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I. Develop and review organizational health and safety policies and procedures.

Making a good policy about health and safety is important to build trust and help employees feel comfortable to work effectively. Therefore, the responsibility of Vinamilk is that it has to develop and review organizational health and safety policies and procedures. However, in order to make sure that these policies and procedures are accepted and applied successfully, Vinamilk needs a commitment and cooperation from employees. Here are some policys features: Statement of principles Detail of safety procedures Compliance with the laws should be enforced Training requirements should be identified Committees of safety experts, line managers and employees can discuss issue of health and safety1 Accordingly, the core value of the policy is to ensure the safety in working and maintain employees health. Vinamilk shows their commitment through a systematic approach to health and safety (see in Appendix). Specifically, Vinamilks health and safety policies and procedures are considered: o Compliance with applicable laws, regulations and other standards of safety and health. o Perform risk assessment and recommend corrective action as above. o Provide safety plants, equipments, allocate supervisors, provide medical services and first-aid training on the spot. o Set a clear goal of health check before and after recruitment, periodically every two months. o Dissemination of updated information on safety and health through direct meetings, daily news on speakers, forums and publications for employees.

Managing Business Activities to Achieve Results Supporting HND/HNC and foundation degrees-Course Book, BPP professional Education, London. Page 217.

o Maintain the safety culture within the company and plant by encouraging activities and advice on health and safety, fire prevention practices with the participation of all employees, managers and public. o Commitment to investigate the incident to find the cause and offer equitable sanctions. o Support injured employees in order to create the opportunity for them to go back to work or compensate for their injuries or life. o Employees have the right to complaint with the requirements of health and safety for themselves. In addition, managers should review the policy to assess periodically (probably once every 3 months) to overcome the harm to health and safety. An OH&S (Occupational Health and Safety) management system can be used to examine and control the setting of health and safety policies and procedures. First of all Vinamilk must maintain procedures for review and evaluation of risks affecting the health and safety. The review must cover: Audit results of the everyday activities in accordance with legislation and the regulations that Vinamilk has committed. The record of the staffs behavior, complaints and other unusual factors. Workplace must meet minimum standards such as a clear, clean, proper temperature and so on. The change in policy must be recorded and report to management for reviewing and approving. Noting the level of disability and accident consequences to report to the investigate agency or other relevant agencies. Determine the level of risk and priority consideration of highest risk.

Accordingly, the records of the risk assessment will be retained and reviewed according to different risk levels to make decisions to remove, replace, warning or administrative control and provide better equipments to protect people. II. Identify the wider implications of proposed changes within Vinamilk JSC.

Wider implications of changes are very important to ensure that Vinamilk do not base on results of numeric analysis to evaluate the plan. The factors that are used to evaluate companys plans cannot be quantified. They are: Ethical considerations: If Vinamilk focus only on profit and forget the standards of ethics in business, it will not survive for long periods. So it is necessary to consider the ethics in business (honesty in business, respect for human rights, respect for consumer health, etc.) Shareholders: they are owners of Vinamilk because they hold its shares when it issued shares to the market, so when Vinamilk set out a plan or strategy, it must be informed to shareholders with a budgeting report in order to get their acceptance and ensure the rights and benefits for shareholders. Members/employees: They are the key factors for implementation of the plan. So it is important to ensure their benefits. If they see any negative change, they will tend to protest against that change. This will make company lose money and time. Therefore, Vinamilk should perform some preferential policies for employees such as buy shares at preferential price or bonus for every successful plan. Customers: they are the one who bring profits for Vinamilk. Thus, Vinamilk needs to collect customers information to meet their changing demand, further provide a good customer services to attract them. The changes in sales strategy also attract more customers by discounting or gifts. Suppliers: Any changes in plans that break the contract, the supplier will not supply materials for Vinamilk. Therefore Vinamilk needs to build good relationships with suppliers Public relations: Vinamilk commit that the plan will comply with the legislations and regulations at the local. Environment: The change of Vinamilks plans will enhance the environment (example: improvement in techniques helps to prevent wastes, toxic gases which cause water pollution and air pollution), and comply with environment protection laws. III. Suggested a plan, implementation and evaluation of changes within Vinamilk JSC.

Organization changes can be caused by management, it can happen slowly in a department and is applied by the specific changes in policy or procedure or the external pressure. The changes may come from: o The environment external to the organization o Changes in Technology o Changes in structure o Changes in Culture A plan then should be set up for each change for people involved know about the proposed changes within Vinamilk JSC. Therefore, they can prepare the way of avoiding or overcoming. The plan will include: o The rationale o The aim and objectives of the change o How it will be implemented o Who will be involved and their individual roles o The resources required o The time scale o How the plan will be monitored o How you will know that the change has been successful Here are the plans that I suggest as example for Vinamilk according to its changes: Plan for external environment change: Goal: Adapt to new export market by Political, Environment, Social and Legal (PEST) Objective: all employees understand the requirements of PEST to avoid problems and pressure from new export market at the end of May 2012 Who will be involved and their roles: No Activities Responsible department or people 1 Identify PEST and model analyse Project team of new Human resources Expert market on export 26/3/20129/4/2012 Time scale Resources needed Computer How to monitor Review the

