Project Management for BBQ Fun

The assignment delves into the project management strategies for a company named BBQ Fun. It details responsibilities of a Project Officer, such as recruiting and training staff, achieving profit targets, and controlling budgets and timelines. Key actions are outlined with procedures and remarks, emphasizing a delivery speed of three days from order placement. The risk update section addresses potential challenges like inadequate training programs and market demand analysis, proposing contingencies for mitigation. Finally, the conclusion emphasizes the importance of regular staff performance checks to ensure project success.

BBQ Fun Management Operation Plan1
BBQ Fun Management Operation Plan
By Student’s Name
Course + Code
Class
Institution
Date

BBQ Fun Management Operation Plan2
Assessment 1
1.1 BBQ FUN INTRODUCTION:
a. Legislation and Regulation of BBQ Fun
Australian Consumer Law (ACL 2011)
E-commerce activities in Australia are controlled by ACL of 2011. In order for an e-
commerce transaction to be complete, the ACL requires BBQ Fun to have a good
description of commodity, cost of the commodity, terms and conditions of delivery
and warrant information (Griffiths, 2016).
Intellectual Property Act of 2015/IP Bill of 2014
E-commerce trades a variety of commodities using websites. The commodities
range from: music, software, photographs etc. The product traded must be licensed,
therefore BB must adhere to the Australian IP Act of 2015 and that of 2014.
b. Outline of Policies and Procedures of BBQ Fun
Resource Policy and Procedure
BBQ Fun should locate funds that are low in cost. An example is using both debt and
equate in a firm in order to reduce taxes.
Human Resource Policy and Procedure
Both external and internal sources can be used to fill the vacancies at the BBQ Fun.
A firm can advertise for the vacancies through the firm’s website and newspapers in
order for external sources to fill (Munsie, 2013).
Operational Policy and Procedure
Day to day activities of BBQ Fun are governed by the Operations General Manager
(OGM). The Operating policies of the BBQ Fun govern the product, quality of supply,
distribution and the whole enterprise distribution.
c. Outline of The Role of Operation Plan
The main role of Operation Plan is to help an organization in achieving the goals set
aside while it still exists and operates (Aguinis, 2005). In BBQ Fun, operation plan

BBQ Fun Management Operation Plan3
controls the goals of teams, how to achieve the already set goals and the resources
needed in achieving the above goals.
Methodology and Models of Operational Plan for BB Fun
Risk Identification:
Once the workers are recruited, they will be trained on the health of the workplace
and their own safety. The workers are urged to report any WHS problem to the OGM
as soon as they are noticed.
Performance Monitoring
The performance of each worker will be analysed at the end of the month with
respect to the target set. The OGM will notice the workers using various
unfavourable changes.
The Resourcing Proposal
The firm requires approximately 862,000 dollars to act as the first investment in order
to employ the new strategy of e-commerce.
Proposal for Resourcing
SI.
NO. Resources Costs
1 plants and equipment $330,200
2 promotional costs $300,100
3 websites development $100,200
4 staff training cost $24,100
5 Cost of recruitment $30,100
6 management changes
leadership trainings $27,200
7 warehouses and office $50,100

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reconfigurations
Total $862,000
I would advise BBQ Fun to invest the money by using both internal and external
financial institutions like loans from a bank.
1.2 Resource Requirement to Implement E-Commerce Strategy
Resource Requirement
SI. NO. Resources Requirements
1 Human resources
four online staffs,
four warehouse staffs and
six delivery drivers.
2 Physical resources six delivery trucks,
three forklifts.
3 Initial investments $861,100.00
4 Operational capital $5,100,000
5 insurance requirements $100,200 per year
Role Played
Consultation with Sales and Marketing Manager
Me: Good morning, in coordinating the store, do you have a storage area?
Marketing Manager: As a matter of fact, I am in control of organizing the
marketing transactions in Gold Coast and Brisbane.
Me: In which position would you place BBQ Fun due to its e-commerce strategies

