Operational Plan: Purpose, Role, and Strategies

This document provides an overview of the purpose and role of strategic and operational plans, differentiation between organization and departmental operational plans, methods for developing operational plans, budgeting processes, key performance indicators, balance scorecard approach, benchmarking, PCBU responsibilities, fair work act, SWOT analysis, PEST model, and more.

BSBMGT517 Manage
Operational Plan

TABLE OF CONTENTS
ASSESSMENT TASK 1.............................................................................................................................................................................4
1. Purpose and role of strategic and operational plan..............................................................................................................................4
2. Differentiation between an operational plan modelled on organization and modelled on specific department..................................4
3. Two typical method for developing operational plan..........................................................................................................................4
4. Purpose of budget................................................................................................................................................................................5
5. Typical budgeting processes................................................................................................................................................................5
6. Purpose of key performance indicators................................................................................................................................................5
7. Approaches to developing key performance indicators.......................................................................................................................6
8. Concept of balance score card approach..............................................................................................................................................6
9. Concept of benchmarking for assessing business performance...........................................................................................................6
10. Definition of PCBU along with its responsibilities...........................................................................................................................6
11. Aim and scope of fair work act 2009.................................................................................................................................................7
12. Purpose of SWOT analysis and usage in operational planning.........................................................................................................7
13. Purpose of PEST model and usage in operational planning..............................................................................................................7
ASSESSMENT TASK 2 ............................................................................................................................................................................7
ASSESSMENT TASK 3...........................................................................................................................................................................17
ASSESSMENT TASK 4...........................................................................................................................................................................22
Operational Planning Monitoring..............................................................................................................................................................22
1.Operational performance Report.........................................................................................................................................................22
2.Email to the CEO for approval of the recommendations....................................................................................................................26

3. Email to the CEO for approval of the recommendations with strong argument...............................................................................27
4. Email to all staff.................................................................................................................................................................................28
5. Mentoring plan:..................................................................................................................................................................................28
6. Email to CEO for approval to the mentoring plan.............................................................................................................................29
7. Email to HRM....................................................................................................................................................................................29
REFERENCES..........................................................................................................................................................................................31

ASSESSMENT TASK 1
1. Purpose and role of strategic and operational plan
Operational and strategic plan play a vital role in accomplishing goals of company. Strategic plan is a systematic process that
helps company in setting an ambition for the future growth (Al Shobaki, Amuna and Naser, 2017). It connects mission, vision and
business purpose of company on which basis, company develops strategies. Operational plan consists of process or steps that need to
be performed by company for accomplishing goals. Operational plan is mainly being developed for supporting strategic plan. So,
overall it can be said that strategic and operational plan are associated with each other and operational plan helps in achieving long
term goals or big vision that are being set in strategic plan.
2. Differentiation between an operational plan modelled on organization and modelled on specific department
Operational plan that is being developed for implementing strategies, it can be said that it plays a vital role. An operational
plan modelled on the organization as a whole refers a project that consists of strategies of the company and all departments of
company. It shows ways as how all departments and members of departments will contribute in accomplishing the main common goal
of the company.
On the other hand, operational plan related to specific department refers a plan or project that consists of specific strategies for
accomplishing specific department goals. For example operational plan of marketing is the one that consists of strategies for
accomplishing goals of promotion or products and marketing of products.
3. Two typical method for developing operational plan
There are several tools and techniques that can be used by companies and institutes for successful implementation and
developing operational plan. Main 2 techniques and tools are: Work-breakdown structure and project evaluation techniques. There are
several steps that need to be followed but with the help or WBS, companies can divide their tasks that need to be done by their project

