...Business and Commercial Awareness ------------------------------------------------- MODULE CODE: 6FBS1261MODULE LEADER: Mr. Neil GodfreyImplementation PlanMember: Jenna Julien ID NUMBER: 13028960Programme Delivered by:CTS College of Business and Computer Science Ltd.Submission Date: 07/01/2013Final Word Count:1302(Excluding, Table of Contents, Tables & References) | Table of Contents Section 1.0 1 OVERVIEW OF INVESTMENT AND IMPACT ON FINANCIAL DEPARTMENT: 1 Section 2.0 2 LINKAGES WITH OTHER DEPARTMENTS: 2 Section 3.0 3 MILESTONES AND TIME PLAN FOR FINANCIAL ACTIVITIES: 3 Section 4.0 4 RISK MANAGEMENT PLAN: 4 TABLE 1: Showing Risk Plan for Implementation Plan 5 TABLE 2: Showing Risk Assessment for Implementation Plan 5 Section 5.0 6 FINANCIAL OVERVIEW OF INVESTMENT: 6 COST-PLAN 6 TABLE 3: SHOWING DETAILED EXPENSE ACCOUNT 7 TABLE 4: SHOWING TOTAL PROJECTED YEARLY INCOME 8 TABLE 5: SHOWING PROJECTED COST-INCOME RATIO 8 TABLE 6: SHOWING TOTAL FORECASTED PROFITS 8 TABLE 7: SHOWING PROJECTED PROFIT-INCOME RATIO 9 TABLE 8: SHOWING PROJECTED BREAK-EVEN PERIOD FOR 9 Section 6.0 10 RESOURCE REQUIREMENTS BY THE FINANCE DEPARTMENT: 10 Section 7.0 11 KEY PERFORMANCE INDICATORS 11 Section 8.0 12 REFERENCES 12 Section 1.0 OVERVIEW OF INVESTMENT AND IMPACT ON FINANCIAL DEPARTMENT: The 3 star new build in Rio de Jainero, Brazil was chosen as the best investment idea by our syndicate...
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...RESULTS-BASED PUBLIC SECTOR MANAGEMENT A Rapid Assessment Guide PLAN EVALUATE BUDGET RESULTS MONITOR IMPLEMENT i RESULTS-BASED PUBLIC SECTOR MANAGEMENT A Rapid Assessment Guide © 2012 Asian Development Bank All rights reserved. Published in 2012. Printed in the Philippines ISBN 978-92-9092-838-6 (Print), 978-92-9092-839-3 (PDF) Publication Stock No. TIM124978 Cataloging-In-Publication Data Asian Development Bank Results-based public sector management: A rapid assessment guide. Mandaluyong City, Philippines: Asian Development Bank, 2012. 1. Managing for development results 2. Results-based management 3. Public sector. I. Asian Development Bank. The views expressed in this publication are those of the authors and do not necessarily reflect the views and policies of the Asian Development Bank (ADB), its Board of Governors, or the governments they represent. ADB does not guarantee the accuracy of the data included in this publication and accepts no responsibility for any consequence of their use. By making any designation of or reference to a particular territory or geographic area, or by using the term “country” in this document, ADB does not intend to make any judgments as to the legal or other status of any territory or area. ADB encourages printing or copying information exclusively for personal and noncommercial use with proper acknowledgment of ADB. Users are restricted from reselling, redistributing, or creating...
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...Risk Management Plan for Defense Logistics Information Service 1. PURPOSE This Risk Management Plan is an overall look at how Defense Logistics Information Service can protect it’s data. The implication of lost confidential government data is the primary cause for this plan, and will be treated with the utmost importance. 2. GUIDING PRINCIPLES This plan will be presented through a formal, written, written risk management, and security safety program. The Security Safety and Risk Management Program supports the DLIS philosophy that government safety and risk management is everyone’s responsibility. Teamwork and participation among management, providers, and staff are essential for an efficient and effective patient safety and risk management program. The program will be implemented through the coordination of multiple organizational functions and the activities of multiple departments. DLIS supports the establishment of such clauses and best practices. An in depth look at mistakes made and ways we can learn from them will be at the forefront of out investigation. Constructive feedback will play a large part as well. In a just culture, unsafe conditions and hazards are readily and proactively identified, mistakes are openly dicussed, and suggestions for systematic improvements are welcomed. Individuals are still held accountable for compliance with safety and risk management practives. As such, if evaluation and investigation of an error or even reveal reckless behavior...
