Human Resource Plan for Ecological Wastewater Solutions Pty Ltd (EWS)

This report discusses the Human Resource Plan for Ecological Wastewater Solutions Pty Ltd (EWS) to achieve sustainable supply chain, legalities and changes in organizational structure. It covers team building and team management components, recruitment plan, and communication plan. The report suggests different strategies for recruitment, staff management, and communication to achieve the objectives of the company. The report also discusses the importance of effective leadership style, gamification theory, and scheduling in the supply chain for the success of the project.

Organizational Behavior and People
Management

Table of Contents
1.0 INTRODUCTION................................................................................................................1
2.0 DEVELOPING A PROJECT HUMAN RESOURCE PLAN...................................................1
PART-A...........................................................................................................................................1
2.1 TEAM BUILDING COMPONENTS........................................................................................1
2.1.1 Drafting an organizational chart for the project team.........................................................1
2.1.2 Developing strategies for a recruitment plan......................................................................3
2.1.3 Preparing a team building plan...........................................................................................4
PART-B...........................................................................................................................................5
2.2 TEAM MANAGEMENT COMPONENT................................................................................5
2.2.1 Staff management plan.......................................................................................................5
2.2.2 Communication plan...........................................................................................................6
2.2.3 Assessment plan..................................................................................................................6
2.2.4 Improvement plan...............................................................................................................7
3.0 CONCLUSION..........................................................................................................................8
REFERENCES................................................................................................................................9
List of Figures
Figure 1: Organizational chart for EWS company..........................................................................2

1.0 INTRODUCTION
Human Resource Management refers to the management of employees by using strategic
approaches to achieve competitive advantage (Rao, 2010; Harzing & Pinnington, 2010). Further,
also helps to maximize the employee’s performance and attain the organization’s objectives by
using effective leadership styles. In this context, the current report is based on Human resource
plan with respect to Ecological Wastewater Solutions Pty Ltd (EWS). The company offers the
eco-friendly wastewater management systems. Currently, the company has entered into Chinese
market through a joint venture with Chinese manufacturing organization for the expansion of a
business. Apart from this, the report has been completed on the basis of two aspects such as team
building and team management components for achieving the objectives related to sustainable
supply chain, legalities and changes internal organizational structure. Furthermore, different
types of plans involving recruitment, staffing, communication, assessment and improvement plan
etc. have been prepared for the achievement of the company’s objectives.
2.0 DEVELOPING A PROJECT HUMAN RESOURCE PLAN
PART-A
2.1 TEAM BUILDING COMPONENTS
According to case study, EWS is going to expand the business in China, for this purpose
the company will focus on the change in organization structure with support of sustainable
supply chain and involvement of legalities. In this context, EWS will build a team and prepare
the organizational chart, recruitment and team building plan as follows-
2.1.1 Drafting an organizational chart for the project team
Organizational structure has an important role in the expansion of business in remote as
well as local countries. According to the case study, for changing the organizational structure,
the manager of EWS company will implement the Enterprise Resource Planning (ERP) and
technological systems in the organizational hierarchy so that successful expansion will take place
on a large scale. Moreover, dynamic structure, dependency on electronic devices, cultural
diversity will be helpful to enhance the trust among virtual teams. In this regard, all the team of
EWS will work on virtual basis and it will be possible through ERP system in management. On
the other hand, many organizations which are operating the business through outsourcing are
1

using the relatively both unstructured and structural structure to manage the virtual teams
(Gibson & Gibbs, 2006).
To manage the virtual teams, the manager of EWS will change the structure in a
systematic manner by involving different departments such as human resource, accounting,
administration, marketing, finance. For the integration of teams and achievement of objective of
effective organizational structure, manager will assign different roles to each department in EWS
as follows-
Figure 1: Organizational chart for EWS company
(Source: Researcher’s own diagram)
 Role of Human Resource (HR) department- HR department of EWS company will be
responsible to frame strategic policies and frameworks to operate the business in China.
In this context, the HR manager will hire new skilled employees, suggest the policies for
employee benefits and also recommend the training and development strategies for the
employees etc. so that an effective ERP can be implemented in the organizational
structure and that would be helpful to maintain a sustainable supply chain in the
organization so that effective deliveries can easily take place from different locations.
2
Management
Financial
Budgeting,
auditing, billing
etc.
Human Resource
Recruitment, tarining
& development,
policies, strategies
etc.
Marketing
Market research,
marketing
strategies,
Different
departments

