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BUSN113: ‘Managing People and Organisations’ Assessment 3: Research Report – Learning Journal

Student name: Ella Snape Student Number: s00286688 Lecturer Name: Maree Valle Due Date: 08th of June (Semester 1 – 2020) Word count: 1406 words

Organisations and managers today are primary confronted by challenges to resourcefully solve commercial problems. The principles of management are guidelines in order to tackle business challenges which are used by managers. They have been categorised into four major functions planning, leading, organising and controlling popularly known as the P-L-O-C framework. Throughout the last couple of weeks studies such as building capability, Human Resource Management legislative framework and STP method have been workshops that have been put in place to allow students to get greater understanding and knowledge to how companies and managers deal with challenges that firms are facing in modern society. Whilst exploring skills and techniques to build conceptual knowledge on her to succeed in running a successful business. Building Capability A systematic management method to development and learning is a vital part of workforce planning which is in turn is central to building capability which in turn improves organisational performance (Australian Public Service Commission, 2018). To continuously improve performance target capabilities are required to rapidly identify, build and sustain a highly scalable approach for organisations. It’s goal is to enhance businesses employee’s skills, behaviours and mindset. While drawing upon adult learning principles it in turn, utilises experimental learning theory, by shaping capability development around real work within an organisation. In order to sustain the specific capabilities, it establishes the institutional systems and processes (McKinsey, 2014). Improving and having the right skills at certain times enables agencies to deliver objectives and outcomes in the future if well managed. As development and learning compels the same attention and rigour as any other task. In order to succeed as a business providing a better practise model for managing development and learning processes across the Australian Public Service (APS) (Australian Public Service Commission, 2018). Many companies struggle with credible metrics to measure the impact of capability building which numerous organisations link with performance. If done well, performance will directly improve through capability building, on the organisational and as well as the individual level. In order to help close and assess the capability gap, while ultimately increasing and sustaining the impact of capability training programs which are aligned with overall business strategy to deliver more effective and efficient impact (McKinsey, 2014). Self-reflection I have learnt throughout this topic that in order to achieve and benefit in a business, employee’s skills and management processes are vital. Overall, this specific workshop relating to building capability has allowed me to have a deeper understanding on how important management is in order to excel in a business. I personally believe that this is imperative for any students studying as everyone will at some point work in a business environment and be asked to follow specific business regulations or processes. Consequently, I believe these concepts and frameworks demonstrated throughout this lecture is beneficial to all fields of study. As the world of work advances, the degree of expectations and all businesses will excel and shift in the way in which an organisation is run. The practical skills that I have been assessed throughout this workshop on building capability will expressly contribute to my future career in Business Administration. I have concluded that this specific workshop can advantage all fields of study as modern labours skills advance it is crucial for employees to have the skills and techniques their establishment desires. I enjoyed the workshop as I found it constructive knowing the potential skills employers and managers would be seeking and their expectations.

Human Resource Management (Legislative Framework) When being responsible for managing employees, it is vital to ensure that you are aware and comply with all the relevant legal frameworks of Human Resource Management. There are multiple regulations nations, states, industries and organisations have to obey with. These include; federal legislation and federal regulations, state legislation and regulation guidelines, industry specific regulations and guidelines and policies and procedures in an organisation. Comprehensive legal frameworks have been put in place for employees’ rights which covers all aspects of employing staff, this is represented as The Fair Work Act (FWA) 2009. Modern Awards are put in place to specify minimum standards such as hourly pay, hours of work, overtime and penalties (Australian Catholic University, 2020). This specific workshop is based on the legislative basis for managing and monitoring workplace behaviour. Equal employment opportunity, also referred to as EEO, indicates obligations of an employee’s/employer/workplace in relation to discrimination. This is put in place to protect employees against discrimination. There are two specific times of discrimination; direct and indirect discrimination. Direct occurs when an individual is treated less favourably because of one of the attributes Whereas indirect is a requirement or practise that may equally apply and discriminate against groups of people (RMIT online, 2019) Self-reflection Throughout this workshop it has allowed me to recognise and acknowledge the legislative framework in human resource management which will be beneficial for myself as an employer or employee in the future. I found this very appealing as The Fair Work Act was very interesting and also gave me a greater insight to business resource management, especially because I currently have a job. I think this is crucial to know your rights as an employee and to know whether you are being discriminated in any way. The concepts and framework of this specific workshop has given me the ability to justify the treatments of workers. Whilst knowing the regulations as a manager/employer of a business, as it is a serious matter and if not complied, they may be serious consequences. I have overall possessed great knowledge in this particular workshop as I found it useful knowing individual rights. I have concluded that this workshop can advantage me individually as being responsible for managing employees, it is vital to ensure that you are aware and comply with all the relevant legal frameworks of Human Resource Management. Segmentation, Targeting and Positioning -

