Operational Plan For Recruitment Of Campus Managers

Job duties & responsibilities Save Time On Research and Writing Hire a Pro to Write You a 100% Plagiarism-Free Paper. Get My Paper	Consultation with whom	Required Resources
Cite out the requirements which campus managers need to exhibit for carrying out the responsibilities. Hence clearly specify the skills and experience that campus managers would require to possess (Arthur 2012).	Consultation would be carried out with head of the college, senior members and campus coordinators. Save Time On Research and Writing Hire a Pro to Write You a 100% Plagiarism-Free Paper. Get My Paper	Meeting in person with all the concerned persons. Then proper follow up should be done through carrying out discussions over telephone calls and messages to keep track of the process of recruitment.
Determining the costs required for carrying out the recruitment process, which is a critical aspect. Costs related for putting up advertisements, updating website through change in graphics, hiring through usage of external recruitment agencies (Austin 2013). Take into account the compensation packages along with other benefits for the new managers who would be appointed by taking into consideration other related factors. Formulating a budget for undertaking the process of advertising and recruitment, to keep track of the fact that the actual costs do not exceed the budgeted figures (Australia 2012).	In this case, principal of the institute and other senior members would be consulted with in great detail to chalk out an ideal plan. In addition to all these, marketing managers would also come into play in order to ensure that the right strategies are in place so as to clearly specify the requirements and the message goes across to the right candidates.	Get in touch with head of the campus, marketing and financial managers. Conduct meetings with recruitment agencies by carrying out discussions. A proper cost analysis is required by keeping in mind the budget ascertained. Proper research must be carried out on the location of each campus to get an idea of the economy and hence carry out appropriate comparison on the type of economy for that particular region. (Bonoli and Hinrichs 2012).
The job descriptions for the managers, who are set to get appointed, should be in line with the roles and responsibilities needed to be carried out. These should be set after taking into consideration the skills and expertise possessed by the individual and they should be in line with the policies and procedures of the organization.	Senior members of the college, people entrusted with the responsibilities of HR and Administration department.	Go through the necessary requirements that need to be followed, by looking into the agendas formulated in earlier meetings.
Decide upon the platforms which would be required to advertise new vacancies for Campus Manager, in accordance with the budget, cost of advertisement and the location where the campus is located (Cunningham et al. 2012).	Discussions to be carried out with the marketing manager, constant touch with external recruitment agencies and the website designing team of the organization.	The organization’s website designing software, take care of the pages in social media channels.
Another major responsibility is to properly scrutinize the skills and experience of all the applicants, then go ahead to conduct interviews for shortlisted candidates and take decision on successful candidates.	Head of the campus, HR department of each campus and outside recruitment agencies in each state.	Conduct a proper review of all the resumes received, gather information from previous employers, as part of reference check and hold regular meetings for carrying out discussions regarding the applicants, forming feedback for the interview conducted and then finally take decision on the appropriate candidate.
Frame out effective induction training sessions for newly recruited centre managers. Give appropriate support to them during the period of probation. Then assist them with all the necessary support as and when required.	Campus head, Human Resource Department and Outside managerial training experts.	Webinars, conduct training courses first hand to provide them with the desired knowledge and understanding of how the duties are required to be carried out.

Step 3 –

Job Duties	Key Performance Indicators
Get the specifications related to the job finalized and also create an attractive script with the job descriptions, which fulfill the requirements of the institute by keeping up their set plans and procedures (Collmus, Armstrong and Landers 2016).	The effectiveness of the specified job description, kind of advertisements put up and the techniques followed can be analyzed through reviewing the kind of responses received and number of candidates applied for the job.
Cost is an issue, which requires proper planning related to the set up of budget with respect to advertising and other related costs, along with the ascertainment of the new manager’s salary (Epstein and Buhovac 2014).	Keep a proper track of the costs incurred during the whole process of recruitment, starting with advertisement, recruitment and training processes (H?ebí?ek et al. 2014).
Confirming to abide by the best platforms for posting the vacancies related to the job. Putting up effective and catchy advertisement of the job vacancies to attract the attention of related candidates and also ensure wider reach (Hughes and Ferrett 2012).	Identify the platform, most effective for putting up job related advertisements by going through the amount of responses received across different platforms and carry out a comparative analysis.
Carry out a thorough review of how prospective candidates have expressed their interest for the particular position and then decide on their suitability.	As a performance indicator, comparison of different individuals’ skills and experiences, needs to be carried out with the kind of job role and responsibilities mentioned in advertisement.
Conduct in-depth interviews for the candidates shortlisted across college campuses and based on the performances of the candidates, take decision on the most suitable applicant for each of the positions (Hunter, Cushenbery and Friedrich 2012).	Identify the suitability of the candidates, who have been interviewed for each of the positions and then decide upon, with whom to proceed for the second round of interview by seeking the necessary support from the management (Kehoe and Wright 2013).
Arrange thorough inductions and training plans for all the new managers by providing the necessary support during the 1^st quarter in their campus.	Keep a close watch on the managers in their workplaces, overseeing the responsibilities they are carrying out will give a clear indication about the understanding and competency, which they possess (Landsbergis, Grzywacz, and LaMontagne 2014).

