Implementation Of Operational Plan Zero Motorcycle Assignment
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Added on 2020-02-19
Implementation Of Operational Plan Zero Motorcycle Assignment
Added on 2020-02-19
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Running head: MANAGE OPERATIONAL PLANManage operational planName of the Student Name of the University Author Note
1MANAGE OPERATIONAL PLANTable of Content Introduction......................................................................................................................................3Recruiting, inducting and developing the personnel.......................................................................3Deriving physical resource and services and their cost versus potential profit margin...................5Protecting the intellectual property..................................................................................................7Monitoring and documenting the performance...............................................................................8Strategies to deal with the underperformance...............................................................................10Reference list and Bibliography....................................................................................................11
2MANAGE OPERATIONAL PLANIntroduction The following research is based on the implementation of the operation plan developedfor the organization Zero Motorcycle, Australia. The organization manufactures electronicmotorcycle and sells them in Australia market. However, the organization in the recent timefaces some challenges such as the aggressive marketing strategies of the competitors. Therefore,an operation has been developed to overcome the market barriers and perform effectively in theprevious section of the report and this report provides the discussion about how the strategieswill be implemented to make the plan successful. The report discusses how the personnel will behired to get the jobs done within the time given time period. Recruiting, inducting and developing the personnel As put forward by Kim et al. (2012), the recruitment is one of the significant criticalhuman resource function for the organization. It is certain that attracting the right people with theright mixture of skills as well as experience into the right job and aligning this to company’soverall project remains crucial to the organization. While recruiting new people, the organizationmust ensure that the purpose of the process is to determine the current as well as futurerequirement of the company in conjunction with its personal planning as well as the job analysisactivities. As the first stage of recruitment strategy, Zero Motorcycle needs to conduct a shortanalysis to make sure that the vacancy is genuine and the position needs to be filled. Hence, thesenior management of the organization needs to take the reasonability of recruiting new people. In fact, while recruiting new people, the company could take help from both internal andexternal sources. In this context, Cherian and Jacob (2012) commented that recruitment from the
3MANAGE OPERATIONAL PLANinternal sources is highly preferred as the existing employees know the organization and theycould effectively fit to the organizational culture. While focusing on the internal sources,promotion and transfer from among the present employees can be an effective source ofrecruitment. As put forward by Drauz (2014), the promotion indicates that upgrading of anindividual to a higher position carrying a higher status. On the other side, it has also beenidentified that the former employees are another source of applicant for the vacancies to be filledup in the organization. Nonetheless, as the organization Zero Motorcycle should also payattention to external source recruitment; this means as the organization is going to implement anew project, it is necessary for them to hire the experienced candidates who have industrialexperience in the field of motorcycle manufacturing. Hence, the company might not have tomake large investment on grooming and development. Induction- The induction remains as the critical phase in the continuation of professionallearning based on the clearly defined performance development process. The company couldfollow the process of consistency, which would help to reinforce the capability of newlyemployed personnel (Burke and Noumair 2015). The newly appointed employees need to becommunicated by conveying the key message as well as providing them with the equal access toinformation, resource as well as development opportunities. Connectedness-The technique of connectedness could help the organization collaborate throughthe partnership with internal as well as the external stakeholders to understand the shared goals(Guest 2011). This technique might help to improve the relationship by monitoring and coachingto encourage the staff. Developing the personnel
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