Académique Documents
Professionnel Documents
Culture Documents
Section A
Task 1
The tasks in following table shows the steps required to prepare a planning day for your
team to focus on future directions.
1.Use this data to construct a flow chart showing the critical pathway.
- T2=2DAT
T4=1DAY
- 7Day
T2=2DAT
T4=1DAY
Task2
In a previous task, you developed a project flow chart and identified a critical pathway for
preparing a one-day planning workshop.
1.Using the flow chart you developed, note some of the potential risk factors in the
following table, and then rank these risks according to priority.
Task likelihood impact
1.Prepare program Low High
2.Obtain guest speakers High High
3.Organise team Low Low
4.Organise catering Low Low
5.Design and desktop Low High
program
6.Print out program Low Low
7.Distribute program Low High
1 )Have a checklist
2) Create a KPI
3) Follow up, through communication (phone, e-mail)
1) back up speaker
2) extraactivity
Construct a three-column table similar to the following one. The first activity has examples to
demonstrate how the checklist is used. Use your existing knowledge to complete the table for
the other activities. You may have to research an organisation or you can use your own
workplace.
Select a workplace project or conduct some research on one of the following projects:
Specific
Measurable
Achievable
Realistic
Time specific
To implement a new formal internal complaints procedure for dealing with conflicts
and internal issues and ensure information is provided and clear to all staffs within 1
month time frame.
3. Prepare an operational plan for the project, including a flow chart that clearly shows
the stages of the plan.
- To implement a new formal internal complaints procedure for dealing with conflicts and
internal issues and ensure information is provided and clear to all staffs within 1 week time
frame.
Project scope
- Awareness and training to all staffs as the formal internal complain procedure is
already developed and ready for implementation.
Required resources
- Human resources
- Financial resources
- Meeting room
- Access to computer and email
- Food and beverages
- Training materials
Implementation plan
Monitoring and Evaluation
KPI is using
Training feedback form - % of awareness and % of attendance
4. Detail the resource requirements-human and physical- that you will need to
implement the plan.
1) Required resources
- Human resources
- Financial resources
- Meeting room
- Access to computer and email
- Food and beverages
2) Training materials
6. Outline your contingency plan for dealing with those risks should they occur.
7. Develop a set of key performance indicators (KPIs) to measure the stages of the
operational plan.
8. Explain how you will use these to measure the outcomes of the team and of individual
team members.
9. Explain who you will consult during the implementation of the plan.
- In the planning, implementation and monitoring of operational plans, I will consult with
employees, other managers, team members, relevant department, senior managers and all
stakeholders.
1. Prepare a business case for a situation at your workplace where you need to acquire
more staff. You may wish to use a business case template provided in question 2 or
follow your organisations procedures/template for business case development. OR
Case study
You are the manager of a retail store called Lollopops.The store is one of 30 chain stores selling childrens
clothing and is fully supported by a central office. The chain has been marketing itself very heavily and has
developed a new range of clothing for this season and future seasons. Customers love the new range and have
been buying up, which means youve exceeded your revenue targets for the past three months. However, there is
a problem. Your team has been very busy lately and many members have been working overtime and extra shifts.
Some customers have been getting visibly annoyed as long queues form at the counter- especially when some
staff are helping customers choose clothes, restocking and organizing lay-bys and gift wrapping.
You decide you need another full time staff member. One additional staff member will cost you $38500 per
annum, however, you have been adding up the overtime and extra shifts youve been paying existing staff and
have calculated the cost of continuing in this way will end up costing you $ 17,000 per annum in unbudgeted
payroll costs. Each new staff member is trained (cost: $1500) and receives a uniform ($200 twice a year). The
retail chain has a range of standard operating procedures in place and when it comes to recruitment of additional
(not replacement)staff members, the store manager must complete a business case that clearly states why
additional staff are required. The business case must be submitted to the human resource manager at head office
who will then review it, discuss the issues with the store manager and either approve or reject the request after
consulting with the finance manager.
You are about to complete your first business case for new staff, using the template provided
by head office. Good luck!
Task 2
1.Prepare business case for acquiring goods and service at your workplace. Complete
the request for quotation form and a purchase order. You may wish to use templates
such as the ones provided in Part A or you can follow your organisations template for
business case development.
