BBQ Fun Management Operational Plan

This operational plan for BBQ Fun Management covers legislation, policies, implementation, e-commerce plan, physical and human resources, and performance indicators. It includes templates and strategies for physical sourcing and human resourcing. The plan also discusses risks and IP asset protection.

BBQ Fun Management operational plan 1
BBQ Fun Management operational plan
By Student’s Name
Course + Code
Class
Institution
Date

BBQ Fun Management operational plan 2
Contents
Assessment One.........................................................................................................................3
Developing an Operational Plan................................................................................................3
The legislation and regulations..................................................................................................3
Policies and procedures in BBQ fun that relate to Operational plan.........................................4
Operational plan implementation...............................................................................................5
Implementation of an e-commerce plan.....................................................................................6
Physical resources......................................................................................................................6
Human resources........................................................................................................................7
Performance indicators...............................................................................................................7
Assessment Two.........................................................................................................................9
Physical sourcing.......................................................................................................................9
Human resourcing....................................................................................................................10
Recommendation:....................................................................................................................13
Conclusion:..............................................................................................................................15
Assessment Three.....................................................................................................................15
The monitoring and reviewing of the operational performance in BBQ fun...........................15
Action Plan Template...............................................................................................................15
Contingency plan template.......................................................................................................16
Performance management plan template.................................................................................17
Plan for coaching......................................................................................................................17
Appendix 5: Report template of Operational Plan Status........................................................18
Bibliography.............................................................................................................................19

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Assessment One
Developing an Operational Plan
This is the process by which an organization plans its business operations to achieve goals.
The organization’s mission and plan will help the organization achieve its objectives
(Mihanović, 2016).The operational plan in this organization will help dictate the steps and
type of resourcing methods that help achieve its objectives.
The legislation and regulations
In Australia, all organizations must abide by all the regulations and legislation laws (Gaskill,
1994). Some of the areas of legislation that will apply to these operational plan will include
the following:
 Health and safety laws
 Privacy legislation
 Australian consumer law
 The Workplace relations legislation
Policies and procedures in BBQ fun that relate to Operational plan
The policies in an organization will indicate all the aims and objectives of organization. The
procedures will support these policies (Noroozi, 2014). The procedures will provide specific
guidelines on how to implement policy and do specific functions.
Performance management policies and procedures
 Purpose of the policies
In BBQ fun, the purpose of the policies is to ensure that management of performance is fair,
consistent and transparent with regard to all the requirements in the organization.
 The scope
This shows all the processes of managing performance by the contractors, managers and
junior employees in BBQ fun.
 The resources
Specific policies and procedures with regard to the company resources have to be followed.
The procedures followed in BBQ fun have been discussed below.
 Responsibilities
These will be some of the roles of the managers in the organization:
o Indicate all documents regarding the management of performance to record
all the reviews on performance.
o Ensure all the employees have access to training and training facilities
 Legislation acts
o The Fair Work act of 2009
o Privacy Act
o As ISO 15489. Record management
o Queensland Anti-Discrimination Act

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.
Operational plan implementation
It should first be noticed that the operational plan is one of the most fundamental tool in
directing the activities of an organization.
The following are some of the ways the operational plan will be communicated to the staff:
 Holding meetings that will explain the major aspects of operational plan.
 Partitioning of the operation plan into parts then each part is communicated to the
staff responsible of such a meeting.
 Measuring and reporting of all the strategies enhancing development.
 Providing of training to all the workers so that they understand their responsibilities.
 Explain all aspects of the operational plan.
Managers will have to do the following to ensure control of the operational plan:
 Regular investigations of achievements
 implementation of corrections when some tasks are not achieved
 Regular confirmation of resource availability
 Supervise, support and motivate all workers
 Adjustments to the plan in case need arises
 In case of problems, superiors should be informed.
Implementation of an e-commerce plan
There should be adequate planning and approval from the management to ensure the e-
commerce plan is achieved. Resourcing of the physical and human resources are the first
steps.
Physical resources
1. 6 trucks that will deliver products
2. Website development in fifty days
3. 3 forklifts required
4. Reconfiguration of the office spaces
Human resources
1. 6 drivers will be employed
2. 8 online sales persons
3. Staff retraining
4. 4 warehouse workers will be employed
 Template of the Action plan for e-commerce plan implementation