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in the business?
Marketing Manager: My organization is among the top position in e-commerce
that provides the fastest supply of commodities to their customers’ doors within a
very short period of time
Me: Since you are conversant that the firm wants to increase by 20% whereby
your role as a sales manager is so challenging, what is your say?
Marketing Manager: In order to reach a certain profitable goal, extra people
require to be added to the team.
Me: Approximately, how many extra people do you require?
Marketing Manager: I would prefer four online individuals and six delivery
individuals only.
Me: Okay, thank you for your time.
Marketing Manager: It is a pleasure.
Consultation with Tech Manager
Me: Hey Lacke, Good morning.
Tech Consultant: Good morning Langjing.
Me: I am the external consultant of BBQ Fun and I would very much like to confirm
some technical issues with you.
Tech Consultant: Yes, please.
Me: How long do you think it will take to develop another website?
Tech Consultant: I think it will take us utmost fifty days.
Me: What exactly do you require in order to move the website developing process
at a high speed?

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Tech Consultant: Initially, we were using C++ language to construct the website.
However, we now want to use JavaScript language which is much faster. Hence
the reason as to why we will take about fifty days.
Me: Okay, thank you for your description.
Tech Consultant: Ok, thank you for your visit.
Sources: (Munsie, 2013)
1.3 Action Plan
Action Plan
Milestone:
Actions or
Objectives
Date Person
Responsible
Budget or
Resources
Physical
Sources：
1. The supplier that
will offer high
quality but low
price will be given
the purchase order
2. The department
of finance will pay
the delivery price
for truck and forklift
after receiving
delivery truck’s
01/07/201
3 to
30/07/201
3
Pat Mifsud, CEO
Riz Mehra, CFO
Kim Chen, OGM
$330000
($300010+
$30200)

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receipt
Human Sourcing:
The firm will
require extra
employees. To
employ the extra
employees, the
procedure below
should be followed.
1. The request for
certain number of
employees will be
raised by the HR
manager.
2. The selected
candidates will be
called upon to be
trained so as to
cope with the firm’s
environment
3. The workers
who already exist
will be trained at
different intervals
in order to keep
them updated
about today’s
practices.
01/08/201
3 to
31/08/201
3
Pat Mifsud, CEO
Riz Mehra, CFO
Kim Chen, OGM
$81010
($30020+
$24010+
$27020)

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1.4 Performance Indicators for a Changed Operation Plan
Apart from the already existing indicators, the indicators below for performance will
be of help to the changed operation plan.
Performance indicator for operational plan
SI.
NO. Aims Performance Measures
1
The firm must come up with the
highest productivity from use of
resource that requires to cope with
scientific methodology in work
designing for workers.
 Return on equity
 Return on asset
 Assets multiplier ratio
2
The firm should focus on getting new
market for their product and
compensating new commodities to
increase their market.
 Introducing new product
lines.
 Completing of market
research.
 Entering newer demographic
markets.
1.5 Balanced Score Card for Customer Service Representative
Balance Score Card For Customer Service
Key Result
Area
(KRA)
Targets
Key Performance
Indicator
(KPI)
Result
Organizationa
l Profile
Raised
organizational
profile by
20%.
 Brand
Recognition
 Positive views
of BBQ Fun.
The firm would see an
increase in the value of
the brand of the firm.
Therefore BBQ Fun can
now charge higher prices

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for its brand values which
are competitive.
Customer’s
Satisfaction
Improve
customer’s
satisfaction
by 20%.
 Time of Delivery
 Lead time
 Customer’s
complaint
 Number of
return item(s)
The organization will now
increase its market shares
and place itself as the
leader of the market. The
average fixed cost will
now drop due to high
changes resulting from
the improved customer’s
satisfaction in BBQ Fun.
This drop of average fixed
cost will lead to good net
profits.
Sources: (Aguinis, 2005)
1.6 Associated Contingency Plan
Associated Risks
Contingency Plans
Company’s Name: BBQ Fun
Name of The Plan’s Developer: Langjing Huang
The Person Consulted as Part of This Plan:
Name: Pat Mifsud
Position: CEO.

