Walt Disney Parks and Resorts - 4564 Words

Executive Summary Walt Disney is an international company founded in 1923 by brothers Roy and Walt Disney. The corporate headquarters and primary production facilities are located at The Walt Disney Studios in Burbank, California, the area where Disney was initially created. Today Disney is one of the largest and most reputable companies in the film and entertainment industry earning $43 billion in revenues in 2007. Walt Disney Company earns revenues in four strategic areas including consumer products (9.6%), media networks (38.4%), studio entertainment (26.4%) and parks and resorts (29%). As a major player in the film and entertainment industry Disney is affected by the growing trends in leisure activities. In recent decades consumers†¦show more content†¦ROBIN ADD A BREIF STATEMENT ABOUT THE RECOMMENDATIONS!!!!!!! Situation Analysis Growing trend in leisure activities With changing generations come changes in buying behavior and consumer attitudes. For example, the Baby Boomer generation is work-orientated and focused on their professional life, sometimes letting their families suffer as a consequence of their dedication. On the other hand, Generation X is more family oriented and incorporates this in their buying behavior. As described by Lamb, Hair, and McDaniel in Marketing 9th Edition (2008), â€Å"Gen Xers are a highly desired target for travel providers†¦Gen Xers have no qualms about taking a midweek trip for fun,† (p. 80). Generation X like to take spur of the moment trips and are not necessarily as worried about the completion of their job tasks, which not only makes them more attractive to travel providers but also to companies who provide vacation resorts, or, more specifically, theme parks. Target Market: Primary Customers: Kids, teens, families Initially kids under 12 were the main target market due to the nature of the Disney product and its appeal to children. It was soon realized that the target market was not only young children, but often includes the decision makers such as parents and teachers. These are usually the people who are providing funds for the merchandise or providing ideas forShow MoreRelatedWalt Disney Parks And Resorts Essay1046 Words   |  5 PagesIntroduction Walt Disney Parks and Resorts is a premier enterprise operating out of Florida. This organization started back in 1971 by founders Walt and Roy Disney. Walt Disney Parks and Resorts is the most visited theme park in the world. Over 50 million people visit these parks and resorts year round. The organization is not only known for the services they provide, but the economic impact and the programs offered to their employees. This writing assignment, I will elaborate on how this companyRead MoreWalt Disney Parks and Resorts3974 Words   |  16 Pageshttp://www.blurtit.com/q200168.html http://www.blurtit.com/q200168.html Disney Theme Park to India Disney Theme Park to India Abstract: This report is aim to analyze profitable adventure of The Walt Disney Company to set up Disneyland theme park in India. As one of main emerging markets in Asia, India might be the next destination for The Walt Disney Company to target on. Therefore, this report uses a series of marketing tools to demonstrate the macro-environment and micro-environmentRead MoreWalt Disney Parks and Resorts1956 Words   |  8 PagesWalt Disney Co. faced the challenge of building a theme park in Europe. Disney s mode of entry in Japan had been licensing. However, the firm chose direct investment in its European theme park, owning 49% with the remaining 51% held publicly. Besides the mode of entry, another important element in Disney s decision was exactly where in Europe to locate. There are many factors in the site selection decision, and a company carefully must define and evaluate the criteria for choosing a location.Read MoreWalt Disney Parks and Resorts4079 Words   |  17 Pagesin the World is Disney? | Disney Theme Park New Destination | Contents 1. Executive Summary 4 Introduction 5 2. Business, Disney and Culture 5 2.1 Importance of culture for Business 5 2.2 Importance of culture for Disney expansion 6 2.3 Cultural considerations for Malasiya 6 2.4 Recommendations: 7 3. Candidate City Background: 8 3.1 Candidate cities for Disney expansion: 8 3.1.1 Sharm Elsheik 8 3.1.2 Kuala Lumpur 8 3.1.3 Johannesburg 9 4. Disney Selection criteriaRead MoreWalt Disney Parks and Resorts3667 Words   |  15 PagesKuala-Lumpur – Malaysia 6 Disney selection criteria 6 KT decision analysis ( In Appendences) 7 Situational analysis 8 Dunker diagram (In Appendences) 9 Business, Disney and Culture 10 Disney and Success 11 Recommendation 12 Conclusion 13 References 14 Appendences 15 Mind Map 15 KT Decision Calculations 17 Dunker Diagram 18 Executive Summary Attached is a report that compares the three candidate cities that we as a group chose to host a new Disney theme park (Expansion). The citiesRead MoreWalt Disney Parks Resorts Management Strategy Essay1454 Words   |  6 PagesWalt Disney Parks and Resorts Management Strategy amp; Policy For my final paper I chose to