Training Programs, Processes, Policies, and Practices (2007)

Chapter: Strategic Planning

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Training Plan Outline

Training Plan Outline means the document detailing the training plan agreed jointly by the employer, the apprentice/trainee, and the Registered Training Organisation at the commencement of the training, that outlines all aspects of the required training delivery and assessment leading to issuance of the qualification, commonly referred to as the TPO.

Training Plan Outline

det. wa. edu. au/policies/detcms/policy-planning-and-accountability/policies-framework/definitions/training-plan-outline. en

Operations Strategy Overview - PowerPoint PPT Presentation

Operations Strategy Overview

WORKING DEFINITION OF OPERATIONS STRATEGY. COMPETITIVE PRIORITIES [OBJECTIVES IN CH. [TOWARD A WORKING DEFINITION OF OPERATIONS STRATEGY]. PowerPoint PPT presentation

Transcript and Presenter's Notes

Title: Operations Strategy Overview

Operations Strategy Overview

Key Points

WORKING DEFINITION OF OPERATIONS STRATEGY

COMPETITIVE PRIORITIES OBJECTIVES IN CH. 2

STRATEGIC DECISION AREAS POLICIES IN CH. 2

3 Keys For Understanding Operations Strategy

TOWARD A WORKING DEFINITION OF OPERATIONS

STRATEGY

Primary function of operations strategy is to

guide business in forming a set of operations

capabilities that enables the firm to pursue its

chosen competitive strategy over the long-term

Pattern of Decisions

Consistency of Decisions. Effective strategy

Capabilities-Based Competition

Strategic capabilities can result from

investments in any function. Examples include

outstanding marketing channels, prowess in

logistics, or information processing

capabilities, as well as through operations.

Capabilities are likely to produce a SUSTAINABLE

advantage since capabilities are hard for

competitors to duplicate.

Capabilities are built through a stream of

investments over time. The capabilities

themselves can be thought of as asset which can

be deployed as needed.

Advantage built on product features, advertising,

etc. is not necessarily sustainable since

competitors can quickly imitate.

Competitive PrioritiesOBJECTIVES

Cost

Quality

Delivery performance

Flexibility

Innovativeness

Operations Strategy Decision Categories POLICIES

STRUCTURAL DECISIONS

"BRICKS AND MORTAR POLICIES

Capacity -- amount, timing, type

Facilities -- size, location, specialization

Technology -- equipment, automation, linkages

Vertical Integration -- direction, extent,

security

New product development process

Quality systems

Production Planning/Materials Control -- sourcing

policies, centralization, decision rules

Organization

Other People Are Reading

Recruit Diversity

Actively look for employment candidates from a wide variety of cultural backgrounds. Recruit from colleges or universities that feature a highly diverse student population, encourage referrals from current employees that come from culturally distinctive groups and place help-wanted ads at local cultural centers. For higher-level positions, you can increase the impact of your cultural recruitment by offering work visa sponsorship to both students from other countries who are completing their education in the United States and to highly skilled workers in foreign countries that could help boost your business's available skills.

Enhance Understanding of Diversity Benefits

Enhance the benefits of the cultural diversity that currently exists in your organization. Use training sessions to explain the benefits of including diverse ideas in the company. Incorporate training on brainstorming methods and how to be inclusive and encouraging of ideas that may not familiar. Consider highlighting your culturally diverse employees through published interviews, discussions in small groups or even in larger group meetings. When your employees understand the impact of diversity on your company's success, they will be more eager to look for ways to incorporate cultural differences into their everyday work patterns.

For all team-based work assignments, try to include as many employees from different cultural backgrounds as possible. Not only will employees become more familiar with cultural differences, you will benefit from an enhanced knowledge base on the team assignments. Whenever possible, create group assignments to help facilitate cross-cultural exchange among your employees.