Step 4 –

Prioritization

KPI

Resources Required to implement KPI

Role responsible for monitoring

Finalization of the roles and responsibilities through creation of a clear and catchy job description, keeping in line with the policies and objectives of the college.

Measuring the effectiveness of job description, advertisement put up and the techniques required to give out the right sort of information and message by reviewing the interest and responses received from job vacancy advertisement (Marr 2012). Accordingly carry out an analysis on what changes can be made to increase effectiveness.

Meeting with all the relevant people, who have the authority to take important decisions and also give out suggestions (Mone and London 2014).

Gather feedback from recruitment agencies which possess the required experience in advertising for similar positions.

Information from the internet and company’s handout where the policies and procedures are framed out.

Each and everyone from the earlier meeting conducted should agree upon the job description and experience required for carrying out the role.

Assessment of the skills, which are required to be possessed and experience required for the interested applicants.

Conduct interviews for all the shortlisted candidates and decide upon the successful applicants.

Give the required position and the desired salary to the candidates successfully crossing the hurdle of interviews.

The key performance indicator in this situation would be through identification the kind of candidates, who would be suitable for each of the positions (Parmenter, 2015).

Review and reassess the applications received. Carry out reference checks with the previous employers. Meet with the representatives and other officials to discuss about the applicants shortlisted for the interview, provide the necessary feedback and take decision on how to proceed with the suitable candidates.

The role responsibility to be carried out is by way of reviewing resumes. The coordinators of each and every institute conduct physical interviews in the place of work.

As an HR Manager, he or she provides all the applicants, interviewed for the post, with the necessary feedback, irrespective of them achieving success or not.

Hence, the HR manager puts out offer packages for all the successful candidates and communicate the same to them through mails or over telephone.

Step 5 –

Henry James

HR Assistant

ABC Institute

World Tower Commercial Suites

Sydney NSW 2000

Subject: Job Advertisement for New Recruitment Drive

Dear Henry

This is to bring to your attention that an advertisement related to the recruitment drive for getting on board new centre manager, is required to be put up in the earliest possible time. The advertisement should be very specific to the roles and responsibilities which he or she needs to carry out, so that only the right set of candidates with the requisite qualifications and responsibilities apply for the post.

The advertisement should also contain the kind of activities he or she would not to carry out as the centre manager of ABC Institute.

Hence, the advertisement should serve the purpose of attracting the right candidates for the job.

Thank you

Jack Martin

HR Manager

ABC Institute

Step 1 –

In order to reach her cash flow projections, Sarah requires 100 clients within the twelve month period and if she manages to secure even more than 100 clients, then she would need close to 50 cleaners.

All this would require heavy investment, hence substantial amount of cost would be incurred. Ideally Sarah needs to advertise her business in order to get partners because with time, when her business would expand, she would need somebody to assist her in handling all the activities (Phillips and Phillips 2016). Along with the partners, Sarah would also require to approach businesses, who would provide funding to the business.

Step 2 –

5 job duties in designing the job description for cleaners:

i) Clean, stock and provide designated facility areas for carrying out different activities.
ii) Regular inspection and maintenance of activities should be performed and also make sure that everything gets documented (Rivera 2012).

iii) Carry out cleansing tasks along with special projects.

iv) Keep proper stock of the essentials and look after the maintenance of supply rooms
v) The health and safety regulations are met in order to avoid any mishap.