A familiar modern marketing strategic approach is segmentation, targeting and positioning (STP). This specific method is beneficial when creating marketing communication plans as it helps marketers prioritise propositions and then acquire and deliver personalised messages in order to engage different audiences. Marketers use this specific technique to focus on audiences rather than the products, the way in which they do this is by delivering relevant messages to commercially please certain audiences (Hanlon, 2018). Diagram 1 shows how plans can flow from audience options to audience selection to the overall product positioning. STP focuses on the effectiveness of the commercial and selection of the most valuable segments for organisations while developing a marketing mix to position a product strategy for each segment. Consequently, market segmentation reveals opportunities for organisations to segment the market. The business then has to decide the number of segments to cover and then ones to target by evaluating and collecting data from various of segments. Targeting is a procedure whereby designing a marketing strategy mix for specific segments of the market-

based on the segments perceived attractiveness to the organisation. Designing a market position (image) refers to the positioning process in relation to its competitors on attributes in order to target market customers, this is a key aspect in the overall process (Australian Catholic University, 2020). Self-reflection During the semester I have learnt the overall four major functions planning, leading, organising and controlling popularly known as P-L-O-C when managing people and organisations. One of the specific lectures was based on segmenting, targeting and positioning a business. This gave me more of an insight into marketing structures and how marketers succeed in the market. I found this very intriguing as I didn’t understand before this specific workshop how advertisements are discovered and breeched. I think this is crucial to know in order to be able to successful advertise and know which markets to target, segment and position a business. I believe that this is imperative for any students studying marketing as it is essential to understand the concepts and techniques in order to be able to attract the right audiences. Overall, my personal experience with BUSN113 managing people and organisations has benefited my understanding and skills of how to run a successful business. In turn, these conceptual frameworks and specific workshops above I have found extremely intriguing and beneficial for my future career in Business Administration. Consequently, having a deeper insight on how to improve organisations building capability, employees and employers working rights and how marketers target, position and segment a business in order to successful advertise goods and services.

Diagram 1:

Source: Segmentation, Targeting and Positioning Hanlon, A. (2018). The Segmentation, Targeting and Positioning model. [online] Smart Insights. Available at: https://www.smartinsights.com/digital-marketing-strategy/customersegmentation-targeting/segmentation-targeting-and-positioning/.

Reference list Australian Catholic University (2020). Learning Environment Online: Log in to the site. [online] leo.acu.edu.au. Available at: https://leo.acu.edu.au/pluginfile.php/3752951/mod_resource/content/1/BUSN113%20Week %208%20HRM%20Legislative%20Framework.pdf [Accessed 8 Jun. 2020]. Australian Public Service Commission (2018). Building capability: A framework for managing learning and development in the APS. [online] Australian Public Service Commission. Available at: https://www.apsc.gov.au/building-capability-frameworkmanaging-learning-and-development-aps. Hanlon, A. (2018). The Segmentation, Targeting and Positioning model. [online] Smart Insights. Available at: https://www.smartinsights.com/digital-marketing-strategy/customersegmentation-targeting/segmentation-targeting-and-positioning/. McKinsey (2014). McKinsey Capability Building Building capabilities for performance. [online] Available at: https://www.mckinsey.com/~/media/mckinsey/business %20functions/learning%20programs%20for%20clients/mckinsey%20capability %20building/how%20we%20help%20clients/mcb%20brochure.ashx [Accessed 8 Jun. 2020]. RMIT online (2019). Australian employment law and labour legislation guide | RMIT University. [online] studyonline.rmit.edu.au. Available at: https://studyonline.rmit.edu.au/resources/australian-employment-law....