Operational Plan for Assembly & Fit out Team

This document provides an operational plan for the Assembly & Fit out Team at National Camper Trailers. It addresses the issues of high turnover and lack of job satisfaction among employees. The plan includes strategies for improving recruitment, training, and performance management, as well as implementing policies and procedures. It also outlines key performance indicators and monitoring processes. The document concludes with contingency plans for managing poor performance and employee work schedules.

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Assessment 1: Case Study
Case Study
It has been analysed that the fitout and the assembly was found to be responsible for the attachment of
the fittings to the base trailers. The awnings, all of the accessories and everything that has been
requested by the customer are included in this however it is not limited to the same. There is a need to
develop the operational plan for correcting the trend which is unacceptable in the assembly and fitout,
with a year-end employee turnover which is five to six times higher than that of the other departments.
A serious issue has been identified by the business plan analysis regarding the staff turnover within the
fitout and assembly team, in comparison with the other teams of the NCT. The primary reason for the
high turnover of staff is due to the unsatisfaction and lack of motivation of the employees towards their
job. It was also evident that company was facing losses due to frequent recruitment, training and loss of
experience and knowledge. The recruitment process of NCT was not up to the mark. Another issue that
was identified was a poor culture of the team.
Part A - Develop an Operational Plan
NATIONAL CAMPER TRAILERS (TEMPLATE)
OPERATIONAL PLAN
Assembly & Fit out Team
Version Control
Version No. Date Status Reason for change
Approval
Name Position Date approved Signature
Mick Dundee CEO 2nd January 2018 Mick Dundee
Michael Assembly & Fit out
Manager
5th January 2018 Michael
Heather HR Manager 9th January 2018 Heather

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Background
The case manual is related to introducing a new employee to the organization and make him familiar
with the job, tasks and responsibilities. The brief history of the organization is provided, including the
information related to its clients and their strategies and techniques of being perceived in the market.
The terms and conditions of employment are addressed to the employee as well as the expectations of
the employer regarding the employee’s behaviours and their policies and procedures. The manual can
be used as a reference and resource by the employee.
Objectives
 To create proposal for physical resources and service requirements and identify the need for
reviewing variety of sources
 Implementing a consultation process
 Recruitment of employees and develop them in alignment with the NCT policies and procedures
 Prepare contingency plans and take relevant approvals
 Develop Key Performance Indicators (KPIs)
 Create a budgeting process
 Implement monitoring/coaching systems
Policies, practices and procedures
Policies and procedures play a crucial role in the successful management of NCT, by guiding decisions
that are made for current and future operations. They give consistency in actions and decision making.
They are interdependent and join the individual departments in working towards a common goal of
business growth.
There are policies and procedures which govern the way resources are procured. There are policies
which related to recruitment and staff selection, induction and training the employees, purchase of raw
materials, equipment and supplies. The recruitment and induction of employees is made on Principle of
Merit, compliance with all relevant Federal & State Legislation. The discrete work products along with
the work procedures are owned by functional teams on an end-to-end basis.
Human Resource Strategic Plan
A Human Resource strategic plan will help National Camper Trailers to execute on the business strategy
and goals. It will prepare the business prepare the current staff and anticipate the people it wants to
recruit. There are certain critical steps for an effective Human Resources Strategic Plan.
 Identifying the current workforce’s skills and competencies and assessing their talents,
performance reviews
 Creating employee development plans aligning with business objectives, action plan to provide
opportunities for employees

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 Creation of a succession plan helps in identifying right employees for the position
 A gap analysis will help improving the current procedures and policies and implement new
practices to support the business growth
 Increasing resource need for the future by undertaking staffing and recruitment of human
resources.
Policies & Procedures
Policies and procedures cover the different facets of the business operation, including Material
Resources, Human Resources, Property, Finance, and Operations. They explain and guide decisions and
actions within an organisation. NCT Policies guide the Operational Plan for:
The policies that will be implemented in guiding the operational plan are code of conduct policy,
recruitment and selection policy, induction policy, training and development policy, probation policy,
flexible work arrangements policy, performance management policy, performance improvement policy,
grievance and complaint policy, conflict of interest policy, intellectual property and security policy, Equal
Employment Opportunity (EEO) & Anti-bullying policies.
Legislative and regulatory issues
The 6 regulatory or Legislative areas that will impact on your plan are:
 Leave Policies
 Health and Safety areas
 Privacy Act
 Federal and State Legislation (As recruitment will be done internally, externally and from
employee referral, Age Discrimination in Employment Act can be implemented)
 Ethical practices (Gross or Serious Misconduct Policy)
 Risk Management
Intellectual Property and Copyright
 Intellectual Property Act 2015- In the plan implementation, intellectual property act helps in
protecting the rights and the intangible creations of the human intellect. In simple words, it
protects the intangible property of a person or organization such copyrights and patents.
 Copyright Act 1968 – The copyright act helps in protecting and providing motivation to the
creation of various intellectual works. If prevents others from taking benefit of the creative
works of someone else without paying them remuneration or royalties.
Issues identified
The key issues identified are-
Lack of clarity of job roles and responsibilities- As the staff is unaware of their job roles and
responsibilities, they are unable to bring justice to their respective job positions.
High turnover- The current A&F team is facing the issue of high turnover which is unacceptable resulting
in additional costs to the company.
No exit interviews- There are no exit interviews conducted and appropriate feedback is also not
provided to the employees.

