Probability of successful filling of position senior

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Probability of successful filling ofpositionSenior manager40.8Branch manager60.8Line manager120.8Sales force1020.7Mechanic380.5Sales force
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The sales force is critical for achieving revenue targets. Revenue is closely correlated with average staff levels at each location (R2= 0.9782). Future staff requirements (x) have been calculated by substitution into the regression equation (y=0.3717x +0.2175)nsFinancial yearNumbers of sales/customer service personnelRevenue($ millions)FY 2009–1080 (5 locations)32FY 2010–1185 (5 locations)34FY 2011–1280 (5 locations)32FY 2012–138036FY 2013–147829FY 2014–1584 required to support projected revenue across 6 locations32*FY 2015–1690 required35*FY 2016–17102 required40*MechanicsAs the business expands, more mechanics will be needed to satisfy demand. Financial yearNumbers mechanics requiredFY 2009–1025FY 2010–1130FY 2011–1230FY 2012–1330FY 2013–1432FY 2014–1538*FY 2015–1642*FY 2016–1745*3. Investigation of external environment:External factors that may affect workplace supply:EconomyFinanceWeatherInfrastructureLawsTrends
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Customer BaseWorkforce demographicCompetitionModern awards:From 1 July 2009, most Australian workplaces are governed by a new system created by the Fair Work Act 2009.The Fair Work Ombudsman helps employees, employers, contractors and the community to understand and comply with the new system. It provides education, information and advice, helps to resolve workplace complaints, conduct investigations, and enforce relevant Commonwealth workplace laws. One of the key changes under the new Fair Work system is the modernisation of awards operating in the Commonwealth workplace relations system. The Australian Industrial Relations Commission (AIRC) consolidated most of the existing awards into industry or occupation-based categories to reduce the confusion surrounding proper minimum employment entitlements. From 1 January 2010 onwards, most industries are subject to a modern award.Rights and responsibilities of workers and management:While employers have a number of legal obligations, they do have the right to ask certain questions about an employee or potential employee’s mental health condition. Where more information about a condition is legitimate, necessary and desirable, an employer is permitted to ask an employee or potential employee for details.- providing equal employment opportunities: Under the Disability Discrimination Act 1992 (Cth), itis illegal for an employer to discriminate against someone in account of disability. Every employer must offer equal employment opportunities to someone with a mental health condition. If a person can fulfil the ‘inherent requirements’ of the job, they should have just as much chance to do that job as anyone else. Relevant government policy:- Regulations- Interest Rates- Market Catalyst- Political Stability- Government Spending
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4. Organisation'srequirements for a skilled and diverse workforceComputer Skills: Computer skills is nowadays an essential skill to bring along.
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