Human Resource Management and Performance Analysis

The given assignment is a detailed analysis of human resource management strategies that contribute to business growth. It emphasizes the significance of effective communication, leadership skills, and market research in achieving this goal. The document outlines various performance measurement tools, financial monitoring methods, and morale improvement techniques that can be employed by businesses. Additionally, it provides suggestions for improving interdepartmental communication and trust among employees.

Running head: BUSINESS PLAN FOR RECRUITMENT AGENCY
BUSINESS PLAN FOR RECRUITMENT AGENCY
Name of the Student:
Name of the University:
Author Note:

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BUSINESS PLAN FOR RECRUITMENT AGENCY
Preliminary operational plan:
 Number of new applicants has to be increased since the sales has to be increased by the
end of the year.
 10 recruitment personnel have to be given individual targets which will also incorporate
work load for new opportunities.
 There has to be an extensive report on individual performance.
 There has to be an extensive market survey to find out what are the skills the personnel
are lacking.
 Since there is a new office, the firm is tight on budget. The firm has to be very careful
about spending money on resources. To issue market survey, firm will have to hire new
personnel adept in assessing the state of the market.
 Firm has two offices in Australia, one in Melbourne and the other in Adelaide.
 Firm has working capital that already has been invested in the business.
 The firm has 5 sales executives and 10 recruitment personnel.
 Firm has to locate where new jobs are opening and keep track of the other recruitment
agencies’ strategies adopted to get new applicants.
 The recruitment firm needs to make new contacts with new firms.
 To conduct the consultation process, there will be individual face-to-face meeting and
group meeting with each and every personnel and stakeholders of the company. There
will be separate meetings with the Board of Directors, most of which will be ad hoc.
 The operational plan will be discussed with the owners of the company and each member
of the board of directors.

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BUSINESS PLAN FOR RECRUITMENT AGENCY
 There has to be an individual feedback report taken from every individual involved with
the activities of the firm. The feedback report should include some key aspects that will
chiefly address the issues regarding performance.
 There will be proposal for training sessions with the old personnel. The training module
will involve discussions on performance and way of improving performance.
1. Key Performance Indicators (KPI) to measure organizational performance:
 The speed with which pre-screening of the applications are being done.
 To correctly identify where the best candidates are coming from.
 To correctly identify the number of applications actually getting the job. It is
important to evaluate the ratio of people actually qualified for the jobs to number
applying for the same.
 The ratio of phone screening to the next level screening, i.e. speaking to the
candidates face to face.
2. Two contingency plans for those who fail to meet KPIs:
As regards to the operational plan, there will be target set for each candidate.
Failing to meet the target will be met with penalty in the form of salary deductions
according to the proportion of the loss of sales revenue that this will be causing (Sheehan,
2014).
Individuals failing to meet KPIs will have to be called up by the internal
management and they will be answerable for their failure to meet KPIs. The individuals
will be assessed according to the gravity of the problem. If there is lack of ability
detected, they will be replaced by new hiring.
3. Business Proposal:

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BUSINESS PLAN FOR RECRUITMENT AGENCY
This business proposal is for a recruitment agency Excel Personnel. Excel has two offices in
Australia – one in Melbourne and a new one in Adelaide. The agency currently has five sales
executives and ten recruitment personnel.
Purpose statement:
This proposal will introduce a strategic plan for increasing sales by 8% by the end of 2011. The
company will also be introducing training programs for its employees since the company
observed loss of clients in last few months. The client base is also showing no indication of
further change.
Long term outcomes: The company is aiming a recovery from the losses incurred from the loss
of clients. The company wants a strong presence within the industry.
Anticipated changes in the next few months: 1) There is expected a substantial change in the
performance of the personnel. 2) There is expected a better position in the market. 3) Better work
culture is anticipated. Change in manager-employee communication is expected.
Business functions:
 New training will be introduced where employees will be trained to increase their
performance.
 Employees’ individual performance will be assessed as per Key Performance Indicators
stated above.
 New communication plan will be introduced to improve internal communication.
 There is a lack of transparency regarding external communication that is affecting the
business. The training must incorporate tools to build better communication with
customers.
 Customer satisfaction will be addressed.