discuss The Walt Disney Company. Since the Company is so large and made up of four primary business segments, I decided to focus on one particular segment: Parks and Resorts. This segment is composed of the theme parks, cruise-line, and vacation club resorts. The Walt Disney Company Parks and Resorts strive to be the leader in innovative and creative family entertainment in the world. The mission ofRead MoreGeneral Definitions. Before Going Into The Background Of1504 Words   |  7 PagesDefinitions Before going into the background of the Walt Disney Company and its theme parks, it is necessary to define some terms that are used throughout the paper. These terms are defined as the researcher understands them as a former cast member of the Walt Disney Company. The first term that needs to be defined is â€Å"guest†. Instead of calling people who visit their theme parks customers, the Walt Disney Company refers to visitors of their theme parks as guests. This is to keep up with the show andRead MoreDisney : Disney s Strongest Presence1007 Words   |  5 PagesDisney Offices/Locations Disney’s strongest presence is in the United States. However, with operations in more than 40 countries, approximately 166,000 employees and cast members around the world, Disney sets the standard for the future of entertainment. Whether it s Disney or Marvel, ESPN or PIXAR – in China or the United States, India or Argentina, Russia or the United Kingdom, the people of The Walt Disney Company create content and experiences in ways that are relevant to the many culturesRead MoreWalt Disneys The Disney Company1586 Words   |  7 PagesCompany in Brief The Walt Disney Company all began when Walt Disney made his way to California with his â€Å"pilot† film of Alice’s Wonderland to sell â€Å"Alice Comedies† to a distributor. He was contracted to distribute â€Å"Alice Comedies† on October 16,1923 which is the beginning of the â€Å"Disney Brothers Cartoon Studio† which later became the Disney Company. For the first couple of decades the Disney Company was only geared toward one business segment, studio entertainment. Walt had the desire to branchRead MoreErm Research Report On Walt Disney Company Essay1585 Words   |  7 PagesThe Walt Disney Company â€Æ' ERM Research report – The Walt Disney Company I. COMPANY BACKGROUND The mission of The Walt Disney Company is to be one of the world’s leading producers and providers of entertainment and information. Using our portfolio of brands to differentiate our content, services and consumer products, we seek to develop the most creative, innovative and profitable entertainment experiences and related products in the world. According to the â€Å"2015-Annual-Report† of the Walt Disney

James Hoban - 1104 Words

James Hoban and The White House Is James Hoban the best Irish born architect ever? I will let you decide after you read his story. James Hoban was born in Callan, County Kilkenny, Ireland, in 1758 in a small house. His catholic parents worked as servants in Desart Court which was a grand mansion. Early on in his life he was disadvantaged because of the anti-Catholic Penal law.[1] The law stipulated Hoban was not allowed to go to school but he still managed to go to the Royal Dublin Society where he took architecture classes. Unfortunately, he was not able to land a job in Ireland. When the American revolutionary war ended, he decided to move to the United-States. At first he lived in Charleston, South Carolina where he built the†¦show more content†¦He gave Hoban a short deadline to complete the house. Hoban was confident that he could finish building the house before the deadline. That was before Monroe decided to move in the house even before it was completed. Making it even more difficult for Hoban to finish building it but he was finally able to complete it just a bit after the deadline. Within less than a year after the architect finished building the White House, Hoban passed away. He was buried at the St-Patrick Catholic church, which he had helped build. After what you have learned about the history of James Hoban, do you think he is the most important Irish architect ever? First, the White House is the oldest public building in Washington (Thornton). It has been renovated many times but it still has the same base upon which Hoban built it. It still has 2 rooms that have not even been touched since they were built. The White House is one of the most important buildings in the world, since it is the house of the President of the most important country in the world. Not only was James Hoban the White House architect, he encountered a lot of problems during construction. The White house is not the only building he designed. Here is a list of the other buildings he constructed or helped build: Prospect Hill Plantation, First Bank of the United States, McCleery House, The WilliamShow MoreRelatedBiography of James Madison: The Father of the Constitution Essay991 Words   |  4 Pages James Madison,widely known as the â€Å"Father of the Constitution† was born on March 16,1751 in Port Conway,Virginia. He was born into a wealthy