team (Du and et.al., 2019). Team members have clear idea as what they have to do as it saves time. After completing all tasks, by
evaluating and measuring effectiveness of tasks done by team members, operational plan can be developed.
4. Purpose of budget
Process of creating plan to spend money is known as budgeting and this spending plan is known as budget. Preparation of
budget or spending plan plays a vital role as it helps companies in knowing that whether they have enough money for performing
functions that are being discussed in operational plan or not. As per the prepared budget or spending plan, company can make changes
in strategies and focus on earning more money before implementing plan.
5. Typical budgeting processes.
There are mainly 3 steps of making or preparing budget such as:
Preparing base for the budget : In this first step, company requires establishing budget goals and ways by which they can
accomplish. While establishing goals they also need to consider some factors such as: sales trends, social surroundings and others. As
per the available economic resources and sources of funding, goals are being developed.
Creating cost buffer: Scrutinize costing is next step and in this step, employers requires considering factors that may affect input
costing. Provision also need to be created for variation in these cost as it makes budget achievable (Kasymova, 2017).
Preparation of revenue and expenditure budget: Preparing subsidiary budgets and forecasting for these budgets such as:
production, sales, cash, overheads need to be made. There is requirement of realistic plan for sources of revenue. Planning and
expenditure needs to be done as per the available money or savings.
6. Purpose of key performance indicators
Key performance indicators refer measuring value that helps in measuring success as well as failure of business. There are
several KPI tools that are being used by companies in order to know effectiveness and knowing whether company is going on the right
track or required improvements. At multiple levels such measures are being used for evaluating success at reaching targets. By
managing and tracking progress of plan, companies can take several advantages.

7. Approaches to developing key performance indicators
There are some steps by which companies can improve or develop key performance indicators. Some steps or ways by which
KPIs can be developed are: reviewing business objectives, analysing current performance of the company and employees, setting both
short term and long term KPI targets, reviewing targets with team and reviewing progress (Hsu, Chang and Luo, 2017). If company
reviews its objectives and team's performance than different KPIs can be developed and it can lead to improved operations.
8. Concept of balance score card approach
Balance scorecard is one of the effective strategic management performance metric that is being used for improving internal
business functions for achieving effective external outcomes. It helps in aligning day to day work of all team members with the
strategy. With the help of this tool, companies can monitor strategic decisions taken by them on the basis of established indicators. 4
dimensions of performance can be measured with this tool such as: internal process, customers, learning and growth and financial.
9. Concept of benchmarking for assessing business performance
Benchmarking is an effective measuring tool as with the help of this tool, companies can measure its performance against
competitors. It helps them out in knowing its both positive and negative areas and by comparing strategies of competitors it can make
changes accordingly. It is mainly being used for taking competitive advantages and making themselves able in being in competitive
market (Tasopoulou and Tsiotras, 2017). By measuring performance of products, processes and services against competitors,
companies can take advantages of external opportunities.
10. Definition of PCBU along with its responsibilities
PCUB stands for person conducting a business or undertaking or employer who has responsibility to take care under the work
health and safety act 2011. Responsibility of PCUB is to make sure that all workers of companies are working under safe working
environment. The main aim of responsible person is to protect workers against risks and increasing their concentration level.

11. Aim and scope of fair work act 2009
Fair work act is commonwealth statutes that governs employment of workers. This legislation is being developed and
implemented by several companied for making employees feel safe and motivated. When employees at workplace are being provided
fair and equal treatment then they are more likely to focus on their work (Stewart and Stanford, 2017). Flexible working arrangements,
promotion and other opportunities as per the ability and skill are some ways of developing fair work culture. So, overall it can be said
that the main aim is to eliminate discrimination or promoting equality at workplace.
12. Purpose of SWOT analysis and usage in operational planning
SWOT analysis is an effective model that helps in identifying or analysing internal factors. Internal factors include: Company's
own strengths, weaknesses, opportunities and threats. With SWOT analysis, company can identify both strengths and weakened areas
and accordingly can make changes in strategies and performance. It also helps in making sure that objectives that company has set are
clearly defined and as per the analysis, operations of company can be managed (Namugenyi, Nimmagadda and Reiners, 2019). It can
also help them out in linking strength with opportunities and by making use of all strengths, threats can also be reduced.
13. Purpose of PEST model and usage in operational planning
PEST is an effective external analysis model as it helps in evaluating all external business environmental factors such as
political, social, economic and others. One of the main aim of making use of this model in operational plan is making changes in
strategies and protecting companies against failure. Changes in external environmental factors can affect companies in negative
manner. But by analysing all these factors and knowing actual situation, companies can make changes in its strategies and can
accomplish goals. So, overall it can be said that it is protective tool as protects against failure (Perera, 2017.).
ASSESSMENT TASK 2
Role of operation manager
In colleges, they are mainly responsible for setting staff schedules, polices and standards. Also, ensuring about that projects
have been completed on time or not and also about their budgeted. Operational manager approved contracts, monitor employee