Step 3 –

Following are the five Key Performance Indicators for cleaners:

i) Level of Client Satisfaction, based on which scores would be given.
ii) The quality which was promised to be maintained by the cleaners, see to the fact whether they have abided by their promise.

iii) The budget that was set for procurement of necessary utilities, in order to let them carry out their tasks in a hassle free manner, conduct an audit to see if the cost incurred is in line with the set budget.

iv) Ensure that the cleaners or employees are using the proper waste management system to dispose off all kinds of wastes.
v) Cleanliness of the employees working helps in creating a good impression on the minds of the customers, thereby lead to an increase in orders through building of trust.

Step 4 –

Induction checklist for cleaners who will be hired:

Checklist items for induction	Checklist items for induction
Introduce newly recruited cleaners to other members.	The communication procedures which should be followed.
Make them feel comfortable by taking them around the workplace.	They must be made aware of the ‘to do list’ in case of any emergency.
Let them understand the job duties and responsibilities which they require to carry out.	Maintaining safety and security and also ensure timely service for the clients.
Give them proper insight on the dress code, policies and procedures.	Proper delivery mechanism which should be followed while delivering stuffs to the clients.
The cleaners must be made to understand the importance of customer satisfaction for a business to grow.	Most importantly behaving in a cordial manner with the client is a necessity, which would not be compromised in any cost.

Step 5 –

HR Operational Plan with work allocation with supervisory roles:

The most important thing in work allocation is to understand the proficiency of each candidate and allocate work according to the skills and expertise possessed by them (Solnet, Kralj and Kandampully 2012). Cleaning is a sensitive issue for clients. So as an HR, he should make sure that the employees understand the need to maintain proper hygiene. The newly appointed employees should be assisted by a supervisor, to make sure that the employees abide by the rules and regulations. Ones who would look after cleaning, washing, dusting of the workplace need to be supervised by an individual for meeting up with the needs and demands.

Step 6 –

Common roster template for all client sites:

Activities	Days of the week
Washing and dusting	Monday
Dry Cleaning	Tuesday
Client Acquisition	Wednesday
Orders Booking	Thursday
Processing of Orders	Friday

Step 7 –

List of resource allocation and monthly budget for Sarah, considering the business has reached 100 clients.

Cost Factor	Unit Cost	No of Units	Total
Salaries of employees	300	25	7500
Cost of chemicals and tools	500	100	25000
Cost incurred for client acquisition	200	100	20000
Procurement of items for expansion of workplace	100	500	50000
Telephone Bill	175	4	700
Cost of using internet for sending mails	100	5	500
Total	1275	734	103700

Step 8 –

Calculation of profit/loss after the expenses:

The expenses of $103700 which Sarah need to incur as a whole for 100 clients, comes to an average spend of $1037 per head. Now, based on the initial plan when Sarah had projected that she would be able to procure on an average $3000 from her client, this goes to show that the business would generate average profit of $1963.

Step 2: Identify Resources Required

Step 9 –

Contingency Plan for extra workloads and new clients

Contingencies can come up in unexpected moments. Hence, Sarah has prepared herself in an appropriate manner to manage workloads and rush from new clients (Van Dooren, Bouckaert and Halligan 2015). Decision has been taken to receive appointments one week prior to the time in which clients need their stuffs to get delivered. Moreover, an emergency response team is put in place for providing back up to the existing employees.

Step 10

The Staff

Sarah Cleaning Agency

Melbourne

Australia

Subject: Letter of Advice

Dear All

This is to inform and make you aware of the need for Sarah Cleaning Agency to maintain proper hygiene and make full use of the resources in an effective manner.

Budget is formulated for all the items and other procurements needed to carry out the duties hence ensure that every activity takes place in accordance with the allocated cost. The need to take care of safety measurements to avoid any mishap and provide customer satisfaction is a necessity

Hopefully the employees would abide by the instructions and work accordingly to uphold the image of the agency

Thank you

Sarah Diaz

Sarah Cleaning Agency

Melbourne

Australia

Answer to Task 3 –

Break-even point in units and dollars for proposal A

Fixed Cost/Revenue – Variable Cost = 50000/20-12 = 50000/8 = $6250

Break-even point in units and dollars for proposal B

Fixed Cost/Revenue-Variable Cost = 70000/20-10 = 70000/10 = $7000

If the expected volume is 15000 units, then proposal B should be considered as that would yield more profit

Performance review of operation:

Present Productivity

Productivity Using The New Paint

240 dolls produced by working for 12 hours. So per hour, they are producing 20 dolls.

