Sutthisak_PPT_TAsk3 BSBHRM614 addition

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University of Technology Sydney *

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MANAGERIAL

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Business

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Nov 24, 2024

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Uploaded by AgentIceGoldfinch29

BSBHRM614 case study Aussie Rural Products By sutthisak

Strategic workforce direction • Aussie Rural Products" will purchase its goods from farmers in rural or regional regions and offer them to small shops and supermarkets. The focus are on Sydney, Melbourne, Brisbane and Perth. For keeping goods, each city will have a warehouse and a cold storage facility. Each city is served with a reliable distribution network for the business. • The creation of an online storefront where small shops and supermarkets may place orders and make payments will be outsourced by "Aussie Rural Products." After receiving the orders, the delivery will be made within 24 hours. The company "Aussie Rural Products" will offer rural goods and deliver them in a day. Small businesses and supermarkets may expect their orders to be delivered within a day of placing them. They'll be able to work in B-2-B and B-2-C. In business to Business, the company sell its products to retail stores, restaurants, fruit and vegetable markets, and food processing plants. In Business to consumer, The company will establish a top-notch supply chain to assist in getting its goods and services to the new target market

Strategic objectives 1.By the end of first year of business, to reach the anticipated sales objective. • Increase revenue by offering superior customer service. • Placing advertisements and product promotion on social media sites. • Predicting possible sales and raising production rates to satisfy consumer demands. 2. To focus on operational efficiency in order to achieve a net profit of 30% in the first year and 40% in the second year. • Employ skilled labour and give the necessary training to increase operational effectiveness. • By the end of the year, reach the 90% skilled labour objective. • Cost-controlling through improved operational performance. 3. Achieve a customer satisfaction percentage of at least 90% by hiring people with a history of providing excellent customer service as well as outstanding interpersonal and communication abilities. ● Prioritise customer complaints and ensure they are resolved within the appropriate timeframe

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Strategic targets The strategic target of Aussie international food product is 2 areas. Business-to-Business. Business-to-Consumer. In B2B, retail shops, restaurants, fruit and vegetable markets, and food processing factories are the target market, while in B2C, rural areas, and farmers are the target market

Future labour requirements and skills required Aussie Rural Products would require the labour and necessary skills listed below, taking into • account the organization's anticipated sales: • 10 – 15 Farmworkers (Contract based). Five customer service agents (Full-time). 2 Marketing personnel (Full-time). • The labour force/staff must carry out their duties and obligations in their positions.

labour supply sources The Aussie rural products Ltd wants to recruit three labour sourcing 1. part-time: Part-time employees work less than 38 hours per week and their hours are usually regular each week. They're usually employed on a permanent basis or on a fixed term contract 2. Permanent basis: Permanent employees are entitled to various entitlements including, but not limited to, paid annual leave, paid sick leave, paid long service leave and notice of termination 3. Contract-based: An employment contract is an agreement between the employee and employer that governs the terms and conditions of the employment arrangement.

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new technologies the organisation can use in their recruitment and selection processes 1. CRM systems: A recruitment CRM (candidate relationship management) system is a tool that allows hiring professionals to build and maintain relationships with job candidates while simultaneously managing the entire recruitment process 2. HRIS (Human Resource Information System): An HRIS stores, processes and manages employee data, such as names, addresses, national IDs or Social Security numbers, visa or work permit information, and information about dependents. It typically also provides HR functions such as recruiting, applicant tracking, time and attendance management, performance appraisals and benefits administration