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Risk Noticed:
1. The risk of losing important information when a worker leaves the firm.
2. The risk of failing to adhere to WHS legislation law.
Strategies or activities to
lower risks
By when By whom
1. Give good payments and
incentives for high quality
applications
10/08/2016 Les Goodale, HR
Manager
2. The firm should register
their business model with
regard to IP laws of 2015 and
2014.
20/08/2016
Kim Chen,
Operation
General Manager
3. The firm ought to arrange a
training session in order to
enlighten the workers about
WHS.
1/07/2016 Les Goodale, HR
Manager
Sources: (Campo, 2015)
1.7 Role Playing (Developing A Proposal)
Consultation with Operation General Manager

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Me: Hello, Good morning Chen!
OGM: Hey, Good morning Huang.
Me: Today I was planning on presenting to you my findings on your proposal about
strategies of e-commerce.
OGM: It is okay, please continue.
Me: It is from your past HR trends that I learnt that it took you two months to finalise the
process of hiring in your firm. However, this hiring process is required to take only one
month starting from 01/08/ 2017 to 31/08/ 2017.
OGM: Okay, I will speak with the HR Manager. Can there be any possibility of reducing
the time for developing the website?
Me: I don’t think so because the IT developers use JavaScript programming language
to write the website again. Hence there is no way that they will be able to have done the
work in fifty days.
Me: Thank you for your time.
OGM: It’s a pleasure.
Sources: (Catherine Chubb, 2011)

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ASSESSMENT 2
In Australia, BBQ Fun is very popular. It has been ranked as among the top bets
organizations which offer out-of-door living commodities. As time went by, BB Fun
began production of more out-of-door commodities and became popular in the whole
of Australia (Griffiths, 2016). The BBQ Fun management is planning on extending
their services to the whole world. It is our sincere hope that our commitment and high
quality products will need resources to govern online stores from which the firm
requires human and physical resources.
Physical Sourcing
We must look for external resources to act as a managerial advisor with regard to
the physical sourcing requirements (Campo, 2015). In addition, vans for delivery and
forklifts can be used as the requirements need in order to develop and improve a
website with Information Technology team.
Procedures in Physical Sourcing.
1. Request sourcing
In order to ask for any type of physical resource for operation purposes, the
manager must fill a request order
2. Approval.
The CEO of a firm has the power to approve the order request filed by the
manager.
3. Quotation
After the purchase order has been approved, the firm sends the quotation
order from the supplier (Campo, 2015).
4. Order of Purchase
The management considers the supplier with high quality product and at low
cost.
5. Paying.

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As a receipt, the firm will give last approval at the expense of another
approval.
Physical Sourcing Strategies
Every sourcing is dependent on the budget. The firm prefers the supplier with the
lowest cost to deliver the resources (Lupulescu, 2014). The supplier’s selection will
be based on the quality of physical resources and the price.
Supplier’s Selection.
With regard to the strategy of the business, some sourcing functions of the supplier
which tend not to augur well with the firm are of great benefits. The competitive
advantage of a firm lies in the firm’s resources, competencies and capability
(Catherine Chubb, 2011). The chances of losing competencies such as technology
are high when a firm decides to outsource.
I would ask BBQ Fun to choose innovative technology that is responsive and has a
good price and be of high quality.
IP’S Risk Management Strategy
In order to protect the IP, the firm uses non disclosed agreement. The use of non-
disclosed agreement is widely used in high technology fields especially computer
and internet organizations (Lupulescu, 2014). Moreover, the firm may use
authentication logins in order to protect movement of classified data from or to the
firm.
Redevelopment Fees Payment
The CFO of BBQ Fun gives the last form of expenditure approval after test running
and installing their services.
Human Resourcing
In order for the firm to employ the e-commerce strategy, the firm requires five online
staffs and two warehouse staffs and five drivers for delivery.
Human Resourcing Process