performance, reducing costs along with improving efficiency (Anisimov And et.al., 2017). As they are tasked for overseeing daily
scheduling about how much of work is to be done and about how much employee are hired in organization so that could be more
important for them in making their in institution.
1. Draft of operational plan
Strategies Actions Details of
resources
required to
achieve
actions
Time
lines
Who KPIs and
monitori
ng plan
Monitoring actions
Keep compensation
and benefits, hiring
right people
Listen to
employee,
making their
jobs easy in
managing,
offers
possibility
for growth.
Taking
feedback,
time
management
and rewards
to trainers.
1
month
Human
resource
managemen
t
Training
and
developm
ent,
employee
relations
T&D boosting the trainer
performance and supervising
employee relation.
Build up trust, better
communication,
completing
management training.
Online
management
course,
sharing
Technology,
well-
educated
2
month
Manager Meeting
among
them and
share
Better communication with
trainer.

accurate
vision of
organization
.
trainer general
informatio
n
Limited use of
gadgets, avoid rushing
for everything
Improve
trainer
services,
proper
hiring of
techniques
trainer
IT team,
advance
technology
team
2mont
hs
IT manager Security,
operation
managem
ent
Advance technology
implementing plan.
3. Draft for operational plans.
As per discussion below in King Edward VII college operational plan have been planned up various strategies for improving
their risk as per given in contingency plan. The organization must have required to avoid their risk while by hiring the best people in
their organization with having proper education. So it could help them in giving more training in various different countries where
they are operating them. They have developed them in having various strategies such as technologies must be more developed while
taking help of some other IT department and using limited number of gadgets in organization for their betterment in employee as well
as students. King Edward VII college also keep compensation to their employee in which they can more employee while in
developing them in some other countries also that could be either more benefits for them (Sheng and et.al., 2017). Organization must
provide rewards to employee who are working globally in their institution or domestic in which they have hired employee. Better

communication towards students and manager in organization there should be and information should be shared among them if
something is necessary in sharing in institutions. They also keep in mid about not to rush to everything as other organization are
facing, it should have to be more important in making them to developed and bring more advance technological so that could, might
be essential to students as well employee.
4. Revised operational plan.
Strategies Actions Details of
resources
required to
achieve
actions
Time lines Who KPIs and
monitoring
plan
Monitoring
actions
Keep
compensatio
n and
benefits,
hiring right
people,
employee
relation
Listen to
employee,
employee
relation
must be
developed
and
managing
their work.
Taking
feedback,
time
management
and rewards
to trainers.
1 month Human
resource
management
Training
and
developmen
t, employee
relations
and
engagement
of objective
to
T&D
boosting the
trainer
performance
and
supervising
employee
relation.

employee.
Build up
trust, better
communicat
ion,
completing
management
training.
Online
management
course,
sharing
accurate
vision of
organization
. Sharing
information
to other
department.
Technology,
well-
educated
trainer, high
skilled
employee
2 month Manager Meeting
among them
and share
general
information
Better
communicat
ion with
trainer.
Limited use
of gadgets,
avoid
rushing for
everything,
buy a
planner
Improve
trainer
services,
proper
hiring of
techniques
trainer,
trying to
stay calm
IT team 2months IT manager Security,
operation
management
Advance
technology
implementin
g plan.

and take up
things easy
handle.
5. Email to senior management
To,
Senior management
subject:- Approval of the plans
Dear sir/ Ma'am
Here to informed you about the plans approved and permission to move forwards while taking
this projects. Team waiting for approving your plans, so they can continue with furthermore
process and could keep more benefits in institution. Kindly approve plans as soon as possible.
Thank you.
Scope of assessment:
Critical success factors:
Internal & external stakeholders:
Risk Consequences Risk rating
As calculated from above
Contingency Person responsible Priority rating Monitoring process
High staff  High
turnover of The risk
rating of staff This risk may affect
the entire business The owner and other
management of Edward The rating of staff
turnover of trainers By determining the
staff gap in trainer

