Plan and manage resource acquisition

Plan and manage resource
acquisition
Submission details
Candidate’s
name
Phone
no.
Assessor’s name Phone
no.
Assessment site
Assessment
date/s Time/s
The assessment task is due on the date specified by your assessor. Any
variations to this arrangement must be approved in writing by your
assessor.
Submit this document with any required evidence attached. See
specifications below for details.
Performance objective
You will demonstrate skills and knowledge required to plan and manage
resource acquisition.
Assessment description
In response to a simulated business scenario, and using work completed in
Assessment Task 1, you will develop and implement strategies to ensure
physical and human resourcing is carried out in accordance with
organisational policies, practices and procedures and intellectual property
(IP) provisions.
Procedure
1. Read the BBQfun simulated business information provided in
Appendix 1 of this task and in the business documentation provided

by your assessor (the same documentation provided in Assessment
Task 1).
2. Plan and implement physical resourcing:
a. Review the physical resourcing activities in the action
plan you developed in Assessment Task 1.
Technology installation starts with an office space for business location. In
this case, BBQfun has two locations in Australia. The plant unit and
equipment cost features $330, 000. The company also needs office
reconfiguration with a warehouse costing $50000. Additional technical
costs feature software cost.
However, Human Resource needs are wide but this is an investment plan
for effective implementation1. This explains the focus on investment costs
of hiring website developers$100000, staff training $24000 and the
recruitment costs which are higher at $30000 followed by change
management at $27000. Additional staff is also higher at $1680, 000. This
expenditure is consistent with its previous spending where additional
training took a lead in HR training at $400000
Equipment costs also feature involving forklifts and delivery vans. This is
an asset to the company for this new venture.
b. Elaborate on your plan by including all steps and
strategies to acquire resources in accordance with
organisational requirements.
Strategies to acquire resources focus on business processes. Securing a
good team is necessary in e-commerce. BBQfun workers need materials
and equipment to deliver. They also need training as a resource for project
planning and implementation. This empowers them with tactics for
customer acquisition. The organizations profitability index measured in
three years advocates for present value of the cash flow compared to
present value of the initial investment must support its redevelopment
budget of $100,000
Profitability index
(PI) =
Present value (PV) of future cash
flows
Present value (PV) of initial
investment
1 David A DeCenzo, Stephen P Robbins and Susan L Verhulst, Fundamentals of
Human Resource Management, Binder Ready Version ( 2016), John Wiley & Sons,
23

c. Explain the risk management strategy needed to protect
the organisation’s IP and/or ensure the organisation does
not breach third-party IP.
IP related risks occur in the organization, in e-commerce platforms, service
providers and from competitors. Having proper installations from partners,
distributor networks and end users is critical. Mitigating these risks
through proper licensing, use of credible networks and creative content is
ideal. Protecting IP elements in form of products, designs and technology
features the acquisition of patenting rights2. Designing organizational
policies that Informing employees, emphasise on legality and safeguards
third party elements is critical. BBQfun needs a strong legal support
system to prevent ignorance and misconceptions.
3. Plan and implement human resourcing:
a. Review the human resourcing activities in the action plan
you developed in Assessment Task 1.
 Recruitment compliments the organizations capacity to handle the
new tasks. Hiring additional staff is a strategy to meet the growing
business needs. It involves both fulltime and casual workers. It
needs strategies to curb discrimination, promote equality and
diversity3 .
 Training in sales and marketing prepares the employees for
performance. Training in WHS enhances organizational ethics while
training in legal matters prevents misconduct or illegalities in
operations.
 Retention of workers prevents extra costs of hiring new employees
and it also motivates qualified workers for better performance and
professional development. However, the company also needs
strategies to promote its old employees
 Remuneration wages and salaries, insurance covers, payroll tax and
superannuation encourage performance. However it can become a
risk factor if the income paid does not inspire expertise.
 Change management: Integration without a proper change
management plan is an organizational risk that threatens effective
transition in the system4.
b. Elaborate on your plan by including all steps and
strategies to recruit people in accordance with
organisational requirements.
2 Knut Blind, The impact of standardissation and standards on innovation, in
handbook of Innovation Policy Impact, ( 2016), Edward Elgar Publishing
3 Paul, J Davis, Yuliya Frolova and William Callahan, Workplace diversity
management in Australia: what do managers think and what are organisations
doing?, ( 2016), 35
Equality, Diversity and Inclusion: An International Journal ,. 2,
81-98
4 Ibid, 84

Before recruitment of new workers, BBQfun has to identify the need. Its
transition from offline to online business is a new dimension. This creates a
gap for new positions in the online section. The company has a risk
implementation plan in which customer service is at a high risk if sales
employees misunderstand the changes. In order to curb this threat, it
invests in fully trained employees by developing a recruitment plan.
BBQfun feels the right team to implementing this plan is the sales and
marketing hence invests more in the strategic development. The use of
consultants is one way so the company reviews applicants for
shortlisting. As the organization grows it needs to control the
recruitment process to avoid overspending5 .
c. Incorporate IP requirements for human resource
acquisition to ensure trade secrets and confidential
information is protected from theft, misuse and
unauthorised distribution.
Confidentiality is at stake if employees are not aware of its importance.
Encouraging workers to sign agreements gives them the obligation to
protect company assets in form of information6 . The operational plan
indicates tasks such as supporting professional development. Company
policies indicate a low risk of employees disclosing company data when
they leave. This calls for risk management through training on managing
trade secrets, restricting information access and employment contracts7.
d.
Prepare to interview two recruits by organising a role-
play interview with each and preparing paperwork. You
may wish to prepare using the interview planning
template provided in Appendix 4.
e. Interview, 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.
5 John Shields, Michelle Brown, Sarah Kaine, Catherine Dolle-Samuel, Andrea
North-Samardzic, Peter McLean and Geoff Plimmer, Managing employee
perfomance & reward: Concepts, practices, Strategies ( 2015), Cambridge
University Press
6 John Hurley, Hutchinson Marie, Bradbury Joanne and Browne Graeme, Nexus
between preventive policy inadequacies, workplace bullying and mental health:
Qualitative findigs from the experiences of Australian public sector employees,
( 2016), 25
International Journal of mental health nursing, 1, 12-18
7 Stefan, A. Hajkowicz, Andrew Reeson, Lachlan Rudd, Alexandra Bratanova,
Leonie Hodgers, Claire Mason and Naomi Boughen, Tomorrows digitally enabled
workforce: Megatrends and scenarios for jobs and employment in Australia over
the coming twent years ( 2016)
Australian Policy
Online<https://www.acs.org.au/content/dam/acs/acs-documents/16-
0026_DATA61_REPORT_TomorrowsDigiallyEnabledWorkforce_WEB_160128.pdf>