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1. Other issues of human resource and the answers.
2. Describing Human Resource Approval and Plan work.
3. Work Advertisement Preparation.
4. Write the cost of employing a worker.
5. Criteria selection and questions of the interview.
6. Reference Check.
7. Preparation of Job offers.
8. Training and mentoring the staff members the new program.
9. Probation reviewing for three months.
10. To monitor and review Human Resource Plan.
Human Resourcing Strategies
When looking for a good match for a specific job, the firm will prefer interviewing the
internal individuals first before interviewing the external individuals.
Protecting the IP assets
All workers are part of the firm. While running the business, we will look for a way to
access personal data of the organization. In order for protection of IP of BBQ Fun,
the firm decides to use classified agreement (Munsie, 2013). All the workers must
sign the classified agreement before working with BBQ Fun.
Interview Plans for Potential Candidates
Interview planning Description Time
1. Interview type Walk in the interview three hours
2. Aims To look for the perfect individual for Sales position.
3. Approach and style The board of interview will include CEO, OGM and HR.
4. Schedule Interview will be 10-15 minutes starting from 9am on 12/08/2016.
5. Question and Answer The position in his/her company?
Why the person left the job?
Role Play
Candidate1-Benjamin
Interviewee: Hello, may I come in please?

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Interviewee: Yes. Please take a seat.
Interviewee: Thank you.
Interviewer: I received your Curriculum Vitae applying for the job. Why do you think
you are fit for this position?
Interviewee: Thank you for inviting me to this interview (Munsie, 2013). I did a
Diploma in Management and I have some few years of experience since I used to
serve the same position at an Italian Hotel. Therefore, getting this position will help
me acquire more knowledge and skills in your firm.
Interviewer: When did you do a job related to this for your organization?
Interviewee: I worked for three years after finishing my degree.
Interviewer: Can you please tell me more about the description of your last job?
Interviewee: I used to design and organize tasks in groups (Catherine Chubb, 2011).
We used to work as a team and sometimes I made arrangements for my customers
like booking a dinner table.
Interviewer: Can you tell me as to why we should employ you?
Interviewee: I had the same working position in a different organization which will
enable me to invest my skills in your company’s advantage. I will contribute positively
to the growth of the organization.
Interviewer: Thank you very much for your time.
Interviewee: It’s my pleasure.
Candidate2-Sarah Mo

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Interviewee: May I come in please?
Interviewer: Yes. Please take a seat.
Interviewee: Thank you.
Interviewer: I received your Curriculum Vitae applying for the job. Why do you think
you are fit for this position?
Interviewee: Thank you for inviting me to this interview. I did a Diploma in
Management and I have some few years of experience since I used to serve the
same position at an Italian Hotel (Lupulescu, 2014). Therefore, getting this position
will help me acquire more knowledge and skills in your firm.
Interviewer: What are the two major things you plan to do in our firm?
Interviewee: My main aim is to increase the revenue sales and look for high quality
food that will be healthy to the customer and that will leave the same customer with a
good impression about the firm and also produce loyal brands.
Interviewer: How do you prefer to work in an organization?
Interviewee: I prefer working with a team.
Interviewer: What did you like most in your previous job?
Interviewee: I liked the mode of working among the team members. Every member
contributed positively towards satisfying the customer.
Interviewer: Okay. Thank you very much for your time.
Interviewee: It’s my pleasure.
Evaluation for Candidate1
Q1 Marked 4
Q2 Marked 3
Q3 Marked 3
Q4 Marked 5

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Total Marked 15
Evaluation for Candidate2
Q1 Marked 4
Q2 Marked 4
Q3 Marked 4
Q4 Marked 4
Total Marked 16
Recommendations
From the above assessment of the two individuals, it is open that Benjamin is 25
marked while Sarah is 15 marked and therefore Sarah should be hired.
Milestone : Action
and/or objective
Date Person
responsible
Physical sourcing
1. Source requesting
2. Approval
3. Quotation
4. Order of purchase
5. Payment
1 Aug 2016
2 Aug 2016
5 Aug 2016
6 Aug 2016
30 Aug 2016
Kim OGM
Pat CEO
Pat CEO
Riz CFO
RIz CFO

