Human Resourcing Requirements For BBQfun

A Plan to Source the Human Resource Requirements

BBQfun is going to implement the plan of expanding its online business. The expansion will happen through few new employments and up gradation. The human resource is requiring online employees and planning to upgrade some offline employees. Mr. Les Goodale, the Human Resource Manager of BBQfun has decided that the following resources are required.

Resource	Purpose	Number Required	Remarks Save Time On Research and Writing Hire a Pro to Write You a 100% Plagiarism-Free Paper. Get My Paper	Days needed
New employees	Online sales	2		15
Old employees	Online sales	2	Upgrade them to online sales from offline sales	10
Truck drivers	Ship products	6		3
Workers	Warehouse workers	4

The existing infrastructure of BBQfun required up gradation. The company does not have the option of offering all of its products in online stores or delivering them everywhere. So the company will be hiring new online employees who will ensure that the company meets its online demands. New two online sales employees will be mainly responsible for this. The upgraded offline infrastructure will also require the old efficient employees, so the company is also investing on upgrading the old employees to the new systems. For delivering and storing the material the company will be buying trucks and hire six drivers for those. The newly appointed warehouse workers will take care of the storing dedicatedly. The company should give immediate priority to hiring the new online sales employees as whole of the plan is based on them.

The management will prepare an inventory that will record all the present employees, their skills, qualifications and other necessary information (Holtgrewe). Currently there are 3 online customer service and sales representatives.

The analysis will lead to identify the requirements which have already been identified above.

The future and the whole structure of the organization must be considered while implementing the human resource plan.

The potential candidates will be communicated through advertisements. Few significant human resource consultancies will be contacted. The candidates will be selected through proper evaluation process by the HR department (Kavanagh and Johnson).  Necessary training will be provided to certain candidates.

Through the detailed selection process the human resource management of the company will hire the new online representatives. The administration after discussing with finance department the company will be investing not more than 30000 thousand dollars. Before starting the interview process the company will set up a board that will evaluate the current strength and identify specific needs. The human resource manager and line manager will plan the induction for the new employees. The management has to prepare a working environment for the new employees who will bring maximum profit in short time. The induction will happen for a few weeks as the new employees need time to get accustomed and old employees might take more than expected time to complete the process. The entire process from pre employment requirements to induction will have to be completed before 1^st of October, 2014. 

The main responsibility for the online sales person is enhancing the e-commerce functionality of the website of BBQfun. The contemporary relevant technicalities would be incorporated in the newly developed website. The upgraded old employees would be responsible for adapting the new technologies in the existing infrastructure. The human resource department and the operation management team will be sourcing the potential candidates from the applications sent be candidates. They will analyze their talent and standards. The employers must consider the company policies such as privacy legislation, customer law and other relevant principles during the sourcing of the candidates (Leipziger). Their portfolio and work samples will be evaluated by the employers. Tool like people search can be used as a sourcing tool (Melanthiou, Pavlou and Constantinou). As the company is looking for candidates related to websites sourcing the candidates from social media or professional websites would be great idea.

Listing the Present Manpower

The positions are selected here are the offline and Online Sales and Customer Service Representative Employees.

For both the positions the company needs to publish advertisement through popular media in order to attract potential candidates. For the new online sales employee, first the company has to identify the candidates who possess adequate knowledge and understanding about e-commerce websites. The chosen candidates have to go through a written or online based test and a face to face interview (Brinkmann). The assessor should identify through the process, candidates who has qualities of attention to details, motivation, enthusiasm and compliance with the requirement (Clardy). They should be able to take initiatives, able to control certain situations and resolve the issues. They must have good telephone, typing skills and minimum two years experience of working in online sales. The company might look for more qualities like their formal training in sales and marketing, if they have knowledge of the company’s products and activities and knowledge about CRM system. The old candidates will go through a training process where they will be accustomed with the new technologies. They will learn to apply them effectively. For them the selection will be based on their organizational efficiency and work experience.

Through the test the candidates for customer service representative will be judged through a select report at the primary stage.  The report will demonstrate their responsive power; the candidates are not expected to answer randomly. The candidates will go through an integrity test, where their attitudes towards work ethic and personal integrity will be evaluated. Then their performance index score will decide how well they are able to perform in the assigned task for BBQfun. The completed select report will be evaluated thoroughly in the interview section. The interview question may include information from the previous module. There will be more questions on their characteristics, work experience, additional merit and liabilities.

The strategies that will ensure that appropriate candidates have been selected are:

• The balance between essential knowledge and experience of the candidate and desirable knowledge and experience by BBQfun (Elnaga and Imran).
• Excellent communication skill, organized approach, focused, motivates and detail oriented.
• Ability to understand the commercial desires of BBQfun and suggesting improvement.
• Their plans on designing, upgrading and developing the websites and attracting more customers. 