family. His father,James Madison Sir.,gained wealth from inheritance and his mother’s, Kelly Conway, side of the family were also rich as her father made a living by being a tobacco merchant. A surprising fact that,despite coming from a such preposterous family, James was rather ill as a child. Madison was a victim to psychosomatic and as well as stress-inducedRead MoreThe Enlightenment Period1218 Words   |  5 Pages People still believed in God, but the significance of religion and the role that God played in peoples daily life was not as controlling as in the years before the Enlightenment happened. The Kedleston Hall, built in 1759, designed by architects James Paine, Robert Adams and Matthew Brettingham. This building was originally built as a country house with three floors and is located in  Derby,   England. Today it is now a wedding venue, and a tourist destination.This building is very neoclassical bothRead MoreRussian And American Lives : Russia1044 Words   |  5 Pagesgeneral population of France to the United States and is perceived as a freedom and democracy symbol. The White House is a stupendous manor in the neo-established Federal style, with points of interest that resound traditional Greek Ionic design. James Hoban s unique outline was designed according to the Leinster House in Dublin, Ireland, and did exclude the north and south gallery. When it comes to American sports, basketball, baseball, and American football have the most support. Team sports areRead MoreThe Capitol Building : A Part Of The American Public1236 Words   |  5 PagesThese trials beg an immediately in the building process, as two of the three original architects were dismissed â€Å"because of inappropriate design changes they tried to impose;†, according to Architects of the Capitol. Construction continued under James Hoban, who saw through the first phase of construction. The work itself was challenging, as the building had inadequate funding, and the materials used often required long travel to reach the build site. In 1803, Congress allocated more funds to buildRead MoreFactors Affecting Consumers Intention Of Genetically Modified Foods3157 Words   |  13 Pages insect and herbicide resistance and improved nutritional content) have resulted in a large increase in the number of hectares planted globally. The prevalence of GM crops has increased every year since their introduction, and this will continue (James, 2008). GM crops also offer other potential benefits, such as using fewer chemicals and pesticides, enhanced taste and quality of some foods, increased nutrients, as well as improved resistance to disease and pests. However, despite the benefits,Read MoreA Market Overview And Analysis Of Thomas Cook Group s Operation, Sales And Market3042 Words   |  13 Pagesmarketing and promotional offers on holiday packages. Mike Hoban, marketing chief of Thomas cook said, â€Å"Advertising is a long-term game and you have to have a very good reason to change.† The group also changed its tagline from â€Å"Don’t boook it, Thomas Cook it† to â€Å"Lets go.† Its newly adopted symbol, the sunny heart signifies that they place the customer at heart of everything they do. It has launched a yearlong TV advertising campaign starring James Nesbit. These advertisements aim at promoting its conceptRead MoreConflict Management and Emotional Intelligence63003 Words   |  253 Pagesjud gement.      However,   the   determinants   can   have   complex   interrelationships,   which   affect   and   induce   conflict.      Conflict   arises   between   people   or   groups,   due   to   their   differences   in   attitudes,   beliefs,  values  or  needs  (Hoban,  2005).       The   choice   of   conflict   management   strategies   depends   on   the   complex   relationships   of   the   determinants   of   the   conflict   and   other   factors   related   to   human   and   inherent   structural   variables.      From   the   observation

Construction and Tourism Management

Question: Discuss about the Construction and Tourism Management. Answer: Fifa World Cup, 2022 that will be held in Qatar is the trending news, across the world. World Cup Football is something that all the nations look forward to and this time Qatar got the chance to be the host of this prestigious football match. However, Qatar is busy in the grand preparations to host the World Cup tournament in a gracious way. In order to deliver the required scale of construction in the country, it is quite important to consider the potential opportunities that must be undertaken in order to produce the extensive framework of sustainable construction within the gulf states and thereby, providing long term legacy. Qatar is bent on learning some useful tips from London 2012 Olympics so as to ensure a systematic management of the entire football match (Leopkey and Parent 2012).The lessons that could be learnt from London 2012 Olympics game, include several important points that would eventually help Qatar in organizing their game tournament. The venue of the Olympic tournament of London was designed in a unique way. The