Scope of assessment:
Critical success factors:
Internal & external stakeholders:
Risk Consequences Risk rating
As calculated from above
Contingency Person responsible Priority rating Monitoring process
turnover
with in
trainers
staff will
impact the
academic
performance
of students.
 Students
can switch
to those
universities
and colleges
where the
trainers are
knowledgea
ble and
highly
qualified
 High
turnover
will bring
demotivatio
n in the
students and
the number
of dropouts
will
increase.
turnover is
very high as
the field of
education
works on
qualified and
skilled
teachers
only.
and profit of kind
Edward college as
in absence of
skilled trainer,
students will not
take admissions in
the college.
college is responsible for
the staff turnover. is very high, and it
is very much
needed to sort out
this issue because
trainers are the
pillar of education
and in the absence
of skilled trainer,
Edward college will
not be able to
attract new
students.
workforce will help to
monitor why staff
turnover is increasing.
Human capital
management and
human resources
department will liable
for the monitoring
process.
Difficulty
in finding
skilled
 The HR
department
of Edward
This issue
has moderate
risk rating as
If Edward college
faces difficulties in
The high turnover of
skilled staff can be the
The rating for this
issue is moderate as
The HR management
should monitor the

Scope of assessment:
Critical success factors:
Internal & external stakeholders:
Risk Consequences Risk rating
As calculated from above
Contingency Person responsible Priority rating Monitoring process
trainer college is
finding
difficulties
in hiring
talented and
skilled
trainer.
 As the HR
department
will not
getting
those skilled
teachers
which they
are looking
for.
it can get
solved in
upcoming
years.
hiring skilled
trainers, then they
will not be able to
deliver quality
education to the
students and it will
impact the
reputation and
goodwill of Edward
college.
reason for this. Apart from
this the HR department
will be liable for this issue
as they are not able to fine
the skilled trainers in the
Edward college which is
the main motive of them.
it can get solve as
the passage of time.
entire hiring and
selection process so
that they can get
qualifies trainers.
Improper
use of
technology
 The HR
department
is not using
modern
technology
in the hiring
process;
thus, the
Low If the HR
department will not
use the technology,
then the hiring and
recruitment process
will become
lengthy and Edward
college will not get
The HR and it department
of Edward college is
responsible for this.
As technology is
very important so
the rating will be
high.
The higher authority
and the head of HR
department should
monitor this issue.

Scope of assessment:
Critical success factors:
Internal & external stakeholders:
Risk Consequences Risk rating
As calculated from above
Contingency Person responsible Priority rating Monitoring process
Edward
college has
to face
shortage of
proper
skilled
trainers.
eligible trainers and
it will directly
impact the profit
margin.

Draft Contingency plan
King Edward college is operating for 5 years and now they want to expand their
campus in Sydney and Brisbane. But the issue they are facing is the lack of staff and high
turnover of trainers. Currently they have only 24 staffs and 14 trainers. So the biggest
issue in front of King Edward is to reduce the turnover of trainers as in the absence of
skilled and qualified trainers, it will directly impact the academic performance of students,
if they don’t perform well in their academic career and don’t get proper knowledge it can
spoil their career as well. So to overcome such situation, the higher management and HR
department is finding out the reason behind high turnover of staff and they are trying to
talk to trainers as well so that they can develop solution of this problem. Lack of good
trainer will harm the reputation of King Edward college specially in those countries where
they want to expand. The another issue which King Edward college is facing is that they
are not getting skilled and eligible trainer in Sydney and Brisbane and in the absence of
educated and skilled trainer, college will not be able to deliver standard education to the
students. To sort out this issue HR department is continuously working on it may be due to
the different country and culture they are facing this issue. The next issue is lack of
technology in the process of hiring and selection. HR department should implement high
technology they can conduct online test for the selection process so that those who are not
having good knowledge they will not clear the test and it will become easy for the HR to
select the best candidate. With the help of draft contingency plan Kind Edward college will
be able to sort out all the problems and issues of related to employee turnover, improper
technology and issues in the process of hiring and recruitment. When the college solve all
the issues they will get name and fame in the market so that they can attract many students
and accomplish the future goal of the college and they can expand globally and get skilled
and qualified trainer as well.
To: Senior management
Sub: Request for the approval for the meeting to discuss issues
Respected sir
This mail is being written for the approval to held a meeting so that all the staff and management
can discuss the three major issues which the organisation is facing.

