BSBPMG515 - Manage project human resources Assignment Help

BSBPMG515 – Manage project human resources Assignment Help

ASSESSMENT-1 

  •  Write a draft project HR briefing report. 

Introduction-

Boutique Build Australia is a designer and builder company, it builds designer homes in Sydney and its neighbouring areas. This company was established in 1990 and currently approximately 50 employees work in this company, including the CEO, Operations Manager, Human resource manager, Marketing Manager, Sales manager, 6 customer service officers, 2 architects, 3 site managers, and multiple tradespersons. 

BRIEFING REPORT

In a recent meeting of executives, it has been concluded that Boutique Build Australia must participate in an Australian Home Show that is supposed to take place in around 3 months, the company aims to grab the attention of potential customers and tradespeople. Given that this show will be covered by media, it could provide a huge benefit to the company in terms of publicity.

Work breakdown schedule 

The company intends to place a booth at the home show and 3 courtesy staff will be available there throughout the duration of the homes show. These members of the staff will be responsible for collecting the details of potential customers and tradespeople. Ideally, this staff would be the one who is currently associated with Boutique Build Australia, so that they would have the knowledge of the company’s range of products and services. The data these staff members would collect will be transferred to the sales and marketing team.

The company intends to build a kitchen in the congress stand at the home show. The process of building the kitchen would take place by the tradespeople with the help of some new designs of the company’s architects (Aboyassin & Sultan, 2017). The master-builder of the company will supervise the whole process (training the tradespeople and construction). Not more than two tradespeople will be allocated in the kitchen.

 The Personnel resource requirements for the show 

  •  One Architect who will provide the design for the construction of the kitchen at the congress stand. 
  • Two Tradespeople who will build the kitchen will stay there only to provide the demonstration and attend the people who will visit the kitchen.
  • Three Customer service officers who will take care of the booth practices and attend the potential customers and tradespeople.
  • The Project manager will look after the staff who has been selected to work in the kitchen.
  • The Master builder will look after the construction of the kitchen and its working.
  • The Administration manager will help and guide the courtesy staff at the booth in the time of need. 

The expected staffing levels

PositionTask
Project ManagerTo manage the staff working in the kitchen.
TradespeopleConstruct the kitchen with the help of the architect and his design.  
Customer service officersAttend the clients 
Architect To develop a design for the kitchen to be built at congress stand.
Master builderTo manage the kitchen’s working and its construction
Administration managerTo manage the courtesy staff at the booth.

The competencies expected of the staff

PositionCompetency
Project ManagerGood communication and managerial skills.
TradespeopleCould construct the kitchen and possess communication skills to convey the information about the kitchen to the clients. 
Customer service officersProfessionalism and communication skills. 
Architect Knowledge of the designing software and creative skillset to design. 
Master builderExperience in the building classy designer homes and kitchens.
Administration managerTime management skills and good leadership qualities. 

The staff who will work at the stand will thoroughly be trained by the human resource department of the company about the roles and responsibilities they will be fulfilling at the home show. 

The human resource department will follow some steps in order to manage the whole procession.

  1. Select the pertinent employees for the selected positions (Customer service officers, Tradespeople, etc.)
  2. Conduct training sessions for the selected employees.
  3. Develop the yardsticks against which the performances of the selected employees will be measured (Ferreira, 2016). 
  1.   Send an email to the General Manager.

To

The Assessor 

Boutique build Australia

This email is to seek the time and date of the meeting that could be arranged to discuss the briefing report of the company that has been prepared in regard to its participation in the Australian home show. The report has been attached with the email, kindly share your feedback as well.

Regards

Human Resource Manager

  • Meet with the General Manager (your assessor) to negotiate project job descriptions.   

Meeting

Date- 14th September 2020

Time- 11:00 am

Attendees- General manager and Human Resource Manager

In the meeting of General Manager and Human Resource Manager, several points were discussed about the briefing report for the participation of Boutique Build Australia in an Australian Home Show. The General manager disagreed with some of the points of the draft briefing report and added some suggestions. The human resource manager ensured him that his suggested modifications will be done in the briefing report and the final report will be shared with him.

  • Review your briefing report.

Revised Briefing Report after incorporating the general manager’s suggestions.  

