Operational Plan for King Edward VII College Campus Expansion

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MANAGE OPERATIONAL
PLAN

Contents
Introduction...........................................................................................................................................2
Task 1.....................................................................................................................................................3
Task 2.....................................................................................................................................................7
Task 3.....................................................................................................................................................9
Task 4...................................................................................................................................................19
Conclusion...........................................................................................................................................24
References...........................................................................................................................................25

Introduction
The operational plan is developed to define how an organizations team is going to
achieve organizations goals and objective. Through an operational plan day today, the
task can be defined. The main objective of the development of the plan is to define who,
what, when and how the operational plan will run over next year. It defines how the
human, physical and financial resources will be allocated to achieve both short-term
and long-term goals. The operational plan is a manual for operating the organization
and makes sure that the objectives are achieved (Nigro and Abbate, 2011).

Task 1
Operational Plan
Strategies Actions Details of resources
required to achieve actions
Timeline
s
Who KPIs and process for
checking
RECRUITMENT AND SELECTION OF BEST TALENT FOR BOTH SYDNEY AND BRISBANE BRANCHES
Establish an
effective
recruitment and
retention strategy
to promote the
University
(Bireda and Chait,
2011)
Promotion of the university new
branches in Sydney and Brisbane
and establish a reputation of a
globally recognised institution
Promotional documents,
marketing plan
,computer system, smartphone
Training classroom, trainer,
office stationary
Designing
recruitme
nt
material
Mid
October
2019
Recruitmen
t
team and
HR
manager
Time to hire, the
quality of hire, the
total cost per hire and
applicant satisfaction
level
Implement a modern recruitment
strategy that uses modern
technology such as Social Media
New
recruitme
nt
strategy
Septembe
r 2019
Head of
specialist
services
and
recruitmen
t team
Develop and deliver training to
the HR team and recruitment
Training
to
HRA’s and
recruitmen

managers October
2019
t teams
DEVELOPMENT MANAGEMENT AND LEADERSHIP
Develop
leadership quality
by investing
strategically to
inspire influence
and lead
Continue the delivery of
programs for developing
leadership quality
Experienced trainers, mentors,
Training classroom, trainer,
office stationary
Novembe
r 2019
Head of
staff
developme
nt
Develop a culture of
achievement and
being able to manage,
engage staff at newly
opened branches
Improve the
decision-making
ability of
managers and
ensure that they
take
responsibility for
making decision
Offer to coach and mentoring
services to managers
Novembe
r 2019
Head of
staff
developme
nt
PROMOTION OF NEW BRANCHES
Support the
expansion of
university
Provide strategic and operational
support for the establishment of
a new branch
access to customers data
Social media account
October
2019
Marketing
Manager,
Promotion
manager
and HR
team
Sales revenue,
number of leads, cost
per lead, the cost for
customer acquisition,
Marketing ROI

FINANCIAL INFRASTRUCTURE
Support
university for
maintaining
financial
sustainability
Provide support to make sure
that all the activities are
performed with set budgets
Access to budget documents,
Equipment list, access to
financial data
Ongoing
activity
Financial
analyst
Working Capital,
budget Variance
Support
university in
maximizing
efficiency in
system and
processes
(Griffith
University,2019)
Provide HR support to the
Professional Services Review,
Technicians Review and other
service review activities.
LEGAL COMPLIANCE
Ensure that
opening of the
new branch is
legally compliant
and follow good
Delivery of policy review plan Legislation books and articles Ongoing
process
Employme
nt
Services/
HR
Partners
Prevent any legal
hurdle and effective
implementation of
legislation

practices Ensure legal compliance
including responding to audit
activities
October
2019
Legal
Departmen
t

Task 2
Risk assessment
Scope of assessment:
Critical success factors:
Internal & external stakeholders:
Risk Consequence
s
Severity
Rating
out of 10
(10 being
highest)
Likelihoo
d Rating
Treatment or
control
methods
Person
responsible
Timeline
s
Priori
ty
rating
Monitoring process
Product
Risk
The new
branch does
not have
many
contributions
to profit
5 3
Market analysis,
feedback from
customers,
Product
Manager
October
2019 High
Check product
performance,
Feedback from
customers
Market
Risk
Demand risk,
concentration
risk,
Operations
risk, sales risk
6 4 The market risk
can be removed
through
comprehensive
market research,
Define strategic
intent, market
feedback,
Marketing
manager
Septembe
r 2019
Moder
ate
Check and balance
market operation,
Keeping close watch
on the market
performance

