Develop operational plan 1.1 Research, analyse and document resource requirements and develop an operational plan in consultation with relevant personnel, colleagues and specialist resource managers ?
Assessment Type: Case Study
Other:
Assessor’s Name:
Assessment Outcome: ? Satisfactory ? Not Yet Satisfactory
Student Declaration: By submitting this assessment via Moodle, I declare that this is my own work and had not been copied or plagiarised from any other source. Please refer to the Student Handbook for more information.
Assessment Conditions: Each assessment criteria is recorded as either Satisfactory (S) or Not Yet Satisfactory (NYS). A student can only achieve a ‘Satisfactory’ Assessment Outcome for the entire assessment when all assessment Criteria listed below are ‘Satisfactory’. A student who is assessed as ‘Not Yet Satisfactory’ is eligible for re-assessment with their trainer.
All assessment answers must be typed, include this assessment cover sheet and uploaded in ‘WORD’ version to moodle.
Assessment Criteria
Element Performance Criteria S NYS
1. Develop operational plan 1.1 Research, analyse and document resource requirements and develop an operational plan in consultation with relevant personnel, colleagues and specialist resource managers ?
?
1.2 Develop and/or implement consultation processes as an integral part of the operational planning process ?
?
1.3 Ensure the operational plan includes key performance indicators to measure organisational performance ?
?
1.4 Develop and implement contingency plans for the operational plan ?
?
1.5 Ensure the development and presentation of proposals for resource requirements is supported by a variety of information sources and seek specialist advice as required ?
?
2. Plan and manage resource acquisition 2.1 Develop and implement strategies to ensure that employees are recruited and/or inducted within the organisation’s human resources management policies, practices and procedures ?
?
3. Monitor and review operational performance 3.1 Develop, monitor and review performance systems and processes to assess progress in achieving profit and productivity plans and targets ?
?
3.3 Identify areas of under-performance, recommend solutions and take prompt action to rectify the situation ?
?
3.4 Plan and implement systems to ensure that mentoring and coaching are provided to support individuals and teams to effectively, economically and safely use resources ?
?
3.5 Negotiate recommendations for variations to operational plans and gain approval from designated persons/groups ?
?
3.6 Develop and implement systems to ensure that procedures and records associated with documenting performance are managed in accordance with organisational requirements ?
?
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 whom Required Resources
Step 3: Use the similar Job responsibilities information; pick the action verb to formulate Key Performance Indicators (KPI).
Job duties KPI
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
2
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.
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 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 annum, 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 register for GST even though, for the first year she doesnt expect to make more than $50,000. As a sole trader Sarahs 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)
Step 2: Prepare 5 job duties in designing the Job Description for cleaners
Step 3: Develop 5 KPIs for her employees (cleaners)
Step 4: Prepare an induction checklist for the cleaners who will be hired
Checklist items for induction Checklist items for induction
Step 5: Prepare a HR operational plan with work allocation with supervisory roles
Step 6: Develop a common roster template to use for all client sites (You may use scales to draw tables)
Step 7: Prepare a list of resource allocation and a budget for her considering the business has reached 100 clients
Cost factor Unit cost No. of units Total
Step 8: Analyse the budget and identify approximate profit/loss that she should have after the expenses
Step 9: Develop a contingency plan mentioning what should be her backup plan for extra workloads or new clients
Step 10. Prepare a draft letter for Sarah so that she can send to all employees in various site locations. The letter should advise and encourage supporting individual cleaners and teams to effectively, economically and safely use resources
Week 5
Task 3: Monitor and review performance of business operation ( 10 marks)
You are an operations manager of a small manufacturing enterprise. Your owner intends to increase the production capacity through the addition of new equipment. Two vendors have presented proposals. The fixed costs for proposal A are $50,000, and for proposal B, $70,000. The variable cost for A is $12.00, and for B, $10.00. The revenue generated by each unit is $20.00.
a) What is the break-even point in units and dollars for proposal A?
b) What is the break-even point in units and dollars for proposal B?
c) If the expected volume is 15,000 units, which alternative should be chosen?
a)
b)
c)
Week 5
Task 4: Analytical case on performance review of operation ( 10 marks)
Joanna French is currently working a total of 12 hours per day to produce 240 dolls. She thinks that by changing the paint used for the facial features and fingernails that she can increase her rate to 360 dolls per day. Total material cost for each doll is approximately $3.50; she has to invest $20 in the necessary supplies (expendables) per day; energy costs are assumed to be only $4.00 per day; and she thinks she should be making $10 per hour for her time.
