Business Objectives


Explain skills that are required in order for one to join the Macville in line with the business objectives.


The team needs individuals with exemplary communication skills who are able and preferably experienced in coaching, teaching, and/or training others. A higher score on the ability carry out research and problem-solve effectively is also preferred.  As a potential team player, any team member needs to be able to develop relevant learning knowledge and be demonstrating the ability to understand others.  Speech work will be considered and those who can combine this with great visioning creativity and being inspirational to others will be most preferred.  There is need for perfect skills in the use of information technology, and the ability of interpreting technical documents. Since the team needs to concentrate on sustainability, there is need for exemplary knowledge on the environment and on sustainability practice. One need to be a good time manager, who is also, demonstrates effectiveness, efficiency, and productivity. The team will need an individual with a good financial understanding among other commercial abilities. Further, in regard to documentation and office work, an individual who demonstrates high-level abilities in writing plain language documents and interpreting technical documents will be preferred. 

Unavailable Skills among the staff

First, out five of the 10 f members who will be part of the group have no knowledge in terms of environmental and the sustainability practices that will be carried out. Except for Mariah, Natalie, and Nina who are highly knowledgeable and for other who have standard knowledge on the issue, the rest are not. Secondly, the majority of the staff members have very low-level ability in regard to writing plain language documents. In this regard, there is need to hire such individuals. Similarly, four out of all the staff members who will join the team are poor in interpreting technical documents.  In terms of being visionary, creative, and inspirational to others, four of the staff members do not demonstrate this quality. These include Nina, Nicola, Sally, and Alan. Not all the staff members are able to speak and make presentations effectively. Three out of all the members of staff cannot speak and make presentations. There is also a notable lack of skill among three members of staff in financial understanding among other commercial abilities. While majority of the staff members can help in coaching, teaching, and training others, two of them cannot.  In this regard, there is need to hire individuals who will meet these requirements.

Fair Work national employment standards

The Australian national standards first indicate that there should be no discrimination in hiring new workers based on race, ethnicity, gender, age among other ways of discrimination (Clinton 23-45). Individuals who are disabled should not be discriminated against in the slots of hiring based on their condition (Meyerson 107-110). Other factors that must not be used to discriminate include ones sexual orientation, marital status, family and/or career’s responsibilities, ones pregnancy, their religion, the political opinion and social origin (Clinton 23-45). The workers have the right to join or not to join worker’s unions at their own will. Different adverse actions must not be carried out by any employer including firing an employee illegally, injuring them at work, denial of leave and their pay, changing a particular employee’s job thus disadvantaging them, and even not hiring a thoroughly qualified individual due to corruption. There should be fair terms of job conditions for all workers within any employing institution. In regard to industrial activities, the government of Australia allows individuals to let the union to represent their views, choose to join one union or more for workers, pay a union fee agreed upon by officials, and to comply with the directions of their worker’s unions (Clinton 23-45). Every employer needs to keep records including pay slips in order to ensure that the employees always get their correct wages and entitlements. The pay-slips need to given to every employee in one day’s time on the day of wage payment (Meyerson 107-110). Information on the hardcopy regarding the details of customer identity, date of payment, financial officials involved and indicating any legal deductions should be the same as that which could be on the electronic statements.  The Australian government indicates that financial record of an institution needs to be stored for 7 years before discarding them (Clinton 23-45). Records on time wages need to always be accessible to any fair inspector, legible and written in English.  The records must not contain any falsehood as indicated by the law. National holiday need to be considered official holidays and employers must let their workers observe these crucial days. Pay rates must be in line with the provisions of the minimum wage bill in the constitution.

A Job Description

The Macville Sustainability Program will need individuals who demonstrate the following skills and traits.

High knowledge in terms of environmental and the sustainability 

High level ability in writing plain language documents

Visionary, creative and inspirational to  others 

High level ability to speak and make presentations effectively

Financial understanding and the commercial abilities

Abilities in coaching, teaching and training others

Induction Procedure

First, we will outline the different roles of every employee in regard to the general Macville responsibilities and their responsibilities within the sustainability program. The individual roles s outlined by the MacVille objectives and strategic plan will be important to provide information on the roles of the administrators, the business-in-charges, training personnel and lastly, those responsible to take up the sustainability program. 