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Human resourcing
1. Other issues of the
human resource and
our answers.
2. Description of
Human Resource
Plan Job and
Approval
3. Preparing Job
Advertisements
4. Information about
Cost of Hiring a
worker.
5. Criteria selection
and interview
Questions
6. Reference Checks
7. Preparation of a
Job Offer
8.Mentorship and
Coaching Programs
for the New Staff
Members
9. Probation review
for 3 months.
10. Monitoring and
Review of Human
Resource Plans
1 Aug 2016
2 Aug 2016
4 Aug 2016
5 Aug 2016
8 Aug 2016
9 Aug 2016
10 Aug 2016
15 Aug 2016
15 Nov 2016
20 Now 2016
Les HRM
Kim OGM
Les HRM
Riz CFO
Kim OGM
Les HRM
Les HRM
Kim OGM
Kim OGM
Les HRM

BBQ Fun Management Operation Plan19
Conclusion
If a firm is planning to fulfill its operation by 2016, human and physical resourcing
should be integrated early enough. Moreover, human and physical resources are
delicate when it comes to e-commerce strategies.

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ASSESSMENT 3
Introduction
A process becomes very useful in e-commerce functionality when training the staff
since the firm has very good staff with high skills and knowledge about out-of-door
life styles (Aguinis, 2005).
Monitoring Plans
1. Budgeting
CFO’s responsibility is to collect and cooperate with the finance department of
BB Fun. The manager on the other hand writes a report daily and quarterly in
a year.
2. Production and Staff Performance
It is the responsibility of marketing and product manager to write daily
weekend report which is the information that HR manager will need for
performance evaluation.
3. Milestone and Performance Vs Target
KPI is used in BBQ Fun for indicating area of performance and developing
BBQ.
4. Monitoring and Date
Kept at the end of the week and quarterly of each financial year.
5. Resourcing for Monitoring
Both HR and the CFO monitor the performance and review at the individual
and organizational level. A fund of 5000 dollars will be allocated quarterly at
each financial year (Lupulescu, 2014).
Process of OGM
We have information about OGM of each financial year computed quarterly.
Regular Management Performance
This is the main job of a HR manager. The manager provides information so
as to review every quarter of each financial year (Catherine Chubb, 2011).

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Mile Stone Action or Objectives
Milestone Actions or
Objectives Date Person responsible Budget
Financial Reviews
31/12/2016
Riz CFO
$
2,010
Performance Reviews Less HR Manager
$
2,100
Process Reviews Riz CFO
$
2,020
Sammy Marketing
Manager
Less HR Manager
Sources: (Munsie, 2013)
Performance Analysis
Area of Performance Area of Evaluation and Under Performance
Individual Performance Actual Error rate 10% greater than target error rate 1%
Actual service time= 20 minutes higher than target service
time less than 10 minutes
Sales dropped by 10,000 dollars than targeted sales
%20,000
No training for all staffs
Organization of Company
Actual mistake rate is 10% higher than target 1% on online
sales and service department
Actual service time is 20 minutes higher than targeted
service time less than 10 minutes on online sales and service
department

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Actual Sales 250,000 dollars and actual profit 80,000 dollars
lower than targeted sales which are 300,000 dollars and
targeted profit which is 40,000 dollars.
Financial Performance Budget is over around 10 percent.
Human Resource
performance
Sales and Service staff are not experienced and they would
like to have training.
Sales and Service staff failed to lower the delivery time for
complete order.
Performance management Action
Name of Staff : James Manager Period of Review
Operation
s Plan Key Area Performance
Indicator When Status of Report
Objective 1
Communication with
customer
Completion of
market research
15/1/201
6
The end of every
quarterObjective 2
Produce Quality
product Delivery Time
30/1/201
6
Objective 3
Increase Sales
Revenue
Sales Revenue
Target
30/4/201
6
Remark: He does not have experience and he should
do a lot of training as well as the other staffs.
Signature
Date

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Coaching and Teaching Plan
Coaching Plan
Employee Name : James
Coach / Manager : Benjamin
Date of Start: 15/1/2016
Questions
Goal Do you require any training?
Do you understand the goal of your job?
Do you act as a role model in your team?
Do you know what performance data indicates?
What do you prefer when joining the job program?
Reality BBQ Fun did not employ its policy of management performance
Staffs did not attend the training.
Option
s Staffs can be trained
Staffs can be trained while the job program is on going
Doing All staffs would like to attend training as soon as possible.
All staffs need to check and develop their online services and sales
target
All staffs should check time of delivery which is under his control.