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BUSINESS PLAN FOR RECRUITMENT AGENCY
 Client satisfaction is one of the key issues that needs to be discussed. There is loss of
clients observed in recent times. This indicates that the new employees recruited by the
firm are under-qualified.
 New technology needs to be implemented to review the pre-screening and final
screening process of the candidates.
 Better performance of the sales executives required to enhance the number of applicants.
 New hiring required who will be experienced and adept at assessing the industry. The
factors that is causing the firm to lose its clients as well as the factors that is making the
other firms more attractive needs to be detected.
4. Flow chart of relevant parties to seek approval of the business proposal from:
5. How to communicate the business plan to the staff:
The business plan involves sensitive issues like individual performance level and regarding lack
of internal communication (manager - employee relationship). The information regarding the
business plan will be revealed by the members of the immediately higher post in the flow chart
of hierarchy shown in the flow chart above (De Kok, Uhlaner and Thuri, 2016).
Smart plan to make employees demonstrate the details of the business plan:
Owners Board of
Directors Managers Employees

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BUSINESS PLAN FOR RECRUITMENT AGENCY
The business plan will be requiring having strategies of implementation recommended by
individual staff. There can be arranged a form in which individuals’ recommendations to
strategies and tactics will be documented and the response will be kept anonymous. There can be
arranged a meeting at the employees’ level where each will be asked to demonstrate the flaws
and strengths of the plan. The individuals’ response in this meeting will be noted.
6. How to strengthen relationship with external personnel:
 There needs to be more clarity regarding the internal activities while communicating with
the external recruitment personnel.
 There inconveniences (if any) in working with the firm needs to be known and worked
upon to improve work relationship.
 As they work outside of the organizational structure, they have certain autonomy that
enables them to have a better view of the market situation. Extra information needs to be
elicited.
 There needs to be implemented a better incentive structure to make these personnel more
efficient.
7. Ways of measuring performance:
 The speed with which pre-screening of the applications are being done.
 To correctly identify where the best candidates are coming from.
 To correctly identify the number of applications actually getting the job. It is
important to evaluate the ratio of people actually qualified for the jobs to number
applying for the same.
 The ratio of phone screening to the next level screening, i.e. speaking to the
candidates face to face.

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BUSINESS PLAN FOR RECRUITMENT AGENCY
 Internal anonymous survey regarding internal communication (for example,
improvement of manager-employee relationship).
8. Tool to measure performance:
There will be an internal production report and a review and rating report based upon the former
to assess the effectiveness of the business plans and newly introduced processes.
9. Ways of monitoring financial information:
 There needs to be a thorough financial audit of sales, recent expenses and profitability.
 It is important to look after expenditure as the firm is tight on budget owing to opening of
a new office.
 Comparison of the financial performance with the previous years’ performances.
 Comparison of the financial performance with the performance right before the newly
implemented business plans and feedback processes.
 The audit is necessary in order to evaluate the effectiveness of the newly implemented
business plans and feedback processes as well as to see if there is any change in desired
sales target (of increasing by 8%).
10. Lack of skills and performance and factors affecting it:
 There is a rift in communicating between the company’s levels of hierarchy. The
incentive structure is not clear and transparent, leading to demoralization in work.
 Lack of resources has affected company’s growth.
 Department managers are complacent and show no tenacity to contribute to the
company’s growth. This not only affects the work culture, but also affects the team work.
That consequently affects the productivity (Barquet et al. 2013).

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BUSINESS PLAN FOR RECRUITMENT AGENCY
Lack of proper market research has pulled down the productivity to a great extent. Managers
need to devise better ways to communicate with the stakeholders and the external recruitment
personnel.
Measures to eradicates such issues:
There has to be proper integration of staff, manager, owners and board of directors to
improve quality as well as productivity. Internal conflicts also reflect on the impression
that the firm has within the industry. An internal communication officer may be hired in
order to conduct a thorough internal communication audit and increase the capacity of
teamwork (Marchington et al. 2016).
11. Ways to increase morale within the departments and improve trust and openness:
The interdepartmental communication can be improved through communication beyond
work. The company can conduct a new promotional event that will require everyone to work
together. The company can carry out new campaigns outside the office boundaries to have more
exposure in places where there are potential candidates. For example, campus placement drive.
This will help every staff to coordinate with one another. Also, reducing the distance between
firm’s hierarchies through recreational events can also help employees communicate.
12. Flow chart on approval of variations to plans:

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BUSINESS PLAN FOR RECRUITMENT AGENCY
13. Flow chart of implementation of variations of the plan:
Assessment of
employee
feedback
Assessment of
production after
implementing
plans
Assessment of
financial and
communication
audit
Assessment of
external situation
and client
feedback
Revision of the
training module
Reassessment and
further action based
on employee's
performance
Revision of the
internal work culture
and financial
situation

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BUSINESS PLAN FOR RECRUITMENT AGENCY
References:
Barquet, A.P.B., de Oliveira, M.G., Amigo, C.R., Cunha, V.P. and Rozenfeld, H., 2013.
Employing the business model concept to support the adoption of product–service systems
(PSS). Industrial Marketing Management, 42(5), pp.693-704.
De Kok, J.M., Uhlaner, L.M. and Thurik, A.R., 2016. Professional HRM Practices in Family
Owned‐Managed Enterprises. Journal of small business management, 44(3), pp.441-460.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal, 32(5), pp.545-570.