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Action plan Date Responsibility
1 Choosing the best employees 6th January 2017 Must perform jobs
efficiently
2 Increase production 7th January 2017 Increase production to
increase revenue
3 Increase advertisement rate 8th January 2017 Effective and adequate
advertisements must be
done
4 Develop website 9th January 2017 Staff should develop the
website to increase
revenues
Performance indicators
These will enable one track the performance of this plan and incase some problems are
found then solutions will have to be developed.
Some of the performance indicators are shown below:
 Key result areas
These are those areas in performance that help determine the success of an organization in
achieving its objectives (Parmenter, 2015). As per this e-commerce plan the following are
some of the objectives that must be obtained:
o Ensure financial improvement
o Increase professionalism
o Improved business operations (internal and externally)
o Ensure consumer satisfaction
 Key performance indicators

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These are also important indicators of measuring performance. These will include the output
and input.
 The performance targets
These are the things supposed to be achieved in a particular time frame. They should be
compared with performance to analyze the entire company operations. Targets should be
specific, measurable, agreeable, realistic and time-specific.
Risks to operational plan implementation
o Underperformance from employees
o Risks from managements
o of health and safety rules
o Inefficient online sellers
o Untrained personnel
o Loss of IP ownership when contract terminates with the website designer.
Assessment Two
BBQ management has to take the company to another level by opening branches all over the
world. To achieve this mission, the organization had to acquire both human resources and
physical resources.
Physical sourcing
Regarding the physical sourcing, the company will have to acquire external resources
such as external advisor (Campo, 2015). The company will also be required to deliver
forklifts and vans, which will assist in developing and upgrading the company’s website
Stages involved in physical sourcing
a. Request sourcing
The management staff files a request order of physical resources for operational
purpose
b. Approval
The request order is approved by the CEO.
c. Quotation
After the approval of the order the quotation is sent to the supplier listed.
d. Purchase order
The best quality product is selected and then sent back to the management.
e. Payment
Payment is made by the CFO after his approval.

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Physical sourcing strategies
BBQ fun company prefers the supplier who takes the shortest time possible to deliver the
products, although, the quality and price of the physical resources depends on the choice of
the suppliers.
Selection Supplier
In any business strategy, the choice of the supplier sourcing operations need not to
compromise organization's comparative advantage. The competitive advantage of the
company does not usually occur in its yields but in its core competencies, capabilities, and
resources (Mihanović, 2016). It always a fact that, when a company outsources the risk of
losing its core competencies, like technology become very high. Therefore, it is important for
BBQ fun to choose innovative technologies that have responses with high quality
dimensions. The budget ($90000) should be delegate for improvement of the website.
IP risk management strategy
Non-disclosure agreement will be used in the protection of IP. The company can also apply
the use logbooks and passwords to protect the movement of the company’s confidential
information.
Re-development fees payment
After, carrying out the service test run and installation, the company’s CFO will provide the
last approval through the provision the expenditure approval form.
Human resourcing
BBQ fun company will require five online staffs, five delivery drivers and two warehouse
staff.
Human resourcing Process
1. Human resource matters and solutions
2. Human Resource job description, Plan and Approval
3. Job Advertisement preparation
4. Cost of Hiring an Employee
5. Selection standards and interview Questions
6. Reference Checking
7. Job Offer Preparation
8. Mentorship and training programs for the new employees.
9. Probation review for a period of three months

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10. Reviewing and monitoring of the Human Resource Plan.
Human resourcing Strategies
The company will hire the right individual based on the job description. The firm will also
give preference to internal candidates than the external candidates.
IP assets’ Protection
The organization is made up of all the employees. In the process of operating the business,
we may access the company’s confidential information. At such, the firm will adopt
confidential agreement to protect the IPs of BBQ Fun.
Potential candidates’ Interview Plan
Interview Plan Details Scheduled
Duration
1. Interview Type Walk in interview 2 hours
2. Aims To identify the right individual for the position of sales
3. Approach The interview board comprises the HR, OGM, and the CEO.
The three will set up situation and observe the suitable candidate suiting the
job description
4. Scheduled Time The Interview will be conducted for 15 minutes
Starting from 9:15 am August 2018.
5. Question and Answers Did you evaluate the individual performance?
Can you appeal to her/his weak and strong points?
What was his or her take?
Can give the details the responsibilities of the job?
At what time did the related person work for the firm?
Could you determine when the employment period started and
ended?
At what dates did the individual leave the firm?
What were the reasons for his/her leaving the company?
What was his salary when he started the job?
Role Play

