BSBMGT517 Operational Plan Management: BBQfun E-commerce Expansion

This report outlines an operational plan for BBQfun's e-commerce expansion, covering human resourcing, physical resources, and intellectual property risk management. The human resourcing plan details the need for new online sales employees and the upskilling of existing offline staff, including recruitment and training strategies. The physical resourcing section identifies the need for trucks and forklifts, exploring acquisition options and potential suppliers. A risk management strategy is presented to protect BBQfun's intellectual property through updated employee agreements, monitoring competitor activities, and securing appropriate insurance coverage. The report also includes an action plan with milestones, responsibilities, and budget considerations, along with a balanced scorecard to measure key result areas and performance indicators. Contingency plans are outlined to address potential risks such as poor online sales, customer service issues, and breaches of customer law. This comprehensive plan aims to support BBQfun's successful transition and growth in the e-commerce market.

Running head: OPERATIONAL PLAN MANAGEMENT
Operational Plan Management (Assessment 1)
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OPERATIONAL PLAN MANAGEMENT
PART A
Human resourcing requirements for BBQfun
BBQfun is going to implement the plan of expanding its online business. The expansion will
happen through few new employments and up gradation. The human resource is requiring online
employees and planning to upgrade some offline employees. Mr. Les Goodale, the Human
Resource Manager of BBQfun has decided that the following resources are required.
Resource Purpose Number Required Remarks Days needed
New employees Online sales 2 15
Old employees Online sales 2 Upgrade them to
online sales from
offline sales
10
Truck drivers Ship products 6 3
Workers Warehouse
workers
4
A plan to source the human resource requirements
Listing the present manpower
The management will prepare an inventory that will record all the present employees, their skills,
qualifications and other necessary information (Holtgrewe). Currently there are 3 online
customer service and sales representatives.
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Identifying the requirements
The analysis will lead to identify the requirements which have already been identified above.
Fulfilling the requirements
The future and the whole structure of the organization must be considered while implementing
the human resource plan.
Recruitment
The potential candidates will be communicated through advertisements. Few significant human
resource consultancies will be contacted. The candidates will be selected through proper
evaluation process by the HR department (Kavanagh and Johnson). Necessary training will be
provided to certain candidates.
Sourcing candidates for BBQfun
The main responsibility for the online sales person is enhancing the e-commerce functionality of
the website of BBQfun. The contemporary relevant technicalities would be incorporated in the
newly developed website. The upgraded old employees would be responsible for adapting the
new technologies in the existing infrastructure. The human resource department and the
operation management team will be sourcing the potential candidates from the applications sent
be candidates. They will analyze their talent and standards. The employers must consider the
company policies such as privacy legislation, customer law and other relevant principles during
the sourcing of the candidates (Leipziger). Their portfolio and work samples will be evaluated by
the employers. Tool like people search can be used as a sourcing tool (Melanthiou, Pavlou and
Constantinou). As the company is looking for candidates related to websites sourcing the
candidates from social media or professional websites would be great idea.
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General approach to assessing candidates
The positions are selected here are the offline and Online Sales and Customer Service
Representative Employees.
For both the positions the company needs to publish advertisement through popular media in
order to attract potential candidates. For the new online sales employee, first the company has to
identify the candidates who possess adequate knowledge and understanding about e-commerce
websites. The chosen candidates have to go through a written or online based test and a face to
face interview (Brinkmann). The assessor should identify through the process, candidates who
has qualities of attention to details, motivation, enthusiasm and compliance with the requirement
(Clardy). They should be able to take initiatives, able to control certain situations and resolve the
issues. They must have good telephone, typing skills and minimum two years experience of
working in online sales. The company might look for more qualities like their formal training in
sales and marketing, if they have knowledge of the company’s products and activities and
knowledge about CRM system. The old candidates will go through a training process where they
will be accustomed with the new technologies. They will learn to apply them effectively. For
them the selection will be based on their organizational efficiency and work experience.
Through the test the candidates for customer service representative will be judged through a
select report at the primary stage. The report will demonstrate their responsive power, the
candidates are not expected to answer randomly. The candidates will go through an integrity test,
where their attitudes towards work ethic and personal integrity will be evaluated. Then their
performance index score will decide how well they are able to perform in the assigned task for
BBQfun. The completed select report will be evaluated thoroughly in the interview section. The
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OPERATIONAL PLAN MANAGEMENT
interview question may include information from the previous module. There will be more
questions on their characteristics, work experience, additional merit and liabilities.
Outline ensuring the successful candidates, inducted into BBQfun
The strategies that will ensure that appropriate candidates have been selected are:
 The balance between essential knowledge and experience of the candidate and desirable
knowledge and experience by BBQfun (Elnaga and Imran).
 Excellent communication skill, organized approach, focused, motivates and detail
oriented.
 Ability to understand the commercial desires of BBQfun and suggesting improvement.
 Their plans on designing, upgrading and developing the websites and attracting more
customers.
PART B
Necessary physical resourcing for BBQfun
Resource Purpose Number required
Trucks For shipping materials. 6
Fork lifts To lift and move materials. 3
Identify options for acquiring the physical resources
Resourcing option Advantages Disadvantages
Alternate vehicle for transporting Using rail is the cheapest mode The materials have to be
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like trains of transportation. collected from the station as it
will not directly be delivered to
the destination.
Renting new trucks The company will not have
worry about the maintenance of
the trucks.
The materials might experience
damage and the owner might
ignore the responsibility.
Buying old trucks The used trucks are less
expensive than the new ones.
Low fuel efficiency, which will
cost more.
Buying new trucks The delivery will be flexible,
means the company can use it
whenever however they want.
The cost of purchasing and
maintenance will be high.
Three potential suppliers for two of the physical resources
1. Jayde Transport
2. Isuzu Trucks
3. Freightliner Trucks
JAYDE
TRANSPORT
ISUZU TRUCKS
FREIGHTLINER
TRUCKS
Factor Weight Score
(S)
Weighted
score
(W x S)
Score
(S)
Weighted
score
(W x S)
Score
(S)
Weighted
score
(W x S)
Maintenance x1 3 3 2 2 3 3
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Range of features:
● payment
options
● integration
with existing
systems
x3 3 9 4 12 2 6
Future-proofing:
● ability to be
upgraded as
technology
improves
x5 3 15 2 10 5 25
Quality:
● usability for
customers
x10 5 50 4 40 5 50
Total 77 64 84
Price (% of
budget)
.80 .70 .90
Total score/price
(final assessment
of bid quality) 99 94 108
Other physical resource supplier
For forklift trucks companies like MLA Holdings, Forklifts Australia, Toyota Material handling
or NTP Forklifts Australia could be invited. The management team will decide the budget for
acquiring 3 new forklift trucks. The company will bid their amount and company will chose the
supplier who is offering the lowest.
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OPERATIONAL PLAN MANAGEMENT
PART C
Risk management strategy for BBQfun’s Intellectual Property (IP)
BBQfun’s trademark, patent and copyright are valuable for the company. The company will see
that all the employee agreements are properly updated and should clearly state that they cannot
misuse the IP for any third party. Other competitive companies’ activities must be monitored to
look if BBQfun’s IP is getting infringed. Insurance coverage related to IP defense and IP
Abetment should be taken by the BBQfun to protect its intellectual property rights (Halt, et al.).
References and Bibliography
Brinkmann, Svend. "Interview." Encyclopedia of Critical Psychology. Springer New York, 2014.
1008-1010.
Clardy, Alan B. Managing Human Resources: Exercises, Experiments, and Applications.
Psychology Press, 2014.
Elnaga, Amir, and Amen Imran. "The effect of training on employee performance." European
Journal of Business and Management 5.4 (2013): 137-147.
Halt, Gerald B., et al. Intellectual property in consumer electronics, software and technology
startups. New York, NY: Springer, 2014.
Holtgrewe, Ursula. "New new technologies: the future and the present of work in information
and communication technology." New technology, work and employment 29.1 (2014): 9-24.
Kavanagh, Michael J., and Richard D. Johnson, eds. Human resource information systems:
Basics, applications, and future directions. Sage Publications, 2017.
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Leipziger, Deborah. The corporate responsibility code book. Greenleaf Publishing, 2015.
Melanthiou, Yioula, Fotis Pavlou, and Eleni Constantinou. "The use of social network sites as an
e-recruitment tool." Journal of Transnational Management20.1 (2015): 31-49.
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