Manage Operational Plan

This document provides a comprehensive guide on how to manage an operational plan effectively. It covers topics such as goals, objectives, strategies, key actions, resource requirements, key performance indicators, contingency plans, reviewing the plan, determining human resource requirements, developing a recruitment strategy, monitoring performance, addressing areas of non-performance, and coaching plans. It offers valuable insights and techniques to improve employee performance.

Running head: MANAGE OPERATIONAL PLAN
MANAGE OPERATIONAL PLAN
Student’s Name
University Name
Author note

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TASK 1:
The operational plan
Business goal: The goal of ‘the office assistant’ is to grow the services component of the
business in the next twelve months. The main business goal of The Company is to increase the
sales structure by around 10% by 30th June in 2019.
Objectives: Through the operation planning, the business organization will be provided with
clear picture of the tasks and responsibilities and implement the strategy stated in the strategic
plan of the business organization. It manages the day to day operations of the business in order to
achieve the set goals and objectives of the business organization. The objective of the business
plan is to expand the services, acquisition of additional printers and other office equipments and
increase in the human resource.
Strategy: The strategies to achieve the objectives of the business organization include
employing professional to achieve success for the customers, to develop the leadership abilities,
improve the internal communication, increase the efficiencies with the use of latest and advanced
technology.
Key actions:
Deliverables: The deliverables include: office supplies, ink ad toner needs, electrical
equipments, office furniture, photocopying, printing, equipment hire, packaging and posting
services. Graphic designing services, Acquisition of additional printer, photocopier and delivery
an in order to increase the sales, reorganizing of furniture and fixtures

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Person responsible: the store managers are responsible for the development and implementation
of the operational plan in the organization. They are responsible for increasing the efficiency of
the organization.
Timeline: The operation is to start on first February 2019
Budget: the estimated budget for the operation is approximately $ 300,000. The retail assistant
requires $14-20 per hour and the casual employees 25% more. The graphic designer requires
$22-25 per hour along with 25% more for the casual employees. The budget includes acquisition
of additional printer, photocopier and the delivery.
Resource requirements: As per the planning and expansion of services, it requires the Graphic
designer, the retail assistants along with the casual staff. Employees possessing the required
skills and knowledge in the organization are required, increase in the human resource
requirements in the organization, delivery van is required along with additional printer and
photocopier, full time and part time employees are required.
Key performance indicators: it includes the financial metrics that is the profit, cost, Gap
between the revenue and the target; cost of goods sold, as per day sales, the gap between the
expenses and the set budget. The customer metrics that is the customer acquisition cost, the
customer lifetime value, customer satisfaction and retention, increase in the number of the
customers. People metrics includes the, the employee turnover rate, the percentage of response to
open positions, the rate of employee satisfaction. The KPIs demonstrate Smart which implies
that the mentioned KPIs are specific , they are measureable in terms of sales and revenue
generated, it is achievable, it is relevant to the operation plan and the business goal, it is time
bound of one year plan.

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Contingency plans: the potential risks and challenges that can be faced by the business
organization are maintaining the cash flow of the company and managing the organizational
resources efficiently. There are risks of keeping up with the market and the dynamic business
environment. To overcome the risks and challenges, the company will find cheaper and lower
quality materials, reuse materials, facilities and equipments of the organization in order to reduce
the operational cost and maintain the cash flow. This planning will help the organization to
reduce wastage and efficient utilization of resources in the organization.
Outcome: the possible outcomes of the company are expansion of business services, increasing
the revenue and sales of the organization, maintaining market position, increasing competitive
advantage of the company.
Approvals: the operation plan is to be approved by the higher level management, the governing
body, the board of directors and executive committee. There will be official documentation
outlining the structure attached with certain committees and individuals. Formal report will be
provided along with the plan, management may review the plan. The approval process confirms
the activities and targets mentioned in the operational plan.
Task 2:
1. Review of operational plan to determine the human resources requirement
According to the operation planning for the business organization, that is to increase the
sales structures of the organization, the number of additional resources that would be required by
the organization is around ten equivalent employees for full time or part time hours. The
planning includes expanding their graphic design service, for which the organization require to

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hire graphic designers. As per the planning, the required starting date with begin from the first
day of February. The length of employment would be on-going as the business strives to expand
and achieve success in long run. The employees must possess the knowledge for customer
service, communication, numeracy, knowledge on the office products and services. Training
needs to be provided for gaining additional knowledge on the product or service. The graphic
designer must possess the formal graphic design qualification.
2. Review the organisation’s recruitment and selection policies and procedures.
As per the recruitment and selection procedure of the organization, the organization treats
the applicants fairly in the process of the recruitment, which is a fair and just. Also they comply
with the legal requirements including equal employment opportunity and anti discrimination
legislation. The procedure that is followed by the organization is effective enough to recruit
capable employees. it starts with developing the job description, advertising the vacancy both
internally and externally, then the company shortlists the applicants, conducts interview and
there to given aptitude test which helps the company the select the most appropriate employee
scoring 80-90%. Lastly, the company keeps all the information private and confidential in a
secure place. Moreover, the company makes significant changes in the workplace for the
disabled employees to perform their job to the full potential. The information about the vacancy
is advertised on their home page and it is updated weekly. This enables the company to acquire
applicants on time in an appropriate manner.