Vision Statements and Corporate Policies

Construct a corporate vision statement that represents your company's dedication to cultural diversity. Back up your vision statement with specific corporate policies. Include diversity issues in your discrimination policies, discuss diversity in employee orientation meetings and ensure that your time-off policies support cultural differences for holidays and religious observances. Train your managers to be sensitive to cultural diversity personnel issues as well as to be active listeners that recognize culturally distinct ideas that could enhance your business.

Developing Occupational Health and Safety Policies and Programs

In May 2001, a number of amendments to the Occupational Health and Safety Act were proclaimed. One important amendment, effective January 1, 2002, requires employers with ten or more employees to establish and maintain a written health and safety program, and for employers with less than ten employees to establish and maintain a written health and safety policy. Specific regulations outlining the required elements of an occupational health and safety policy and program were approved by government in December 2001, and are reproduced below.

Safety Policy Definition

A health and safety policy is a written statement by an employer stating the company's commitment for the protection of the health and safety of employees and to the public. It is an endorsed commitment by management to its employees regarding their health and safety.

Details on the elements of an occupational health and safety policy are outlined in the attached Regulations.

Safety Program Definition

A health and safety program contains the health and safety elements of an organization, objectives which make it possible for the company to achieve its goal in the protection of its workers at the workplace.

Section 4.(1) of the Occupational Health and Safety Regulations specify the minimum requirements to be contained in a health and safety program. Some of the requirements specified in the regulation may not be applicable to every workplace. However, each employer should carry out their own health and safety risk assessment, in consultation with the occupational health and safety committee, to determine what hazards are present at the workplace. Once the hazards have been identified, controls for exposure to these hazards should be detailed in the health and safety program.

Details of the required elements of an occupational health and safety program are outlined in the attached regulations.

Reasons for Health and Safety Programs or Policies in the Workplace

There are several reasons why workplaces need a health and safety policy or program, including:

to clearly demonstrate management's full commitment to their employee's health and safety;

to show employees that safety performance and business performance are compatible;

to clearly state the company's safety beliefs, principles, objectives, strategies and processes to build buy-in through all levels of the company;

to clearly outline employer and employee accountability and responsibility for workplace health and safety;

to comply with the Occupational Health and Safety Act; and

to set out safe work practices and procedures to be followed to prevent workplace injuries and illnesses.

Rules for the Application of Health and Safety policies and Programs

The Occupational Health and Safety Act and Regulations applies to all employers, workers, and self-employed persons. Employers with less than ten employees will be required to have an occupational health and safety policy in place while employers with ten or more employees will be required to have an occupational health and safety program in place.

How to Develop a Health and Safety Policy or Program

The development of a health and safety policy or program is the responsibility of the employer. However, for such a policy or program to be accepted and successful it will need the commitment and endorsement of the workers. Therefore, it is critical to involve the workers in the early stages when developing a policy or program. This would include, but not be limited to, the workers' health and safety representative or the occupational health and safety committee.

Deadline for Compliance with the New Regulations

The requirements for the establishment of an occupational health and safety policy or programs come into effect on January 1, 2002. Occupational Health and Safety Officers will be conducting inspections to ensure such policies/programs are in place. Where the employer has not yet established a policy/program, officers will be issuing orders (directives) to ensure compliance. These orders will require the establishment of a policy within 30 days or a program within 90 days of the issuance of the order.

Requirements for Policy or Program Review and/or Revisions

The legislation stipulates that the health and safety policy is to be reviewed annually, and where required, updated in consultation with the workers' health and safety representative. The policy should also be reviewed and revised whenever there is an operational or organizational change.

The legislation stipulates that the health and safety program is to be reviewed and revised at least every three years. In addition, a review is required to be undertaken whenever there is a change of circumstances that may affect the health and safety of workers, or where an officer makes such a request. The review of the program should be done in consultation with the occupational health and safety committee.

Copying Someone Else's Health and Safety program

Section 36.1 of the Act stipulates that an employer is required to establish and maintain an occupational health and safety program at the workplace. Should you copy someone else's health and safety program, you wouldn't be in compliance with section 36.1 of the Act because you have not established a safety program that would be applicable to your workplace. A health and safety program must address the hazards that are present in your workplace, as a program developed or designed for another workplace may not accommodate the hazards present in another.

