Operational Plan for Assembly & Fit out Team

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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.