BBQfun: Developing and Implementing Resource Acquisition Plan

This assignment requires the development and implementation of a resource acquisition plan for BBQfun, a company transitioning to e-commerce. The plan must address both physical and human resourcing needs. Physical resourcing involves redeveloping the website, considering bids from developers, and managing related costs. Human resourcing includes recruiting customer service representatives, implementing strategies to curb discrimination, and promoting equality and diversity. The assignment emphasizes the importance of IP protection and includes role-play interviews with potential recruits. The candidate is expected to create action plans, interview plans, and assessment records, demonstrating their ability to manage resources effectively and in accordance with organizational policies and procedures. The assignment also covers change management, recruitment strategies, and risk management related to intellectual property and confidential information. The candidate must demonstrate skills in planning, organization, communication, and knowledge of resource acquisition policies. This assignment showcases the practical application of business development principles in a simulated e-commerce environment.

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>

Appendix 4: Interview planning template
CANDIDATE A
Planning
aspect
Description Time
1. Type of
interview
Problem solving interview ( Web developers) 12 noon
2. Objectives  To present a practical case scenario for
the employees practical experience
 To identify people skills,
communication skills and team work in
the candidate
 Analyse the tone of the interview for
qualification and familiarity with CRM
3. Approach
and style
-Casual in order to allow the candidate to
respond in practical life
-Open ended questions to allow the
candidates response and attention to detail
4. Schedule -15 minutes of practical case scenario
-5 minutes of self-expression

5. Topics and
questions
 The open ended quiz looks at the
interviewee’s composure and ability to
act professionally
 Questions include sales and marketing
strategies, professional and personal
skills
 Topics include information about the
company, competitors and trends in
the global markets
CANDIDATE B
Planning
aspect
Description Time
1. Type of
interview
Behavioural interview 3pm
2. Objectives  To study the sales
employee reaction
strategy in stress
management, demeanour
and composure in a high
demand office
 Check for present and
future performance
indicators
 Analyse organisational
skills, personality and
compatibility with job
tasks
 Question professional
integrity and values
 Test keyboard, online
sales skills and telephone
skills

3. Approach
and style
Formal interview with structured
questions
4. Schedule 30 minutes discussion
5. Topics and
questions
-descriptive questions about
analytical skills for timely
customer service
-Topics range from ability to
handle customers, make
decisions and engage in team
work
-Topics on online business and
telephone marketing
4. Submit a portfolio of your implementation documents as
outlined in the specifications below. Keep copies of your work
for your records.

Specifications
You must:
● participate in two interview role-plays
● submit a portfolio including:
○ action plans
○ interview plan
○ assessment and evaluation record with recommendations.
Your assessor will be looking for:
● reading and writing skills to access and use workplace information
and to write a detailed resource acquisition plan using vocabulary,
grammatical structures and conventions appropriate to the context.
● writing and numeracy skills to complete planning documentation
● planning and organisational skills to identify IP risks and take
responsibility for implementing a physical and human resource
acquisition plan to achieve operational goals
● communication skills to present information using clear and
professional English, listen and comprehend information from
interviewees and confirm understanding through questioning and
active listening skills
Interview
Role Plays
Candidate A
Candidate B
Portfolio
Action Plan
Interview Plan
Assessment and Evaluation record +
Recommendation

● monitoring skills to identify the implications and requirements for
protecting IP
● interaction skills to communicate and empathise with candidates
during interview processes, facilitate one-on-one interviews and
influence direction to achieve business outcomes
● knowledge of organisational resource acquisition policies, practices
and procedures.
Adjustment for distance-based learners
● The role-plays can be adjusted for distance learning. The role-plays
for this task can be varied to take place using Skype conferencing (or
any other video conferencing tool available to both you and the
assessor).
● A follow-up interview may be required (at the discretion of the
assessor).
● Documentation can be submitted electronically or posted in the mail.

Appendix 1: Scenario – e-Commerce
resourcing
Background to scenario
The BBQfun Board of Directors and the CEO have decided to implement an
e-commerce strategy to maintain or increase market share and revenue
and satisfy customer needs in line with company strategic directions.
You have been hired as an external consultant to manage operational
planning activities for BBQfun’s e-commerce strategy.
Under the strategy, BBQfun would offer all products in an online store.
Stock could be stored at no extra cost at existing stores. Customers would
cover delivery costs.
Currently, BBQfun has a website, but this website lacks e-commerce
functionality. The website would need to be redeveloped to incorporate
this functionality in line with relevant technical specifications. Existing
infrastructure, such as office and store configurations, would need to be
adapted to the new strategy. Additionally, assets such as delivery vehicles
would need to be acquired. New staff would need to be recruited and
existing staff retrained or informed of the e-commerce strategy and
associated operational and performance targets.
All resourcing must be acquired and operations undertaken in accordance
with relevant internal and external standards – legislation and codes of
practice; intellectual property (IP) rights and responsibilities; and
organisational policies and procedures.
High-level planning has been completed and approval has been given to
implement the strategy.
According to your plans, you are now at the stage where you must plan
and then implement the resourcing required to enable the strategy.
Physical resourcing and human resourcing are about to commence.
Remember, e-commerce operations are expected to be underway by 1
October 2014.
Scenario task
You will need to plan physical and human resourcing at a detailed level in
accordance with all organisational requirements. You are expected to
deploy resourcing strategies to plan and implement:
● physical resourcing of redeveloped website (plan entire process as
per organisational requirements)

● recruitment of four customer service representatives (plan entire
recruitment process as per organisational requirements; you will
need to demonstrate implementation through interviewing and
assessing two candidates).
Note: You may consider the management team of BBQfun, including
warehouse team leaders to be human resources for the acquisition of
physical resources. Use description of their roles in operational planning
when assigning responsibilities.
Physical resourcing
Consultation with the management team at BBQfun has provided you with
the following information:
● Three website developers will bid for the contract to redevelop the
existing website:
Company Bid
Ace developers $70,000
Premier Tech $80,000
Innovative
Technologies
$90,000
● The budget for the redevelopment is $100,000.
● Bids have been analysed as follows.
Ace
Developers Premier Tech Innovative
Technologies
Factor Weig
ht
Score
(S)
Weighted
score
(W x S)
Score
(S)
Weighted
score
(W x S)
Score
(S)
Weighted
score
(W x S)
Maintenance x1 2 2 3 3 3 3
Range of
features:
● payment
options
● integration
with
existing
systems
x3 2 6 2 6 2 6

Future-
proofing:
● ability to
be
upgraded
as
technology
improves
x5 3 15 6 30 6 30
Quality:
● usability
for
customers
x10 4 40 4 40 6 60
Total 63 79 99
Price (% of
budget)
.70 .80 .90
Total
score/price
(final
assessment
of bid quality) 90 98.75 110
Human resourcing
Consultation with the management team at BBQfun has provided you with
the following information:
● The budget for recruitment of four online customer service and sales
representatives is $30,000. The breakdown of costs is as follows:
Advertising $5,000
Recruitment
consultant
$10,000
Your time $10,000
Contingency $5,000
● You now have three suitable online customer service and sales
representatives.
● You have two more candidates to interview.
● The candidate is required to have the following skills and attributes:
○ enthusiastic and motivated
○ attention to detail