Health and Safety Policy and Program Training

HR Strategy

Human Resources is definitely a competitive advantage . when the organization does state-of-the-art HR . The clear vision and straightforward goal setting is a key to the successful Human Resources. The HR Strategy is a basis for the visible and successful Human Resources, which is widely recognized in the organization and by the external market (including the best talents).

HR Strategy in modern organization

Modern management of Human Resources is focused on perfect HR Processes and HR Policies, which support the constant building of the competitive advantage. The HR Strategy helps to build the competitive advantage and Human Resources Function, which is different from the competitors on the market.

The HR Strategy aligns the HR Policies . HR Standards and HR Roles and Responsibilities with the overall business strategy and makes HR ready to process successfully the requests of the business units. It makes Human Resources to grow with its internal clients as the organization is fully balanced. As the internal clients of HR grow, Human Resources has to follow the internal clients closely as their satisfaction level is not decreased.

It sets the logical and approved way of building the effective HR Management in the organization, which results in a stronger company, and the organization better prepared for coming challenges. It prepares the organization for the coming future.

The HR Strategy is a main HR Document for several years and HR employees have to update all HR Policies to make them fully compliant, the employees have to change many processes, the roles and responsibilities of HR employees internally and externally and they have to introduce many new HR Tools. It means, the HR Strategy cannot be implemented within several months, the implementation of HR Strategy takes usually several years.

The HR Strategy prepares Human Resources to increase the productivity and to implement the growth strategies and policies in Human Resources.

There are no HR Strategy Best Practices on the market, it has to be unique as it is always a mix of the corporate culture development, developing and enhancing the HR Processes (selected ones building the strategic competitive advantage), feedback from managers and employees and the expected development in the society and the industry. The HR Strategy has to be unique for the organization as it works.

Many organizations hire the HR Consultants to design the HR Strategy . but this approach usually produces a nice HR Strategy presentation in PowerPoint. The presentation has many slides, many HR Strategy analyses and the prepared implementation plan, which is never implemented at the end.

HR Strategy Development

The HR Strategy Development is a difficult and time consuming process as the team responsible for the design of the HR Strategy has to be set up and it has to be perceived as the team result, not the result of the activity of the single or few employees in Human Resources.

The HR Strategy has to be clearly formulated and the team has to go through several milestones to have the certainty, its development is on the right track. The HR Strategy Development Team has to use several sources and many employees in Human Resources and many managers and employees from the organization have to be asked for the regular feedback.

The team developing the HR Strategy brings the clear HR Strategy formulation, which is presented to the top management and when it is approved, it has to be communicated to managers and employees across the whole organization.

HR Strategy Implementation

The HR Strategy Design is difficult to evolve, but the effective HR Management is about the successful implementation of the HR Strategy, which meets all the expected deadlines and the outcomes have the desired quality.

The implementation of the HR Strategy is demanding as the HR Team has to produce the standard outcomes and it has to reserve the capacities for the change management, communication and designing new HR Policies and new HR Department.

The implementation of the HR Strategy is about the consistent work of the HR Management Team as the employees do not lose the confidence over the time.

HR Strategy Additional Content

The Components of a Corporate Training Plan

Every business will have different needs for their employees and therefore each corporate training plan must be based on the particular needs and functions of the organization. However, if you are putting together a corporate training plan for your organization, here are some common components that you should consider:

1. Policies, practices, and procedures of the departments and organization.

Corporate training plans for new employees should always include the salient points of the employee handbook that explains these policies, practices, and procedures. This part of your corporate training should include your company’s policies towards non-discriminatory, ethical, and legal issues. The corporate training should also include an overview of the different departments.