Work breakdown schedule 

The company intends to place a booth at the home show and 3 courtesy staff will be available there throughout the duration of the homes show. These members of the staff will be responsible for collecting the details of potential customers and tradespeople. Ideally, this staff would be the one who is currently associated with Boutique Build Australia, so that they would have the knowledge of the company’s range of products and services. The data these staff members would collect will be transferred to the sales and marketing team.

The company intends to build a kitchen in the congress stand at the home show. The process of building the kitchen would take place by the tradespeople with the help of some new designs of the company’s architects. The master-builder of the company will supervise the whole process (training the tradespeople and construction). Not more than two tradespeople will be allocated in the kitchen.

 The Personnel resource requirements for the show 

  •  One Architect who will provide the design for the construction of the kitchen at the congress stand. 
  • Two Tradespeople who will build the kitchen will stay there only to provide the demonstration and attend the people who will visit the kitchen.
  • Three Customer service officers who will take care of the booth practices and attend the potential customers and tradespeople.
  • The Project manager will look after the staff who has been selected to work in the kitchen.
  • The Master builder will look after the construction of the kitchen and its working.
  • The Administration manager will help and guide the courtesy staff at the booth in the time of need. 

The expected staffing levels

PositionTask
Project ManagerTo manage the staff working at the kitchen and supervise tradespeople as well. 
TradespeopleConstruct the kitchen with the help of an architect and his design and communicate will clients who seem to take interest in the kitchen
Customer service officersAttend the clients and offer them information about the company’s products and services.
Architect To develop a design for the kitchen to be built at congress stand and supervise its construction. 
Master builderTo manage the kitchen’s working and its construction and co-operate the Architect in his supervision.
Administration managerTo manage the courtesy staff at the booth.

The competencies expected of the staff

PositionCompetency
Project ManagerGood communication and managerial skills.
TradespeopleCould construct the kitchen and possess communication skills to convey the information about the kitchen to the clients. 
Customer service officersProfessionalism and communication skills. 
Architect Knowledge of the designing software and creative skillset to design. 
Master builderExperience in the building classy designer homes and kitchens.
Administration managerTime management skills and good leadership qualities. 

The staff who will work at the stand will thoroughly be trained by the human resource department of the company about the roles and responsibilities they will be fulfilling at the home show. 

The human resource department will follow some steps in order to manage the whole procession.

  1. Select the pertinent employees for the selected positions (Customer service officers, Tradespeople, etc.)
  2. Conduct training sessions for the selected employees.
  3. Develop the yardsticks against which the performances of the selected employees will be measured (Nassazi, 2013).
  • Allocate personnel to the project. 

Allocation of the personnel to the project

Selected Architect- One architect has been selected as the details he sent about his expertise and the skillset he possesses are quite compatible with the job he is expected to do. He also sent some of his design samples that were quite impressive. He cleared all 3 rounds of the selection procedure. He is already associated with the company.

Selected Customer service officers- Three customer service officers have been selected, all three are currently employed in Boutique Build Australia. All three of them possess wonderful communication and conveyance skills. As all of them are new joiners in the company, they are passionate about their growth in the company.   

Selected Tradespeople- Two new Tradespeople have been hired for the kitchen installation, both of them are great in terms of competency and punctuality. 

Selected Master builder- The master builder who has been selected was already associated with the company and has delivered wonderful output over the years. 

  • Send an email to the General Manager (your assessor).

To 

The Assessor

Boutique Build Australia

This email is regarding the revised briefing report and the staff allocation report, both the reports have been attached with the email, kindly check.

Regards

Human Resource Manager 

ASSESSMENT-2

  • Prepare for project personnel training.

Project personnel training has been prepared, in which there would be some details regarding the jobs of the personnel at the Home show, the description of the stand, its features, and health and safety measures.

Design of the stand- The design of the stand would be as such that it remains comfortably accessible and operatable to every person who will be there in the duration of the Australian Home Show. Its size would be kept neither too big nor too small and in accordance with the condition that it should be grabbing and properly visible to the clients and tradespeople who will visit there. The kitchen equipment will be kept in a manner that all the equipment will be visible to the clients from any angle of the sight (Richman, 2015). 

Health and Safety measures- Health and safety aspects of the kitchen at the congress stand will be taken care of by the Administration manager and the Master builder. Given that, the demonstration is about a kitchen a proper fire extinguisher will be installed at the place. First aid boxes will be kept available throughout the duration of the home show.

