BBQFUN operational plan
Operation plan refers to a plan that is more detailed and provides a detailed picture of how a department or a group of individuals in an organization will help in the achievement of the set goals of a particular organization.
An operation plan is an important factor in implementing the E-commerce strategy because:
- It provides a clear picture through the online websites on the tasks to be done and the strategies that would lead to exceeding.
- It illustrates when the tasks should be done in the least available time ensuring no time is wasted
- It clearly states whois responsible for managing the inventory.
- Helps keep in check financially by sales achievements and payments.
- It also directs individuals to do their daily work because the days have been managed through the plan of an E-commerce software gets all things perfume as it’s supposed to.
BBQfun’s mission is to provide customers with great value lifestyle products that are out door, they have multiple objectives and tasks done to achieve them, judging from the operation plan in the financial year 2013 to 2014 which included:
- Creating a good reputation for great customer service and good products by raising the organizational profile by 20% and improving their client satisfaction by 25%.
In order to achieve that they had to undergo some tasks just to mention a few ; Auditing supplier excellence, having steady contact with dealers ,Investigating the resourcing requirements people, yields and fulfilling resourcing and supply needs in agreement with policies .
- Getting professionally involved with clients over promotion and personal services by conducting quarterly surveys on client gratification, Assessment of the marketing data and the market to determine better advertising opportunities.
- Supporting individuals to perform through performance management and training by engaging with workers business goals that are strategic and support development professional in line with goals that are planned strategically, explaining how activities work with strategic goals in the organization.
- Sales revenue increased through researching for new suppliers that are potential, management of Inventory, development of bonus system and budget restraint in management of activities.
BBQ fun policies and procedures included:
- Budget summary where a budget that was approved by activities to be done (2013–2014). This was reflected on income in cost of goods sold and investment income, expenses such as wages and consultancy fees, marketing, training and insurance.
- BBQ fun will have to suffer business costs for charge insurance. The valued cost for this is $100,000 annually.
- BBQ fun operates Monday to Friday from 9 am to 5 pm and will be working all year except constituted breaks.
As an external consultant, I intend to amend the existing operation plan by identifying new risks and carefully monitoring the performance.
Operational risk Management is the responsibility of a senior manager directly. He is responsible for dealing with conditions that in a way can lead to risks creation and ensure that risks that have been identified are dealt with appropriately.
- Risk Measurement is necessary for rating risks across the organisation in terms of risk criteria that is already agreed ,like potential probability of a certain risk happening. I will come up with various techniques for analysing risk, such as judgment from an expert, impact assessment and Risk probability evaluation.
- By also defining the rating scales of risk, having an agreed risk criteria in order to encourage consistency all over the organisation.
- I will also allow prioritisation of risks, and get a risk log that defines each kind of risk and the action to be taken.
Various physical requirements to implement E –commerce strategy:
Costs computer and apparatus
- Distribution trucks $40,000 x 6= $240,000
- Forklifts $15,000 x 3 = $45,000
- Advertising costs $200,000
- Website designers $200,000
- Staff teaching Online client service training $3,000 per staff member = $24,000
- Employment costs $30,000 Organization change governance training for store managers and team leaders $3,000 each = 1 Brisbane store manager,
- 3 Gold Coast team leaders x $3,000 = $9,000
- Warehouse and office reconfiguration $50,000
Total: $801000
To inquire more on the resource requirements I will have a consultation with these two:
- External Consultant (me): what are some of the human resourcing requirements in ecommerce?
Sales and marketing manager: the requirements include the skills that the people will need to perfume, the number of online staff required to meet the goals of the organization, the economy involved with the work, the ability to attract more and new employees, training the interested individuals, checking their backgrounds and references.
- External Consultant (me): What are the physical requirements needed for the ecommerce?
Technology consultant: The system must be definitely be housed in a secure room physically and we need a backup media where the system will be put in a secure location. There should be a disk drive to back up data in case of power failure, seats and tables and air conditioners
Implementation of the physical resourcing:
Find an agent to allocate a great office that will lodge the necessary office equipment, such as computers, servers, ups, photocopier and other apparatus.
Brisbane: Head office
- Location: out of town
- Size: 20,000 square meters (60% warehouse, 40% display area). Warehouse area used at 45% of capacity, well set up building from where the server is located to backup media the system should be stored securely
- Average mezzanine office space for the security team and installed cctvs monitored
- Nice tables and comfortable seats, have the air condition installed.
- The room where the system is stored in should be monitored using devices such cctv cameras and other motion detectors
- Have all the disk drives purchased for back up.
The company would need five million as the capital to be safe.
Steps of human resourcing:
- Advertise for the job online: During the first week of the month, by the talent acquisition representative,
- Describe what the job is about, the salary and the qualifications and requirements and the wages and allowances; give instruction on cover letter specifications. Done in the second week of the same month.
- Check the applications and evaluate its checked by the talent acquisition manager
- Start the short listing process for the qualified candidates done by the hr at the end of the month.
