Operational Plan Management for BBQfun

Running head: OPERATIONAL PLAN MANAGEMENT
Operational Plan Management (Assessment 1)
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OPERATIONAL PLAN MANAGEMENT
PART A
Human resourcing requirements for BBQfun
BBQfun is going to implement the plan of expanding its online business. The expansion will
happen through few new employments and up gradation. The human resource is requiring online
employees and planning to upgrade some offline employees. Mr. Les Goodale, the Human
Resource Manager of BBQfun has decided that the following resources are required.
Resource Purpose Number Required Remarks Days needed
New employees Online sales 2 15
Old employees Online sales 2 Upgrade them to
online sales from
offline sales
10
Truck drivers Ship products 6 3
Workers Warehouse
workers
4
A plan to source the human resource requirements
Listing the present manpower
The management will prepare an inventory that will record all the present employees, their skills,
qualifications and other necessary information (Holtgrewe). Currently there are 3 online
customer service and sales representatives.
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OPERATIONAL PLAN MANAGEMENT
Identifying the requirements
The analysis will lead to identify the requirements which have already been identified above.
Fulfilling the requirements
The future and the whole structure of the organization must be considered while implementing
the human resource plan.
Recruitment
The potential candidates will be communicated through advertisements. Few significant human
resource consultancies will be contacted. The candidates will be selected through proper
evaluation process by the HR department (Kavanagh and Johnson). Necessary training will be
provided to certain candidates.
Sourcing candidates for BBQfun
The main responsibility for the online sales person is enhancing the e-commerce functionality of
the website of BBQfun. The contemporary relevant technicalities would be incorporated in the
newly developed website. The upgraded old employees would be responsible for adapting the
new technologies in the existing infrastructure. The human resource department and the
operation management team will be sourcing the potential candidates from the applications sent
be candidates. They will analyze their talent and standards. The employers must consider the
company policies such as privacy legislation, customer law and other relevant principles during
the sourcing of the candidates (Leipziger). Their portfolio and work samples will be evaluated by
the employers. Tool like people search can be used as a sourcing tool (Melanthiou, Pavlou and
Constantinou). As the company is looking for candidates related to websites sourcing the
candidates from social media or professional websites would be great idea.
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