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First Candidate – Michael B
In this role play interviewee is identified as ‘A’ and Interviewer as ‘B’
A: Please, may I come in?
B: Yes. Please take a seat.
A: Thank you
B: I received your curriculum vitae. Why are you interested in this position?
A: First, let me thank you for calling me for an interview. I possess an advanced diploma in
management. Apart from my educational qualification, I also have the necessary experience.
I gained my experience from an Italian Restaurant.
B: When was your last date of working in the said Italian Restaurant?
A: I worked in the restaurant three years ago after completing my undergraduate studies.
B: What was your job description in your previous position?
A: In my previous position I was involved in organizing tasks for the team. Also, I advised
the management on improving the number of clients’ bookings.
B: Why do you think we should hire you?
A: I possess relevant educational qualification and experience. If given opportunity, I will
ensure that I contribute positively to the company’s development.
Second Candidate -Peterson Jay
A: Please, may I come in?
B: Yes. Please take a seat.
A: Thank you
B: I received your curriculum vitae. Why are you interested in this position?
A: I have always dreamt of working with your organization. I also have relevant experience
that will help me contribute positively towards the company’s objectives.
B: What are the two key things you plan to achieve in our organization?
A: My first objective is to increase the sales revenue. Secondly, improve the quality of the
food. These two are key in helping develop brand loyalty.
B: Whom do you prefer to work with?
A: I Choose to work with the team.
B: What did you cherish most in your previous position?
A: I enjoyed working with my team. The members were creative and kept positive attitude
when confronted with a challenging task. At such, we were able to win several awards and
also help the organization to grow.
B: Ok. Thanks for your time.
A: Welcome.

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Evaluation for Candidate 1
Q1 Marked 4
Q2 Marked 3
Q3 Marked 3
Q4 Marked 5
Total Marked 15
Evaluation for Candidate 2
Question 1 Marked 4
Question 2 Marked 4
Question 3 Marked 4
Question 4 Marked 4
Total Marked 16
Recommendation:
From the above assessment and evaluation of interview conducted between the two
candidates, it’s clear that Sarah should be hired since Sarah marked 16 unlike Benjamin who
marked 15.
Milestone : Action or
objective
Date Accountable
person
Resources or budget
($)
Physical sourcing
a. Request sourcing
b. Approval
c. Quotation
d. Purchase order
e. Payment
1st August
2016
2nd August
2016
5th August
2016
6th August
2016
30th August
OGM Kim
CEO Pat
CEO Pat
CFO Riz
CFO RIz
100,000

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2016
Human resourcing
1. Human resource
matters and solution
2. Job Description of
Human Resource Plan
and Approval
3. Preparing a Job
Advertisement
4. Cost of Hiring a
worker
5. Selection standards
and interview
Questions
6. Reference Checking
7. Job Offer
preparation
8. New Staff Member
mentoring and
coaching Program
9.Three months’
probation review
10. Monitoring and
Reviewing of a Human
Resource Plan
1st Aug 2016
2nd Aug 2016
4th Aug 2016
5th Aug 2016
8th Aug 2016
9th Aug 2016
10th Aug 2016
15th Aug 2016
15th Nov 2016
20th Now
2016
HRM Les
OGM Kim
HRM Les
Riz CFO
Kim OGM
HRM Les
HRM Les
OGM Kim
OGM Kim
HRM Les
30,000
Conclusion:
BBQ fun plans to commence its operation before 2016, therefore it requires to have human
and physical resourcing as early as possible. This is important because human and physical
resources are delegated parts of the current e-commerce strategy.

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Assessment Three
The monitoring and reviewing of the operational performance in BBQ fun.
The following plans will help monitor performance of the organization:
a) The chief finance officer must prepare a three month financial statements. He will
also be responsible to oversee all the budgets for specific projects
b) The marketing manager will also help manage all marketing activities in the
organization while the Operations manager will be responsible of ensuring that all the
daily activities are running smoothly and all other objects that affect operations are
monitored
c) The external consultants hired will help manage all the operational activities and
offer consultation with regard to the company e-commerce plans (Mclauglin, 1991).
Additionally, the Human resource manager has been tasked with coaching of all the
employees that are not performing well.
d) The Marketing manager together with the sales manager are tasked with tracking the
progress by looking at the key performance indicators.
e) The e-commerce plan should be in progress by October 1st of 2017
f) The procedures for resourcing of the physical and human resources should go in line
with the standards, legislative laws and policies of the company.
g) The chief finance officer must report all the financial statements after 3 months of
each budget year (Noroozi, 2014). Reports about employees should be gathered from
the marketing managers, sales managers and the store managers by the human
resource manager who will compile all the data after every three months.
h) The human resource manager should work hand in hand with all the employees to
monitor the employee objectives and contribution to BBQ fun. It is essential that
there is regular analyzing of the objectives, progress assessments and ensure training
to the employees.
Action Plan Template
Milestone: Action and/or
objective
Date Person
Responsible
Budget/ resources
(%)
1. Plant and equipment
identification
15th Sep
2017
Marketing Manager Delivery trucks=
300,000
Forklifts=30,000
Advertisement costs 20th Oct
2017
Marketing Manager 300000
Website developers 22nd Oct
2017
Marketing Manager 100000
Training staff 1st Oct 2017 HR 24000
Recruitment 7th Oct 2017 HR 30000
Management leadership
training
10th Oct
2017
General operations
Manager
27000
Office space 15th Oct General operations 50000

