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Critical Analysis On Caltex Australia Business Performance

Question

Task: By looking at the organisation’s/company’s website and Annual Reports, you will be able to see whether it is possible to access enough information about its Human Resource (HR) practices to address the following:
1. How is your selected organisation/company trying to improve the performance of its workforce?
• Include at least one performance related initiative and one way in which its success could be measured
2. How is your selected organisation/company trying to improve its culture?
• Include at least one culture-based initiative and identify the type of culture prevalent within the organisation/company
3. How is your organisation trying to improve their rates of employee engagement?
• Include at least one employment-based initiative and the likelihood of success? Page 2 Kaplan Business School Assessment Outline
The group-work in-class component will provide you with an opportunity to assess your choice of organisation/company and its Human Resource practices. Students studying online will be provided with additional information.

Answer

Introduction
The discussion on present report revolves around the analyzing the Caltex Australia business performance. Catlex Australia Limited is mainly considered as one of the best transport fuel suppliers in the country and it has the capability to make the products with the retailer company. There are no other companies which have the capabilities as well as the scale like the Catlex to produce the transport fuels as well as the retail business (Caltex, 2019). The company has many employees in Australia at 6629. The infrastructure of the company is also quite impressing that is why the company has the capabilities to produce a higher extent of transport fuels for the country. Here, in the company, the network assets are on the higher side, the knowledge of the industry is also handled by the experience of higher authorities. Examining the annual report of the company for the year 2019 in order to evaluate the Caltex Australia business performance, there was some information extracted regarding its existing Human Resource practices. In the current discussion, the discussion will be made based on the performance, culture and engagement related initiatives by the company to make the higher level of the production in the country.

Performance-related initiatives
The higher authorities of the company are quite capable to handle the business process.

In its annual report 2018 Joanne Taylor, EGM, HR shares that the capability existing within their workforce and organizational culture drives success for their organization. The organization is currently adopting people-oriented programs for the purpose of attracting and retaining their best talent. The HR managers are constantly trying to make Caltex a great place to work. Its people oriented program is a performance related initiative that the company is adopting for improving Caltex Australia business performance.

The Caltex’s Lytton refinery centre is mainly considered as one of the most efficient refinery centers in Asia and the centre is representing the company with a higher level of technical ability in the company (Caltex, 2019). The Caltex Australia business performance is quite on the higher side though which the supply chain of the company is working in a systematic manner. Due to the higher level of Caltex Australia business performance owns the largest finished products import terminals in both countries like New Zealand and Australia. The stable network of the company helps to stay connected with the employees as well as the customers of the company. The main focus of the company is to provide safe products and the reliable store for the customers through which the customers can buy the products with the right segmentation of prices. The supply chain management of the company helps to distribute high-quality petrol, diesel or jet fuel in the retail market as well as for the commercial customers (Perry et al., 2017, p 28).

Caltex Australia business performance

Figure 1: The workforce of the company
(Source: Caltex. 2019)

As per the figure, it is shown that the work force of the company is quite in the higher standard. The higher authorities of the company have effectively maintained Caltex Australia business performance by taking higher level of workforce in the company. There are almost 4724 number of employees to serve under the company and it is growing (Caltex, 2018). The higher authorities are working to monitoring the daily performance of the employees by making the calendar wise performance checking.

The organization is already key measures such that they can better implement people-oriented performance measures. For instance, its annual report depicts that the company is striving to record and reduce rates of personal injury at their workplace. Total recordable injury frequency rates have been decreasing at its fuels and infrastructure, as well as in convenience retail stores. It is also adopting process safety procedures for reducing rates of accidents and improvising on people performance. Success for the performance of its workforce can also be measured in terms of enhanced productivity or capability of its people post the people-oriented programs adopted by it.

What is the culture related initiatives implemented to boost Caltex Australia business performance?
The higher authorities of the company are always providing a god maintenance procedure in the business process through which the employees of the company keep motivating themselves to work under the company. The stable networking process in the company helps to make good communication between the higher authorities and the employees in the company. That is why the employees are quite understandable to do the tasks or the project as per the provided information by the higher authorities. The Higher level of communication helps the company to expand the business at a higher scale and through which the company can make further profits or the revenues for the company. In this context, it is to be noted that the higher authorities or the management of the company have the capability to maintain a good culture inside the company. That is why the employees are attracted to do the work with more efficiency although there have lots of risk during the working process (Febriani and Yancey, 2019, p 108). On the basis of the culture of the company, the higher authorities of the company have the focus on the health and the health of the employees. That is why the Caltex Australia business performance is increasing day by day and the employees have the trust on the higher authorities.

