Management Operation Plan

This document discusses the strategies and steps involved in managing operational plans and human resourcing. It covers topics such as physical resourcing, recruitment improvement, and protecting intellectual property. The document also includes recommendations for potential recruits.

> MANAGEMENT OPERATION PLAN <
Manage Operational Plan
Name
Institution
1.Plan and implement physical resourcing:
a. Review the physical resourcing
activities in the action plan you
developed in Assessment Task 1.
The physical resourcing activities make the
organization to develop some strategies for the
action plan which need to be developed. These
plans include the ways of convincing the group
which is used in planning to influence others
positively in the organization [1]. This will add
some partners and also they will be invited for
process of strategic planning of the company. The
second action plan which needs to be developed is
the dreams or the vision of the organization. Third
thing that needs development is the mission because
it describes what the organization doers and why is
it done [2]. This will make sure that every activity
of the organization is described clearly and also the
essential initiatives included in the organization.
The other plans which need developments are the
objectives of the organization as they can change
the behaviour in the organization and lastly the
strategies used as they state the levels targeted by
the organization and also other factors like personal
and environmental factors as they affect the
organization greatly.
a. Elaborate on your plan by including
all steps and strategies to acquire
resources in accordance with
organisational requirements.
My plans are to improve the strategic alignment of
all resources including the staff members available
[1]. In the plans, I include all the four steps which
are effective in resource acquirements from the
company. The steps include assessment of the HR
capacity. This step is effective before hiring some
of the employees you make sure that you identify
their talents first. This will make sure the inventory
of the organization is improved when the
employees are employed. The second one is the
forecast HR requirements [3]. This is applicable
when there is a full inventory I start identifying the
future needs of the company. The others include the
demand forecasting and the supply forecasting.
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a. Explain the risk management
strategy needed to protect the
organisation’s IP and/or ensure the
organisation does not breach third-
party IP.
In the organization there are some of the risks
which affect and need to be protected before
harmful effects occur [4]. These risks may come the
competitors, 3rd party who are in depended,
government entities, illegal entities, and eco-system
entities of the organizations and also from the
organization itself. In the organization the
employees can be included in theft and that’s comes
from poor decisions. The company making sure the
employees form the right decisions can save the IP
of the company [5]. Also those risks from eco-
system of the organization can be saved by
collaborative innovation which can make the
organization get great achievements with very little
funding. The risks from the third party are protected
by allowing the patents to strike down the petitions
by the office of patent panel.
1. Plan and implement human resourcing:
a. Review the human resourcing
activities in the action plan you
developed in Assessment Task 1.
In human resource activities, the things that
I need to develop include recruitment improvement
by making sure the cycle for recruitment is reduced
by 15per cent. The action plan on this is that there
will be quality improvements in candidates
shortlisted in preparation and guideline issues. Also
the interview questions will be improved and there
will be enough time for the issue of guidelines to
the panel members. The second thing which the
organization will develop is improving the
experience of customers by 15 per cent. The action
plan of this activity is that it will provide service of
first class on every minute, ensure the information
will be easily accessed by all the staffs by webpage.
Also this will improve the processes of the line with
the needs of the business [4]. The other activity is
increasing the events which collaborate with trade
unions. This will enhance TU development in
network of the staffs and collaborative wellbeing
health events.
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a. Elaborate on your plan by including
all steps and strategies to recruit
people in accordance with
organisational requirements.
In human resourcing, the plans of the organizations
are to reduce the number of employees who harass
and bully the employees and the recruit other
people who will be royal to the organization. The
other plan is to increase the utilisation of health
services on employees who are employed in to the
company. The first step and strategy for recruiting
people into the organization is the identification of
a vacancy and its need in the organization. This will
give the department with the opportunity to align
the staffs with the required skills [6]. The second
step is to develop the vacancy in description. This
will provide the impression the candidate will show
first and it will articulate his or her responsibilities
including the qualifications which are required in
the organization.
The other steps include developing a plan for
recruitment of people, selection of a search
committee, posting a position and the
implementation of the plan for the recruitment,
reviewing the applicants and developing a shot list,
conducting the interview, select the hire and finally
the recruitment of the organization is finalized [7].
a. Incorporate IP requirements for
human resource acquisition to ensure
trade secrets and confidential
information is protected from theft,
misuse and unauthorised
distribution.
In the organization, the trade secrets are supposed
to be protected from the misuse, theft or
unauthorised distributions. This is only possible by
creating some records, policies, agreements and
procedures that ensure that the trade secret
documents are protected [2]. Also the organization
established electronic and some physical securities
with confidential measures. The other way in which
secrets are protected is by diligence establishment
with the third party procedure management.