Information of documentary new market export which collected is

export market

Finance Human 2 Adjusting behaviors them to employees Human resources by training Expert the market PEST Supervisors on 10/4/2012Documentary from analysis Computer Projector Mind map Supervisors Managers During Daily Review the Check employees knowledge by tests

export 30/5/2012

meet of

requirements model 3

Practical application

operation on equipments export market

performance on market export

Plan for change in technical Goal: Using GEA Process Engineering for delivery of two complete dairy processing lines Objective: Apply technology of GEA Process Engineering into production line at the end of July 2012 Who will be involved and their roles: No Activities Responsible department or people 1 Purchase two GEA wet Financial department mix plants, two GEA Production Niro spray dryers and two Director GEA Colby powder 2 Install these team of project 31/5/20122/6/2012 Time scale Resources needed Finance Price tag Specifications of machines Tools Diagram machines Human 16/6/201227/7/2012 Machine guide Inform books Computer employees Testing their understanding How to monitor Ask feedback and report Assigned supervisor Assigned of supervisor Ask report

machines Expert or mechanical 3/6/2012engineers Human resources Supervisor 15/6/2012

into production lines

Guide employees how to Expert or technician use new machines Supervisor

and skills 4 Trial operation for Human resources Technician Supervisor 28/7/201231/7/2012 Human Monitoring notes Ask feedback and report Assigned supervisor

machines

Plan for change in structure Goal: restructuring Vinamilks organization Objective: restructuring to adapt to new market trends and increase performance at the end of year 2012 Who will be involved and their roles: No Activities Responsible department or people 1 Identify weakness in Director resources Supervisors Board of Director 2 Make a list of members Board of Director who will be moved to Director another positions resources of 4/9/2012Score-sheet of Ask feedback each employees and employers Report performance 3 Establish new Board of Director 23/9/20121/12/2012 Time Human Shareholders meeting Assigned supervisor Determine feasibility of the project 4 Set out new targets for Project team new structure 2/12/201230/12/2012 Human resources Finance Use SMART to measure of and report of human 1/8/20123/9/2012 Time scale Resources needed Tracking notes How to monitor Ask feedback

management

Feedback from and report staffs

human 22/9/2012

organizational structure

targets

Assigned supervisor Plan for change in culture Goal: Expand export market of fresh milk Objective: Penetrate deeper into export market of EU at the end of 2013 Who will be involved and their roles: No Activities Responsible department or people 1 Study culture and food Research team consumption as well as Human resources languages countries of the 2/5/201220/11/2012 Time scale Resources needed Information about countries culture Computer 2 Build new channel and Project team methods communication 3 Training employees how Human resources to behave with new Supervisors 1/1/201330/6/2013 for Technician 3/6/201231/12/2012 Finance Human Computer Human Guide books Computer Assigned supervisors Reports Organize an exam Assigned supervisors 4 Practices to adapt new Human resources cultures requirements Managers Supervisors 1/7/2013 afterwards - Conference on Assigned culture exchange countries Finance Human supervisors of Ask feedbacks How to monitor Feedback and report Results studying on

culture

After setting out those plans for changes, it is possible for Vinamilk to follow these steps to practical implementing:

Step 1: Determine the needs for changes. In this situation, Vinamilk tends to changes in new export market, so it needs to restructuring business, learn more other countries culture and apply new techniques. Step 2: Prepare a tentative plan. The plan should be established as suggestion above.

Brainstorming or hold meeting to set out better solutions for changes if there are any incidents occur (example: export environment changes too quick, technical errors in communication channels, etc.) Step 3: Analyse probable reactions to the change. Managers can forecast the reactions of stakeholders to the changes. From that point, it is able to prepare the answers for complaints and questions of stakeholders. Step 4: Make a final decision from the choice of alternative options. Managers make decisions himself or take decisions from group problem-solving base on the feedbacks from stakeholders. Step 5: Establish a timetable for change. Vinamilk should set out specific time for change (specific in day, month and year) or be able to use Gantt chart as a tool to manage time. Step 6: Communicate the plan for change. The plan must be informed employees in Vinamilk from the beginning to the end (beginning at step 1 and get through to step 7). Any changes in plan will also be noticed for the whole company to edit their actions and to complete the tasks easier. Step 7: Implement and review the change. Using essential methods for implementing and reviewing such as ask feedbacks, reports, assigned supervisors, score-sheet, provide funds, etc. Continue to evaluate and modify during the plan. Finally, I suggest that Vinamilk should use Force field analysis to evaluate the plan of changes, which follow these steps: List all forces for change and all forces against change in two different sides. Put the score for each force, from 1 (weak) to 5 (strong). Draw a diagram showing forces for and against change.2

For example:
2

Managing Business Activities to Achieve Results Supporting HND/HNC and foundation degrees-Course Book,

BPP professional Education, London.

Force field analysis for change in structure:

The Score of forces for change is higher than score of forces against change. Therefore, there are many advantages to implement this plan and it is a feasible plan for Vinamilk. Moreover, Vinamilk also can use another method for evaluation the change. I refer cost/benefit for Vinamilk. Costs and benefits of the plan will be listed and compared to each other. If the total cost is greater than the total benefits, then this plan is unreliable and in contract, the plan will be implemented. However, this technique is just a prediction. Here is an example:

Cost/benefit analysis for plan of change in technical:

Costs Machine purchase cost $10,000 Increase performance wasting Transportation cost Installation cost $450 $70 Reduce labor cost so

Benefit production $300 reduce in

$800

Reducing premiums for the $350 health of workers due to

overwork Training cost Total $175 $10,675 Increase profit Total $9,000 $10,450

Although, the costs is more than benefits, but it is negligible. Machinery is used for long period, good machinery will lead to better productivity, and then the profit will be increased every year. Thus it is possible for Vinamilk to make changes in techniques.

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