Operational Plan for NAB Company
Key Aspects of Operations
Initiating the operational activities of the company, Non-Alcoholic Beverages Company (NAB Co.) would require approximately 200 employees in single shift. The company would be regulating two shifts in a day. The organogram of 200 employees each shift would include production workers, monitoring teams, shift managers, and Melinda Cates in the morning shift. The evening shift would comprise with the similar pattern of labor utilization but Stephen Job would be regulating in order to cross check the morning activity.
The company would need a 5,000 sq ft. space initially to place equipment and conduct the operational activity. The facility should have adequacy of utilities and backups for flow production. Moreover, the location of the product distributors and suppliers must be present within 500 meters radius in order to deal with contingencies and crisis management. The shift labors would be working on “Accutek AccuSnap Capper Bottling” machines and packaging the bottles with minimal errors.
Besides, the company will not purchase vehicles initially. Product mobility outside the facility will be outsourced for cost effectiveness. The middle level and upper level management would be monitoring the conducts through computers, which are Apple Macintosh for effective checks and prompt responses.
Cost and Time Efficiencies
Except for the outsourced product mobility, the cost effectiveness in other aspects is not promised due to frequent and lucrative investments. However, time efficiencies are expected to attain due to an installation of enhanced equipment and modern technologies for production and monitoring.
Competitive Advantages
Teamwork in different shifts
Less disputes from upper management due to separate control over shifts
Advanced equipment and technologies
Easy access of suppliers due to ideal facility location
Problems Addressed and Overcome
Issues related to supply chain
Team leaders for each group would prevent formation of labor unions
Effective monitoring procedure would minimize errors and chances of thefts
Technological Plan
Software Needs
NAB Co. will institute essential software that will handle activities for supply chain, marketing analytics, and internal management effectively. First, the company will install “12Return” software to manage supply chain activities. The software is capable of providing solutions for authorization, mobilization, and settlement issues, which operates on Cloud platform (Capterra, 2015). Second, the company will use “Hubspot” to study and evaluate marketing analytics and measure return on investment (ROI) assisting in strategic decision-making (Phillipson, 2016). Lastly, NAB Co. will utilize “Enablon” and “BWise” software for managing productivity and internal audit conducts respectively (Enablon, 2016; BWise, 2016). The combination of listed software will assist the company in integrating a synergy impact while conducting routine operations will minimal deviations and delays.
Hardware Needs
As previously discussed, the company will be installing Apple Macintosh for effective and feasible usage of hardware equipment. Besides, NAB Co. plans to install iPads and related accessories at different locations of the facility for valuable conduct. The monitoring and production team leaders will use the hardware for tracking level of productivity during each shift. The team leaders will be equipped with iPhones for accessing advanced features related to workplace. The listed hardware will support the discussed software and maintain the communication level with the company.
Telecommunication Needs
NAB Co. will be availing telecommunication services from Verizon due to reliable and economical phone and internet bundles. Verizon ensures 99.99% network reliability (Verizon, 2016). Besides, NAB Co. can easily change schedules and gain access to 24/7 helpline support in case of issues with networking.
Personnel Needs
Besides supply chain activities, NAB Co. will not outsource any other segment of the company. The company will hire finance experts, statistical experts, and marketing specialists to regulate the installed software and hardware with professional grip and understanding.
Management Plan
Key Management and Employees
The organogram of NAB Co. will comprise with separate departments of each specialization for suitable alignment and synergy impact internally. First, the company will appoint a Human Resource (HR) Manager that will be accountable for talent acquisition, construction of pay structure, application of motivational techniques, training, and career growth and development. The HR Manager will be paid $5,000 each month as remuneration including the incentives in exchange of their services.
Second, the company will appoint a Marketing Manager that will handle the marketing activities such as promotion, packaging design, product pricing, and mediums of advertisement. The resource will regulate the team of 15 employees that will ensure the acquisition of maximum market share and revenue generation. The Marketing Manager will receive $6,500 monthly including the incentives in exchange of their services.