1. High turnover of trainer
2. Difficulties in finding out the new trainers.
3. Improper and old technology used in the hiring and recruitment process.
In this meeting, all the staff will try to find out the solution and how the organisation can provide
best teaching facility to students so that they don’t approach other colleges. Apart from this how
to implement modern technology in the hiring and recruitments process will also get discussed in
this meeting.
Kindly give approval to conduct a meeting.
Thank you
(Project Manager)
ASSESSMENT TASK 3
1. Implement strategies for recruiting staff
It is important to recruit staff members in an appropriate manner in order to ensure that
required staff members are recruited. There are various kinds of flaws in current recruitment
policy of King Edward VII College because of which sometimes wrong people can be recruited
that can be extremely costly and damaging to the business. There are two main positions that are
required to be filled for two additional campuses, one in Brisbane and one in Sydney that are:
receptionist and a student services officer. As per King Edward VII College Recruitment and
Selection Policy and Procedures it is important to follow appropriate procedure though which
recruitment for both the positions will be done. Asper the procedure it is important to complete
pre- recruitment activities in which recruiting manager is required to indicate approval from the
CEO for the positions by indicting required timeliness and location.
Approval for position required: approval for position of receptionist and student services officer
is required for both the branches. For Brisbane branch required timeliness for both the positions
is 3 months whereas for Sydney branch both the positions are required to be filled in 6 months.
When approval from CEO is received then it is forwarded to human resource team.
Details of positions required: then details of both the positions is provided in which position title,
skills required, and closing date is identified.
Details of receptionist:

 position title: receptionist
 skills required: communication skills, multi- tasking, dependability, problem solving, ability
to work under pressure, pay attention to details, keep track of on- off purchases.
 closing date is identified: 30th November for Brisbane branch and 31st January for Sydney
branch.
Details of student services officer:
 position title: student services officer
 skills required: Excellent administrative and organisational skills, Excellent team worker
with the ability to negotiate and compromise, Accuracy, attention to detail, multi- tasker,
Good working knowledge of Microsoft Office packages, effective communicator.
 closing date is identified: 30th November for Brisbane branch and 31st January for Sydney
branch.
2. Email to the CEO
King Edward VII College
To CEO,
Subject: Requesting approval of new positions
As College is planning to establish two additional campuses, one in Brisbane and one in
Sydney, it is important to focus upon staffing at both the campus. Operational plan helped in
identifying that both the campus will require a receptionist and a student services officer. Both
the positions will be will be permanent, full-time staff. Receptionist is required to handle all
kinds of queries related to new campus and to maintain interaction between students and
administration. Whereas, student services officer is required to maintain contact for students,
staff and visitors, assisting with all aspects of administrative support for school programmes and
remain available for students with general enquiries. They will be able to nurture strong
relationships between the School and the Host Families of new campus. For Brisbane branch
required timeliness for both the positions is 3 months whereas for Sydney branch both the
positions are required to be filled in 6 months.
Yours sincerely,
XYZ
Recruiting Manager

3. Email to the Human Resources Manager
King Edward VII College
To Human resource manager,
Subject: Details of new positions
As you already know that College is planning to establish two additional campuses, one
in Brisbane and one in Sydney so, it is important to focus upon staffing at both the campus. It has
been identified that both the campus require full time and permanent receptionist and a student
services officer. Approval for recruitment of both the positions has already been taken from
CEO. Details of both the new positions have been provided below:
Details of receptionist:
Skills required by receptionist will be communication skills, multi- tasking, dependability,
problem solving, ability to work under pressure, pay attention to details, keep track of on- off
purchases.
IP rights and responsibilities of receptionist is to maintain legal files, organise files and
documents in designated order, manage phone lines etc
Details of student services officer:
Skills required by student service officer will be Excellent administrative and organisational
skills, Excellent team worker with the ability to negotiate and compromise, Accuracy, attention
to detail, multi- tasker, Good working knowledge of Microsoft Office packages, effective
communicator.
IP rights and responsibilities of student service officer is to prepare and implement risk
assessments for all activities and excursions, and ensure other staff members well aware of their
responsibilities.
Yours sincerely,
XYZ
Recruiting Manager
4. Develop and implement strategies for induction
Induction policy and procedure
Purpose