Impacts of each technology on HR job roles and job design CRM System HRIS • Employee recruitment and selection. • Compensation calculation and reward program management. • In-house training for all employees according to skill sets. • Performance calculation and managing employee behavior. • Portfolio management and area location management. • Transformation and change management. • Structuring hierarchy of employees. • Employee relationship management. • Hiring Campaign management. • It frees up HR professionals to handle more important tasks. • It ensures regulatory compliance. • It helps HR staff work efficiently. • It makes the company look good to employees. • It keeps everything organized

workforce philosophies related to recruitment and selection 1. In every inquiry, relationships are the most important factor. The organization’s stakeholders will participate actively in searches as partners, and the business benefits when we both succeed. The organization will listen to each individual it interact with in order to learn their narrative and treat them with respect and decency. Every search must include networking and investigation since they raise the chance of a successful conclusion. The organization will onlyuse resources that will enable me to contribute as effectively as possible. In my contacts with company clients and prospects, integrity, openness, and fairness are crucial. The organization always eager to learn new things. 2. We are an employer that values diversity. Based on the Fair work Ombudsman law, we accommodate persons in all employment-related activities, including the hiring process (e.g. disability, religion, etc.). To identify and eliminate any obstacles that may prevent an employee, or potential employee, from participating equitably in all parts of work, accommodations must be made in a timely and tailored manner.

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Risk managment Risks Risk rating Mitigation strategies Net profit cannot be increased by 30% in first year. High 1. Recruit stable staff so that they can work efficient to increase the sales. Operational efficiency will not increase if the recruited staff is not efficient. High Recruit and selection process should be fair and strict, according to the policies and procedures.

Action plan Activities to beimplemented. Timeframe forconducting the activities. Responsibilities Key performanceindicators to measure the outcomes against objectives. Make policies andprocedures for recruitment and selection process 3 days HR manager Polices and procedures Increase sales by 30%and customer satisfaction 12 months HR manager Branch manager Operational manager Customer relationship manager Sales and marketing Promoting policies onsocial media platform 3 weeks HR manager Operational manager Digital marketing

Monitoring plan 1. Organize quarterly required staff meetings and at least monthly departmental staff meetings. In its early phases, a business must routinely inform its leadership and workers on its strategy, development, and direction. 2. • Productivity. A tried and true measure of how much your workforce is getting done. Labour productivity=Total output/total input. It is the generation of goods or services perlabour hours. • Turnover rates. • Retention. Having a high retention rate means keeping staff members long-term, resulting in less time and resources required for training new staff and having the loyalty needed to run a business. Consider the amount of time, resources, and money that goes into training a new employee. • Accounting Rations: Total cost of workforce. The cost of workforce /total operating costs in % will tell you how much you are spending on your workforce. 3. The workforce plan will be reviewed quarterly. 4. • The workforce plan will be reviewed quarterly. • Analyze and evaluate workforce strategies. • Identify strategies to help close any gaps or issuese • Implement Action Plan. • Monitor, Evaluate, and Revise Your Plan.

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Recommendation based on monitoring and review of the plan Areas that require immediate attention There is a need of training sessions for farmers and customer relationship staff Changing circumstances • Due to the Covid-19 restrictions customers are most likely to be order from internet/ online, instead of physically visiting the stores and restaurants, so there’s a huge need of delivery staffto deliver the orders to customer more efficiently Adaptions and changes to the strategic workforce plan to account for changing circumstances The recruitment and selection of delivery staff is essential in current circumstances. The strategic plan needs to be changes to add/update the policies and procedures of recruiting and selecting delivery staff.

Reference • https://www.investopedia.com/te rms/d/digital-marketing.asp • https://www.revechat.com/blog/c ustomer-needs/ • https://business.gov.au/people/employees/equal- opportunity-and-diversity#:~:text=All %20employees%20have%20a%20right,and%20harassmen t%20in%20the%20workplace . • https://business.gov.au/products-and-services/fair- trading/fair-trading-laws • https://business.gov.au/products-and-services/fair- trading/fair-trading-laws • https://asana.com/resources/strategic-planning • https://bizfluent.com/info-10000291- factors-affect-productivity.html • https://keap.com/product/what-is-crm https://blog.clearcompany.com/benefits- of-recruitment-software-for-hiring

Sutthisak_PPT_TAsk3 BSBHRM614 addition

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