Instructions: To Compute multifactor productivity, please refer to the following formula:
Productivity = Units/Outputs / Labour+ Material + Supplies + Energy
Viewing this from a total (multifactor) productivity perspective, what is her productivity at present and with the new paint?
Formula: Total inputs / Total outputs
Total input includes Units, Outputs, Labour + Material + Supplies + Energy
Present Productivity Productivity using the new paint
How would total (multifactor) productivity change if using the new paint raised Ms. French’s material costs by $0.50 per doll?
a
Week 6
Task 5: Search the Internet for WHS ACT 2011 and explain “what is a notifiable to ComCare under the new WHS Act 2011”? (200 words, 5 marks)
Task 6: Visit the WorkCover NSW website at http://www.workcover.nsw.gov.au/ and list 10 codes of practice applicable for Work Health and Safety in New South Wales.
Specify which ones are applicable for retail supermarket stores such as Coles and Woolworths? Explain. ( 5 marks)
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WHS codes applicable for a supermarket chain with your explanation.
ASSESSMENT ACTIVITY: WHSMS REPORT
Rationale
In this assignment you are going to apply your knowledge of Work Health and Safety (WHS) to a real-life working environment. Consider yourself as a newly-appointed WHS representative (at your own workplace or from the selection list below) who has been assigned the task of writing a report on the organisation’s current WHS procedures.
The report should contain a
• review of official WHS policy (highlight the important points)
• demonstrate compliance with relevant legislation
• identify potential workplace hazards
• identify issues with existing work health and safety practices, systems and procedures
• recommend appropriate steps towards risk management and offer advice on how to best communicate relevant information to employee
If you are selecting an organisation from the list, please consider doing extensive internet research to find and identify your required information. In cases you are not able to find the exact information, consider using a sample of another similar organisation to look for that information. For example, you are searching for “Material safety data sheet” for McDonalds and unable to find, try searching “Material safety data sheet for fast food”.
Performance Criteria
In completing this assignment you must:
? Collect information about workplace hazards and contribute to the identification of hazards in the workplace.
? Contribute to a risk assessment for hazards identified in the workplace.
? Demonstrate knowledge of relevant state/territory/commonwealth WHS legislation, codes of practice, standards and guidance material.
1. SELECTING AN ORGANISATION & REVIEWING WHS POLICY
? You should select any one organisation from those listed below and give a brief overview of what they do or sell:
Sydney City Council
http://www.cityofsydney.nsw.gov.au/council/about-council/careers/working-for-the-city/conditions-of-employment
http://www.cityofsydney.nsw.gov.au/community/health-and-safety
http://www.cityofsydney.nsw.gov.au/__data/assets/pdf_file/0003/114573/Policy-WHS-Policy.pdf
ANZ Bank http://www.anz.com/about-us/corporate-responsibility/employees/employee-relations/health-safety-wellbeing/
? Research the WHS policy statement and/or standard operating procedure of your chosen business, government body or educational institution. List the key features of the policy in bullet-points and write a summary of the organisation’s WHS practice.
NOTE: some organisations may use ‘OHS’ Operational Health and Safety instead of WHS, as the current terminology has only been introduced recently.
2. DEMONSTARTING COMPLIANCE WITH LEGISLATION
? Research the specific state/territory/commonwealth WHS legislation that applies to your organisation. You must identify and explain your legal duty as a WHS representative for your organisation.
? List any specific regulations that apply to the type of workplace that you have chosen.
