BSB51915 Operational Management Plan Assessment - Week 6

This assessment evaluates a student's understanding of operational management through simulation exercises and case studies. The assignment, worth 60% of the final grade, is divided into six weekly tasks. Task 1 involves developing an operational plan for a recruitment drive, including researching job descriptions, identifying resource requirements, formulating Key Performance Indicators (KPIs), and drafting a letter for the recruitment process. Task 2 presents a case study on 'House Angels,' a domestic cleaning agency, requiring analysis of the business's operational challenges and potential solutions. The assessment covers key concepts such as resource management, KPI development, and strategic planning within an operational context. The student is expected to demonstrate competence in these areas by completing the tasks and addressing the assessment criteria outlined in the unit of competency, BSBMGT517 Manage Operational Plan.

T-1.8.1
Details of Assessment
Term and Year 4, 2016 Time allowed Weeks 1,2,3,4,5,6
Assessment No 1 Assessment
Weighting
60%
Assessment Type Simulation Exercises and Case Studies (Individual In-Class Assessment)
Due Date Week No. 6 Room TBA
Details of Subject
Qualification BSB51915 Diploma of Leadership and Management
Subject Name Operational Management
Details of Unit(s) of competency
Unit Code (s)
and Names
BSBMGT517 Manage Operational Plan
Details of Student
Student Name
College Student ID
Student Declaration: I declare that the work
submitted is my own, and has not been copied
or plagiarised from any person or source.
Signature: ___________________________
Date: _______/________/_______________
Assessor’s Name Moinul Mustafa / Wilso
Results Competent Not Yet Competent
Progressive feedback to students, identifying gaps in competency and comments on positive improvements:
__________________________________________________________________________________________
__________________________________________________________________________________
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Student Declaration: I declare that I have been assessed in this unit, and I have been advised of my result. I am
reassessment procedure.
Signature: ____________________________
Date: ____/_____/_____
Purpose of the Assessment
The purpose of this assessment is to assess the
student in the following learning outcomes:
Competent
(C)
Not Yet Competent
(NYC)
Research, analyse and document resource
requirements and develop an operational plan in
consultation with relevant personnel, colleagues
and specialist resource managers
Develop and implement contingency plans at
appropriate stages of operational planning
Development of an operational plan with details
of how it will be implemented and monitored
Knowledge of models and methods for
operational plans.
Assessment/evidence gathering conditions
Each assessment component is recorded as either Competent (C) or Not Yet Competent (NYC). A
student can only achieve competence when all assessment components listed under “Purpose of the
assessment” section are recorded as competent. Your trainer will give you feedback after the
completion of each assessment. A student who is assessed as NYC (Not Yet Competent) is eligible
for re-assessment.
Resources required for this Assessment
 Computer with relevant software applications and access to internet
 Weekly eLearning notes relevant to the tasks/questions
Instructions for Students
Please read the following instructions carefully
 This assessment has to be completed In class At home
 The assessment is to be completed according to the instructions given by your assessor.
 Feedback on each task will be provided to enable you to determine how your work could be
improved. You will be provided with feedback on your work within two weeks of the
assessment due date. All other feedback will be provided by the end of the term.
 Should you not answer the questions correctly, you will be given feedback on the results and
your gaps in knowledge. You will be given another opportunity to demonstrate your knowledge
and skills to be deemed competent for this unit of competency.
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 If you are not sure about any aspects of this assessment, please ask for clarification from your
assessor.
 Please refer to the College re-assessment for more information (Student Handbook).
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Instructions: There are 6 Tasks in this assessment that are assigned on a weekly basis.
Activates include case study, simulation exercises and direct questioning. You are
allowed to use internet, newspapers, textbooks or other resources in completing this
assessment. This is an individual assessment and you must complete the tasks in class.
Week 1 and Week 2
Task 1: Develop operational plan (15 marks)
Your academic institute (use imaginary institute or ACA) has decided on a recruitment drive
to hire 5 “Campus Managers” for the five campuses in five States. As a HR manager, you job
is to choose the right individuals for this position. Based on the sample operational plan
information and further web research, create an operational plan for this recruitment drive.
Follow the steps as structured.
