13 develop key performance indicators to measure

1.3: Develop Key Performance Indicators to measure organisational (specifically store)
performance
In this section and based on your workplace, you are now required to develop the key performance
indicators (KPI) for staff members of your store as well as for the overall store. There are two tables
below: one for the overall store and the other for staff members.
KEY PERFORMANCE INDICATORS FOR ORGANISATIONAL PERFORMANCE
Team Performance (include all 11 roles of the store, refer to organisation context)
Position/ Role Details of Key
Performance Indicators
Acceptable standard Targeted date/
timeframes
Checkout team Service speed To serve an average of 15
customers per hour
By next quarter
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Store Performance (Develop KPI or Key Result Areas for measuring the store performance)
Store
Performance
Area
Performance Objectives KPI/ KRA (Targets to
achieve)
Time Frame
Financial
Performance
Customer Service
Performance
(behaviour,
courtesy)
Internal Efficiency
and Effectiveness
(Speed and time)
Systems, Methods
& Process
Performance
Waste minimisation
& sustainability
performance
Innovation and
Continuous
Development
1.4: Develop and implement contingency plans for the operational plan
Scenario: As you have now completed the key performance indicators for your operational plan, your
next step in the operational plan will be to develop and implement contingency (backup) plans for your
store's operational plan. To do this you will now prepare contingency or backup plans for the areas
that you have already worked on.
CONTINGENCY PLAN
Operational Plan Area Contingency / Backup Plan
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Resource Requirements
m
Staff performance
Seasonal Recruitment
Store sales performance
(quarterly sales)
Daily Operations
Customer Service
Inventory and Logistics
Stock take Sale
Emergency & Work health and
Safety
Waste minimisation and
sustainability
Summary of your contingency plan (within 200 words):
1.5: Seeking specialist advice and getting approvals for resource requirements development
and proposal
Scenario: The next step of your operational plan will be to seek specialist advice in regards to
resource requirements development and proposal. You supervisor (general manager) and the
resource manager are the two specialists who can provide you with feedback and advice. Using a
formal email communication, you will now ask for specialist advice on your final resource
requirements, finalised KPIs for store and team members, and the contingency plan.
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SEEKING SPECIALIST ADVICE & APPROVAL FOR RESORUCE REQUIREMNTS
Email template
<Organisation name>
<Date>
Subject:
Dear Managers,
<Insert your name>
<Insert your position>
ADVICE AND APPROVAL FORM
Suggestions and advice from
specialist managers
(Use bullet points)
Approved by specialists? YES / NO
Signature of General Manager:
Signature of Resource
Manager:
Signature of Operational
Manager (You)