Vision

Tassal Tasmania Salmon is known as a standout amongst the most prescribed and famous names in the realm of food industry and fish production. The organization initiated its first marine site in the year 1986. The headquarter of Tassal is situated in Hobart Tasmania and currently the company is working with about 800 specialists. In 25 years of progress, the organization has served the most reasonable sea food particularly Salmon to the people. Even though the organization endeavour operational excellence, yet it never compromises with the core values and sustainable practices. The success of organization totally relies on the strength of the workers who work in the organization. (Tassal Team, 2017)

The Tassal is an organization that considers the buyer needs and collects the required information to give affirmation and surety to the buyers that the food is developed in a socially responsible manner. The primary concentration of the Tassal organization is to share the enthusiasm and the innovation, knowledge in providing the best thoughts to the cooking and recipes relying on the event and season. (Tassal Team, 2017)

The vision of the company is “To create a better tomorrow”.

The mission of the organization is to convey the sustainable health and wellbeing to the customers through its product delivery. The same is applies for the community and the environment where the organization works.

The values of the Tassal company represents the company’s responsibilities, attitudes, how it works and the product quality. The 5 Ps are the core values of Tassal. These are people, product, planet, process, and profit (World Ocean Review, 2017).

The Tassal plays an essential part in understanding the effect of the ecological factors on the Australian base. The business condition of the Tassal concentrates more on the sustainability, ecological interactions, waste management and the water quality management. Each one of these components influence the Australian economy adversely if not appropriately dealt by the company (World Ocean Review, 2017).

The primary need of the Tassal organization is to keep up and enhance the naturally responsible business practices. These are the sustainability strategies of Tassal. The organization’s principle focus is towards the environment protection, preservation, and its enhancement for the coming new generations (Government, 2016). The company implements numerous techniques relying on the circumstance. The organization implements the risk mitigation strategy wherever applicable and possible. Some of the time, the company makes utilization of the adaptive management approach to make a base for the Australian business market (Services, 2014).

Tassal is a settled organization and developing in the market because of the strategies of the management. The primary concentration of the organization is towards the sustainability and company reputation (Commonwealth of Australia, 2015). The sustainability is the process of execution of the strategies, arrangements to gain advantage in the global market by concentrating on the socially responsible business practices. This is accomplished by:

• Planning and creating the procedures to accomplish the objectives.
• Assignment of responsibilities to the human resource in the company for accomplishing these goals (FRDC, 2014).
• Leadership technique.
• Controlling the value chain and utilization of the technology.

According to Aquaculture Stewardship Council Salmon Standards, the assessment report is being prepared. This assessment report is successful in delivering the basic ideas related to the resources used in processing. The audits and specific reports related to the processing will be helpful in defining the suitable resource used. Economically, the plans prepared for the processing are nominal and can help the society and other aspect on the organisation level (Ryan, 2016). The climatic changes affect the production and pricing aspects with respect to company. For managing the sustainability, various plans and strategy are prepared on a wide level (Pilgrim, 2015).

Mission

The analysis section of this management report is successful in delivering basic approaches connected to the organisation analysis and management strategy. The analysis will assist in providing specific assistance for the product and customers targeted for the suitable processing. The management plans annual meet and follow up procedures. By this, the environmental aspects can be managed and promotional perspectives may also be generated (Clare, 2017).

The organization began the production of the Atlantic Salmon in 1984. The organization took after the best possible planning as the Tassal purchased an Atlantic Egg from Gaden Hatchery to begin the farming industry for Atlantic Salmon. After that the Sea farm was built up in Dover and the organization operates through this sea farm. The underneath diagram portrays the life cycle of the Atlantic Salmon that is eaten by the consumers (Ryan, 2016).