stadia had a capacity of accommodating 80,000 people and the whole stadia was very light in weight. PVC was used to construct the roof of the stadium and with the facility of evading rain water (Veal, Toohey and Frawley 2012). According to my personal view, this policy of venue preparation can be followed by Qatar as well to have the sustainable construction of the stadia. Innovation was the key factor for the Britishers in organizing their Olympic tournament. Innovative measures create a good impact in forming a reputation and legacy of the Olympic Games. Olympic Games have taken place in different countries that have represented their cultures innovatively in designing their construction themes of the stadia. London used the opportunity of displaying their quality and innovation of UK design, architecture, construction and engineering (Agha, Fairley and Gibson 2012). The heritage or the legacy of London is fully exhibited and maintained in their arrangement of the Olympic tournament. The management team of the Olympic game perfectly managed the entire tournament and focused towards the sustainable development of the Olympic Park. Qatar can learn from this to set up their Fifa World Cup tournament for the year, 2022 (Leopkey and Parent 2012). Some of the important functions of the managing team of London Olympics can be highlighted to bring out the important points. The formation of the Olympic Park helped the nation to usher in a major change and develop the deprived parts of London. The streets and the public places were all decked up to welcome the guest from all over the country (Karadakis and Kaplanidou 2012). The Olympic Games helped the nation to inspire the young generation to take interest in sports and represent the country on the world platform. All these helped the nation to promote their culture, legacy, and heritage in front of the whole world. The sustainable development of London 2012 Olympics also focused on the security of the people or the guests who came from different parts of the world. The security of the sports persons also helped in the development and prosperity of the tournament. The schools, universities, and the colleges also got inspiration from the values and principles of the Olympic Games. The committee of the Olympic and the Paralympics Games paid special attention in providing the athletes with the best trainin g guide. Efficient trainers from across the world were brought by the managing team to train the athletes (Minnaert 2012). The Olympic Park had provisions like swimming pool, playgrounds, indoor spaces for playing games and so on. The seating arrangement of the stadium is done in a black and white pattern that is unique which reminds us of jagged shards. However, the discussion of the different themes like, the venue, the management and the innovative techniques of the London Olympics and Paralympics Games are important points or strategies that Qatar can adopt to stage their tournament. According to my personal view, the transfer of this knowledge or learning is very much beneficial and fruitful for the construction and development of the sports management of a country. The positive sides of it include the global learning and exposure to many new ideas and concepts (Kaplanidou 2012). The legacy of the London Olympics is established through their developed use of infrastructure. Tourism sector also played an important role in maintain the legacy of the Olympic Games in London since it welcomed the guests from all over the world very warmly and played a perfect host for them. Qatar can correspondingly learn from measures taken up by London in order to create an extensive framework that would help the country to usher in fame and glory. The Olympic tournament that was held in London in the year, 2012 is an example or a demonstration that can be used by Qatar to host their upcoming Fifa World Cup. Reference: Leopkey, B. and Parent, M.M., 2012. Olympic Games legacy: From general benefits to sustainable long-term legacy.The International Journal of the History of Sport,29(6), pp.924-943. Minnaert, L., 2012. An Olympic legacy for all? The non-infrastructural outcomes of the Olympic Games for socially excluded groups (Atlanta 1996Beijing 2008).Tourism Management,33(2), pp.361-370. Veal, A.J., Toohey, K. and Frawley, S., 2012. The sport participation legacy of the Sydney 2000 Olympic Games and other international sporting events hosted in Australia.Journal of policy research in tourism, leisure and events,4(2), pp.155-184. Agha, N., Fairley, S. and Gibson, H., 2012. Considering legacy as a multi-dimensional construct: The legacy of the Olympic Games.Sport Management Review,15(1), pp.125-139. Karadakis, K. and Kaplanidou, K., 2012. Legacy perceptions among host and non-host Olympic Games residents: A longitudinal study of the 2010 Vancouver Olympic Games.European Sport Management Quarterly,12(3), pp.243-264. Kaplanidou, K., 2012. The importance of legacy outcomes for Olympic Games four summer host cities residents' quality of life: 19962008.European Sport Management Quarterly,12(4), pp.397-433.