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Employee work schedule- The employees are constantly shifted from their scheduled work. This caused
employees to take up multiple tasks and lose focus on urgent tasks.
No reward system for good performance- Employees are not recognized and rewarded for their efforts
which resulted in demotivation and poor performance of the staff.
Non-alignment of management in recruitment process- The CEO often interviews the candidates but
the A&F and HR manager are not always included in the recruitment process.
Lack of training of senior management- The senior employees need to be trained to manage poor
performance.
No frequent training or induction sessions- The senior management fails to address to the
requirements of Fair Work and other legislative requirements with regards to employee benefits.
Resources
Ref No. Resource Costs
1 Raw materials 100,000
2 Machinery and equipment 500,000
3 Building and infrastructure 2,000,000
4 Inventory warehouse 600,000
Total 3,200,000
Key Performance Indicators (KPI’s)
KPI no Area Performance Indicator Target Actual
1 Job positions and
responsibilities
Briefing sessions for employees (No. of
employees attending the session)
45 41
2 Staff Turnover This can be measured by calculating the
staff turnover in a month.
Total no. of leavers in a month
Average no. of employees in a month
*100
50
employees
0.5%
employees
leaving the
job
40
employees
0.4%
employees
leaving the
job
3 Exit Interviews Improvement in HR Policies and
effective people management
20% 22%
4 Overall
performance
management
Increase in sales 30% 35%
5 Employee
Performance
management
Employee satisfaction by conducting
surveys and other metrics,
Improvement in employee
performance, Number of employees
retained
120
satisfied
employees
108
satisfied
employees
6 Training Program Internal Promotions Vs. External Hires 3:5 4:3

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Effectiveness will help in organizational succession
planning
The data provided in the table above is related to the finance of the company, both projected and actual
in monetary terms. These Key performance Indicators mentioned above are KPIs of HR and are related
to the above as these can be used while recruitment, training and development of employees.
Monitoring
NCT shall monitor and measure the performance by following a formal performance review with their
immediate managers at least twice a year. The procedure would begin by advising the employees
regarding any shortfall in their performance. The responses of the employees will determine if they
require any training. If an employee has received a warning, the managers will make a note of it and
appropriate policies and procedures will be applicable on their misconduct. Formal performance
standard of conduct and performance will help employees to understand the management appraisals. In
case of non-improvement of the performance of the employees, a written warning can be given and if
this does not work, NCT might terminate those employees.
Operational Action Plan
Ref.
no.
Items Person responsible Date for
completion
1 Describe and establish Job positions and
responsibilities (Refer Appendix A).
HR Manager 1 month
2 Implementation of a daily work schedule and
bring about variations in the work schedule
Assembly and Fit out
Manager (A&F)
3 months
3 Conduct exit interviews HR Manager and A&F
Manager
3 months
4 Develop job recognition rules, make
recommendations for the management
team, and establish a reward and
recognition program.
HR Manager and A&F
Manager
1 month
5 Develop process for managing poor
performance, training for delivering formal
warnings
HR Manager 2 months
6 A&F Manager will scrutinize employees
while CEO will also participate in interview
process, vacancy documentation process will
be maintained by HR Manager
CEO, A&F Manager and
HR Manager
2 months
7 The induction and briefing sessions on Fair
Work and other legislative requirements will
HR Manager 1 month

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be taken by HR Manager
The above operational plan is related to the findings, issues and KPIs as they are included in the roles
and responsibilities of the human resource manager. The timeline mentioned is a short-term plan for
National Campers Trailers.
Operational Plan variations
 Managing poor performance- The possible issues which take place within the organization due
to poor performance of employees should be solved and managed so as to ensure a stable work
environment.
 Contingency for managing employee work schedule- Employees may take up multiple work at
the same time and may accomplish done. A contingency plan will help to employ an employee
work schedule management system.
Contingency Plan A- Managing employee poor performance
Reason: This contingency plan mentioned is relevant to operational plan as it related to the role which a
Human Resource manager plays in managing the poor performance of employees.
Strategies Action Who to
oversee
Impact assessment The impact will be measured on the degree of poor
performance
HR Manager
Resources required Employees with high morale and enthusiasm to work HR manager
Measures and
controls
Monitoring their performance and implement Performance
Improvement Plan, give formal notices, regular meetings to
check on their performance
HR manager
and respective
department
heads
Recovery strategies If the employees are on performance improvement plan,
guidance has to provided and ensure they are serious about
improving their performance
HR Manager
and A&F
Manager
Plan The plan should be implemented for the underperforming
employees
HR manager
Test, train,
maintain
The plan needs to be monitored by understanding the
reasons behind such performance
HR Manager
and respective
department
heads
Review of plan The plan will be reviewed by the managers to see if any
change is required
HR Manager
and respective
department

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heads
Contingency Plan B- Contingency for managing employee work schedule
Reason: This contingency plan will help HR Managers to streamline the process of scheduling work
timings for employees.
Strategies Action Who to
oversee
Impact assessment The impact will be measured on the scheduling plan of
employees
HR Manager
Resources required A software, a system to automatically calculate their working
hours, payroll providers
HR Manager
Measures and
controls
Creating a staff list and decide on their shifts, automate the
system, creating staffing parameters, scheduling
employees bases on their skills
HR Manager
Recovery strategies The use of a reporting tool to customize employee data,
Reducing overtime hours, integrating third-party payroll
providers
HR Manager
Plan The plan will be implemented to streamline the process of
over-scheduling or under-scheduling of employees
HR Manager
Test, train,
maintain
The effectiveness of the reporting tool will be analysed HR Manager
Review of plan Changes in the plan can be made after reviewing the
management and scheduling of employees
HR Manager