The main purpose of this induction policy is to assist new staff members and help them to
settle into the workplace and to inform new employee about King Edward VII College
Policy Statement
King Edward VII College will ensure that all the new staff members can be
systematically introduced to their roles, co-workers as well as to organization. This policy
applies to all the staff members of King Edward VII College
Responsibilities
Human resource is responsible for
 Providing day-to-day assistance and advice to supervisors about this policy and procedure
 Monitor and review induction program
 Ensure that new staff members as well as their supervisors are aware of the requirements to
participate in the induction process.
Supervisors are responsible for
 ensuring new staff are inducted with associated policy and procedure
 Ensure tat staff members complete this induction process.
Procedures
 Induction time table: It should begin before new staff members have started. Length of
induction program is same for all the employees
 Support for induction: Induction checklist can be used to record and check key activities
of induction
 Training: new staff members will be provided with appropriate training in order to ensure
that they have required knowledge, skills and experience.
 Monitoring: Induction Policy and associated procedures will be regularly monitored and it
will be further evaluated by quality reviewers.
Induction of internal and new staff
Induction program for all the employees whether they are internal staff members or new
employees is same. New staff members are additionally provided with brief knowledge about
College, its History, achievements and departments so that they can get comfortable with the
departments.

Timeframe for completion
Time period required to complete induction program is 3 weeks as this program will be
conducted in three phases.
First phase of induction program includes completion of paperwork that includes employee
declaration form, contract details, banking information, employee detail form etc.
Second phase include induction session for new employees in which brief history of King
Edward VII College is included, location of all campus, vision, mission and value statements of
college, future directions of the business, training sessions, workplace health and safety policies,
training availability.
Third phase includes staff and mentoring so that all the new employees are introduced to other
employees.
Recordkeeping
Record keeping of this induction program will be done by human resource department. In
fact, they will also be keeping a track of induction program and will monitor others progress.
Associated documentation
Associated documents required for this induction are: ‘Employee Induction
Questionnaire’, qualification and experience certification, and letter of selection.
5. Email to the CEO
King Edward VII College
To CEO,
Subject: Requesting approval of new Induction Policy and Procedures
I would like to propose new Induction policy and procedure for new employees so that
they can get to know required information before starting their work at King Edward VII College
so that new employees can fulfil their roles and responsibilities in a proper and appropriate
manner. Approval of new Induction Policy and Procedures will help new staff members to help
them to settle into the workplace in a proper manner.
Yours sincerely,
XYZ
Recruiting Manager

6. Implement induction strategies
King Edward VII College
To Human resource manager,
Subject: Induction Policy and Procedures and an Induction Program
This is to inform you that new induction policy and procedure has been approved by
CEO of King Edward VII College.
Purpose: The main purpose of this induction policy is to assist new staff members and help them
to settle into the workplace and to inform new employee about King Edward VII College. This
policy applies to all the staff members of King Edward VII College
Approval: Approval for this new induction policy has been given by CEO.
Applicable: this new induction program will be applicable for all the employees and before
attending this program all the employees will be provided with details of required documents and
will be compulsory for all the employees to complete this induction program so that they can get
familiar with the college.
Yours sincerely,
XYZ
Recruiting Manager
7. Implement strategies for purchasing equipment
As per the purchase policy and procedure and equipment list there are various kinds of
equipment that will be required to be established in both branches and for that new strategies for
purchasing equipment are required to be developed. Both the branches require office equipment
for at least 1000 students at each campus. For new campus Goods and Services purchase
strategies will be come under Goods and services over $5,000 and up to $10,000 as in this all the
purchases will be approved by manager. Using this strategy all the equipment will be purchased
in bulk for both the branches.
8. Email to the Administration Team
King Edward VII College
To Administration Team,
Subject: equipment required for the new campuses