Manage Recruitment Selection and Induction Process Functions of the H

Question: Discuss about the Manage Recruitment Selection and Induction Process for Functions of the HR Department. Answer: Introduction Nature of Business The Reserve Bank of Australia (RBA) is the central bank of Australia, which was founded in the year 1960 (Rba.gov.au 2016). The headquarters of the bank is located in Sydney, Australia. The Governor of the Bank is Glenn Stevens. The Bank assumes the responsibility of delivering the crucial services to the Government of Australia (Rba.gov.au 2016). It also provides services to the official institutions and other banks of the country. Design and Structure The day to day concerns of the Bank are managed by the Reserve Bank Board, Payment Systems Board, Audit Committee, Remuneration Committee, Risk Management Committee and the Executive Committee (Rba.gov.au 2016). The RBAformulates the banking policy and the monetary policy of the Bank (Rba.gov.au 2016). It takes care of the payment system, audit, and remuneration and ensures that the risks are properly identified. The Business Services group consists of departments such as Banking Department, Payments Settlement departments[,] and note issue department (Rba.gov.au 2016). The Corporate Service group consists of departments such as Facilities Management, Financial Administration, Staff Services and Information Technology (Rba.gov.au 2016). The Economic group consists of Economic Analysis and Economic Research(Rba.gov.au 2016). The Financial Markets group consists of departments like Domestic Markets and International Department(Rba.gov.au 2016). Strategic Goals The RBA is considered to be the primary banker of the Commonwealth. The Bank strives to provide assistance to other central banks, official institutions and other financial entities (Rba.gov.au 2016). These may include collections like reporting, account maintenance as well as payments. Operational Goals The RBA ensures that the banking policy, as well as the monetary policy of the bank, satisfies the interests of the people. The Bank strives to improve the stability of the Australian currency, maintaining full employment opportunities in Australia and the economic prosperity of Australia (Rba.gov.au 2016). Discussion Recruitment and Selection Policy The recruitment policy of the bank integrates the principles of diversity and equity in the formulation of specific strategies and goals (Rba.gov.au 2016). This makes it possible for the Bank to attract talented candidates. The crucial aspect of the recruitment policy includes an equitable policy for the selection of candidates. The RBA utilises a variety of recruitment strategies so that it can attract as well as select a diverse pool of candidates (Connell Stanton 2014). The Bank reviewed various policies of the recruitment and selection process so that they are at par with the anti-discrimination legislations (Rba.gov.au 2016). There is a document known as Selection Panel Guidelines, which discusses the issues of equity and the employment requirements in the specific organizational areas (Yesseleva 2012). The RBA has strived to put emphasis on the recruitment of female employees. The Bank utilizes specific programs like Graduate Development Program to attract a large number of qu alified women employees in the management positions in various departments of the Bank (Evetts 2014). The bank strives to formulate innovative recruitment policies for attracting different candidates from diverse backgrounds. The Bank utilizes the Graduate Recruitment Benchmarking Survey for the purpose of determining the best recruitment strategies (Carroll 2013). The RBA utilizes a variety of approaches for inviting applications for a wide pool of candidates. The Bank recently announced online recruitment measures, in order to attract employees from the job boards on the internet (Rba.gov.au 2016). The Institution also utilizes the traditional methods of recruitment, in order to tap the largest pool of potential candidates (Rba.gov.au 2016). The various sources of recruitment used by the Bank include the TAFE colleges, recruitment agencies, internet agencies, employment agencies and others (Hajkowicz et al. 2016). There are special recruitment drives for the differently able persons, Indigenous Australians and persons with disabilities (Rba.gov.au 2016). The Bank strives to implement atraineeship position along with mentoring support to the candidates especially Indigenous Australian population. Induction Policy The Bank strives to make excellent induction programs for the new recruits. The induction programs of the Bank ensure that the diverse requirements of the employees such as religion, culture, personal or disable related, are properly addressed (Barak 2013). The policies of equity are integrated with the process of induction programs. The induction module comprises of the particular module on the diversity and equity issues (Rba.gov.au 2016). The Bank introduced skills training in English language through the means of grammar and writing coaching (Richards Rodgers 2014). The Bank believes in providing suitable induction schedules, which are relevant to the workplace. The Bank has also implemented New Managers Program, which focuses on the understanding of the effective leadership