OR
2.Complete a business case for acquiring goods and services using the following
information. You may wish to use templates such the ones provided- for a business case,
purchase order and request for quotation.
Case study
Congratulations! Your business case was approved. You can go ahead and hire an additional fulltime staff
member and purchase the items they need to do their job properly and the services youll need to hire the
individual. Your standard operating procedures states that as store manager, you must complete the attached
business case and submit it to the finance manager at head office. She will review it, discuss any questions she
has and then pass it onto the purchasing officer if it is approved. Youll need to get approval for everything-from
placing an advertisement in the local paper to sending the new staff member to training and buying a uniform.
You dont need to include costs as the company has standard agreements with external suppliers for all items.
You do need to justify why each item is required.
Business case
Task 3
You are about to advertise for a new staff member. Your HR manager has asked you to
prepare a list of skills, experience and attributes you feel are important in a new staff member.
Write a list of five to 10 skills or qualities you would look for in a new team member. Provide
reasons why you feel these elements are important in the context of your own team either in
your current role, in a previous position you would like to have.
Section D
Think of an occasion when you didnt achieve the results you wanted or expected. The
occasion could be a sporting match, a work situation, an assignment or simply not completing
everything on your to-do list for the day.
1. Try to identify one major and two minor critical factors that affected your performance.
- Studding, training
1. Do you think the report shows a clear link between the organizations vision,
organizational goals and objectives and its implementation of the operation plan?
Explain why or why not.
- yes,
1) achieved an underlying profit before tax of $83.1 million, compared to $75.7 million in the
previous year, with a headline profit before tax of $65.1 million, down from $73.6 million in
2012-13;
2) continued to provide quality service to its telecommunications customers, opening a new
$8 million data centre in the Hobart area in February 2014;
3)Linkage
There is a clear link between the organisations vision, goal and objectives and its
implementation of the operational plan. In the annual report, the operational plan
objectives are:-
financial performance exceeds expectation
electricity sales reached a new high of 10,484 million KwH
secured new national electricity customers
beat our lost time injury frequency rate
balanced scorecard target for the first time 4.6, compared to target of 5 major
success as they pushed into the telecommunications market with optical fibre-based
services
strong growth in Aurora pay as you go to sales in Tasmania and South Australia
successful completion of the $15 million southern operations centre at Cambridge.
2. Identify the performance systems and measures the organization has in place and
explain how well you think its systems and measures identify the organizations
performance.
- failed to meet its network reliability targets, due to an increase in outages caused by bad
weather, vegetation coming into contact with overhead power lines and asset failures;
Performance Measure
Aurora uses Key performance indicators or KPIs measure performance. The KPI extracted is as follows:-
Strategic Theme Key Performance Performance Measure 2014-15 Target
Indicator
Provide consistent, proactive, Grade of Service Percentage of calls answered 70%
strong customer service within 30 seconds
linked Complaint Number of complaints per 100 residential customer 0.5 - 1.0
to customer value Frequency complaints
Rate
Customer Total number of customers >238,000
retention
Give due consideration to Annual profitability Profit Before Tax $
meeting stakeholder and
Tasmanian community Returns to Returns to Government (cash) $23.3M
expectations Government
Application of efficient Improvement in non- % of reduced type 1 NECF compared to 50%
systems, processes and compliance events related to prior year result
practices NECF
Regulated Cost to Serve within the regulated Cost to Serve Within the CTS
Cost to Serve allowance allowance
(CTS) per
customer
Retail Initiatives underpinning the core business capabilities 95%
Transformati are delivered on time and on budget
on Program
Delivery
(RTP)
Delivered by committed, Rolling 12 month Medical Number of medical treated injuries per <2.8
capable, valued and Treated Injury Frequency 1,000,000 hours worked
passionate people who care Rate (MTIFR)
about what they do and the
Employee Employee initiated turnover (FTE) as a percentage of 5%
important role they play in the
initiated total FTE
community
turnover
Some of the financial indicators that Aurora use to report on their performance include:-
- income statement
- balance sheet
- operating profit
- PPE (property, plant and equipment)
- Income tax
3. Describe how the organization tracks and reports on how well it was able to operate
within set budgets.
- Tracking and budget
The operational performance versus the performance target is made in the balance
scorecard section. If there is a variance between targeted and actual performance, a range
of statement is given by Aurora in the financial section.