Sample Operational Plan to review as a reference:
http://cass.anu.edu.au/sites/default/files/CASS%20Operational%20Plan
%202012%20(v10).pdf
Step 1: Research “Job Description” (Task, Duties and Responsibilities) for this position by
searching similar positions in the internet and choose six important duties & responsibilities
that requires consultation and advice with other senior and junior level positions in the
organisation.
Step 2: Simultaneously, identify the resources (i.e. Physical, Human and financial)
requirement to make this position efficient and effective. Visit:
http://www.tutor2u.net/business/strategy/resources.htm
Step one and two are to be completed in the following table.
Job duties & responsibilities Consultation with Required Resources
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whom
Tasked with the responsibility of
ensuring that the whole campus is
well administered and managed.
Director/Dean of
Students/ Associate Dean
of Education
Financial, Human, and
Physical Resources.
Jointly with appropriate senior
academic staff, responsible with the
monitoring and management of
both the performance as well as the
career of the general staff in the
campus
Director/Dean of
Students/ Associate Dean
of Education
Financial, Human, and
Physical Resources.
Responsible with chairing the
staffing committee of the campus
Director/Dean of
Students/ Associate Dean
of Education
Financial, Human, and
Physical Resources.
Provision of strategic advice to the
Director of the Campus, Dean of
students, and the Directors of
Research
Director/Dean of
Students/ Associate Dean
of Education
Financial, Human, and
Physical Resources.
Ensure that there is linkage and
effective linkages and coordination
between the campus and the
“Central Administrative Divisions”.
Director/Dean of
Students/ Associate Dean
of Education
Financial, Human, and
Physical Resources.
Step 3: Use the similar Job responsibilities information; pick the action verb to formulate Key
Performance Indicators (KPI).
Job duties KPI
Ensure that there is
effective training of all the
campus employees.
Carrying out pre-tests
before training. Promotion
of well qualified
People metric
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employees.
Responsible for
demonstration of the
institution’s financial
strength.
Financial metrics
Responsible for the
measurement of the
efficiency of the institution
through analysis of the total
number of students per
course.
Process metrics
Ensure that there is
minimization of costs in
acquisition of customers.
Ensure that there is a long
term and viable
relationship with all the
stakeholders in the
institution/ campus.
Customer metrics
This Key performance
Indicator or KPI is tasked
with the responsibility of
determining the total
number of learners who
have completing schooling
or even received a specific
degree or certificate during
the normal time frame.
This is quite important
because it helps the
management of the
institution to have a good
policy for tracking of any
transfers in the grades.
Academia
This metric makes it
possible for one to easily
examine the percentage o
the total students that are
taking different courses in
the campus. That apart, it
will also make it possible
to ascertain the proficiency
Curriculum
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rates for each of the
subjects in the campus.
Step 4: From the above SIX KPI, choose any TWO important KPIs that links to the
organisational operation.
Prioritisation KPI Resources required to
implement KPI
Role responsible
for monitoring
1 Academia Human and Financial The metric is
responsible for
ascertaining the total
number of awards
which have been
granted to the
students, staff, or
faculty in each of
the academic
calendar year.
2 Curriculum Financial, Human, and
Physical
This is tasked with
the responsibility of
allowing one to
effectively examine
how each particular
are of the curriculum
in the campus is
performing.
Step 5: Write a letter to you subordinate/assistant to prepare a job advertisement and organise
a meeting for the new recruitment drive. You can visit http://www.writeexpress.com/ for
sample letter formats.
FROM THE MANAGER,
...ORGANIZATION
11TH OCTOBER 2017
TO THE ASSITANT MANAGER,
..................ORGANIZATION
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Dear Sir/Madam,
REF: INVITATION FOR A MEETING
I hereby kindly invite you for a meeting scheduled on Monday 16th October 2017 as from
10:00am. The agenda of the meeting shall be the preparation of job advertisement and
organization of a meeting for a new recruitment drive for new employees of the organization.
Kindly confirm attendance and ensure you keep time.
Thanks and warm regards.
Yours faithfully,
..............................
MANAGER
Week 3 and 4
Task 2: Case Study - House Angels ( 15 marks)
House Angels is a domestic cleaning agency run by 45 year old Sarah Diaz. She is in her
fourth month of trading and operates from her home office in Brighton. Sarah has worked in
a similar business for eight years and when that business closed down and the owner moved
interstate, she decided to set up her own agency. The previous business was run from offices
in Camberwell and employed two full-time and one part-time staffs. At present Sarah has
thirteen cleaners on her books and twenty regular clients, most of whom she got through
word of mouth. Sarah has figured out she needs between 100 clients on her books by the end
of twelve months in order to reach her cash-flow projections. She will also need around 50
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cleaners if the client level crosses 100.