This is to inform that using appropriate purchase policy helps in identifying budget up to
which equipment should be purchased. As per the new purchase policy equipment should be
purchased up to $10,000. Equipment’s required for both new branches are as follows:
On-off purchases: All of these on and off purchases will have Required timelines of 1 month for
purchasing policy
 8 cordless telephones
 10 staff computers for staff cubicles
 20 student computers for workstations
 4 printers with scanning capability and Wi Fi connection
 10 staff desks
 10 office chairs
 50 student desks (2 seater)
 100 student chairs
 100 pens (with College logo)
 5 staplers
Yearly purchases:
 50 packs of 500 sheets A4 paper
 20 sets of printer cartridges
Yours sincerely,
XYZ
Recruiting Manager
9. Update the Monitoring Actions section of Operational plan
Updated monitoring actions of operational plan
Strategies Monitoring actions
Keep compensation and
benefits, hiring right people
Performance of employees will be supervised as per their current
skills and skills required.
Build up trust, better
communication, completing
By providing proper induction to new employees.

management training.
Limited use of gadgets, avoid
rushing for everything
Providing training to employees so that they can easily multi- task
and avoid rushing everything.
ASSESSMENT TASK 4
Operational Planning Monitoring
1.Operational performance Report
Financial performance analysis
Net Profit and Loss
Campus 1: Profit and Loss six months to Dec 2020 Sydney
Income Budget Actual Variance
Sales $450,000 $475,000 $25,000
Expenses
Electricity and gas $1,500 $3,000 $1500
Internet $1,000 $1,100 $100
Office supplies $700 $1,200 $500
Rent $225,000 $220,000 -$5000
Stationary $800 $1,300 $500
Wages and salaries $115,000 $117,000 $2000
Superannuation $15,000 $16,000 $1000
Travel and $2,500 $2,700 $200

accommodation
Water $2,000 $2,600 $600
Work cover
insurance $900 $900 0
Total expense $364,400 $365800 $1400
Net Profit $85600 $109200 $23600
Variances: From above statistics it can be said that there are variances present in actual and
estimated budget expense. Which are explained below,
Electricity and gas: In this variance are occurred because of low management planing.
Internet: In this variance is comes because internet charges are changed according to government
laws.
Office supplies: because of suppliers, suppliers change the rate of raw material.
Rent: In this variance is occurred because of inflation rate in country is changed.
Stationary: In this because of actual rate is created by assumption.
Wages and salaries: In this variance occurred because of less staff are doing most of the
work in their salaries.
Superannuation: In this variance come because of bank profits.
Travel and accommodation: In this variance come because of currency changes and
transportation charges are low.
Water: This variance is come according to weather water requirement.
Work cover insurance: In this no variance are come because it actual rate is accurate for
budget expense.
Campus 2: Profit and Loss six months to Dec 20 Brisbane

Income Budget Actuals Variance
Sales $350,000 $410,000 $60000
Expenses
Electricity and gas $1,200 $2,800 $1600
Internet $1,100 $1,100 0
Office supplies $650 $1,300 $650
Rent $185,000 $190,000 $5000
Stationary $700 $1,250 $550
Wages and salaries $115,000 $117,000 $2000
Superannuation $15,000 $16,000 $1000
Travel and
accommodation $2,100 $2,300 $200
Water $1,900 $2,100 $200
Work cover
insurance $870 $870 0
Total expense $323,520 $334,720 $11200
Net Profit $26480 $75280 $48800
Variances: According to above table its variance reason is described below,
Electricity and gas: This variance main reason is change in government policy.

Internet: Variance reason is different company rate is fluctuating according to market
competition.
Office supplies: Suppliers give discount on high purchase.
Rent: In this maximum variance comes and its reason is inflation rate is fluctuating and
giving profit to this campus (Dei, and et.al., 2020).
Stationary: Raw material are purchased in less amount.
Wages and salaries: In this variance reason is staff members are less.
Superannuation: It is varied because of bank policies.
Travel and accommodation: In this variance come because of less transportation.
Water: variance reason is due to weather and water need.
Work cover insurance: In this no variance is occurred because its actual rate is straight
for budget expense.
Comparison the performance of each campus
As King Edward VII College is thinking to open two new campuses at Sydney and
Brisbane so here is compression is done by on the basis of there performance and their
expenses,
Sydney Brisbane
 Its net profit is $85,600.
 In Sydney rent expenses is higher and it
is affecting net profit (Gee, and
Popper, 2017).
 In rent its expense higher than actual
budget.
 It has less variance in actual budget
and in budget expense.
 Its net profit is $26,480.
 In Brisbane college sales amount is less
so its net profit is also less than Sydney
campus.
 It maintains its overall budget with its
actual budget.
Outlines of financial performance based on the profit and loss