The higher authorities are mainly focusing on the health of the employees which is mainly considered as one of the best initiatives in the culture of the company. Maintaining the health of the entire employees is the biggest challenge for the management of the organization. The employees will not work under the company if there will no extra facilities for life risk work in any company. That is why the higher authorities of the company keep watching the daily working process of the company with following the Safety and Health Rules made by the Australian government. The company has taken the responsibility of the employees if the employees will hurt or injure during the working time then, the company will pay for the employees and the salary of the employees will not cut from the annual income (Baird and Harrison, 2017). It is obviously a good step for keeping the trust of the employees that there has a higher authority that will take care of them. That is why the company is growing day by day and through the company, the government is also able to make the sustainable development of the country.

Engagement related initiatives
Throughout the Caltex Australia business performance, it has been noticed that the higher authorities of the company have a great role to make the business process in the right manner. The higher authorities of the company are taking the initiative to run the business with the systematic way and keep the engagement with the employees by providing a good leadership role in the company. It helps the company quite a lot. The higher authorities of the company have the capability to lead the company with the highest possible leadership role in the company. In this sense, it is to be stated that the higher authorities are eligible to handle any kinds of problems in the business process. In this regard, the employees are feeling quite a comfort to do the work with the information provided by the higher authorities.

Caltex accommodates various employee engagement strategies for enhancing engagement of its employees. The company conducted a Culture Survey in 2017 along with a comprehensive research in 2018 for exploring its core strengths and unique elements of employment proposition. The organization adopts flexible workplace culture and allowing their people with career advancing opportunities. Employees are allowed to network and play roles in community programs through the Caltex Foundation since 2019 (Caltex, 2019). This enables improving rates of employee engagement within the workforce. The organization has been able to adopt a value proposition, ‘You Take Us Further’ for strengthening its current engagement with its workforce. This employment-based initiative has increased likelihood of success of its employees.

Through the modern technology, the work pressure of the business has divided in the right manner. That is why the higher authorities are capable to produce higher level of crude oil in the proper manner. The higher authorities or the management of the company is always watching the Caltex Australia business performance as well as process of the employees. It engages the employees to do the work in the right manner and the employees will be engaged more in the future if the performance monitor of the company will work like the present condition. Apart from this, the training process of the company is at the international level. Due to the higher level of the training process, the employees of the company are highly knowledgeable to do the work with more efficiency in the right manner. That is why the company is producing a higher extent of products in the country in order to maintain Caltex Australia business performance. The engagements of the employees are on the higher side and that is why the company is maintaining to provide higher quality of transport fuel in the countries. If the company will not make the further improvement in the modification of the business process, then the company will not make the higher level of production by only the engagement of the employees.

Conclusion
In the above report, the discussion has been made on the basis of the Caltex Australia business performance which is one of the largest transport oil producers of the country. The company is highly cooperative with the employees of the company as well as the government of the country. That is why the Caltex Australia business performance is top class and the higher authorities can detect the problems during the working process. The employees can also share the issues to the leaders due to the collaborative nature in the business. In this case, it is to be noted that the higher authorities need to imply more employees due to the inherent growth in the business and before implying the employees in the business process, the higher authorities need to provide a high quality of training to the employees through which the employees will give the efficiency in the business process.

Reference list
Baird, K.M. and Harrison, G.L., 2017. The association between organizational culture and the use of management initiatives in the public sector. Caltex Australia business performance Financial Accountability & Management, 33(3), pp.311-329.

Caltex., 2019. 2018 Annual Report | Caltex Australia. [online] Available at: https://www.caltex.com.au/annual-report-2018, viewed on 28 Nov. 2019.

Febriani, D.M. and Yancey, G.B., 2019. The effect of integration approaches and human resources initiatives on changes in organizational culture and employee attitudes during a merger. The Psychologist-Manager Journal, 22(2), p.108.

Perry, J.L., Engbers, T.A. and Jun, S.Y., 2017. Back to the future? Performance-related pay, empirical research, and the perils of persistence. Caltex Australia business performance In Debating Public Administration (pp. 27-65). Routledge.

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