The Planning of Production of Salmon involves the following steps:

• Ova: In the season of Autumn, the company gathers the eggs from special breeding fish and then mix these eggs at the hatchery of the Tassal company.
• Alevin: This step of planning involves hatching of the egg in the month of July.
• Fry: Then fish is moved to the tanks and the process of feeding them starts.
• Parr: As the fish is grows, it should be transferred to the bigger tanks.
• Smolt: In this step, the fishes are again transferred in the Sea to grow more till they acquire weight of 150gms and the age 12 to 18 months (Fitzgerald, 2013).
• Harvest: Lastly, the Salmon stays in the ocean for more 15 months and harvested only when the weight of the fish comes to 4-7 kilos.

Any kind of human resource planning is accomplished with a few objectives in the mind and all planning will be effective only if these objectives are accomplished. The procedure for selecting the employees in Tassal is reasonable and according to the plan, recreational exercises are arranged for the line managers to make them happy.

The main objectives of this human resource development program are as per the following:

• To outline and develop the activities for the employees working in the organization to accomplish the hierarchical objectives and targets of the Tassal company.
• To help the people in completing their tasks and activities for better performance and have the chance to use their abilities and potential (Office, 2016).
• Creating potential outcomes, picking one option among the choices and to take the best decisions to satisfy the demands.

Arrangement with the plan: Before actualizing the plan, the understanding, or the acknowledgment of the board of directors, senior managers and executive directors is imperative. It is critical when every one of these individuals have been involved in the decision making and it is always better to get the final confirmation.

Communication: After the acknowledgment by the top managerial staff and board of directors, the strategic plan or human resource development should be imparted inside the organization. The data that is essential to communicate inside the organization is as per the following:

• How the plan is useful in the advancement of the human resources?
• What are the variations required in the policies of the HR and the activities of the representatives to develop the human resources?
• How the performance of every individual working in the Tassal accomplishes the objectives and contributes in the planning?
• What help is given to staff to the adjustments in the Tassal?
• What will be the future of the Tassal if these strategies are executed legitimately?

It is extremely hard to communicate so much information as the amount of information communicated will rely on upon the people involved in the human resource development plans. The amount of information will automatically change with the adjustments in the organization (Battaglene, et al., 2008).

Leadership is vital for the management analysis of the Tassal Company. The successful leadership strategy is the one that relies on upon the circumstance and style of the leadership. There are many styles of leadership, for instance Autocratic, transformational, etc. The styles of leadership followed by the organization are distinctive in nature relying on the working environment of the Tassal company. Autocratic and transformational styles are the most utilized styles, however the Tassal company utilize participative style of the leadership. The leaders utilize this style to impact the employees and motivate the employees to work hard to get the rewards from the organization. This is not particular that each organization follows a similar style. The Tassal company decided its requirements and employees, and after that the company applied these styles. There are many organizations utilizing more than one style and a few organizations utilizes just a single leadership style. Some of them are those that experiments by changing the styles each year. The leadership style can be changed on the premise of the changing needs of the employees and the organization. The need of leadership strategy emerges to take care of the issues. The primary issue found in the Tassal is the division of work, delegation of the duties and their supervision. Additionally, the other reason is that the human resource in Tassal has distinctive necessities, interests, and ideas. To fit all the employees into the Tassal, organization needs leadership strategy. It is exceptionally hard to examine that which organization utilizes which style of leadership in the Australian market. However, the above leadership styles are truly useful to resolve the issues of the organizations.

Core Values

The leaders are the people who motivates the workers and make them understand about their potential and capacity. The Tassal organization embraced participative style and the organization offers numerous incentives for the top performer in the organization. The motivating forces (incentives, etc.) given to the representatives will consequently enhance the process of retention of the workers.

Each leader is diverse in nature from other and relies on the individual qualities. There is a difference between a leader and a manager. The leaders are the individual who motivates the employees and are compelling in nature and great in dealing with the staff, however the managers do just the management of the resources, make plans and execute the plans. A good leader can be a manager; however, it is not necessary that the manager can be a great leader (McCallum, 2015). The leaders have the capabilities to take care of the issues and resolve many problems or conflicts in the organization. It is imperative to evacuate these conflicts for the successful development of the Tassal company without any conflicts.

