MY RESUME

MY RESUME

Profile

I am a versatile team player with the ability to multi-task and run different programs unilaterally. Versatility is an essential quality in the highly volatile business environment in the contemporary world. Similarly, my innovative approach to the several elements that affect proper and smooth operation within my organization has helped me quickly rise within the company’s ranks to an assistant human resource manager despite having only two years’ work experience. Innovation is an essential aspect of the operation in the 21st century and a basic model of acquiring a competitive edge in the current business environment, which is highly volatile with rapid changes.

Work experience        

Assistant marketing director, Coles Group Company, Melbourne Australia

23^rd September 2018- 23^rd September 2019

• Perform market research relating to demographics, pricing strategies and level of competition as well as other vital information that are crucial in formulating a viable marketing plan.
• Analyzing surveys and polls and other market research information that are crucial in providing existing trends and patterns in the market
• Planning all aspects of promotional activities held by the company
• Maintaining the company’s social media accounts
• Delivery of reports relating to market research findings through the use of written documents and verbal presentation
• Organize and plan the production of viable marketing materials through close collaboration with all stakeholders involved including printers and sponsors

Assistant human resource manager at Telstra Corporation Limited, Melbourne, Australia

5^th October 2019 to present

• Maintain proper records of elements related to employees’ contracts
• Ensuring the organization is kept up to date with the emerging human resource concept and practices to ensure an effective human resource that is able to respond to the constantly changing business environment in the contemporary world.
• Help in the company’s recruitment process by performing a rigorous screening exercise and reference checks that allow for the selection of the best candidates.
• Perform orientation and effectively update the records of new staff members
• Compile and avail report in regards to the general human resource activities within the organization

Skill Set

• Diplomacy and conflict resolution skills
• Great time management and organization skills
• Flexible team player
• High emotional intelligence
• Positive attitude

Education

Master’s degree in business management, La Trobe University Melbourne city

September 2019 to date

Bachelor in business management, La Trobe University, Melbourne city

May 2013- august 2017

XXXX High school

2009 to 2012

References

Greg Davis

Chief Executive-Commercial and Express, Coles Group Limited

https://www.linkedin.com/in/greg-davis-2866292?challengeId=AQH-pB-8HsE5_gAAAXJ0YegxxXdmAjDrrVrEEg1Rs1ZdNPoDb42mFXHqrw5XBjcxjseO6URQ-ElztBjUGHQT-FNmH7OFbdpK2A&submissionId=3120ace0-5ab0-1416-63b2-1a4ad8355167

Lisa Ronson

Chief Marketing Officer- Coles Group Company Limited

https://sg.linkedin.com/in/lisa-ronson-24174150/de

Josephine Thompson

Head of human resource strategy governance and operations at Telstra Corporation Limited

https://au.linkedin.com/in/josephine-thompson-4a26654

Professional skills and accomplishment

1. Implemented a variable effort remuneration system at Coles Group Company

A variable effort remuneration system is an input-oriented remuneration system that takes into account the competency levels and skillset among individual employees in generating a reward system that acknowledges an individual employees effort. It utilizes different forms which include payment by result scheme, which is essential in motivating the sales team, performance schemes including team-based pay, and financial participation schemes. All these were essential ensuring the company’s sales team were motivated. Greg Davis singled out this new system to be one of the most effective remuneration systems that ensure the workforce is equally motivated and ready to undertake the different duties expected of them.

Market research was essential in ensuring the system was at per with the other systems utilized by other organizations in the market. The marketing research performed exposed the organization to different systems utilized by other players. It turned out that a significant number of players in the market heavily utilized position-based remuneration systems that were not quite effective in ensuring their sales team were effectively motivated to meet organization goals and objectives. As a result of this, Coles Group Company was one of the first organizations to induce a motivational element in the remuneration system. The market research was also an essential tool in enhancing the marketing efforts of the company’s sales team, which also proved to be quite productive in ensuring better performances.

Similarly, there was a need to consult the staff members to ensure they were equally aware of the pending need for change in the company’s systems and procedures. The majority of the staff members, especially the sales team supported the change and was ready to enjoy the pending benefits from such a well-structured remuneration system. Most of them started to work on ways they can improve their skills and competency level even before the company generated a training regime to be used in enhancing the skills of individual employees so as to improve the company’s marketing position. The proposed remuneration system was already a success in the early stages before the actual implementation of the system.

There was also the need to perform proper training and development regime within the company that would enhance the skill set of individual employees and ensure they are highly completive in the market. The training was basically conducted in two different forms. The first form involved official training in which staff members were introduced to emerging trends in the market and innovative techniques and tools that they can utilize in ensuring their efforts are effective in the market. The second form involved forming teams of three members with different skill sets and profession lines and allowing them to collaborate in accomplishing the different tasks they have been assigned.

1. Successfully implemented a four-stage proactive conflict management framework in Telstra Corporation Limited

The first stage in the four-step proactive conflict management framework is the identification of trigger points like the inefficiency of resources that can cause inter-group conflicts. The second stage is the creation and maintenance of a hostile free working environment in which all systems and procedures promote peaceful relations among employees with diverse views and perceptions with zero tolerance for unacceptable behaviours like harassments and discrimination. The third step involves instituting of systems and procedures that can help in timely identification of minor disagreements. The last step involves uniting all stakeholders with the company’s vision and mission to ensure a collective effort im generating better performance.

The use of Lewis’ three-step change management model was essential in ensuring the effectiveness of all systems and procedures that had to be adjusted to accommodate this proactive conflict management framework. The first stage in this model was the unfreezing stage in which all stakeholders were to be exposed to the evident need for adjusting systems and procedures within the organization. The inter-group conflicts that had been rampant within the organization were essential in convincing stakeholders. The second stage involves the actual implementation of the proposed change. The last stage involves the engraving of the implemented changes in the organization’s culture. Through this, the company can utilize the conflict management framework for quite some time since it forms the standard mode of operation.

There was also the need for gauging how effective the proposed framework was in ensuring it was in line with the objectives and goals of the company. Through this, the basic performance appraisal standards for the newly implemented framework included the level of effectiveness in the company’s resource allocation and sharing towards realizing its goals. The number of reported interpersonal and inter-group conflicts reported to the management was also used in gaging the effectiveness of the framework. Similarly, the level of contentedness among employees in regards to their personal relations will also be used in defining how effective the proactive conflict resolution framework is to them.

A monitoring team was also established to ensure the effectiveness of the systems and procedures in the proactive conflict management framework. The team was drawn from diverse fields of expertise and different level of experiences and skill set. This allowed the team to explicitly identify the different challenges that several stakeholders were facing in effectively implementing the new conflict management framework. Through this, the team made improvements where necessary. Similarly, the team acted as the unity symbol required in the organization among stakeholders from different professions with different skill set and experiences.