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reconfiguration 2017 manager
4 additional office staff 15th Oct
2017
Human Resources 480000
4 warehouse additional
staff
15th Oct
2017
Human Resources 480000
6 additional delivery
drivers
15th Oct
2017
Human Resources 720000
2. Evaluate tenders and
measure supplies
16th Oct
2017
Marketing Manager 100000
3.Placing orders 17th Oct
2017
Marketing Manager
Contingency plan template
Contingency Plan
Name: BBQ fun
Name of person developing the plan: varaporn
Who was consulted?
Name: Pat Mifsud Position: CEO
Risk identified: High risk of employee underperformance
Strategies/activities to minimise the risk By when By whom
 An efficient leader should follow up with all
the other employees
1st Oct HR
manager
 Set goals 1st Oct Kim Chen
 Provide training opportunities 1st Oct HR
manager
 Set more training and work shop cover all
required skills in order to improve their skills
and knowledge.
2nd Oct HR
manager
 Encourage the staff to improve on
performance.
2nd 2017 HR
manager
Performance management plan template
position: Manager: Review time:

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General Manger HR Manager 1 January 2017
Reference from
operational plan
Key result area Indicator of
success/performance
By when Status report
10 % of
information or
order mistakes
Quality of online
sales and service
0.01 error 31st Oct Accomplished
Average time is
20 minutes
Speed of service less than 10 min 31st Oct Accomplished
Budget: 10%
overrun
Online sales and
revenue
Financial $30,000 sales 31st Oct Ongoing
Training periods Professional
development
Participate in training 31st Oct Accomplished
Engage with
customers in
marketing
morale is quite
high
All employees attend
trainings
31st Oct Accomplished
Manager’s comments:
Actions need to be immediate
Signature:
Date: 31st Oct 2017
Staff member’s comments:
Action needs to be immediate
Signature:
Date: 31st Oct 2017
Plan for coaching
Employee:
Coach/Manager:
Period: 1 -7 Jan 2017
Questions
Objectives What is the discussion’s agenda?
What will happen?
What achievements are to be made?
Reality What is happening now? Are the plans precise?
What are the steps towards the objectives?
What type of description was done?
Alternatives Who else might be able to help?
What could you do to change the situation?
Please tell me what possibilities for action you see.

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a. Financial and budgetary performance
 It is essential that all the incomes and expenditures are well documented so that there
is a realistic and measurable budget that help anticipate the financial year returns.
 The chief finance officer is tasked with making financial statements and budgets.
b. The productivity performance
 In any organization it should be noted that the production capacity will increase when
output increases faster than the inputs (Gaskill, 1994). The production capacity
reflects how efficiently resources are being utilized.
 The marketing manager is tasked with all the aspects regarding marketing schemes.
 The operations manager must ensure that all the daily activities in the company are
efficient.
c. The sales manager has been tracking all the company progress with respect to the key
performance indicators
d. Some of the recommendations that will improve the company’s performance:
 Motivate all employees
 Offer adequate training to employees
 Ensure there is open communication
Appendix 5: Report template of Operational Plan Status
BBQ fun report operation plan status Date: 1st January 2017
Plan goal Implement e-commerce strategy Department Operations
Plan
objective/s
 Modernize website and
obtain physical resources
 Employ and train staff
 Attain profit targets
 Abide by the budget
 Abide by the timelines
Person responsible Project Officer

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Bibliography
Campo, F. B. &. R., 2015. Assessing the Global Dimension of Sourcing: An Exploratory
Study on Italian Companies. International Journal of Supply Chain Mnagement, 4(3), pp. 4-
23.
Gaskill, L. R., 1994. Impact of Operational Planning on Small Business Retail Performance,
Iowa: Iowa State University.
Mclauglin, C. P., 1991. The Different Operations Strategy Planning Process for Service
Operations. International Journal of Operations & Production Management, 11(3), pp. 50-
67.
Mihanović, Z. M. &. D., 2016. Operational planning level of development in production
enterprises in the machine building industry and its impact on the effectiveness of production.
Journal of Economic Research, 29(1), pp. 326-330.
Noroozi, S., 2014. A Framework for Sales and Operations Planning in Process Industries ,
Linkoping: Linkoping University Institute Of Technology.
Parmenter, D., 2015. Key Performance Indicators: Developing, Implementing and Using
Winning KPI'S. 2 ed. New Jersey: Wiley Online Library.