- Check criminal backgrounds these done by the risk department in the 2nd week of month two.
- Have candidates travel for the interview in the third week, done by the hr intern.
- Do the interviews in a panel; to be done at the end of the 2nd month with the hr team to be assigned.
- Evaluate the disabled and discus with them done by the hr wellness team the same day as the interviews.
- Make the decision and inform the candidates done a week after the interview by the interns.
- References confirmed done by the hr team.
Action plan template:
The objective is to have the interviews done within three months and the whole process will cost 80000$. These will be handled by the Hr payroll team.
Performer’s indicators.
Key result area:
Jobs starting immediately after the three months.
Recruiting more than enough qualified individuals
Wages and rewards up to 0.5million maximum to motivate workers
Target:
Acquire profit of one million after the first two months.
Sell more products than the previous year.
Have more workers by the end of the year with better expenses.
There was:
Risk due to poor time management, almost failed to get recruitment done on time.
Risk of fraud due to sharing of password in it department.
Risk of death due to too much work while sick.
Risks to application after referring to stakeholders at BBQ fun, you determine:
- Average risk of deprived online sales
- Great risk of client service hitches for online clients leading to a break of consumer law
- Great risk of staff misinterpreting variations and seeing online sales as threat to jobs
Assessment task 2
Implementing the physical resourcing
Brisbane: Head office
- Location: out of town
- Size: 20,000 square meters (60% warehouse, 40% display area). Warehouse area used at 45% of capacity, well set up building from where the server is located to backup media the system should be stored securely : this cost $300000
- Average mezzanine office space for the security team and installed cctvs monitored this cost $50000
- comfortable tables and comfortable seats, have the air condition installed. $20000
- The room where the system is stored in should be monitored using devices such cctv cameras and other motion detectors$50000
Total expense $420000
Implementing the human resourcing:
- New employees to be brought advertise for the job online: During the first week of the month, by the talent acquisition representative, this costs $5000
- Describe what the job is about, the salary and the qualifications and requirements and the wages and allowances; give instruction on cover letter specifications. Done in the second week of the same month.2000
- Check criminal backgrounds these done by the risk department in the 2nd week of month two.$ 7000
- Have candidates travel for the interview in the third week, done by the hr intern.$2000
Total expenses: $16000
Risks management at BBQ fun:
- Provide education to avoid danger of meagre online sales
- Law enhancement: danger of glitches for online clients leading to a break of customer law
- Provide practical examples for danger of staff misinterpretation and considering online sales as threat to jobs
- thorough recruitment background check for the danger of not being able to employ fully qualified online staff
- distribute sales evenly and get better sales strategy to avoid wastage due to overstocking stock in anticipation of increased online sales.
Steps to HR recruitment:
- Advertise for the job online: During the first week of the month, by the talent acquisition representative,
- Describe what the job is about, the salary and the qualifications and requirements and the wages and allowances; give instruction on cover letter specifications. Done in the second week of the same month.
- Check the applications and evaluate its checked by the talent acquisition manager
- Start the short listing process for the qualified candidates done by the hr at the end of the month.
- Check criminal backgrounds these done by the risk department in the 2nd week of month two.
- Have candidates travel for the interview in the third week, done by the hr intern.
- Do the interviews in a panel; to be done at the end of the 2nd month with the hr team to be assigned.
- Evaluate the disabled and discus with them done by the hr wellness team the same day as the interviews.
- Make the decision and inform the candidates done a week after the interview by the interns.
- References confirmed done by the hr team.
Interview planning for recruiting two candidates:
Company name: BBQ fun
Name of person developing the plan:
Who was consulted as part of this plan?
Name Position
Question: why do you want to work here?
Answer: I have always had passion for sales and business.
Question: where do you see yourself in 5 years?
Answer: I can’t tell just living at the moment.
Risk identified: Narrow minded
Activities to minimize risk: recommended more exposure and support him to perform via training and performance management
Assessment task 3
Investment strategy:
A target of $30000 sales
Participate in 2hours training sales per month
Get a 1% error rate
Target $300000 sales per quarter making an 80% profit per quarter financial year.
Recourses;
Additional employee $10000
Additional marketing $15000
Additional training $20000
Additional recruitment: $30000
Plan template:
The objective is to have more sales and a profit and 1%rate error
Target 0% overrun
Profitability index:
300000 per quarter financial year
250000 in the second quarter year
$80000 profit per quarter:
Implementation risks:
- Staff not familiar with the product
- No understanding of customer relationship management
- Poor communication lines
- No performance maintenance
- Customers abort interaction
- Poor website maintenance
- Lack of skills and knowledge
- Overtime working due to multiple customer interaction
References
Benjamin, N. (2002). Frontline management. Australia: Prentice Hall.
Public-private partnership operational plan 2012-2020.
Young, P. (2007). Business plan. Chandni Chowk, Delhi: Global Media.
Operational plan for enhancing ADB's effectiveness in fragile and conflict-affected situations.
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