Productivity = 360/3.50+20+4

13.09

Change in multifactor productivity when cost per doll is $4

360/4+20+4 = 12.85

The person responsible for overseeing the management of the workplace must be particular about the fact that in case any incident occurred is kept free from any sort of disturbances till Comcare Inspector arrives on the site of the incident. The places which come under the site are plant, substance, structure or anything which is related with the incident notified. This is designed to ensure that evidence is preserved for providing assistance to the inspector for properly identifying the cause of any incident. The WHS Act 2011 cites out the kind of incidents notifiable to Comcare (British Medical Association, 2013).

Written notifications using the notification of an incident form can get faxed to 1300 305 916 or send an email across to [email protected] The Act imposes strict timeframes to notify Comcare of notifiable incidents. Specific contact numbers are provided by Comcare if any incident occurs outside the scheduled working hours. Notifying Comcare as soon as any incident takes place ensures prompt action which would lead to the release of the site. Necessary penalties are applicable if anyone fails to contact the Comcare in the desired time.

Ten codes of practice applicable for work health and safety in New South Wales:

Abrasive blasting
Confined spaces
Demolition work required to be licensed
Confidentiality of information except for those relating to administration or enforcement of other laws
Penalty would be enforced for each offence committed.
First Aid in Workplace
Managing noise and prevention of hearing loss in workplace
Manage risks arising from electricity in workplace
Manage the risk of falls in workplace
Managing the risks arising out of hazardous chemicals

Work Health and Safety codes applicable for supermarket chains like Coles and Woolworth are:

Managing the risk of falls in workplace
Provision of keeping first aid in supermarkets

Management of noise for keeping the work environment cozy

References

Arthur, D., 2012. Recruiting, interviewing, selecting & orienting new employees. AMACOM Div American Mgmt Assn.

Austin, R.D., 2013. Measuring and managing performance in organizations. Addison-Wesley.

Australia, S.W., 2012. Work-related traumatic injury fatalities, Australia 2009-10. Australian Government-Safe Work Australia.

Bonoli, G. and Hinrichs, K., 2012. STATISTICAL DISCRIMINATION AND EMPLOYERS’RECRUITMENT: Practices for low-skilled workers. European Societies, 14(3), pp.338-361.

British Medical Association, 2013. Health and environmental impact assessment: an integrated approach. Routledge.

Collmus, A.B., Armstrong, M.B. and Landers, R.N., 2016. Game-thinking within social media to recruit and select job candidates. In Social Media in Employee Selection and Recruitment (pp. 103-124). Springer International Publishing.

Cunningham, F.C., Ranmuthugala, G., Plumb, J., Georgiou, A., Westbrook, J.I. and Braithwaite, J., 2012. Health professional networks as a vector for improving healthcare quality and safety: a systematic review. BMJ Qual Saf, 21(3), pp.239-249.

Epstein, M.J. and Buhovac, A.R., 2014. Making sustainability work: Best practices in managing and measuring corporate social, environmental, and economic impacts. Berrett-Koehler Publishers.

H?ebí?ek, J., Soukopová, J., Štencl, M. and Trenz, O., 2014. Corporate key performance indicators for environmental management and reporting. Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, 59(2), pp.99-108.

Hughes, P. and Ferrett, E., 2012. Introduction to health and safety in construction. Routledge.

Hunter, S.T., Cushenbery, L. and Friedrich, T., 2012. Hiring an innovative workforce: A necessary yet uniquely challenging endeavor. Human Resource Management Review, 22(4), pp.303-322.

Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.

Landsbergis, P.A., Grzywacz, J.G. and LaMontagne, A.D., 2014. Work organization, job insecurity, and occupational health disparities. American journal of industrial medicine, 57(5), pp.495-515.

Marr, B., 2012. Key Performance Indicators (KPI): The 75 measures every manager needs to know. Pearson UK.

Mone, E.M. and London, M., 2014. Employee engagement through effective performance management: A practical guide for managers. Routledge.

Parmenter, D., 2015. Key performance indicators: developing, implementing, and using winning KPIs. John Wiley & Sons.

Phillips, J.J. and Phillips, P.P., 2016. Handbook of training evaluation and measurement methods. Routledge.

Rivera, L.A., 2012. Diversity within reach: Recruitment versus hiring in elite firms. The ANNALS of the American Academy of Political and Social Science, 639(1), pp.71-90.

Solnet, D., Kralj, A. and Kandampully, J., 2012. Generation Y employees: An examination of work attitude differences. Journal of Applied Management and Entrepreneurship, 17(3), p.36.

Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the public sector. Routledge

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