traits such as conflict resolution, cross-cultural dynamics, team building and others (Rba.gov.au 2016). The Bank also strives to enhance the skills of the women managers and encourage them in the senior man agement. Legislations The recruitment in the Reserve Bank of Australia has to abide by the guidelines of the Fair Work Act 2009 (Fwc.gov.au 2016). This law provides the basic guidelines for the recruitment, selection and the induction policy that should be followed by the organization. The law also protects the employees from discrimination and disallows the recruitment concerns that are responsible for the discrimination against a prospective employee (Fwc.gov.au 2016). The recruitment agencies are not supposed to engage in any form of discrimination against gender, age, religion or age. The Australian Human Rights Commission also gives guidelines for the best practices in recruitment and selection (Alrc.gov.au 2016). The Commission ensures that there is equitable and fair recruitment process. The induction policy is governed by Fair Works Ombudsman, which specifies the initiatives that should be adopted by the employers for a newly recruited employee (Fwc.gov.au 2016). The law states certain steps for t he recruitment and selection process such as knowledge of the laws, assessing the hiring needs, attracting the correct people, selection of the right person and making an offer to the correct person(Alrc.gov.au 2016). The Fair Work Act believes that the organizations should formulate a robust induction policy for the maximum benefit (Fwc.gov.au 2016). The induction policies make sure that the new employees are welcomed, well-informed and prepared to give their best in their new job. Organizations Current Practices The recruitment, selection, and induction practices are critically analyzed. It has been observed that the position descriptions and the employment specifications were not up to the mark. The managers were little confused regarding the exact qualifications and experiences they were looking for in a prospective candidate. There were instances when the advertisements of the vacant positions were not proper and lacked the conformance with the organizational policy. The recruitment sources should be properly identified and the recruitment initiatives should satisfy the organizational policies and the legal requirements (Alrc.gov.au 2016). There is a lack of opportunities to recognize specialists such as recruitment agencies, vocational psychologists, security personnel, remuneration specialists and others. The human resource personnel should be properly utilized so that the organizational effectiveness can be achieved (Snell Morris and Bohlander 2015). There is a need to identify the var ious options for improving the technological framework in the organization so that the maximum effectiveness of the recruitment process can be achieved. The selection process should satisfy the predetermined standards and the legal requirements (Bamberger Biron and Meshoulam 2014). The right to work, permanent residency and non-discrimination of prospective candidates should be done at the time of selection. The new employees are provided with job appointment letters and are counseled for various parameters like compensation, perks, job duties, shift timings, place of work and the terms and the conditions (Salau Falola and Akinbode 2014). The probationary employees are evaluated from time to time and suitable feedback from their reporting authority is being taken. The decisions on confirmation or termination of the employees are taken after considering the feedback of the managers. Recommendations The recruitment process needs to be redesigned. The position descriptions and the various employee details need to be clearly written down. There should be separate proforma of each open vacancy. The job descriptions should be determined by the human resource personnel after consultation with the respective department heads. All the details of the job and the expectations of the organization from the prospective candidates should be laid down clearly. The same job description should be communicated well to the prospective candidates. The advertisements of the job openings should be relevant to the job descriptions and should also satisfy the organizational requirements. All the recruitment sources should be identified for the recruitment process. The best recruitment source should be identified that is cost effective and provides maximum benefits. There should be proper utilization of the human resources in the organization. The human resource planning is important and there should b e a proper allocation of the resources. The human resources should work together for the achievement of the common organizational goals. The organization should strive for improvement of technology adoption in the recruitment process. The online recruitment channels like job portals, social networking sites, forums and others should be utilized in the recruitment of suitable manpower in the organization. The selection process should be in-depth, rigorous, employee friendly and ethical. There should be no favoritism and the organization should select only deserving candidates. The organization should use a variety of selection tools such as face to face interviews, video