Discussing the quantity of cultivated Salmon, it is around 55,000 ton only in Australia. It is imperative to control that value chain or supply chain by utilizing the new technologies. The capital invested by the Tassal mainly focuses on the following key areas:

• The infrastructure of farming waters in bio-assets.
• The advancement of the range of the products of the Tassal like Frozen, canned, smoked and pressed Atlantic Salmon.
• The distribution network of the Tassal.

The Tassal organization is concentrating more on the local market. The maximum revenue of the Tassal organization is generated through the retail channel and selling of the Atlantic salmon in the supermarkets. The wholesalers also purchase the products from various sources by which the bulk products may also get circulated (Horvat, 2014).  As the competition is high and the organization needs to battle with the pricing and margins of the products. The supply of the Salmon to its final customers requires controlling and administration of the supply chain (Fitzgerald, 2013). Discussing the competitor, Huon, is making profits and generating revenues through the discount (wholesale) channel and selling the products in hotels and restaurants. Considering the strict legal system of the nation, there is limited competition or limited risk from the global markets. To expand the production and efficiency the Huan embraced a program of controlled growth investment for a period of 3 years. The Tassal additionally focuses on the marketing activities and sales to expand its per capita income and to build the brand image of the organization.

The future strategies for the growth of the Tassal should be:

• To improve the risk mitigation strategy as it will help in reducing the risks associated with the management activities.
• To increase the consumption of the Salmon and seafood so that demand from companies increases.
• To improve the leadership strategy for checking and looking after the employees working in the organization (Araya and Krishnan, 2014).

Based on the analysis done till now, the following recommendations can be made for Tassal company:

• The Tassal company should use some adaptive management approaches to achieve the sustainability in the organization.
• The company should also manage the sales mix to get something in return.
• The company should invest more money on the planning and generation of the strategies for the growth of the company.
• The tastes and the preferences of the consumers and the demand of the Atlantic Salmon can be identified by the surveys and interviews at restaurants, hotels, and the supermarket retail stores.
• To maintain the business environment, the company should implement best practice infrastructure and fish health capacity, focusing on impact mitigation and stakeholder engagement, Forming collaborative, forward focused research partnerships etc.
• Tassal should implement and resource compliance, communication, stakeholder, and sales management plan (Nic, 2012).
• It is very important for Tassal to protect and enhance the environment for the young generations.
• The best strategy adopted by most of the consumers is implementing a precautionary principle based on risk mitigation.

With its present concentration on product innovation and marketing the organization forward, and its investments in infrastructure and sustainability guaranteeing it remains in good shape in the future, Tassal’s aim of practically doubling local salmon consumption levels surely appears to be achievable. The organization is focused on presenting the world’s most delicious salmon to the people alongside cooking tips and simple recipe thoughts for each season and event.

Conclusion

This report totally relies on the management analysis of the company Tassal that deals with the Atlantic Salmon and other seafood products. The management analysis of the Tassal includes their planning, controlling, leadership and the human resource management. The principle focus of the Tassal is to share the enthusiasm and the innovation, information in providing the best ideas to the cooking and recipes relying on the event and season. The reason for this task is to analyse the management strategies of Tassal and to assess the best strategy for the future. It is concluded from this report the way toward creating an Atlantic salmon is a long procedure as it includes an appropriate life cycle. That planning to produce a Salmon needs human resources, a leader, and the control on the supply chain of the organization. As studied, there are 800 representatives in the Tassal organization who work with great passion and commitment to accomplish the aim of the organization. In addition, the leadership strategies are additionally critical to look and administer the management exercises in the Tassal organization. The controlling of the value chain is essential to give the best services to the customers. The best strategy recommended and utilized by the Tassal organization is the Risk mitigation to stay away from the risks that may occur in the Company while implementing the strategies. Some of the suggestions on the premise of the analysis also clarified the points that might be useful for the future development of the organization.

References

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