IDENTIFY UNDERPERFORMANCE PROVIDE SOLUTIONS TAKE ACTIONS ENSURE SUPPORT

Identify underperformance provide solutions take

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IDENTIFY UNDERPERFORMANCE, PROVIDE SOLUTIONS, TAKE ACTIONS & ENSURE SUPPORT ACTIVITIES Identify Underperformance (Based on the information above, analyse the underperformance and revise KPIs again with new deadlines) Position & Departmen t Previous KPIs Revised KPIs Targeted date/ timeframes Performance Meeting: Identify underperformance and Conduct a Training Needs Analysis (TNA) system to ensure Mentoring and Coaching (ROLE PLAY ON TNA) Scenario: Now that you have identified that your stocktaking sales team is the major underperformer after your operational plan implementation, you have decided to plan and implement a system to ensure mentoring and coaching for such cases with teams. You will need to perform a role play and attach the role-play script. Your fellow classmates can play the role of the underperforming team and you play the role of operational manager conducting this performance meeting. You will need to complete TNA template below along with a 3 minute role-play session on Operational Management, Assessment 1 v2 Last updated on 10/09/2019 Page 33
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T-1.8.1_v3 this meeting (that you will need to attach in Appendix). Attach role-play script in Appendix 1. Role-play carries 2 marks. Fill out the Performance Outcome and TNA form while conducting the meeting (role-play) Performance Meeting Outcome and Training Needs Analysis (TNA) form EMPLOYEE/TEAM NAME: POSITION: TNA DONE BY: Major tasks of position Training/skill s development required? If yes, identify what trainin g needs exist How will this be achieved? (e.g. on the job, external training) When? Who to organise? Training provider? Y N <insert major tasks of position > <insert training needs, if any> <insert how this will be achieved> e.g. on the job, external training <insert when> <insert who is going to deliver the training> Provide your personal feedback on their performance and suggest what will be done to ensure mentoring and coaching for their improvement : Signed by: Operations Manager Staff Members & Team Operational Management, Assessment 1 v2 Last updated on 10/09/2019 Page 34
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T-1.8.1_v3 leader . Date: 3.4: Negotiate recommendations for variations to operational plans and gain approval from designated persons/groups. Scenario: At this stage you have realised that your operational plan will require some adjustments and amendments because of underperformance in several areas of the store. You will now recommend some variations to your operational plan and also get approval from your management using the variance form. VARIANCE FORM VARIANCE PERSON/POSITION DETAILS: Date of Request Request No. Name of Requestor Position VARIANCE DETAILS: (Change in Operational plan for Store XXX) Category Proposed Change Reason for Variance Scope Time Cost Quality Risk Management Communications Other VARIANCE JUSTIFCATION: Priority Immedi ate Essent ial Urgen t High Mediu m Low Intended outcome(s) Expected benefit(s) IMPACT OF VARIANCE: List any important impact of the change(s) on the Project or Operational Plan deliverables DISTRIBUTION AND COMMUNCITION: Name
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