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Role Play with All Staffs
Coach: Good morning, how are you? I am an external BBQ Fun’s external advisor.
Staff: I am fine thank you. I am conversant with your personality and you have an
appointment with me.
Coach: Yes. Today I had to analyze your performance information since I realized
that you have a space for improvement and I would therefore like to talk about it with
you.
Staff: Okay. Then let us discuss.
Coach: Are you conversant or do you understand the goal of a job?
Staff: No. Specifically, I could not find any responsibility or role in my job. I heard the
HR manager say it is developed (Griffiths, 2016).
Coach: Do you sometimes see yourself as a role model in a team?
Staff: I think due to my delivery speed; my errors are many compared to those of
sales revenue.
Coach: I think that one is below the target performance of the firm. What do you say
about that?
Staff: Personally I think it is because I have no training and I would like to be trained.
Coach: Do you need any training?
Staff: Of course I do. The training will help me to better understand my work and try
to adapt to its environment. And also lead to my job improvement (Campo, 2015).
Coach: Which course do you prefer for training?
Staff: I think I prefer the formal type of training.
Coach: Okay. I will arrange the course for your training in the coming four weeks. I
prefer you be ready.

BBQ Fun Management Operation Plan25
Staff: Thank you very much for your time.
Operation Plan status report
BBQ Fun Status Report Date :
1/1/2016
Plan Goal Implementation of e-commerce
strategy Department Operations
Plan
Objectives Re-develop website Person Project
Officer
recruits and train staffs Responsible
achieving profit target
Budget control
Timeline control
Sources: (Catherine Chubb, 2011)
Key Actions Procedures Remarks
Delivery speed
BBQ Fun capable of meeting
average time in 3 days from
the date of ordering.
The team leader must be
able to motivate.
Implementation Activity E-Commerce implements on
processing Must launch on time
Risk Update
Risk Contingency Remarks
The firm The firm has sales The firm must analyze

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promotion and campaigns
Failed. about SWOT and approximate
demand
And supply then requirements.
Training program
is too short
The program is not ready to
design The firm has to figure
and must improve
the staff’s Not willing to take them. out and look for the right program
performance for teaching.
Sources: (Campo, 2015)
Conclusion
It is of essential importance to check the performance of the staff each weekend and
at each quarter of the financial year. If favorable, the management should check
again and write the feedback for action to be taken.
References

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Aguinis, H., 2005. Performance Management , United Kingdom : Heriot-Watt
University .
Campo, F. B. R., 2015. Assessing the Global Dimension of Sourcing:An Exploratory
Study on Italian Companies. International Journal of supply chain management, 4(3),
pp. 15-16.
Catherine Chubb, P. R. &. B., 2011. Performance Management, UK: Institute for
Employment Studies.
Griffiths, J., 2016. Application of the Australian Consumer Law to Government
Commercial Activities. [Online]
Available at: http://www.fedcourt.gov.au/digital-law-library/judges-speeches/justice-
griffiths/griffiths-j-20160916
[Accessed 18 10 2017].
Lupulescu, R. P. N. B., 2014. Risk Management and Risk Type Analysis Specific to
Intellectual Property in Industrial Profile Companies, Brasov: Transylvania University
of Brasov.
Munsie, J. N. a. J., 2013. E-commerce in 25 jurisdictions worldwide. [Online]
Available at:
http://www.addisonslawyers.com.au/knowledge/assetdoc/479edf93cd8fbb6a/
EC2013%20Australia.pdf
[Accessed 18 10 2017].