interviews, psychometric testing, behavior testing, skills testing and others. The selection process should be followed by a background check and a social media check of the prospective candidates. The new employees should be subjected to a detailed induction process. There should be proper planning of the induction process that should outline the duration and content of the induction program. The recruitment, selection, and the induction process should be excellent so that the overall quality of the human resources in enriched. Implementation Plan Communication Strategy All the employees of the organization should be aware of the recruitment, selection and the induction policy. The low-level managers, middle- level managers, senior managers, technical persons, departmental heads, ground level staffs and others should be informed about the key features of the policy. The human resource team should communicate the policies to all the employees of the organization and should also address their queries (if any). There are various methods of communication that should be adopted by the organization. One of the most common communication means is the face to face communication (Mark et al. 2014). This is one of the highly efficient communication methods. In this age of technology, the HR team can choose IT as its communication tools. The employees can be communicated by emails, intranet services, video conferencing, online meeting tools and others (Wright 2016). There should be a fixed timeline for the communication process. The employees should be intimate d about the revised policies within a period of seven days, from the date of implementation. Trial Procedure The human resource team should monitor the changes that took place after the implementation of the new recruitment, selection, and induction policy. There should be a review mechanism that determines the gap between the outcomes before and after the change implementation (Gisselquist 2012). The trial procedure should take into account all the aspects of the recruitment, selection, and induction policy. Methods of Feedbacks The key stakeholders should be interviewed and their feedback towards the recruitment, selection, and induction policy should be noted. An effective recruitment and selection procedure would ensure that the right candidate occupies the right position. A well designed and nicely implemented induction policy would convert the new employees into productive employees. The feedback should be taken with the concerned department heads as well as the HR manager. Conclusions The recruitment, selection, and the induction process are the vital functions of an organization. The policy concerning the recruitment and selection should be revised from time to time. This is important as it ensures the best candidates are coming in the organization at the shortest possible time. The induction process should be effective and should be designed in a way that provides the maximum advantage for the organization. The right candidate should be transformed into an asset of the organization. This would help in the achievement of the organizational goals. References Australian Law Reform Commission | ALRC. (2016).Alrc.gov.au. Retrieved 26 June 2016, from https://www.alrc.gov.au Bamberger, P. A., Biron, M., Meshoulam, I. 2014.Human resource strategy: Formulation, implementation, and impact. Routledge. Barak, M. E. M. 2013.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Carroll, D. 2013. A Panel Data Investigation of the Relationship between Graduate Job Search and Employment Outcomes.Journal of Institutional Research,18(1), 47-55. Connell, J., Stanton, P. 2014. Skills and the role of HRM: towards a research agenda for the Asia Pacific region.Asia Pacific Journal of Human Resources,52(1), 4-22. Evetts, J. 2014.Women and career: themes and issues in advanced industrial societies. Routledge. Fair Work Commission | Australia's national workplace relations tribunal. (2016).Fwc.gov.au. Retrieved 26 June 2016, from https://www.fwc.gov.au Gisselquist, R. M. 2012.Good governance as a concept, and why this matters for development policy(Vol. 30). WIDER. Hajkowicz, S. A., Reeson, A., Rudd, L., Bratanova, A., Hodgers, L., Mason, C., Boughen, N. 2016. Tomorrows Digitally Enabled Workforce: Megatrends and scenarios for jobs and employment in Australia over the coming twenty years. Mark, G., Iqbal, S., Czerwinski, M., Johns, P. 2014, February. Capturing the mood: facebook and face-to-face encounters in the workplace. InProceedings of the 17th ACM conference on Computer supported cooperative work social computing(pp. 1082-1094). ACM. Rba.gov.au 2016. Retrieved 26 June 2016, from https://www.rba.gov.au/ Richards, J. C., Rodgers, T. S. 2014.Approaches and methods in language teaching. Cambridge university press. Salau, O. P., Falola, H. O., Akinbode, J. 2014. Induction and Staff Attitude towards Retention and Organizational Effectiveness.IOSR Journal of Business and Management (IOSR-JBM),16(4), 47-52. Snell, S. A., Morris, S. S., Bohlander, G. W. 2015.Managing human resources. Nelson Education. Wright, M. (Ed.). 2016.Gower handbook of internal communication. CRC Press. Yesseleva, M. 2012. Small-and medium-sized enterprises: data sources in Australia.Global journal of business research,6(2), 83-92.