4. How does the organization show when a division has performed to an unsatisfactory
standard?
- Division with unsatisfactory standards
I believe that the organisation implements supervisory methods such as coaching to help
divisions with unsatisfactory standards. They would coach the individuals and team to
better improve their performance.
6. Explain how the organization manages information and uses systems to run the
organization more effectively on a daily basis. If the report does not disclose this, make
some practical suggestions.
- System to manage information and performance
Suggested systems are:
HR Performance management system. Automatically track even time in and time
out of each employee.
Accounting system to manage financial information.
7. What divisions or people within the organization do you think would be responsible
for approving variations to the operational plan?
- Usually the approval process is to get signature or approval from the Head of Department,
Accountant and CEO/GM.
Section F
To complete this assessment, you need a copy of, or access to, an operational plan. You can
use an operational plan that has been prepared for a specific project or an organizational
operational plan. If you are using a very large operational plan you may decide to focus on
only one section of the plan. Where possible please use an operational plan you will be
required to implement in the workplace.
1. Review the operational plan. Make sure you understand the objectives of the plan.
These are unclear, consult with those involved in the development of the plan to clarify
any issues you may have. Once you have a firm understanding of the operational plan
and the required outcomes, you will be ready to prepare your implementation plan.
- we are planning that we divide 3 section personnel plan, physical resources of the shop,
place or location
2. Prepare an implementation plan for the operational plan you have selected.In the
plan you must include:
a. a list of all resources required including physical and human- prepare a business case for
each of the resource groups you require, for example , staff, IT equipment additional
office/plant space and include a full costing for each of the resources required
b. a project plan for implementation of the operational plan including time lines and
milestones
- The dateline
polish supplier should be by 1 week(07/08/2015)
milestone : request for quotation in 3 day
nail art supplier in 2 week(14/08/2015)
milestone: request for quotation in 3 day, should have samples in day 7
c. a prioritized list of risks identifying the likelihood of the risk occurring, the potential
impact of the risk if it were to occur and a contingency plan for each identified risk.
- A prioritized list of risk
1) prepare the requirement
2 )send invitation to quote
3) samples do not come on time
4) do not get quotation on time
- likehood event not occurring
High Low
3) samples do 1) prepare the
not come on requirement
time 2 )send
4) do not get invitation to
quotation on quote
time
High Low
1) prepare the 3) samples do
requirement not come on
2 )send time
invitation to
quote
4) do not get
quotation on
time
- impact on plan
d. A recruitment plan for human resource requirements including task and position
descriptions as required, an explanation of the methods that will be used to recruit staff and
a contingency plan if staff with required skills cannot be sourced
2) Recruitment plan
Hiring manager: euna bae Date opened:31/07/2015
3) Recruiting sources
4) Implementation plan
Recruitment parameters
Type of internal date base search to be performed:
requisition number search only (no screening)
requisition number search (with screening)
requisition number search (with screening) and criteria search of internal
date base(with screening)
frequency of searches :
once off
start date for forwarding resumes : 07/08/2015
send resumes to :eunabae@nail.com
5) interview process
phone screen
list people to be included: 1 person
interview questions :question are already prepared
6)offer process : HR manager
f. A purchase plan for non-human resource requirements including how, when and where
items will be purchased and (if appropriate)a comparison of prices from at least two
suppliers
1) supplier 1 :http://www.hanabeauty.kr
Price ranges from between : $16 ~ $25
Better quality but more expensive
2) supplier 2 : http://bnshop.co.kr/
Price ranges from between : $9 ~ $20
Cheaper and average quality
g. A list of the key performance indicators (KPIs) that you will use to measure the success
of the implementation process, including both team and individual KPIs and how they will
be measured and reported
h. A summary of any other performance measurement systems (PPIs and CPM) to be used
to measure the performance and progress of the implementation process
1) setting examples
2) having group meetings
3) motivational speeches
- communications will be done through in meeting for staffs to improve, check list used to
know in which stage the status of the project is in
3. Provide evidence that shows you are able to implement an operational plan for a team
or section in your workplace or using a simulated work environment.
Massage therapy : $70
Foot spa : $45
Hair therapy : $30
Gel nail :$ 40
Gel nail pedi : $50
Hand paraffin : $20
Facial massage : $60