Relevant legislation can be found at:
WORKCOVER NSW
https://www.workcover.nsw.gov.au/law-policy/legislation-and-codes/work-health-and-safety-legislation
3. IDENTIFYING POTENTIAL WORK HAZARDS
? You are then required to consider what potential hazards may be present in your chosen workplace.
? Common types of hazards may include chemicals, radiations, biological hazards, physical hazards, poor ergonomics, manual handling and psychological issues.
i. You must identify between six (6) and ten (10) potential hazards in your chosen workplace and should attempt to draw upon a variety of hazard types in doing so.
ii. For each hazard identified, write a summary explaining why the hazard is dangerous and who or what it might endanger.
? If you are having difficulty identifying potential hazards, you should undertake the five-step hazard identification technique explained on page 64 of the textbook: Research, Read, Observe, Communicate and Reflect.
? Remember, a hazard is defined as anything that may cause injury or harm to a person, a piece of equipment or the environment.
4. RECOMMEND APPROPRIATE RISK MANAGEMENT STEPS
? Using the potential hazards you have identified, you must now consider how to control risk in each instance.
? Use the six (6) risk management methods outlined in the Hierarchy of Controls on below list and chose which control method is most appropriate for each of your potential hazards. Provide a brief explanation of your decision.
1) Eliminate: Remove the hazard completely.
2) Reduce: Reduce the risk of injury or illness by e.g. substituting a less hazardous process, plant or substance to do the same work.
3) Isolate: Separate the hazard from the person at risk. This can be done with physical barriers, distance or time.
4) Engineer: Minimize the risk by re-designing the task or equipment so that it is safer.
5) Control Administratively: Organize safer work practices, provide appropriate training instruction and supervision, and put systems in place to manage health and safety.
6) Protect: Use personal protective equipment, such as safety glasses for eye protection.
? Create a risk assessment table (as sample as below) that lists the potential hazard, its likelihood of occurring, the consequences of it occurring and the control measure best suited to removing the danger.
Potential hazard Risk assessment-likelihood Risk assessment-consequence Control measure
5. REVIEW AND OFFER ADVICE ON EXISTING WHS CONSULTATION PROCESS
In this part of the report, you are to review the existing consultation process for work health and safety in the organisation. This should also include HSRs and safety committee. Highlight the issues with existing practices and suggest new ideas.
6. OFFER ADVICE HOW TO COMMUNICATE RELEVANT INFORMATION
At the end of the report, you must advise your employer how to communicate any WHS changes to their employees. WHS legislation state that employees must be consulted during any change in WHS policy or procedure, so effective communication between the organisation and its staff is vital. Using the consultation techniques discussed, write a consultation guideline for your employer. This guideline should include the following:
i. A brief summary of the importance of good consultation practice
ii. A review of the various methods for communicating information to workers, including a recommendation of three options that are most suitable for their organisation.
iii. Advice about how to apply ‘collaboration strategies’ in their organisation and an explanation of the benefits these might bring.
EXAMPLE LAYOUT / TEMPLATE
Organisation’s Name
Overview of the Organisation
List key Features of Organisation’s WHS Policy
? Key Policy Feature One _______________________________________________
? Key Policy Feature Two _______________________________________________
? Key Policy Feature Three ________________________________________________
? Key Policy Feature Four ____________________________________________________
? Key Policy Feature Five ____________________________________________________
Brief Summary of Organisation’s WHS Philosophy
Legal Duties Outlined by Applicable WHS Legislation
List Specific Regulation that Applies to Chosen Workplace
? Regulation One _______________________________________________
? Regulation Two _______________________________________________
? Regulation Three _______________________________________________
? Regulation Four _________________________________________________
Potential hazard (Question 5) Explanation (Question6) Control Measure (Question 7)
Hazard One
Hazard Two
Hazard Three
Hazard Four
Hazard Five
Compile a Risk Assessment Table
Potential hazard (Question 5) Explanation Control Measure
Hazard One
Hazard Two
Hazard Three
Hazard Four
Hazard Five
posted by simon jones @ 08:09
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