 Role of the marketing department- For the attainment of objective of organizational
structure, the marketing department will play as a role of market analysis. On the basis of
collected data, a perfect strategy will be implemented to collaborate all the virtual teams
of the organization. According to the case study, as a marketing manager of EWS will
play a role to frame marketing strategies to take advantages of the entire marketplace
including the online market. As per the case study, the manager will use a social media
networking marketing strategy to provide information regarding the expansion of
business and attract the number of customers. With the social media, the objective of
legalities will also be fulfilled because EWS will operate the official site as per the
governmental laws and regulations.
 Role of finance and accounting department- Finance department will be responsible to
maintain all business activities in a specified budget to minimize the unnecessary
expenses (Story, O'Malley & Hart, 2011). In this context, the objective of legalities will
be achieved because the finance manager of EWS will play a role to keep the records
regarding bills of shipping, maintain the transactions of export and import in new Foreign
Direct Investment (FDI) nations on the basis of legal policies. In this manner, a structure
of the organization will remain in a structured form on the basis of roles and
responsibilities.
2.1.2 Developing strategies for a recruitment plan
On the basis of case study, EWS company is planning to achieve the sustainability in its
supply chain through changing the internal organizational structure and legalities aspect. For this
purpose, the recruitment plan will also be changed, wherein following approaches will be
considered-
 Social media- Social media is a useful tool to post a relevant job and develop
constructive two-way communication between the company and prospective employees
(Connors, 2011). In this context, EWS will use social media approach to hire new
employees for the achievement of the purpose of business along with involvement of
legalities. Here, the manager will use expert power to train the new workforce and guide
them according to task requirements. Moreover, expert power is useful to build trust and
lead the followers in the right direction on the basis of knowledge and experience
3

(Phillips & Gully, 2012). Hence, it would be helpful to achieve the objective of
structured organization because all the power will be distributed as per the requirements
and everything will go in a streamline flow.
 Employee referral program- According to Barnett, Aguilar, Brittner & Bonuck (2012),
most of the people hired on the basis of reference of existing employees in different
project teams. In this context, the project manager uses the referent power to recruit
skilled people and admire the team in front of higher authorities of the company (Shenoy,
2016). Moreover, the respective approach is effective to motivate the workforce towards
business activities because team leaders always perform a task as per the instructions of a
leader. In this manner, as per the case study, knowledgeable and experienced people will
be required to expand the business of EWS company in China and that would improve
the organizational structure by involvement of experts in a management que.
 Re-employment of past experienced candidates- By re-analyzing the resumes of past
left candidates who are possessing the specified new skills can be recruited with the help
of re-employment program (Gibson & Gibbs, 2006). These employees have more
experience regarding the working criteria of the business and will be more familiar with
the company and policies. By considering this, through qualified past employees the
objective of sustainable supply chain will also be achieved because those employees
would form the strong relation with associate suppliers and will deliver the material on
time. It reflects that re-employment of past experienced candidates will be an appropriate
strategy for EWS to operate the business in China. Further, different virtual teams will be
easily managed by experienced employees by implementing ERP in the organizational
structure.
2.1.3 Preparing a team building plan
The objective of organizational structure and sustainable supply chain can be achieved by
incorporating different types of strategies in team building plan such as leadership style, build a
relationship through participation, gamification theory etc. (Kamasheva, Valeev, Yagudin &
Maksimova, 2015; Sharp & Ryan, 2011)
 Effective leadership style- An authoritarian leadership styles refer to a strict leadership
in which all decisions would be taken by a leader without the involvement of followers
4

and team members (Gonos & Gallo, 2013; Iqbal, Anwar & Haider, 2015). In this context,
a leader of different virtual teams of EWS company, an authoritarian leadership will be
adopted to lead all teams in the right direction and to achieve the organizational goals by
an implemented structure. This leadership would strictly communicate about the
sustainability standards and legalities which will be implemented and achieved by the
project teams. Furthermore, a leader will also follow the policies and rules which are
formulated by international law and in continuity, the same procedure will be followed by
different team members of the company and bound all the members in a quality group.
 Gamify work approach- Gamification relates to offering the rewards to team members
to appreciate on the basis of work and motivate to work more smartly (Cosentino, Gérard
& Cabot, 2017). By considering this, the objective of organizational structure will be
achieved because a project leader of EWS will use the gamification approach to build an
effective team and boost the morale of members by providing attractive incentives.
Further, rewards can be in the form of recognition and esteem- promotion instead of
monetary terms such as gifts, bonus (Shenoy, 2016). Apart from this, an instant feedback
approach will also be appropriate for EWS company to engage the team members in a
productive team because all teams are associated with current generations and demanded
an immediate response on deeds. Hence, they will be able to work on a regular basis and
remains attached with each other for further processing of business which is going to be
operated in China because all aspects would be based on legal expectations (refer case
study).
PART-B
2.2 TEAM MANAGEMENT COMPONENT
2.2.1 Staff management plan
The changing legalaties aspect, sustainability and organizational structure related
objectives of the EWS will be achieved by planning for the staff management. Owing to this, the
plan has been prepared in the following manner-
 In this manner, in the case of EWS, the leader will ensure that every team member of the
project will feel motivated and understand the purpose of sustainability and legal
requirement. In this context, the project manager offers different monetary and non-
5

monetary benefits like promotion in the designation or in salary or in the both (Mowday,
Porter & Steers, 2013). All the benefit policies will be based on legal forms so that will
encourage the project team member to perform their tasks with the full efforts and
accordingly the objective of legalities would be fulfill.
 Further, the organization will remain in a structured way because company will strive on
legitimating power through which the project manager will be clearly communicating
with the team members for their role and responsibility toward the project. It will
enhance transparency of the projects’ task among the team member and forced them to
perform their task in a precise manner (Shenoy, 2016). Therefore, by using different
leadership power the leader of a project will ensure that the staff will handle in an
effective manner.
On the basis of the case study of EWS, the manager will be enhanced the collaboration
between the project teams because it is one of the key factors which affect the effectiveness of
project progress. Apart from this, it will be considered that the delay in one team will not affect
the operation of another team. In this regard, the leader will be ensured the effective scheduling
between the different teams of project. Owing to this, it will reduce the wastage of teams’
valuable time because working of one team not affected by another team. On the other hand, by
establishing scheduling in the supply chain the objective of sustainable supply chain will be
achieved because the leader will ensure the continuity in the arrival of goods and streamlines
flow in the business operation (Hartmann & Briskorn, 2010). Therefore, the appropriate staff
management enhances the efficiency of the project which consequent in the greater project’s
outcome.
2.2.2 Communication plan
The legal scenario and sustainability will be clearly communicated by the leader of the
different teams so that team can understand the potential requirement and work accordingly.
Here, ERP will have a contribution in engagement of different virtual teams so that a complete
communication can take place. Further, communication budget will be set for maintaining cost
of the communication plan. In this context, the communication plan will be initiated by
communicating the aims and objectives of the team members. The responses from the team
member will obtain by emails. For this purpose, the technical resources will be upgraded in each
6

department for effective collaborating the supply chain managers, legal advisor and HR manager.
Apart from this, meetings will be arranged in the regular time span and discussed issues new
ways of performing the work. It helps management to avoid the issue related differences in the
actual and standards outcomes and new system as ERP can be effectively implemented for
improvement in the sustainable supply chain and streamline operation of the business.
According to the case study of EWS, the organization wants to expand their business in
different countries. Some of its team members operate at the remote locations which are difficult
for the manager to establish effective communication with those employees. For this purpose,
advanced wireless devices will be provided like smartphones which enhance the communication
between the team members and leaders (Edmondson, 2009). It helps management for monitoring
the progress of those employees and ensures the continuity in the project process by ensuring the
effective supply chain. Apart from this, it will also help manager to establish interaction with
remote employees through the web conferencing. The communication richness is necessary for a
project for achieving the desired outcome of a business project (Sharp and Ryan, 2011).
Therefore, by implementing effective communication in the human resource plan, the leaders of
EWS can be achieved the valued outcome of the project.
2.2.3 Assessment plan
According to Huang & Shah (2012), the assessment of teams’ performance is most
crucial for a business to elevate effectiveness of the project's outcome. In this manner, in the case
of EWS, the objective legalities and sustainability and organizational structure will be achieved
by an assessment plan because in which the performance of each team will be analyzed on the
basis of set standards. In this regard, the performance of each team will be assessed by proving
short deadlines of each task through which every team perform their task in minimum time and
avoids the cause which brings delay in the project. Further, if it has been found that all planning
is not going according to expectations then growth strategies will be involved in assessment plan
for the more development of teams. However, the delays in project increase the expenditure of
the project because the extra time of project completion needs increased human, financial and
technological resources. Apart from this, assessment plan will be based on legalities because for
motivating highly performed team the reward will be given as per the framed policies. It will
further help in the encouraging the other teams for elevating their performance (Shenoy, 2016).
7

In the same manner, it will also help leaders of project for encouraging trust in the team member.
Therefore, it will increase the efficiency of each team by motivation them for executing their
allocated task in an effective manner.
The performance of each team will be evaluated in a regular time span. This will help
the management for identifying any breaches in the current operations and fix in a fast and
precise manner (Lockwood, 2010). If teams meet their goals then the leader will reward them
otherwise punished them (Shenoy, 2016). Apart from this, it will also help the management of
EWS for ensuring the continuity in the project operation without any interruption. Thus, it is
most crucial for EWS for analyzing and increasing the performance of the project by considering
the importance of performance assessment and consider that the objectives are fulfilling or not. If
not, then an improvement plan will be prepared for achievement of specified objectives.
2.2.4 Improvement plan
On the basis of the outcome of assessment plan, the improvement plan will be
implemented. In this regard, the current strategies of the project will be modified on the basis of
necessity. In this manner, if the performance of the team will deviate from the standard then the
management of EWS will be facilitated the teams by executing different development program
like training (Uma, 2013). For instance, if it will be found that the teams of the different region
are facing the problem related to communication then the training to fill the communication gap
will be given to affected team members. It is most important in the case of EWS because of
adaptation of an effective improvement plan in the project. It is also most significant because
EWS deals with a major issue for expanding business globally. The poor consideration of the
improvement of current strategies brings the project at the stage of failure and creates the cause
for huge financial losses (Crawford, 2014). However, the improvement process has short-term
negative consequences because it interrupts the streamline flow project operations but in long-
term it is most effective. Therefore, the improvement plan helps the management to achieve the
desired goal such as organizational structure, sustainable supply chain and legalities by resolving
loophole of the present plan in an effective manner.
3.0 CONCLUSION
On the basis of the report, it has been concluded that different departments required
varied roles to implement the sustainable supply chain through considering the new legalities
8