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...Regulatory Risk Plan Recognizing and Minimizing Tort and Regulatory Risk Plan LAW/531 September 29, 2010 Introduction Alumina, Inc. makes aluminum products and has revenues of over $4 Billion Dollars. The company is based in the United States (US) with operations in eight other countries around the world. The US accounts for 70% of Alumina’s market share. Alumina has business interests in automotive components and manufacture packaging materials, bauxite mining, and Alumina refining and smelting. The company falls under the jurisdiction of Region 6 of the Environmental Protection Agency (EPA) (University of Phoenix, 2010). Recognizing and Minimizing Tort and Regulatory Risk Plan Companies and organizations such as Alumina, Inc. have corporate governances that require them to operate their businesses under government rules, regulations and boundaries. The rules and regulations have been authorized and enacted by major legislation, which are enacted by Congress and enforceable by laws. Minimizing the risk of tort liability is the goal of every organization and company. Five years ago Alumina was in violation of environmental discharge norms in a routine EPA compliance evaluation inspection. The EPA ordered a cleaned up and Alumina complied right away. Now, the case of negligence starts. The government places a high level the importance on the preservation of the environment and enforces environmental regulations. Alumina has to come up with a risk management...
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...innovate, collaborate, and achieve competitive advantages. The security approach that many organizations have been forced to take in the past have been a reactive approach rather than viewing information security as a business enabler they see it as a inhibitor, designed to prevent bad things from happening. The problem with this is that good efforts in one area can be quickly nullified by failures in another. To help with its security transformation, Global called upon the expertise of CIS, its own security division, CIS’s information risk management strategy brings together, within a global framework, all the components that an organization needs to plan and implement an end-to-end approach for protecting a business’s most critical information assets. Looking a compliance you have to understand that there are certain laws that apply to financial data. The question at hand is looking at reporting from a unsecure network. Bringing in a risk team will first a foremost put that to a stop, finance data should not be reported over unsecured networks, this can a violation of compliance law by letting information out be that either non encrypted or passing it along where it is vulnerable. Assuring the integrity and security of personal information held by banks, insurance...
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...Succession plan template and guide business.gov.au A good succession plan creates a smooth transition between old and new ownership and reduces disruptions to your business when you’re away. The business.gov.au Succession Plan template steps you through the process of creating a solid, well-structured plan tailored to your business. New! Strengthen your succession plan with an emergency management and recovery plan, now available for download on your iPad. Search ‘MyBizShield’ in the App Store now! Copies of the latest version of this template and guide can be downloaded from www.business.gov.au/plans. If you need further information, assistance or referral about a small business issue, please contact the Small Business Support Line on 1800 77 7275. How to use this template Before you complete this Succession plan template and start using it, consider the following: Use the [italicised text]. The italicised text is there to help guide you by providing some more detailed questions you may like to answer when preparing your response. Please note: If a question does not apply to your circumstances it can be ignored. Use the succession plan guide. The succession plan guide below contains general advice on succession planning and a complete overview with details on each question asked in the succession plan template. Get some help. If you aren’t confident in completing the plan yourself, you can enlist the help of a professional (i.e. Enterprise Connect Centre, Business...
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...HR Management Strategy Plan HRM/420 Human Resource Risk Management May 13, 2013 HR Management Strategy Plan A human resource risk management strategy plan is an integral part of an organization as it helps solve and reduce the problems an organization faces and/or will face. Risk management is managing potential risks that will or have posed a negative threat on a business and/or organization. Managing risk is a work process that not only is used to solve risks as they arise but also to reduce or eliminate future risks. With that said, Baderman Island Resort should have a solid HR risk management strategy plan in place in order to ensure future success for the organization. As we create a complete risk management strategy plan for Baderman Island Resort the following will be included: risk assessment and management program, health and safety programs, succession plan, and crisis contingency plan. The risk assessment and management program for Baderman Island Resort is designed to keep all employees and guests safe, trained and well informed. As for their health and safety program there are two important concerns that need to be addressed as we design the HR risk management strategy plan, these objectives include overall resort safety and promoting wellness. Employee wellness programs are important, as Baderman Island Resort wants to boost morale, improve health and fitness and increase productivity in the workplace. Succession planning is an integral piece of...