Third, the company will hire two Sales Heads that will be responsible for the deployment sales representatives in the consumer market. The entities will determine sales targets based on each representative and territories, gain and maintain records, and provide separate forecasting and marketing insights to each department in order to align operational activities. Each resource will get $4,500 monthly as remuneration including the incentives in exchange of their services.
Fourth, NAB Co. will hire a Brand Manager in order to establish a recognized brand valuation for the products. The resource will conduct activities such as social media marketing, brand positioning techniques, customer relationship management (CRM), and public relation (PR) activities resulting in brand establishment and customer loyalty. Regulating the team of 20 members, the entity will be paid $5,000 monthly including the incentives in exchange of their services.
Further, the company will require a Finance Manager that will arrange suitable and reliable sources of finances. Besides, the resource will be accountable for maintaining positive cash flows, controlling expenditures, allocating financial resources to each department adequately, etc. The resource will initially lead a team of 15 employees and will be paid $5,500 monthly as remuneration including the incentives in exchange of their services.
The organization will have a Supply Chain Manager that will focus on the selling and distribution of the products in the consumer market. The resource will regulate the team of 10-15 employees and ensure communication and collaboration with outsourced firm through installed software discussed previously. The Supply Chain Manager will receive $3,500 monthly as remuneration including the incentives in exchange of their services.
Lastly, NAB Co. will appoint two production managers deployed on different shifts. They will account the productivity of the workers. Besides, the resources will ensure continuous workflow complying with quality codes of the company. Each manager will receive $5,000 remuneration including the incentives in exchange of their services.
Board Members and Advisors
(Student Name Here) will work fulltime as the CEO/President of the company.
Stephen Job will serve the company partially, which refers to 20 hours each week. The entity is Computer Specialist providing assistance in upgrading or changing technological aspects of the company.
Melinda Cates is the Founder of NAB Co. The entity will be indulged in advising the selling and distribution activities of the company.
Ian Glass Engage in providing advices related to production and branding activities of the company based on his experience, industrial understanding, and expertise.
Mary Cates is a paid consultant of NAB Co. and handle the legal conducts of the business. As a board member, she will communicate with each department in order to ensure legal conducts. Moreover, she would advice other board members during legislative actions having the potential to sabotage brand image and corporate survival.
Management Structure and Style
NAB Co. will have a wider span of control due to an inclusion of various departments that specialize in different operations. Moreover, the company aims to institute a “Participative” style of management in order to develop a relationship with employees and conduct operations with minimal disputes (Cardinal, 2013). However, it must be notified that the management style is subject to change depending on the situation and market conditions.
Ethics and Social Responsibility Plan
Demonstrating the traits of good corporate citizenship is a liable duty of each organization towards the society they operate. Companies tend to gain benefits from each stakeholder of the society; however, some stakeholders expect a suitable return to spend a basic life. As result, NAB Co. would be taking few initiatives in order to appear as a good corporate citizen for the environments they are operating. First, we need to select an issue that is bothering the society significantly. The purpose of specifying the issue is to define a clear goal and allocate the resources accordingly (Klein, 2015). As a beverage company, we plan to conduct “Hunger Program” that will serve meals to 250 needy in America twice a day. This program will serve nutritional meals comprising with sufficient carbohydrates, protein, calcium, fibers, and essential minerals and vitamins to sustain the well-being of people along with satisfaction of huger.
Second, many African nations have issues while accessing water of consumable quality. The hygienic water is least available in these nations, which results in death of millions each year. As a good corporate citizen, NAB Co. aims to develop water reservoirs and purifying plants, so African society would gain access to water of consumable quality in adequate amount. This move will be titled as “Thirst Fulfillment Program”, which will be conducted in the third operational year of NAB Co. Besides, the “Hunger Program” will expand its root from America to the African nations in order to make society a safe and healthier place to live.