  •  Conduct a personnel training session.

Training session

Assessor– “Welcome all, you all must are aware of the reason we have gathered here for. We are going to participate in an Australian Home Show with an intention to expand our business by targeting new customers and Tradespeople. Now I need to convey some critical information to all of you so that the purpose that we all are supposed to serve at the Australian Home Show will be served pertinently.” 

Staff member– “It will be a big opportunity for us to expand our business, explore new clients, and widen our range of knowledge and business.”

Assessor– “Let’s start from the beginning. The tradespeople who are supposed to build the kitchen, make sure that you follow the design that the Architect has provided properly, if you don’t do that, out purpose could suffer and so could we. The designing of the kitchen should be as such that, it should be as much visible as possible from all the angles of the sight. The kitchen equipment should be kept in accordance with a 360-degree approach to the place where the event will be organized. The customer service officers have to play a key role in the process (Thoman & Lloyd, 2018). If you see someone looking at the stand, do pass them smile and gesture professionally asking them to come closer and have a look of the booth, when they come closer, welcome them, give them the catalog of the company and explain that how our company would be the best option for them if in future they are looking for any company to build designer homes for them. If they show even a little interest, ask them for their details and feed them in the systems installed at the booth, this will be your customer data collection. Tradespeople are also supposed to communicate with the clients who show their interest in the kitchen. Welcome them with a smile and convey them the profitable details of the kitchen to grab their interest even more. And there is imperative information and that I think you all should know; in case you face or meet the clients who are not interested in our booth and claiming that we have delivered poor services to them in the past. The first and foremost thing to be done here is not to get agitated and keep calm with a smile, secondly acknowledge their grievance and try to resolve their issue. The performance of the customer service officers and tradespeople will be judged against the prospective customers and clients they hand over to the company after the completion of the Home Show.”

Staff member– “Duly noted sir, we will try our best to fulfill the company’s expectation.”

ASSESSMENT-3

  • Meet with Anna (your assessor).

Meeting with Anna 

Anna– “May I come in sir?”

Project manager– “Welcome Anna, please grab a seat.”

Anna– “Sir, may I know the concern, sir?”

Project manager– “Anna dear, this meeting is regarding the participation of our company at the Australian Home Show, that you are well aware of as you one of the selected employees who are currently working there. Anna, I have been vigilantly observing every employee’s performance at both which has been built and placed at the Home show location. On Saturday, I have observed some of the competency issues caused by you in your performance that has hampered our work at the event.

On Saturday morning your arrival was ten minutes late from the decided time of arrival of everyone at the booth, even when you are well informed about the timings of arrival and closing as all the employees who are currently working at the booth were given proper training regarding this issue.

I also saw you talking with your friends and using your phone when you were sharing photos with them, even when you are well informed of fact that we all are supposed to a critical job here regarding the business expansion of our company. 

When you were sharing photos with your friends and talking with them. I noticed several clients who were looking at our booth and checking out our brochures.  They may have become our future customers or future tradespeople, but now we have lost them as none of them was approached by you, and you are designated at that position play this role only.

After the lunch break, you came back 10 minutes late, again this signifies your lack of diligence and wastage of working hours.

I have not called you here to humiliate you, I just needed to share this information with you and let you know how your actions are hampering output here (Alami, et. al., 2015). Dear Anna, we have selected you to do a vital job for us and your roles and responsibilities are immensely crucial for the sole purpose to be a participant in this Home Show.”

Anna- “Sir, I understand your concern, I apologize for the inconvenience caused by my performance to the practice that our company is supposed to perform in this Home Show, and I promise that all the issues caused from my side will immediately be eradicated and you will observe a way better performance from my side in future.”

Assessor- “Thanks for understanding the gravity of the situation Anna, I expect an improvement in your performance now onwards, you may leave for the day now.”

  • Write a short performance report on your exchange with Anna.

To

Anna

Boutique Build Australia

This email is regarding the meeting we had today about some issues caused by your performance in the output of the participation of our company in the Australian Home Show. I had informed you that on Saturday you had arrived 10 minutes late from the decided time of the employees who are working at our booth (O’riordan, 2017). I informed you about your activities in which you were talking to your friends and sharing photos with them, I also explained to you that how this incompetent activity of yours made us lose some interested attendees of the show, who were showing their interest in our booth, and who could have become future customers and Tradespeople of our company. We also had a little discussion about the fact that you had come back 10 minutes late after the lunch break.