Sarah thought hard about the decision to start the business on her own. She certainly had
enough knowledge about how to run a cleaning agency from her past work experience. She
also had a few ideas on how she could improve operations if she was to do it herself.
However, she knew that it was going to cost a lot in the early stages and decided that initially
she could not afford to employ any staff to assist with running the business.
Due to her lack of financial resources Sarah chose to start up as a sole trader. All she had to
do was register her business name and get an ABN. Later on down the track, if all things run
smoothly, she will be achieving around $60,000 per month, i.e. $3,000 per client on an
average. Her expenses per client on an average are $2,000 including operational costs such as
chemicals, accessories, tools, and staff. Eventually she will register as a proprietary limited
company if it grows to 100 clients. She is currently considering whether she should extend
her business to partnership or corporation or just stay as a sole trader. As a sole trader Sarah's
time is very important as she has to do all the day to day running of the business, as well as
going out to meet new clients, run regular advertising campaigns and see that her customers
are happy with the service.
Step 1: Suggest generic advice to Sarah on her business restructuring considering the
expansion. Suggest if she needs to get partners, or more investment, or more staff, or a
large operational office. (100 words)
Based on the above case study, it is quite apparent that there is a lot that needs to be done in
order to make Sarah Diaz’s company House Angels to become successfully. For instance, It
is important for first for Sarah to first of seek for more capital to invest in the business and
get more customers before finally employing more staff and seeking for an even larger
operational office. This is quite true since having a large number of customers and a small
number of staff that will effectively help the company to achieve its aims and objectives is
what will quite ultimately help Sarah to expand the business.
Step 2: Prepare 5 job duties in designing the Job Description for cleaners
1. Cleaning all the designated facility areas for clients through either sweeping,
dusting, mopping, vacuuming, cleaning of the restrooms, and cleaning of the
ceiling vents.
2. Perform and document any available routine maintenance and inspection activities.
3. Execute any heavy cleaning tasks as well as special projects as stipulated by the
manager or director.
4. Ensure that all safety and health regulations are fully followed and observed.
5. Ensure that one cooperates with all the staff in the company.
Step 3: Develop 5 KPIs for her employees (cleaners)
Cleaning standards to be rated as Excellent, Good, Average, Poor, or Very poor
Complaints to be rated as Excellent, Good, Average, Poor, or Very poor
Customer service to be rated as Excellent, Good, Average, Poor, or Very poor
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Waste management to be rated as Excellent, Good, Average, Poor, or Very poor
Safety management to be rated as Excellent, Good, Average, Poor, or Very poor
Step 4: Prepare an induction checklist for the cleaners who will be hired
Checklist items for induction Checklist items for induction
Name of the employee Age
Date of starting employment Sex
Position or Job in the company Work experience
Department/Section Assignment
Work experience Duty hours
Step 5: Prepare a HR operational plan with work allocation with supervisory roles
The roles of a supervisor at House Angels company
It is important to note that the supervisor will be tasked with the responsibility of managing
both people and processes in the organization. Some of the process responsibilities activities
include:
 Budgeting.
 Scheduling.
 Evaluation of results.
 Monitoring of the work in progress.
 Work/task assignment.
 Scheduling
 Problem resolving and work implementation.
 Work unit planning.
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Some of the people responsibilities will include some activities like:
 Development of individual employee capabilities and skills.
 Motivation of employees.
 Monitoring and provision of feedback regarding daily performance.
 Carrying out of formal organizational performance reviews
 Executing disciplinary activity
Step 6: Develop a common roster template to use for all client sites (You may use scales
to draw tables)
Day
Monday Start
Meal
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break
Finish
Tuesday Start
Meal
break
Finish
Wednesday Start
Meal
break
Finish
Thursday Start
Meal
break
Finish
Friday Start
Meal
break
Finish
Saturday Start
Meal
break
Finish
Sunday Start
Meal
break
Finish
Step 7: Prepare a list of resource allocation and a monthly budget for her considering the
business has reached 100 clients
Cost factor Unit cost No. of
units
Total
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