Capacity training and building of third parties and
also the employees, measuring and monitoring
efforts of corporate and taking continually
corrective measures which improve the procedure
and the policies are also other ways which ensure
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confidential information and trade secrets are
protected fully [5].
a. Prepare using the interview planning template
provided in Appendix 4.
Planning
aspect
Description Time
1.Type of the
interview
The type of
interview is
structured
interview
This is the
interview
which
includes
several
interviewers
and had a
style which
is more
structured
and it begins
with
icebreakers.
30 min
2.objectives The
objectives is
to make the
interviewer
has the
information
is required
for him or
her win the
position.
15 min
3.Approach
and style
Use of
questionnair
e
This is the
mean that
the
interviewee
will know
the
interested
personnel
with the
vacancy.
10 min
4.schedule Every
interviewer
has his or
her
scheduled
time.
20 min
5.Topics and
questions
The company
information
like when did
the company
start? What
does the
company deal
with?
This will test
the
interviewer
if he or she
has primary
information
about the
company
and also
shows the
preparedness
of the
interviewer.
10 min
a. Assess and make recommendations on two
potential recruits in accordance with your plan.
You may use the templates provided or develop
your own. You may want to use the assessment
and evaluation template provided in Appendix
5.
Candidate:
Question Ideal
answer
contains:
Numbe
r of
possibl
e points
Scor
e
1 what
does the
job entail
The roles of
person
needed
The
qualification
s needed
20 11
2 have you
ever been a
manager of
any
Yes
No
20 20
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organizatio
n or
company
3 explain
to me the
time you
had the
difficult
concept as
a member
of a certain
team.
When was
then, which
team was
that, and
what did she
or he do
about it.
20 09
4 what are
your
strengths
Describe
fully all of
them
Should be at
list 5
20 13
5 the
knowledge
of the
company
Say mission
and vision
The
competitors
The
expectations
after the
chance is
given
20 10
Total 63
Recommendation:
The candidate was above the average thus he
can be offered the vacancy
References
[1] L. S. W. Morris, "Sport physical activity and
anti social behaviour in youth," Australian
Institute of Criminology, pp. 49-95, 2013.
[2] D. H. Penny, "Extra curricular physical
education: more of the same for the more able,"
Sport, Education and Society, pp. 41-54, 2017.
[3] A. N. Raiden, "Understanding the employee
resourcing in construction organizations,"
Construction Management and Economics, pp.
1133-1143, 2014.
[4] G. M. B. Sharma, "Crittical issues affecting an
ERP implimentions," IS Management, pp. 7-14,
2013.
[5] Y. Chang, "Resourcing for a resilient post
disaster reconstruction environment," Journal
Disaster Resilience in Built Environment, pp.
65-83, 2013.
[6] R. D. Galliers, "Strategic information system
planning: myths, reality and guidelines for
successful implementation," European Journal
of Information Systems, pp. 55-64, 2015.
[7] C. S. Evans, "Human resources for the health:
overcoming the crisis," The Lancet, pp. 1984-
1990, 2012.
Appendices
Appendices 1
Planning aspect Description
1.Type of the
interview
The type of
interview is
structured interview
This is the
interview which
includes several
interviewers and
had a style which
is more structured
and it begins with
icebreakers.
2.objectives The objectives is to
make the
interviewer has the
information is
required for him or
her win the
position.
3.Approach and
style
This is the mean
that the
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Use of
questionnaire
interviewee will
know the interested
personnel with the
vacancy.
4.schedule Every interviewer
has his or her
scheduled time.
5.Topics and
questions
The company
information like
when did the
company start? What
does the company
deal with?
This will test the
interviewer if he or
she has primary
information about
the company and
also shows the
preparedness of the
interviewer.
Appendices 2
Candidate:
Ques
tion
Ideal
answ
er
conta
ins:
Nu
mb
er
of
pos
sib
le
poi
nts
S
c
o
r
e
1
what
does
the
job
entai
l
The
roles
of
perso
n
neede
d
The
qualif
icatio
ns
neede
d
20 1
1
2
have
you
ever
been
a
mana
ger
of
any
orga
nizat
ion
or
com
pany
Yes
No
20 2
0
3
expla
in to
me
the
time
you
had
the
diffic
ult
conc
ept
as a
mem
ber
of a
certa
in
team
.
When
was
then,
whic
h
team
was
that,
and
what
did
she or
he do
about
it.
20 0
9
4
what
are
your
stren
gths
Descr
ibe
fully
all of
them
Shoul
d be
at list
5
20 1
3
5 the
kno
wled
Say
missi
on
20 1
0
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ge of
the
com
pany
and
visio
n
The
comp
etitor
s
The
expec
tation
s
after
the
chanc
e is
given
Total 6
3
Recommendation:
The candidate was
above the average thus
he can be offered the
vacancy
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