You have agreed to all these faults caused in your performance at the booth and you have apologized for all the mistakes. You have also promised to avoid these mistakes in the future and deliver the best possible performance.

Regards

Project manager

  • Send an email to your Human Resources Assistant (your assessor).

To

The Assessor

Boutique Build Australia

This email is regarding Anna’s performance and the mistakes caused by her. I had a meeting with her and discussed all the issues with her, she has promised to avoid such kind of mistakes in the future and deliver the best possible performance from her side. The report of it has been attached to the email and kindly add these details in Anna’s personnel file.

Regards

Project manager

ASSESSMENT-4

  • Send an email to the General Manager.

To 

The Assessor

Boutique Build Australia

This email is regarding the participation of Boutique Build Australia in an Australian Home show and the performance that the company has shown in the Show. It is an immense pleasure for us to inform you that our company has performed marvelously well in the Australian Home Show and the performance measurement parameters show that this is a big success for our company. There are multiple factors that worked together in our achievement of this humongous success.  

  1. The designing and the construction of the kitchen were very appealing to the attendees of the event and they were immensely impressed by its structure and presentations. The architect and the tradespeople have done a wonderful job and have served and commendable compliance for our company. The appearance of the kitchen was one of the most grabbing aspects of our stand in the show (Boxall, et. al., 2007).
  2. There was an inspection of Anna’s performance that she was causing some hampering activities in the practices of the company at the show, but it was immediately observed by the project manager of the company. He arranged a 1-hour meeting regarding it, Anna was conveyed the incompetent activities caused by her actions and the magnitude of the loss those activities could have caused to the soul purpose of the company in the participation if the show. After that meeting, the report was submitted to the human resources manager and he was asked to add the report in Anna’s personnel file. In the meeting, Anna had agreed that she would take a case about the issues being caused in her performance, eradicate them as soon as possible, and deliver her best performance for the company’s booth at the show. And she did exactly that she has delivered phenomenal output after that meeting and that has been her major contribution to the success achieving procession of the company.
  3. Reduction in the bank’s mortgage has done worders for our company’s performance at the show. Reduction of the mortgage caused the torrent flow of the attended in the show and they were really keen to explore the opportunities for them to get the most profitable deals for the construction of their designer houses. Not only at our boot, on almost all of the booths the attendees were available more than expected.

The details of around 550 customers and 160 tradespeople were taken by our company in the show, and details are mostly about the immensely keen customers and tradespeople.  

Congratulations.

Regards

Project Manager 

  • Send an email to the project team (your assessor).

To 

The Assessor 

Boutique Build Australia

This email is regarding the report that has been sent to the general manager of the company regarding the success of its participation in the Australian Home Show. He has been informed that the company has performed very well in the show, details of 550 customers and 160 tradespeople have been taken, Anna has contributed very well to the success of the company, and the design of the kitchen was immensely appreciated during the show by the attendees.

Regards

Project manager. 

REFERENCES 

Aboyassin, N. A., & Sultan, M. A. (2017). The Role of Human Resources Training in Improving the Employee’s Performance: Applied Study in the Five Stars Hotels in Jordan. International Journal of Business Administration8(5), 46.

Alami, R., Iran, B., Sohaei, R., Iran, B., Berneti, A. K. M., Younesi, A., … & Mirzajani, H. (2015). The effectiveness of human resource management on improving the performance of education staff. International Journal of Business and Social Science6(5), 251-254.

Boxall, P., Purcell, J., & Wright, P. (2007). Human resource management: scope, analysis, and significance. Oxford Handbook of Human Resource Management, The, 1.

Ferreira, A. P. V. G. (2016). Training and development in organizations: Start at the Beginning. In MBA (pp. 105-121). Springer, Cham.

Nassazi, A. (2013). EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE.: Evidence from Uganda.

O’riordan, J. (2017). The practice of human resource management. Research paper20.

Richman, N. (2015). Human Resource Management and Human Resource Development: Evolution and Contributions. Creighton journal of interdisciplinary leadership1(2), 120-129.

Thoman, D., & Lloyd, R. (2018). A Review of the Literature on Human Resource Development: Leveraging HR as Strategic Partner in the High Performance Organization. Journal of International & Interdisciplinary Business Research5(1), 147-160.