Secondly, we will use hardcopies of the summarized of rights and entitlements of any employee, according to the Fair Work Australia provisions.  This will involve taking the employees through each area, making clarifications and indicating the penalties for abdicating the law, by both the employer-Macville and individual employees. There is need to indicate the different ways of launching complains and taking any legal action.  We will indicate the legal ways of reporting possible abuse, discrimination among other threats that my hinder the performance of any worker within the program and within the organization.  In this regard, we will involve the company lawyers if the management will allow, to give a presentation on this, given that the employer may be biased and may still seem like a dictator. Meyerson (107-110) indicates that interpretation of employment laws need to be done I unbiased procedures and must be done by a professional, given the parties involved are employees. 

On the policies and procedures, the employees will be introduced to the organization’s documents.  These documents include the company’s strategic plans indicating the mission, vision, objectives and particular departments including their roles and responsibilities. Policy documents may include the company’s obligations to the Australian governments’ laws on environmental protection, business law, licenses, and permits among other international conventional law documents.  Further, there is need for the new employees going to take part in the sustainability program to go through the documents describing the program, the strategies to use, the short term, and long-term goals.  The members must  read and seek clarification on the different roles that they will play in ensuring team work and collective approach to issues within the organization an more so on the sustainability program.  The order of command must be indicated through a clear demonstration of the organizational and program structure. 

A tour of the premises within MacVille organization will help introduce the new employees to different offices and staff members.  Further, there is need to introduce the employees to their specific offices and places of operation in line with the sustainability program. The set up of the institution and the program has to be introduced to every employee according to Armengol-Vila (11), to promote a faster settlement of any hindering factors so that the program may kick off as soon as possible.

The induction-training schedule and professional development will be as follows:

Induction Schedule

Duration-3 days

Day 1-Introduction to the staff members and offices(participants-MacVille Staff members & new employees)

Day 2-Review of the Fair Employment Act facilitated by the MacVille company lawyers

-Review of crucial Documents on the company

-Review of program documents including objectives

Day 3-Induction feedback process(participants including  induction facilitators-manager, new employees and staff members)

Induction feedback process

In communication, feedback is very imperative and thus, there is need for the members to be evaluated in terms of how they understand the presentations and the different offices they have visited on orientation. Feedback indicates any further needs that may need to be met by the facilitators of a given orientation process (Armengol-Vila 11). In this regard, the last session will involve an interactive forum where the facilitators will ask strategic questions regarding all the areas covered within the orientation processes. Senior staff members in MacVille may need to be present, to explain the objectives, their work, the organizational policies and documents. The company lawyers also ought to be present to sort any clarifications needed on business law, in line with the Australian constitution. The staff may prepare a 30-minute questionnaire containing a few standardized questions touching on each section in the induction checklist to help gauge their understanding.  

Recommendation on Most Suitable Candidate for Hire

From the shortlist scores by Ms Belucci, and looking at the needs of the requirements of the sustainability program, I recommend that MacVille hire Zoe who scored 83% in overall but more importantly scored high in the major areas that in which we are interested. Unlike most shortlisted candidates, Zoe scored highest in knowledge of environmental and sustainability practices, demonstrated high level of his ability to write plan language documents. The candidate has a balanced knowledge in all the required areas and has no low score (1) in any. 

Induction checklist

Introduction to staff members, offices and departments

Organizational policy and document review

Fair Employment Act

The Professional Development Plan

An analysis of the recommended staff members indicates that some of them do not have skills in different crucial areas. A development plan is always necessary to ensure that any staff member attains additional on-job training on crucial skills, which they may not initially have.  The organization will hire professional trainers to come on monthly basis (for 6month). For each of the 6 months, there will be a two-day seminar on the unavailable skills within staff members as indicated earlier. The first training however will take three days after the last day of induction.  The later trainings will be more of a review of the previous, and an introduction of other new concepts in project participation. Among the areas to be covered include; the use of information technology, interpretation of documents, writing of plain language reports, environmental and sustainability practices, among others that will be found necessary.

Work Cited

Armengol-Vila, X. Managing Interactive communications with Employee: The effects oh social presence cues, personalization, and the speed of feedback. IC, 11(2). (2015).

Clinton, J. Congress, Lawmaking, and the Fair Labor Standards Act, 1971-2000. American Journal Of Political Science, 56(2), 355-372. (2011).

Meyerson, L. A Fair Employment Act for the Disabled. Journal Of Social Issues, 4(4), 107-110. (2010).

Successfully on boarding new employees. OR Nurse, 8(5), 6. (2014).

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