scenario. In this context, HR will play a role of recruiter whereas a finance manager will perform
a function for maintenance of accounts and budget control etc. On the other hand, it has also
been concluded that social media has a major contribution in the staffing of skilled people. On
the basis of different management components, it has been concluded that collaboration in the
employees is one of the most important aspects of projects because it affects the effectiveness of
the projects. In this regard, the communication among the teams enhances the collaboration in
the teams so they can effectively achieve the sustainability in the supply chain by considering the
legal aspects. It can also be concluded that new organization structure will be implemented by
setting the different roles and responsibilities for newly formed team.
9

REFERENCES
Barnett, J., Aguilar, S., Brittner, M., & Bonuck, K. (2012). Recruiting and retaining low-income,
multi-ethnic women into randomized controlled trials: successful strategies and
staffing. Contemporary clinical trials, 33(5), 925-932.
Connors, T. D. (Ed.). (2011). The volunteer management handbook: Leadership strategies for
success (Vol. 235). John Wiley & Sons.
Cosentino, V., Gérard, S., & Cabot, J. (2017). A Model-based Approach to Gamify the Learning
of Modeling. In Proceedings of the 5th SCME Symposium. CEUR-WS (Vol. 142).
Crawford, J. K. (2014). Project management maturity model. Auerbach Publications.
Edmondson, J. (2009). Let's be clear: How to manage communication styles. T+ D, 63(9), 30-31.
Gibson, C. B., & Gibbs, J. L. (2006). Unpacking the concept of virtuality: The effects of
geographic dispersion, electronic dependence, dynamic structure, and national diversity on
team innovation. Administrative Science Quarterly, 51(3), 451-495.
Gonos, J., & Gallo, P. (2013). Model for leadership style evaluation. Management: journal of
contemporary management issues, 18(2), 157-168.
Hartmann, S., & Briskorn, D. (2010). A survey of variants and extensions of the resource-
constrained project scheduling problem. European Journal of operational research, 207(1),
1-14.
Harzing, A. W., & Pinnington, A. (Eds.). (2010). International human resource management.
Sage.
Huang, B., & Shah, S. L. (2012). Performance assessment of control loops: theory and
applications. Springer Science & Business Media.
Iqbal, N., Anwar, S., & Haider, N. (2015). Effect of leadership style on employee
performance. Arabian Journal of Business and Management Review, 5(5), 1-6.
10

Kamasheva, A. V., Valeev, E. R., Yagudin, R. K., & Maksimova, K. R. (2015). Usage of
gamification theory for increase motivation of employees. Mediterranean Journal of Social
Sciences, 6(1 S3), 77.
Lockwood, N. (2010). Successfully transitioning to a virtual organization: Challenges, impact
and technology. Alexandria, VA: SHRM Research Quarterly.
Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization linkages: The
psychology of commitment, absenteeism, and turnover. Academic press.
Phillips, J., & Gully, S. M. (2012). Strategic staffing. Upper Saddle River, NJ: Pearson Prentice
Hall.
Rao, P. S. (2010). Essentials of Human Resource Management and Industrial Relations: Text,
Cases and Games. Himalaya Publishing House.
Sharp, J. H., & Ryan, S. D. (2011). Global agile team configuration. Journal of Strategic
Innovation and Sustainability, 7(1), 120-134.
Shenoy, S., (2016). 5 Types of Power You Can Use As a Project Manager!. [Pdf]. Available at: <
file:///E:/871523_Organisational%20Behaviour%20and%20People%20Management/
2847802_1419381582_PROJ6006-Shenoy.pdf>. [Accessed on 20th November 2018]
Story, V., O'Malley, L., & Hart, S. (2011). Roles, role performance, and radical innovation
competences. Industrial Marketing Management, 40(6), 952-966.
Uma, S. N. (2013). A study on training importance for employees of their successful
performance in the organization. International Journal of Science and Research, 11, 137-
140.
11