2. Corporate Training on the products or services that the company sells or service

3. Corporate training on communication skills. Since many organizations spend a majority of their time either face to face or on the phone to customers and prospective customers. Their must be an element of communication skills in any corporate training course. Employees need to know how to speak and listen effectively in every customer contact

4. Corporate Training for the technical equipment. This training will involve learning of all the technical skills that the employees must know, this can be as small as understanding the telephone system through to the most technical machinery or systems the Company use. Technical competencies are always important in any corporate training course.

5. Corporate soft skills training. This training will include topics such as customer service skills, diversity, time management training, assertiveness skills training and appraisal skills training, as well as skills attitude and knowledge training such as sales training and management training. This element of corporate training courses may include video-based, instructor-led, or computer-based corporate training.

6. Corporate training on the job

Coaching and corporate training does not all need to be class room based, there is no substitute for ongoing training and coaching on the job.

This is a vital part of any corporate training plan and in many successful organizations class room training is only the beginning, but the success of any training leaned in a class room is how transferable the skill learned are in terms of the everyday work the employee carries out.

All corporate training courses should ensure that the focus is on practical learning skills which will help the employee day in and day out to carry out their role effectively. The key to success is after the training to ensure that the skills learned on the corporate training course are then developed on the job

IT Security Training for End Users

IT security training is important for everyone that works at your company, but should have a special focus for end users. End users are all of the employees (and yourself) that use desktop and laptop computers, tablet computers, smart phones, or other devices to access or create data through software applications. Because end users make up the majority of your company’s staff, it is very important that end users know how to safely use corporate information systems. Without the proper IT security training, there is potential risk for a security breach every time any end user touches a computer.

IT security training basics

IT support providers recommend that all of your company’s IT security training should directly support all policies that your company had adopted. The top four policies that most companies implement are as follows:

1. Acceptable Usage Policy (AUP) which would typically address the following:

Approved applications that may be installed and used

Prohibited applications that may not be installed

Preferred internet browsers

Approved times (if any) for personal use of computers

Accepted social media and instant messaging usage

2. Non-Disclosure Agreement (NDA) which should define the following:

Types of information that can be shared

Methods by which information can be shared

3. Password policy which should at the least do the following:

Define elements of a “strong” password

Identify when passwords must be used

4. Remote Access Policy which should at the minimum address the following:

IT services providers advise that regardless of how infrequently some of your company’s end users might access information systems, all end users should receive frequent IT security training sessions. The proper training will teach end users how to safely and securely carryout out their daily business tasks while using computers. Training should be flexible to accommodate your business’s schedule while considering end users’ different learning styles. Consider providing ongoing training delivered in the following methods:

IT security training goals

IT consulting companies believe that with the proper training end users will know how to safely use computer information systems. Specifically, end users should be able to do the following:

Ensure that actions will not violate security policies

Understand normal functions of the operating system and applications in order to identify unusual computer behavior

Ensure anti-virus is running properly

Identify regular forms of malware

Utilize specialized security software and devices such as encryption solutions or thumbprint scanners

Ensure that they will not accidentally expose sensitive information through email or other normal business activity

Providing IT security training for your business’s end users is one of the best ways to prevent a security breach. To learn more about IT security training in general, or to discuss your company’s unique needs, please contact All Covered at 866-446-1133.

Trading Strategies, Portfolio Monitoring, and Rebalancing

Trading strategies translate goals and constraints of asset management into dynamic, intertemporal, and coherent portfolio decisions. Under special assumptions, myopic portfolio policies are shown to be optimal and constant over time. In general, however, both optimal theoretical portfolios and current portfolio positions are subject to random movements so that periodic monitoring and rebalancing are necessary. Transaction and monitoring costs create a tradeoff between the cost of not being at the optimal allocation (tracking error) and the cost of swapping the current portfolio for the.

