Impact Assessment was conducted at Edgewood Chemical Biological Center, this process enabled the center to identify as many negative impacts as a result of implementing the changes. Serious issues that could arise due to the changes were prepared for and managed during Impact Analysis. During the Impact analysis, a strong team was involved in the brainstorming session and one of the solutions (old Turks) was dropped.
The rest of the solutions were accepted and the final report released. Based on the report and the conclusions made, Edgewood Chemical Biological Center will continue on the path it is currently moving along with. The completion of the process, so the need for conducting a Reassessment and Adjustment to look at the changes that will take place as a result of the recommendations (Community Impact Assessment. (n.d.).).
During the reassessment and adjustments to the center’s findings and recommendations, there arose the need to consider how the center may help its clients address the issues surrounding the changes recommended. The first accepted and adopted solution’s goal was to ensure a good team of highly qualified Human Resource personnel is put in place, and their department fully supported by the administration to limit the chances of employing incompetent staff. This was after the Impact Analysis showed that this would result in the center having the best of the best staff in their respective fields.
The management cost of hiring and managing the HR department was also directly proportional to the benefits in terms of staff productivity. This solution in regards to the center’s clients was received without much a do. However the client and stake holders were wondering how they would be involved in the hiring process. The clients were assured that their representatives in the board of governors were still part of the recruiting team.
They were also convinced that the only difference was that the Human Resource department was the body meant to facilitate and enhance the hiring process by following the right procedures in accordance to the law (Impact Analysis – Decision-Making Skills Training from MindTools.com. (n.d.).). The same applied to the major shareholders who are also members of the Board of governors or have representatives in the board. It was concluded that the above parties should always be part of the hiring process.
The second accepted and adopted solution was that the Human resource department needed to collaborate with recruiting agencies for the first or initial recruitment process, this would ensure proper filtering of the best candidates to join the center’s staffs as new employees. The estimated cost was reasonable, and the benefits of its implementation outweighed the management cost. The clients and the shareholders suggested that this was unnecessary since it would need additional cost to enhance its implementation. The involved parties were given an example on the ground on how to recruit programmers.
The only way would be to use an agency specializing in ICT. This is because they have all the facilities i.e. Hardware and software necessary during the recruitment process. These firms have broad ability of assessing the candidates better, thus the absorbed new staff would generally be competent enough. The clients and shareholders got the point home and the issue was closed. To make them more comfortable, it was recommended that during such recruitment the representatives of both parties should be involved.
Lastly, the third accepted and adopted solution was the decision to incorporate relevant and modern management programs like the resource planning and Scheduling system, financial systems, risk analysis software etc. to assist top authorities in management. The center needed to advance technologically to enhance and facilitate productivity and efficiency, not forgetting the center’s mission and vision. The report showed that the overall cost of implementing this solution was high, but since it was an ongoing process to be conducted in phases, it was concluded that the proposed solution was worth implementing.
The clients of were assured of real time response in times of attack. The shareholders were kind of worried with the huge budget allocated to ensure the implementation of advanced technology, but since the technological advancement would take place in phases and each milestone allocated a significant amount, the shareholders bought the idea of not compromising the quality of services offered by Edgewood Chemical Biological Center.
They also understood the fact that Edgewood Chemical Biological Center needed to advance technologically to meet the ever changing techniques of attacks with urgency it deserved. This solution would also allow for research work to be advanced at the center thus, facilitate improved services by the Edgewood Chemical Biological Center in it endeavors to meet its vision and mission.
In conclusion, during the Reassessment and Adjustment of Edgewood Chemical Biological Center, they were no changes made in regards to the decisions made during the Impact analysis or earlier. It was concluded that the center will continue on the path it is currently moving along with. The major goal of the Reassessment and Adjustment of Edgewood Chemical Biological Center was how to help the center’s client and shareholders in addressing the issues surrounding the changes due for implementation. After the Reassessment and Adjustment of Edgewood Chemical Biological Center, everything was clear and everybody was comfortable / satisfied.
References
Community Impact Assessment. (n.d.). Community Impact Assessment. Web.
Impact Analysis – Decision-Making Skills Training from MindTools.com. (n.d.). Mind Tools – Management Training, Leadership Training and Career Training. Web.