Even during the age of modernization and digitalization, gender inequality in the organizations sustains its existence strongly. Gender Inequality is a huge concern of Human Rights in the age of modernization and innumerable corporations are not responding to the issue (Skroupa, 2016). As an ethical citizen of society, NAB Co. plans to address this issue on highest priority. We aim to regulate “Stronger Women – Stronger Generation” campaign that will promote active participation of females in corporate and economic affairs. As evidence, we will hire specifically females as Marketing Manager, Brand Manager, and one out of two Sales Head. The core reason is to promote gender equality in workplace and women empowerment, which might gain a push from other organizations in a short span. As a civilized and mature corporate entity, we believe that contribution of women is no shame and they must get equal opportunity and remuneration depending on the skills, abilities and credentials.
Along with the external efforts, NAB Co. will regulate the demonstration of responsible citizenship internally. The employees that participate in the Corporate Social Responsibility (CSR) efforts will receive a deserving appreciation and recognition from the company. Moreover, NAB Co. will entertain the employees by granting them paid leaves in exchange of their efforts. This will increase their involvement and engagement in the CSR activities in future along with motivation towards the work (Harrison, 2015). In addition, these employees will remain loyal to the organization and its integrated objectives. The company will have least possible concerns related to talent retention since the relationship has built through CSR activities, both internally and externally.
Discussing the external relationship in context to CSR conducts; NAB Co. will encourage the marketing and brand management departments to involve customers and/or potential target audience to participate in social contribution (Harrison, 2015). The encouragement will be communicated through a campaign that the two departments will regulate for the society. Discussing the core purpose of the campaign and involvement of customers in CSR activities, we could generate nominal funds from youth and support the “Health Program” and “Thirst Fulfillment Program” simultaneously. Through this specific approach, we will educate the society and younger generation to donate and support the surroundings as a responsible citizen. Imagining the picture after a decade, current youth will teach the activities of above programs to the upcoming generations, which has the potential to transform the entire social picture.
References
BWise,. (2016). Internal Audit Software Solution. Bwise. Retrieved 25 August 2016, from http://www.bwise.com/solutions/internal-audit/bwise-internal-audit
Capterra,. (2015). Reviews of 12Return : Free Pricing & Demos : Supply Chain Management Software. Capterra. Retrieved 25 August 2016, from http://www.capterra.com/supply-chain-management-software/spotlight/143766/12Return/12Return
Cardinal, R. (2013). 6 management styles and when best to use them - The Leaders Tool Kit - Leaders in Heels. Leaders in Heels. Retrieved 25 August 2016, from https://leadersinheels.com/career/6-management-styles-and-when-best-to-use-them-the-leaders-tool-kit/
Enablon,. (2016). Internal Control Software | Enablon. Enablon. Retrieved 25 August 2016, from http://enablon.com/applications/internal-control
Harrison, K. (2015). 7 Lessons From A Successful Corporate Social Responsibility Program. Forbes. Retrieved 25 August 2016, from http://www.forbes.com/sites/kateharrison/2015/08/08/7-lessons-from-a-successful-corporate-social-responsibility-program/2/#265ad83d2e79
Klein, P. (2015). How Companies Can Become More Socially Responsible in 2015. Forbes. Retrieved 25 August 2016, from http://www.forbes.com/sites/forbesleadershipforum/2015/01/05/how-companies-can-become-more-socially-responsible-in-2014/#526552eb73a3
Phillipson, C. (2016). 50 Top Tools to Measure Marketing Return on Investment (ROI). Docurated. Retrieved 25 August 2016, from http://www.docurated.com/all-things-productivity/the-top-50-tools-for-measuring-marketing-return-on-investment-roi
Skroupa, C. (2016). Human Rights -- A Growing Risk For Companies Doing Business In Tough Places. Forbes. Retrieved 25 August 2016, from http://www.forbes.com/sites/christopherskroupa/2016/06/10/human-rights-a-growing-risk-for-companies-doing-business-in-tough-places/#4fe52bb51c8e
Verizon,. (2016). Verizon Business Internet & Phone Bundles. Verizon.com. Retrieved 25 August 2016, from http://www.verizon.com/smallbusiness/products/business-bundles/