Trading strategies translate goals and constraints of asset management into dynamic, intertemporal, and coherent portfolio decisions. Under special assumptions, myopic portfolio policies are shown to be optimal and constant over time. In general, however, both optimal theoretical portfolios and current portfolio positions are subject to random movements so that periodic monitoring and rebalancing are necessary. Transaction and monitoring costs create a tradeoff between the cost of not being at the optimal allocation (tracking error) and the cost of swapping the current portfolio for the optimal one. Optimal rebalancing results in the replacement of the optimal allocation with a no-trade region delimited by rebalance boundaries. The factors influencing the boundaries and the rebalancing decisions can be analytically and numerically explained. Popular rebalancing rules imply a substantial amount of excess trading costs, but they can generate positive net returns in the case of mean-reverting market regimes.

Free WHS Templates

NOW AVAILABLE: A Standard WHS Manual including policies and procedures designed for small to medium businesses.

WHS Templates are samples of commonly used forms that may be of use with the management of your health and safety system. Please feel free to download to use at your discretion.

Risk Assessment

Hazard Management

General Checklists and Registers

A PPE register to keep track of what has been issued to staff and when.

A basic induction checklist used to inform new staff members of the workplace.

A contractor/visitor attendance record to keep track of who enters the workplace and when.

An employee qualification and licence record form to keep track of employees licences and when they expire.

An efficient implementation of the backtesting of trading strategies

OPUS (Open Publications of UTS Scholars) is the UTS institutional repository. It showcases the research of UTS staff and postgraduate students to a global audience. For you, as a researcher, OPUS increases the visibility and accessibility of your research by making it openly available regardless of where you choose to publish.

Items in OPUS are enhanced with high quality metadata and seeded to search engines such as Google Scholar as well as being linked to your UTS research profile, increasing discoverability and opportunities for citation of your work and collaboration. In addition, works in OPUS are preserved for long-term access and discovery.

The UTS Open Access Policy requires UTS research outputs to be openly available via OPUS. Depositing your work in OPUS also assists you in complying with ARC, NHMRC and other funder Open Access policies. Providing Open Access to your research outputs through OPUS not only ensures you comply with these important policies, but increases opportunities for other researchers to cite and build upon your work.

OPUS archives UTS research submitted for Higher Education Research Data Collection (HERDC) and Excellence in Research for Australia (ERA). It also stores digital theses and forms of scholarship that do not usually see formal publication.

How can you deposit works in OPUS?

When you claim (or enter) your research in Symplectic Elements, simply upload a copy of your work which can be made openly available. Symplectic provides information on which version of your work to upload. If you are unsure, please supply a copy of the Accepted Manuscript version. Ensure you check the box to "agree to the OPUS license terms".

Once uploaded, your works are automatically sent to OPUS and placed temporarily in Closed Access until reviewed by UTS Library staff.

Library staff check to ensure compliance with and publisher agreements

If the version you supplied cannot be hosted in OPUS you may receive an email requesting a copy of the Accepted Manuscript

Once items are cleared of constraints and/or publisher embargoes, your work is moved to Open Access and made accessible to the public.

Instructions are available from the Symplectic User Guide or contact opusuts. edu. au for further information.

I need to find out about:

On 20 September 2015, the Prime Minister Malcolm Turnbull announced his ministry, and for the Education and Training portfolio the appointments were:

Senator the Hon Simon Birmingham, Minister for Education and Training

The Hon Luke Hartsuyker MP, Minister for Vocational Education and Skills

Senator the Hon Richard Colbeck, Minister for Tourism and International Education

The Department of Education and Training is responsible for national policies and programmes that help Australians access quality and affordable early child care and childhood education, school education, higher education, vocational education and training, international education and research.

Continuing Professional Development (CPD) Compliance

CPD obligations for solicitors

Legislation and rules governing the legal profession require all solicitors holding a current Practising Certificate to undertake continuing professional development (CPD) activities. This obligation applies equally to solicitors whether they are practising in Victoria or in other jurisdictions (interstate or overseas).

CPD rules and guidelines

New provisions governing CPD requirements for solicitors come into force on commencement of the Legal Profession Uniform Law (Victoria) on 1 July 2015.

