduct and Probation Policies John Readings Grievance and Dispute Resolution Policy Procedure John Readings Policy Conflict and Disputes and Case Study Questions John Readings Policy Conflict, Grievances and Disputes John Readings Policy Misconduct John Readings Policy Probation Performance Management Policies John Readings Policy Job Evaluation John Readings Performance Counselling John Readings Performance Improvement John Readings Performance Management Policy John Readings Performance Review Diversity, Discrimination, Harassment and Bullying Policies John Readings Policy Discrimination Harassment and Bullying John Readings Policy Diversity and EO Policy Termination and Returning to Work Policies John Readings Policy Redundancy John Readings Policy Separation Termination John Readings Policy Workplace Rehabilitation Operational Policies John Readings Continuous Improvement Policy John Readings Quality Policy John Readings Customer Complaints Policy and Procedure John Readings Policy Energy John Readings Policy Environment Office Equipment and Communications Policies John Readings Computer Use Policy and Procedures John Readings Electronic Communications Policy and Procedures John Readings Office Equipment Use Policy John Readings Policy Privacy Work Health and Safety Policies John Readings Policy Occupational Health and Safety John Readings Wollongong WHS Policy and Procedure John Readings Policy Dangerous Goods John Readings Policy Fatigue Management John Readings Policy Non Smoking John Readings Policy Driver Health John Readings Policy Drugs Alcohol Logistics, Transport and Procurement Policies John Readings Policy Freight Preparation and Packaging John Readings Procedure Freight Loading and Unloading John Readings Procurement and Preferred Suppliers Policy John Readings Stationary Consumables Policy and Procedure Conduct and Ethics John Readings Code of Conduct John Readings Global Code of Ethics Miscellaneous Policies and Data John Readings Employee Relations IR Data John Readings Policy HR Customer Service John Readings Issues Log Human Resources Planning and Projects Human Resources Projects and Strategies John Readings Current/Proposed HRM Projects John Readings Principles and Workforce Strategy John Readings HR Impact of the Restructure Notes Human Resources Planning and Proposals John Readings Administrative Team Current Capability and Future Requirements John Readings Forecasting Methods John Readings Health Information Management Statement John Readings HRMIS Review John Readings Internal Service Level Agreement John Readings Job Evaluation Manual John Readings People Matter Service Proposal John Readings Recruitment Proposal Domestic Market John Readings Recruitment Solutions Proposal (PRS) John Readings Work Life Usage Stakeholders John Readings Stakeholder Minutes John Readings Stakeholder Profiles John Readings Case Study Emails Dealing with Conflicts Surveys and Reports John Readings Driver Survey Results John Readings Climate Survey Results John Readings Summary Climate Survey John Readings Work Life Questionnaire John Readings Work Life Questionnaire Results John Readings Salary Survey Tool John Readings Retirement Report John Readings Workforce Data FY2019-20 John Readings Employee Relations IR Data Templates John Readings HR Plan Template John Readings Interview Scoring Template John Readings Workforce Planning Template John Readings Project Management Templates John Readings Policy and Procedure Layout Position Descriptions, Competency Framework and Contracts Competency Framework John Readings Competency Framework Employment Contract John Readings Employment Contract Customer Service Position Descriptions John Readings PD HR Manager John Readings PD Project Manager John Readings PD Marketing Manager John Readings PD Office Manager John Readings PD Business Development Consultant John Readings PD Driver Warehouse John Readings PD Load Manager John Readings PD Supply Chain Logistics Manager John Readings PD Warehouse Clerk John Readings PD Warehouse Manager John Readings PD