As above disccsued profit and loss of both campus. After analysis of all profit and loss
figures of both campus it can be said that if King Edward VII college can expand their college
campus in Sydney than it will be more beneficial for them, because in compare to Brisbane its
net profit is higher approx $59120, and its area is also big so it will be more helpful to attract
new admissions and staff members to rise their profit and also to expand their brand name in
different areas.
Recommendation to the operation plan:
As per the above discussion it can be recommended to the King Edward VII college that
they should have done proper planning before expanding their organization in new areas
(Towbin, and et.al., 2018). For this its recommend to the firm that must give proper guidance
from some consultancy company for proper forecasting of their financial budget and also for
their profit growth. It also recommended that they can be use analytics for their proper expansion
so that they achieve their objectives and goals easily without facing any issues.
2.Email to the CEO for approval of the recommendations
To,
The CEO of King Edward VII College
Subject: Approval Needed-Change in Operational plan
Dear CEO,
This email main purpose is that we want to gain your attention on our operational plan for King
Edward VII college expansion in Sydney and Brisbane. As after analysis and monitoring the
operation performance report we have some recommendation which will be beneficial for our
operation plan. Some recommendations are as follows,
 We need proper guidance from consultancy company to pursue our plan
 We also required proper analytical management so that they can focus only on analytics
part.
 We also need strong financial budget management team so that they can predict and set
exact financial amount for our plan.

Kindly approve that, so we can do further procedures.
Thanks
Faithfully
Operation Manager
Dei, M., and et.al., 20203.Email to the CEO for approval of the recommendations with strong
argument
To,
The CEO of King Edward VII College
Subject: Approval Needed-Change in Operational plan according to recommendations
Dear CEO,
As we already discussed about that we need to change our operational plan according to
recommendation as mentioned in last email. If we change our operation plan as per the
recommendation it will give high profit in our business as well as it helps to create great
impression in industry. It also allows to be stable in the terms of financial conditions and it also
helps in future prediction and to create strong management for the organization.
So please kindly approve this change so than we can start work on these changes.
Thank You
Faithfully
Operation Manager
4. Email to all staff
To,
All Staff Members

King Edward VII College
Subject: Memo for all staff members
Dear,
This email is sending you to informing you that as per the review of our operational
performance report, we need to develop our operational plan, and you need to use are resource
efficiently and effectively. You need to be more focused on which resource are using and why.
Kindly focused on you and use recurse effectively.
Thanking you
Operation Manager
5. Mentoring plan:
Goals:
 To make effective performance plan.
 Stable Financial condition.
 Expansion of the company.
 Enhanced and develop skills.
As a mentee, must follow below points,
 They need to be regularly meet with mentor and frequently check the task stages.
 They also be focused on multiple opportunities for the company.
 Maintain confidentially relationship.
As a mentor they should follow these points,
 They need to provide guidance related to goals to their mentee.
 Regularly provide feedbacks so that performance not decrease.
 Keep classified relationship.

6. Email to CEO for approval to the mentoring plan
To,
The CEO
King Edward VII College
Subject: Approval Needed- Mentoring Plan
Dear CEO,
This mail is sending you with the purpose of approval of mentoring plan we already disccsued.
Kindly approve plan so that we can do further procedure. Waiting for your approval,
Thanking you
Operation Manager
7. Email to HRM
To,
The HR Manager
King Edward VII College
Subject: Approval Granted
Dear HRM,
I like inform you that we got approval from CEO, and for further producer we need your
management help in so kindly please distribute this message in your department so that we can
over work. We also attached mentoring plan kindly see and for further procedure according to
that.
Looking for your support.
Thanking you
Operation Manager

REFERENCES
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Tasopoulou, K. and Tsiotras, G., 2017. Benchmarking towards excellence in higher education.
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ONLINE
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