From 1 July 2015 . for solicitors in Victoria and NSW the Legal Profession Uniform Continuing Professional Development (Solicitor) Rules 2015 (CPD(Solicitor) Rules 2015) commence operation all of your CPD obligations are set out in this one set of rules. Note that guidelines are in development to support interpretation of these rules. You should consult the new rules to ensure you have a thorough understanding of your CPD obligations:

Up to 30 June 2015 . for Victorian solicitors the following rules and policies apply:

As the CPD year runs from 1 April to 31 March the following year, for the 2015/2016 year two sets of rules are applicable: the previous rules and policies apply up to 30 June, and then the CPD (Solicitor Rules 2015 will apply from 1 July 2015 to 31 March 2016.

A table setting out what has changed between the old and new rules is included in the LIVs Legal Profession Uniform Law Guide .

Your CPD obligations under the CPD (Solicitor) Rules 2015

Minimum CPD requirements and CPD fields (Rules 5 and 6)

You must complete a minimum of 10 CPD units each CPD year, including at least at one CPD unit in each of the following four fields:

ethics and professional responsibility

practice management and business skills

professional skills

substantive law.

The CPD year runs from 1 April to 31 March in the following year.

You are responsible for assessing your CPD activities and allocating them against the CPD fields to ensure you have met your CPD obligations.

If you receive a part exemption or a pro rata obligation to complete CPD units applies to you (see information below), you must complete units in each of the CPD fields as part of your reduced CPD requirements.

The rules set out only your minimum compliance obligations regarding your professional development. These rules do not purport to prescribe or limit the amount of professional development you can or should undertake to ensure you stay up to date and can provide best practice services to your clients.

Pro rata calculations (Rule 10)

If you commence or recommence legal practice after the start of a CPD year, your requirement to complete CPD units for that year is reduced on a pro rata basis as follows:

Mexico Forex Trading Brokers

July 3, 2013 8:18 am

Here you will find reviews of the leading forex brokers in Mexico. The Mexican foreign exchange market is developing rapidly, and thanks to the newest Internet technology, its progress is faster than ever before. The official currency in Mexico is the Peso and it is currently one of the most traded currencies in the Forex market. Unfortunately for Mexican traders, their country’s official currency isn’t as influential as the American Dollar, Euro, British Pound or the Japanese Yen.

Mexico’s foreign exchange market is run by the Mexican government, the Bank of Mexico, the largest Mexican commercial banks and several financial institutions. The Mexican foreign exchange market and all its policies are controlled by two regulatory bodies – the Mexican Ministry of Finance and the central Bank of Mexico.

The Mexican Peso’s exchange rate with foreign currencies is based on the value of the Peso, the trading volume it generated, and its supply on the market. If the Peso is highly sought and its supply is low, then its exchange rate will rise.

Best Forex Brokers in Mexico

Surprisingly, the Mexican Peso is used in countries other than Mexico. It finds wide use in North America, South East Asia, the Pacific Islands and China. Its popularity around the world has turned it into one of the favorite currencies of Forex traders, so it is regularly traded on the foreign exchange market.

Forex trading wasn’t so popular in Mexico, but thanks to the Internet and the opportunity to participate in the foreign exchange market online, it has turned into one of the biggest sources of funds for the Mexican economy. The Internet helped popularize Forex trading in Mexico and nowadays there are hundreds of websites, brokers, agencies and news portals that offer Forex trading, financial news, tips, systems, tricks and strategies.

Over the past couple of years, there have been several periods in which the Mexican Peso was exceptionally highly sought on the market. These periods were welcomed by the Mexican government, because the popularity of the peso helped the country’s economy grow. Unfortunately for traders, such periods aren’t easy to product, so few of them know when it is time to trade with the Mexican Peso.

The latest statistics show that the Mexican foreign exchange market has made remarkable process over the past three years, and expectations are that the market will continue expanding in the future. According to reports, it won’t be long before the Mexican regulatory bodies introduce new Forex trading policies and limitations that will attract more traders to the Mexican Forex market.

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