Resource	Purpose	Number required
Trucks	For shipping materials.	6
Fork lifts	To lift and move materials.	3
Warehouse	To store the materials	2
Computers	For the new online sales	4
Modem	For high speed internet	2

Resourcing option	Advantages	Disadvantages
Alternate vehicle for transporting like trains	Using rail is the cheapest mode of transportation.	The materials have to be collected from the station as it will not directly be delivered to the destination.
Renting	The company will not have worry about the maintenance of the trucks.	The materials might experience damage and the owner might ignore the responsibility.
Buying old materials	The used trucks are less expensive than the new ones.	Low fuel efficiency, which will cost more.
Purchasing	The delivery will be flexible, means the company can use it whenever however they want.  The new advanced devices will enhance the performance.	The cost of purchasing and maintenance will be high.
Leasing	The company will have to invest low acquisition cost.	As the company does not own the products they will not have full authority.
Re-purpose of existing equipments	Re purposing will not cost much and the value of existing assets will be fully utilized.	The modified equipments may not be appropriately fit for the requirements.

The option of ‘purchasing’ new equipments would be based suited for the company’s current scenario. The company is planning improve its present working culture and business by redesigning its existing infrastructure. The company needs to have its own advanced technological devices like computers or modems in order to improve its online sales scenario. The company will have full control over its trucks and other equipments and ensure the security of the delivering materials. 

1) Jayde Transport

2) Isuzu Trucks

Freightliner Trucks 

		JAYDE TRANSPORT	ISUZU TRUCKS	FREIGHTLINER TRUCKS
Factor	Weight	Score (S)	Weighted score (W x S)	Score (S)	Weighted score (W x S)	Score (S)	Weighted score (W x S)
Maintenance	x1	3	3	2	2	3	3
Range of features: ?      payment options ?      integration with existing systems	x3	3	9	4	12	2	6
Future-proofing: ?      ability to be upgraded as technology improves	x5	3	15	2	10	5	25
Quality: ?      usability for customers	x10	5	50	4	40	5	50
Total			77		64		84
Price (% of budget)			.80		.70		.90
Total score/price (final assessment of bid quality)			99		94		108

For forklift trucks companies like MLA Holdings, Forklifts Australia, Toyota Material handling or NTP Forklifts Australia could be invited.

The company needs to purchase 4 new computers, upgrading the old ones with new systems and high speed internet providing modems. The three companies that are selected for the tender process are i-Tech, Telcoinabox and TechPath.

		i-Tech	Telcoinabox	TechPath
Factor	Weight	Score (S)	Weighted score (W x S)	Score (S)	Weighted score (W x S)	Score (S)	Weighted score (W x S)
Maintenance	X2	2	4	3	6	3	6
Range of features: ?      payment options ?      integration with existing systems	x3	2	6	4	12	3	9
Future-proofing: ?      ability to be upgraded as technology improves	X4	3	12	2	8	5	20
Quality: ?      usability for customers	X8	5	40	4	32	5	40
Total			62		58		75
Price (% of budget)			.80		.70		.90
Total score/price (final assessment of bid quality)			92		90		98

The company Telcoinabox is offering the lowest so this supplier should be chosen. 

BBQfun’s trademark, patent and copyright are valuable for the company. The company will see that all the employee agreements are properly updated and should clearly state that they cannot misuse the IP for any third party. Other competitive companies’ activities must be monitored to look if BBQfun’s IP is getting infringed. Insurance coverage related to IP defense and IP Abetment should be taken by the BBQfun to protect its intellectual property rights (Halt, et al.). The company must ensure several contracts in the various stages of human resource management. The newly appointed employees will be bound by the contract against breaching information to a third party. The IT management team will implement IT restriction methods in order to protect BBQfun materials from theft or unauthorized distribution. The hired online developers should be bound by the contracts that will protect BBQfun’s website content through licensing. There will also be an agreement between the developers and the company which will resist them from breaching the contracts.   

References and Bibliography

Brinkmann, Svend. “Interview.” Encyclopedia of Critical Psychology. Springer New York, 2014. 1008-1010.

Clardy, Alan B. Managing Human Resources: Exercises, Experiments, and Applications. Psychology Press, 2014.

Elnaga, Amir, and Amen Imran. “The effect of training on employee performance.” European Journal of Business and Management 5.4 (2013): 137-147.

Halt, Gerald B., et al. Intellectual property in consumer electronics, software and technology startups. New York, NY: Springer, 2014.

Holtgrewe, Ursula. “New new technologies: the future and the present of work in information and communication technology.” New technology, work and employment 29.1 (2014): 9-24.

Kavanagh, Michael J., and Richard D. Johnson, eds. Human resource information systems: Basics, applications, and future directions. Sage Publications, 2017.

Leipziger, Deborah. The corporate responsibility code book. Greenleaf Publishing, 2015.

Melanthiou, Yioula, Fotis Pavlou, and Eleni Constantinou. “The use of social network sites as an e-recruitment tool.” Journal of Transnational Management20.1 (2015): 31-49.