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...Leadership skills require an ability to leverage core competencies and develop internal capabilities. To do that, extensive inside knowledge is a prerequisite along with a greater awareness to the operating environment. The goal for businesses then is to develop inside-outsiders. Inside leaders groomed to look at organizations from an outside viewpoint. Inside-outsiders are quick to separate the wheat from the chaff. They are conscious of organizations strengths but also aware of the areas of improvement for effective functioning. They are competent to leverage cultural strengths to achieve goals but are also mindful of the dynamic external environment. One way of achieving the herculean task of developing inside-outsiders is through Succession Planning....
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...1. Outline the major benefits of implementing a succession management process. Succession management programs are used to identify individual employees who have the skill and ability to assume fundamental roles within the employing organization and prepare them for positions if and when they become available, do to uncontrollable situations (1). Otherwise a succession management program can ensure a smooth transition of power under normal circumstances (4). A succession management program can identify and replace a vital member of an organization quickly and effectively. Without a succession management program in effect, it can take anywhere between 6 months to 2 years to replace a key employee and therefor decrease the operating performance of the company producing a negative effect on the organization for years following the replacement. Here are a few reasons why an organization should ensure they have a succession management program in effect as outlined in course text (2): 1. Provide increased opportunities for high-potential workers. 2. Identify replacement needs as a means of targeting necessary training, employee education, and employee development. 3. Increase the talent pool of promotable employees. 4. Contribute to implementing the organization’s strategic business plans. 5. Help individuals realize their career plans within the organization. 6. Tap the potential for intellectual capital in the organization. 7. Encourage...
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...Succession Planning: Insurance for the Organization's Future What is Succession Planning? Succession planning is a process whereby an organization ensures that employees are recruited and developed to fill each key role within the company (Mathis, Jackson & Valentine, 2013, p. 47). The process of succession planning begins by recruiting excellent employees. Managers in turn utilize their workers abilities and understanding by preparing them for advancement into more challenging roles. Succession planning essentially is what makes it possible for employees to continually advance into a needed role within the organization. So the sole purpose of succession planning is to ensure that the organization has employees ready to fill these new roles when needed. Done effectively, succession planning can prepare the company for expansion and organizational reform for new opportunities to help build your company for success. Why Should Businesses Use Succession Planning? Succession planning is a logical way for businesses to prepare for the future. Eventhough many employees think of succession planning as, who is going to take over the business? Succession planning is much more than just the changeover of ownership. Businesses must prepare to develop and interchange key employees and staff and anticipate and plan for the impacts that any transition in ownership could have. When succession planning is effectively executed, companies experience a smooth transition (Simoneaux &...
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...Question #1 The purpose of developing and maintaining a succession management process is to have a safety net for the company to fall back on, in situations similar to the one faced by Stonewall Industries. The succession management process is cultivated by the HR department and consists of qualified, trained candidates seeking a position within the company. The degree to which the risk management of the succession pool embodies is determined by the sufficient funds used to maintain it. Since the talent is being drawn from groups of individuals who are being sent on call in a moment’s notice, monetary compensation is expected. The overall ideal of having a succession management system in place is to enable a faster response to the impending need for an executive staff member. Benefits of implementing a succession management process are: 1. Improve internal candidate pools. 2. Assure business continuity. 3. Reduce skill gaps. 4. Retain employees. 5. Help individuals realize their career plans within the organization. 6. Develop leaders more quickly. 7. Encourage the advancement of diverse groups. 8. Improve employees’ ability to respond to changing environmental demands. Question #2 Creation of elite corps of employees: * Managers fear that publicly identifying those who will be promoted, a cadre of “crown princes” will be created. * They may coast through their job, they know that their contributions have already been recognized and the reward is in the...