Scope of assessment:
Critical success factors:
Internal & external stakeholders:
Risk Consequence
s
Severity
Rating
out of 10
(10 being
highest)
Likelihoo
d Rating
Treatment or
control
methods
Person
responsible
Timeline
s
Priori
ty
rating
Monitoring process
assessment of
market feedback
Financial
Risk
The project
may go above
budget
8 5
Develop a
financial plan,
Quality control,
Financial Analyst November
2019 High
Monitoring the
financial figures
closely, keeping a
close watch on budget
expense
Team Risk
Interpersonal
Conflicts,
Coordination
Risk,
Decision
Making Risk
4 2
Provide
motivation,
coordination,
improved
engagement
among teams
Human resource
manager Ongoing Low
Assessment of team
performance
regularly

Task 3
The hiring process must be developed so that it can stand out among the competition.
Nowadays large numbers of organizations are utilizing technology for conducting
recruitment and selection. The use of online tools is being used. This not only reduces
the time required for conducting recruitment and selection but also improve the overall
productivity of the entire system (Greiner, 2015).
The improved recruitment policy is mentioned below;
Employee Recruitment and Selection Policy
Policy brief and Purpose
The employee recruitment and selection policy describe King Edwards VII College
process of attracting and selecting external job candidates. The recruitment and
selection policy can be used by hiring managers to create an effective hiring process.
This improved policy will help in providing a well-planned and discrimination-free
hiring process.
Scope of employee recruitment and selection policy
The recruitment and selection policy applies to all the employees who are responsible
for hiring. The policy applies to all the potential candidates.
Policy Elements:
Develop a clear employer brand through recruitment and selection:
The organization brand is what sets apart and show why the candidates should work
for University. The recruitment process must reflect the values, culture and mission of
the company. Therefore all the business pages of the company such as about page, social
media and advertisement align with King Edward VII College.
Create a Job post that reflects King Edward VII College:

The job post is the first document through which candidates will come in contact with
King Edward VII College, therefore the job post must be well put together and is capable
of attracting people who will be able to fit with the culture of King Edward VII College.
Use of Social Media:
The use of social media has become very popular as a large number of target candidates
belong to the millennial age group. the companies can advertise jobs and find talent and
communicate with potential candidates King Edward VII College must use social media
platform that will align with value and employer brand.
Use of application tracking system:
Investment in Applicant Tracking System is a software system that can help in
automating posting of jobs, finding qualified talent. The software has the functionality of
one-click job posting to multiple sites, finding qualified talent, shortlisting the
candidates and setting interview appointment.
Exploring niche Job Boards:
Putting all jobs on a single job board then it can be difficult to find talent. The job
advertisement can be achieved through advertising the open position through niche job
boards.
The Recruitment and Selection Process:
 Identifying the need for the opening:
 Decide whether to hire internally or externally:
 Reviewing the job description and creation of Job Advertisement:
 Selecting a source for posting the Job Advertisement:
 Deciding the selection stages and time frame
 Review Resumes present in Company Database
 Source Passive Candidates
 Short-list applications
 Conduct all recruitment activities
 Conduct background checking of candidates
 Select the most suitable candidate

 Provide offer-letter to the selected candidate
Posting the Job Internally:
Before searching candidates externally, the hiring managers can advertise the job
vacancy internally. The managers should set a deadline for an internal candidate. The
manager can communicate the vacant position through newsletter, email or an internal
applicant tracking system.
Creating Job Description:
The hiring manager will be responsible for developing the job description. The job role
must be developed so that it can accurately represent open positions. The Job
description document must include the following. The Job description must include the
following details;
 A brief description of the company aim and mission
 Summary of role
 List of responsibility
 List of requirements
 How to apply for the position
Selection Stages:
The company must ensure that it has a standard hiring process. These stages can be
changed according to role and responsibility. The main stages of recruitment and
selection are mentioned below.
 Accept application
 Shortlisting of candidates by matching their skill with a job specification
document
 Pre-screening of candidates by conducting a phone interview
 Conduct interview
Interview Feedback: