TASK 1 – HUMAN RESOURCE MANAGEMENT STRATEGIC PLAN A&A Industrial Trucks INTRODUCTION This document describes the Workforce Development Plan for A&A Industrial Trucks. The purpose of this workforce plan is to determine the human resource requirements, objectives and strategies to fulfil the workforce requirements and the corresponding action plans. Finally, it includes the staff training and induction plans. SITUATION ANALYSIS A&A Industrial Trucks is an Australian company selling forklifts, small trucks and spare parts, with a rental division leasing forklifts and small trucks. The company’s head office is in Sydney and A&A has branches in Brisbane, Melbourne and Perth. A&A Industrial Trucks has been offered the sales rights to a range of medium and large trucks from a German supplier. While over the past 8 years the sales of forklifts and trucks have showed a strong growth of 10% average per year, the rental market has been in decline. The new opportunity of A&A´s sales rights entails several changes. The company will reposition itself to focus solely on retail sales and service and exit the rentals market. With the new sales opportunity offered, A&A has new workforce requirements. On one hand, it is necessary to recruit new staff for the Sales force and Mechanic departments. On the other hand, A&A Industrial Trucks should implement a workforce plan to redeploy or lay off retails staff, department which will be closed. The present HR management strategic plan will make certain that A&A Industrial Trucks has the sufficient staff with the sufficient skills and work experience to ensure a successful achievement of the objectives. HUMAN RESOURCE NEEDS With the new sales opportunity offered, A&A has new workforce requirements. Role Current workforce Workforce demanded Type of service 2016 2017 Need % Senior manager 3 3 0 0% Full time Branch manager 4 4 0 0% Full time Line manager 8 8 0 0% Full time Sales force 72 88 16 22% Part time Mechanic 27 35 8 30% Full time Retails 9 0 -9 -100% Part time As it is shown above, according to the forecasts, A&A’s manager areas will not require new staff. However, Sales forces will have a growth of 22% in the next year, it will increase from 72 employees in 2017 to 88 employees in 2018. Likewise, Mechanic area will have a growth of 30%, it will rise from 27 employees in 2017 to 35 employees in 2018. Finally, it is necessary up skill or re skill existing employees of department that will be closed (retails department). Currently, there are 9 rental consultants (5 in Sydney and 4 in the other branches), who could be redeployed in the sales department. OBJECTIVES AND STRATEGIES Objective Strategies Develop skills and organisational capability • Make Vocational education and training, apprenticeships and traineeships policy. • Make Performance management policy. • Review legislative requirements to comply in all respects with local, state/territory, and federal government legislation. Recruit right workforce • Determine optimal structure of departments to enhance mobility and flexibility of workforce. • Review and update all position descriptions to define functions and accountabilities of staff. • Review attraction methods and promotional materials. • Monitor periodically external factors which could impact the workforce such as, government policy, labour markets trends, immigration rates and policy, graduation rates, demand and completion for labour. • Maintain ongoing relationships with professional bodies, associations, schools, local community to enhance “employer of choice” reputation. • Develop a recruitment system and train all recruitment staff. Retain skilled labour • Make Health, safety and rehabilitation policy. • Make Health and Safety programs. • Make Workplace harassment, victimisation and bullying policy • Monitor turnover and recruitment. • Redeploy 9 rental consultants in the sales department, establishing an up skill or re skill plan for them. • Provide training and career development opportunities. • Improve performance management practices. • Implement succession planning systems, which will help you in smooth transition, for retirements or resignations. • Make an internal promotions plan. • Establish annual salary increments and promotions based on employee performance. • Improve the workplace culture through honesty fairness, ensuring management sets positive examples. • Use rewards and recognition. Introduce bonus systems, certificate of appreciation, employee of the month program or at least appreciation in staff meeting to recognise the hard work and efforts. • Make work-life balance initiatives through family leave policies, employee, assistance program, fitness or wellness programs. • Gauge the organisational climate periodically. ACTION PLANS Recruitment process Activity How? Timeframe (# weeks) Resources Responsible Analyse current recruitment process Meeting with Human Resource Managers and Managing Director to analyse the current recruitment process and create a recruitment plan that includes internal and external recruitment. In addition, determine the budget for the recruitment process. 1 Meeting Room, Computer, TV HR Department Determine Job Descriptions Human resource internal meeting to modify and adjust to new requirements the job descriptions to ensure them attract the right candidates. 2 Meeting Room, Computer, TV HR Department List the best recruitment methods Discuss the best recruitment methods to use to attract the right people with the right skills for the vacancy. 1 Meeting Room, Computer, TV HR Department List the job vacancies Meeting with the IT department to update the Careers website. Meeting with the job search website manager to discuss price and time. 1 Meeting Room, Computer, TV HR Department Retention of skilled labour Activity How? Timeframe (# weeks) Resources Responsible Analyse the performance reviews Meeting with Human resource managers and Line managers to analyse and determine which employees require training. 1 Meeting Room, Computer, TV HR Department Search for a training programs Line managers need to search for training programs that ensure the correct skills for the employees according to A&A objectives. 2 Computer, internet Line managers Select institutions and organize training Select the best institutions that offer the training programs and meet with their representative to arrange dates and prices. 1 Meeting Room, Computer HR Department Start providing training Provide training programs and evaluate 2 Classroom, TV Line managers TRAINING PLAN Role Training required Timeframe needed (# days) Resources Cost Human Resource Manager Workforce Analytics 2 Classroom, Board, Workbook, Computer $920,000 per person Attracting and retaining talent 1 Classroom, computer, projector $575,000 per person Branch Manager Time management 1 Classroom, board, projector $765,000 per person Sales Force Customer service 1 Classroom, computer, screem $750,000 per person Line Manager Risk management training 1 Classroom, computer, projector $1800,000 per person Mechanics Advanced IT Skills 1 Classroom, computer, projector $600,000 per group of 5 people INDUCTION PLAN Role Responsable Timeframe needed (# days) Resources Sales Force Line managers (support from HR Dep) 4 Classroom, computer, projector Mechanics Line managers (support from HR Dep) 5 Computers, samples, prototypes, laboratoy   TASK 2 – HUMAN RESOURCE PLAN Café Scalise SITUATION ANALYSIS Café Scalise has grown consistently the last two years and their owners have decided to start opening on Saturdays. For this reason, they require an assistant manager who gives support to current manager, specifically on Thursdays, Fridays and Saturdays. The present document develops all the support activities and templates that need to be done to complete the Human Resource Plan. It will starts with the action plan that describes the three main stages of the process, which are recruitment, selection and offer. For each of this stages, there are some examples of the actions support activities that will be development by the management board. ACTION PLAN Stage Action Time required Responsible Resources 1. Recruitment Develop the position description 1st week Antonio Scalise Computer with internet Clarify timelines 1st week Antonio Scalise Meeting space Obtain approval for position 2nd week Antonio Scalise Meeting space Arrange for advertising 2nd week Angela Perez Meeting space Obtain approval for advertising 3rd week Angela Perez Meeting space 2. Selection Review resumes 5th week Antonio Scalise Angela Perez Computer with internet and Printer Develop a list of interview questions 6th week Antonio Scalise Computer with internet Set up interview 6th week Angela Perez Interview 7th and 8th weeks Antonio Scalise Angela Perez Meeting space and printer Reference check 9th and 10th Angela Perez Phone Select the best candidate 11th Antonio Scalise Angela Perez Computer 3. Offer Develop offer package 12th Angela Perez Computer Communicate offer to candidate 13th Angela Perez Phone Send offer letter 13th Angela Perez Computer with internet Send e-mail to unsuccessful candidates 14th Angela Perez Computer with internet 1. RECRUITMENT SUPPORT PROGRAM Café Scalise – Assistant manager job description Job title: Assistant Manager Salary: $24.50 per hour Hours: Full-time (38 hours pw) Tuesday to Saturday Location: 1 River Splanade, Mooloolaba, QLD 4557 Reporting relationships: Antonio Scalise and Angela Perez are the owners and Domenico Scalise is the other supervisor. About Café Scalise: Café Scalise is a family-owned and run café located in Mooloolaba, Queensland. Café Scalise provides the best high-quality gourmet prepared coffee in the area, complimented with tasty artisan produce pastries and food based on the italian grand mothers´s recipes, in a friendly atmosphere and with the best view of the Mooloolaba Beach. Research indicates a growing demand for this product/service combination. Purpose of position: Manager should be able to manage customer complaints, take responsibility for higher level café operations and manage staff performance. Responsibilities and Duties 1. Manage customer complaints. 2. Take responsibility for higher level café operations. 3. Manage staff performance. 4. Coordinate the café schedule, covering different shifts if necessary. 5. Serve as the lead customer service contact at the café, including answering questions, welcoming customers, and other communications. 6. Responsibility for keeping café area clean, neat and orderly. 7. Order any supplies needed for the café. 8. Develop and implement café policies and procedures. 9. Manage vendors and maintain inventory. 10. Run staff meetings. Academic and Trade Qualifications Essential Desirable • operating/managing a small business qualification • understanding of fair trade principles • understanding of coffee products • understanding of food and beverage operations. • Café Scalise product knowledge • Social media savvy especially with Facebook and Twitter • Ability to develop and implement café policies inventory • Ability and procedures • Ability to manage vendors and maintain • Ability to to Run staff meetings Work Experience and Skills Essential Desirable • At least 3 years staff management experience including performance management and training • sales and customer service skills • sustainability and community building experience • bilingual skills desirable (particularly Italian, Greek or Chinese) Personal Qualities and Behavioural Traits Essential Desirable • excellent communication and interpersonal skills • highly motivated • management and leadership skills • good organisational skills JOB ADVERTISEMENT Selected advertising channel/s newspaper classifieds Facebook café noticeboard classifieds online café window industry newsletter Reasons for selecting advertising channels: Job advertisement on the café windows does not involve any cost and could be seen by the current staff members. The owner, Antonio Scalise, wants to spend the minimum amount on advertising the position and generally prefers to try advertising on the shop window or through word of mouth. The other owner, Angela Perez, would like to attract an applicant through referral from staff or patrons. Finally, Domenico, the current floor manager, would prefer to promote an existing staff member who understands the needs of the café and requires limited training. Job ad –Café Manager • Café Assistant Manager • 1 River Splanade, Mooloolaba, QLD 4557 • $24.50 per hour • 03/03/2017 • We are looking for an energetic Café Assistant Manager with strong experience • You will have to be able to manage customer complaints, take responsibility for higher level café operations and manage staff performance. As the right candidate you will have: • at least 3 years staff management experience including performance management and training • sales and customer service skills • qualification to operating/managing a small business • understanding of fair trade principles • understanding of coffee products • understanding of food and beverage operations • excellent communication and interpersonal skills • highly motivated • management and leadership skills • good organisational skills Bilingual skills (particularly Italian, Greek or Chinese), would be beneficial. Please email your confidential CV to Angela Perez at [email protected] for further information. 2. SELECTION SUPPORT PROGRAM INTERVIEW GUIDE Job title: Café Assistant Manager Date and time of interview: 15 minutes Selection panel: Antonio Scalise Angela Perez Applicant: xxxxxx Each member of the panel should make notes (on a separate sheet) and score each applicant. Scores should then be added up and used when deciding. The panel should also decide which questions will be asked by each member of the panel. Scoring – applicant’s answers should be scored as follows: 0 No answer given or answer completely irrelevant. No examples given. 2 Some points covered, not all relevant. Some examples given 4 Good answer. Relevant information. All or most points covered. Good examples. 1 A few good points but main issues missing. No examples/irrelevant examples given 3 Some points covered. Relevant information given. Some examples given. 5 Perfect answer. All points addressed. All points relevant. Good examples Weighting – questions can be weighted 1 (low importance) or 2 (high importance) to reflect their overall importance to the position Questions and weighting Categories Questions Applicant’s responses Weight (1-2) Score (0-5) Total Work history 1. Tell me about your work history 2. Why did you leave your last job? Education and training 3. Why do you believe you are qualified for this position? Personality, motivation and character 4. What are your greatest strengths/weaknesses? 5. Where do you see yourself in five years? Total score (skills and knowledge) Referee contact details: Now give the applicant an opportunity to ask any questions that they might have and answer them. Ending the interview: • Thank the applicant for attending the interview. • Steps that will be taken to make the decision and inform applicants: We are going to inform by phone to the applicant who is going to be selected to position. To other applicants who are not going to select, we are going to send an email to them. 3. OFFER SUPPORT PROGRAM EMAIL Dear XXX, Re: Offer of employment We have pleasure in offering you a position with Café Scalise. The terms and conditions of your employment are as follows: Job title: Assistant Manager Salary: $24.50 per hour Hours: Full-time (38 hours pw) Tuesday to Saturday Location: 1 River Splanade, Mooloolaba, QLD 4557 Reporting relationships: Antonio Scalise and Angela Perez are the owners and Domenico Scalise is the floor manager. Responsibilities and Duties:  Manage customer complaints.  Take responsibility for higher level café operations.  Manage staff performance.  Coordinate the café schedule, covering different shifts if necessary.  Serve as the lead customer service contact at the café, including answering questions, welcoming customers, and other communications.  Responsibility for keeping café area clean, neat and orderly.  Order any supplies needed for the café.  Develop and implement café policies and procedures.  Manage vendors and maintain inventory.  Run staff meetings. If you have any questions, please let us know. Yours sincerely, ______________________ ____________________ Employer - Antonio Scalise Date: