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Student Number and Name:41719 Bumdari AligirmaaUnit Code and Name: BSBLDR401 Communicate effectively as a workplace leaderTask Number: 1Term5Year2018Course: CERTIFICATE IV ☒ DIPLOMA ☐ BUSINESS ☐ LEADERSHIP AND MANAGEMENT ☒I declare that all work completed in this assessment is my own.Signature:Date22/9/2018PhoneNo:0414870889BSBLDR401 Communicate effectively asa workplace leadergreenwichcollege.edu.auRTO Provider 91153 - Cricos Code: 02672K
SNYSTEAM MEMBERSBianca Britta B Navarro - Student #44407Giulianna Riga Ferreira - Student #43282Marcio Rafael Cutipa Flores Legua - Student #44676BumdariI Aligirmaa - Student #41719Manlai Ganbold - Student #433431) Communications Plan – My JKLTitle: Project My JKLDate: 15/09/2018Project team: Situational Analysis: SWOTStrengths> The HR Manager has a training to keep the internal communication flow effective> Can conduct meetings that will keep the plan running> The company has a current ethical policy> The company is 12 years old> The company system is being restructuredWeaknesses> Low performance as regards the needs of internal and external customers> Inefficient or slow implementation processes> Lack of employee involvement, empowerment and accountability for job performance> Bad communication and an organizational climate of conflict as a risk to business goals> Lack of a comprehensive approach to information management that helps foster a common understanding of team objectives and organizational values and building strategic relationshipOpportunities> The company has a good position in the market> Improve performance in response to external customer needsThreats> Poor overall awareness of organizationalgoals> Lack of trust in management and its claimsgreenwichcollege.edu.auRTO Provider 91153 - Cricos Code: 02672K
> Search for new communication technologies and social platforms> Seek external advice to review WHS efflux of employee information to managementPurpose and outcomes- Communicate with employees about their job performance and concerns- Improving trust between management and staff in relation to transformation and restructuring- Develop better consultation processes between management and staff- Develop a culture to take back ideas for improvement identified by lower-level teams and individuals- Train managers on the specific objectives of the dispute resolution process- Submit a team survey to get feedback on management requests for improvement suggestions- Submit a customer survey for service feedback- Begin drafting the new dispute resolution processAudience analysisInternal audience characteristicsCEOMANAGERSSUPERVISORSEMPLOYEESExternal audience characteristicsCUSTOMERSAUDITORSWORKPLACE TOUR VISITORSTECHNICIANS AND ENGINEERS FOR EQUIPMENT MAINTENANCEKey message/s