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...| ELITE 9 | | | SUCCESSION MANAGEMENT | | Submitted to- Muhammad Abdul Baset Assistant Professor Department of Management Studies Jahangirnagar University, Savar, Dhaka. Submitted by- ELITE 9(Academic Group) Session: 2014-2015 Department of Management Studies Jahangirnagar University, Savar, Dhaka. Date of Submission: 25/02/16 ------------------------------------------------- Group Name- ELITE 9 Department of Management Studies Jahangirnagar University Savar, Dhaka. Members of the group- Name | ID | Tasnia Zannat | 682 | Farjana Akter | 684 | Manal Binte Md Ullah | 686 | Homaira Amin | 689 | Asura Akter Sunna | 692 | Raiyan-Ul Jannah | 694 | Munmun Rahaman | 695 | Fahima Sultana | 696 | Robiul Awal Tuhin | 697 | Course Name: Human Resource Planning Course Code: HRM-502 Group leader: Tasnia Zannat ID-682 Letter of Transmittal 25th February, 2016 Muhammad Abdul Baset Assistant Professor, Department of Management Studies, Jahangirnagar University, Savar, Dhaka. Subject: Submission of an assignment on “Succession Management”. Dear Sir, We the students of Elite 9 group from Department of Management studies of 1st batch. We are going to submit our report as the part of our course objectives. During the process of preparing the assignment, we get the chance of...
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...1. Introduction Succession planning is not an issue that many organizations address in any systematic way. Because many nonprofits are small (with fewer than 10 employees) and because they may be facing other organizational challenges, thinking about who the next executive director might be or what would happen if the director of finance suddenly left is not high on their priority list. There are many reasons why organizations need to be thinking about succession planning. The most important reason, of course, is that we rely on staff to carry out our missions, provide services and meet our organization's goals. We need to think about what would happen to those services or our ability to fulfill our mission if a key staff member left. Another reason to focus on succession planning is the changing realities of workplaces. The impending retirement of the baby boomers is expected to have a major impact on workforce capacity. Teresa Howe in "Succession Planning and Management" identified other emerging realities about the workforce in Canada: • Vacancies in senior or key positions are occurring in numerous organizations simultaneously and demographics indicate there are statistically fewer people available to fill them • Baby boomer retirements are on the rise just at the time when the economy is growing and increasing the demand for senior management expertise • There is no emerging group of potential employees on the horizon as in past generations (i.e. baby boomers...
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...Outline the major benefits of implementing a succession management process (10 Marks) Organizations need to be prepared for inevitable and unpredictable change. Decision makers within a company, such as CEOs, CFOs, and other executives, will eventually retire, pass away or leave for other reasons. It is important for organizations to have a plan to replace these employees to ensure business continuance. Succession Management is beneficial as it ensures that a “qualified individual is ready to step into an opening in any of the key management areas” (Module 3: HR Planning and its subsets, Pg2). Organizations have values, ethics and ideas that they want to remain intact year after year regardless of who is in charge. Without a succession management program, an organization may not be able to ensure that crucial programs, services and responsibilities are carried on after an executive leaves the position. Succession planning helps develop people as they prepare for new experiences and jobs, and this development can also help improve their performance in current positions. This allows for internal promotion, thereby helping employees realize their career plans and ambitions within the organization and positively motivating them. Ensuring that there is a plan in place, and employees ready to fill key positions that become vacant will provide a smoother transition as key positions are transferred from one employee to another. Succession planning supports new organizational structures...
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...of corporate board of directors: 1. Approve and monitor the enterprise’s strategy, created and formulated by CEO and Executive Leadership Team 2. Approve major financial decisions 3. Select the chief executive officer, evaluate the CEO and senior executive team, ensure executive succession plans 4. Provide counsel and support to the CEO 5. Ensure compliance However, board of directors often fall short in carrying out their five responsibilities due to limited time they have available, and the inadequate information provided to them. The board members, burdened by limited time and limited information, can participate in a more effective and efficient governance process by implementing Balanced Scorecard program. The program starts with an Enterprise Scorecard enabling the board to become more informed about the enterprise’s strategy so that it can perform better its responsibilities. The board can also create a Board Scorecard, which defines its primary outcomes, board processes, and skills, information, and meeting dynamics for more effective governance. Finally, executive scorecards enable the Board to evaluate the performance of each senior executive and his or her succession plans. Enterprise Balanced Scorecard Enterprise Scorecard describes the strategy of the organization, including strategic objectives, performance measures, targets, and initiatives. The enterprise scorecard has a dual role. First, and primarily, it is a powerful internal communication and...
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