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3. Development of recruitment strategy
The recruitment strategy is receiving the high quality lead for the organization, they must
be provided with great. The organization needs to better understand the cost and the benefit of
hiring the new employee in the organization. It must analyze the requirement of the job position
of the new employee with the job recruitment which is as per the policies and procedures of the
organization. The full time employee and the part time employee must be recruited as per the
business needs and requirements. The company needs to develop a clear employer brand which
will help the company to set apart from the other companies. It must create a job posts that helps
to reflect the company. It can use various social media recruiting to find talent, advertise the jobs
and communicate to the potential candidates. The presence on social media must align it with the
values of the company.
Task 3:

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Resource Current method of
acquisition
Recommended method
of acquisition
Comment as to why
no change is
recommended or why
you recommend a
change in the
acquisition method
Photocopying
machine
B&B online: Specific
order forms while
ordering (purchase)
No changes required It provides 10%
discount on the
purchases.
printer B&B
online( purchase)
No changes required It provides 10%
discount on the
purchases.
Packaging and posting
equipments
B&B online
( purchase)
No changes required It provides 10%
discount on the
purchases.
Ink and toner B&B online
( purchase)
No changes required It provides 10%
discount on the
purchases.
Office furniture Sunny supplies Pvt.
Ltd.
( purchase)
No changes required Already has an
agreement to supply
their office furniture.
Electrical equipments B&B No changes required It provides 10%

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online( purchase) discount on the
purchases.
Office supplies B and sons Pvt. ltd.
( purchase)
No changes required It allows re-ordering
stationery items in a
timely manner.
Delivery van Grainger industrial
supply (purchase)
No changes required Provides appropriate
cost and offers
warranty and
guarantee.
Task 4
a) Review strategy for monitoring the performance of the plan
The final step for the operation plan is to monitor and evaluate the progress and the
performance of the organization. The company will review the progress of the organization
towards meeting the goals and objectives. It must ensure that the activities and operations are
within the parameter of the pre-set goals and objectives. It must ensure that the activities are
consistent with the values, mission and vision of the company. It must review the internal and the
external changes required and the adjustments in the strategy in order to enhance the ability of
the company to achieve the objectives.

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b) Template for recording the performance of the plan
Review strategy
What to review Performance of the organization is to be
review on a regular basis. It needs to monitor
the progress against the set goals. It needs to
re-evaluate the training and the resource
needs. It must consider the feedback and
coaching.
Time to review It is an ongoing and continuous process.
Methods to review The performance review process is more
effective when the measure fits the purpose.
The total sales generation needs to meet the
pre-set targets and the gaps determine the
performance of the organization.
Consultation strategy
People to consult with The potential stakeholders of The Office
Assistant

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Reasons to consult with them Inviting stakeholders will enable The Office
Assistant to acquire information about their
needs, wants and expectations.
They can comment on the plans and provide
their opinion.
Ways to consult with them Through formal and informal communication
channels:
Open meetings
Surveys- (paper or online)
Invitation to send written response
Informal meetings

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Assessment 2
Areas of non performance in the workplace
The identified areas of non performance of the organization through the agency staff review and
development process review are:
Inability of the employees to cope up with reasonable volume of work with satisfactory standard
The employees are not achieving the agreed and realistic set targets and objectives of the
organization
There are poor standards of work and they are unable to cope with the instructions given.
Recommendations to address the areas of non performance and coaching required in
workplace
In order to address the areas of non performance, the cause of non-performance needs to
be identified. Then target solutions to address the issues which help to manage and improve the
employee performance.
Communicating the expectation clearly- The employees must be provided with clear information
about the set targets and goals of the organization.
Constant performance appraisal- The employees must be provided with regular and time
appraisals. Further, they can be provided with adequate training and development opportunity
which will enhance the performance of the organization.

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Employee development programs: The organization must make employee development a
priority. It must organize employee career goals and strive to reach the full potential of the
organization. Initiatives must be taken to close any skill gaps among the employees, this in turn
will help the employees to achieve long term goals and benefit the company as the skill will help
the business to fulfill the business objectives.
Improving the morale of the employees: the workplace of the company needs to be enhances.
The work environment, the employee benefits, salary structure and employee understanding of
the mission and vision needs to be reviewed consistently by the management of the organization.
Implementing advanced technologies and machinery: This will drive the performance of the
organization. Technology is vital part of any workforce. Implementing advanced technology and
machinery in the workplace will enable to employees to improve their performance and enhance
their productivity.
Coaching plan to address the need
Coaching is most effective is solving the problems and issues in the workplace, for developing
and achieving long term goals of the organization and improving the performance of the
employees and the organization as a whole.
Communication: initial contact Notifying the employees through transparent
and clear messages about the changes.
Meeting/ Guide 1 Detail plans to support and coach training
throughout the process, discuss implementation

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of the plan and timeline as it pertains the
employees. Provide a summary of the planned
coaching and the schedule to support the
employees. Provide time to engage with the
employees and the feedback sessions.
Meeting/ Guide 2: managing staff through the
change
Coaching activities ( workshops, exercises and
the business games)
Identifying and managing resistance
Question and answer session raised by
employees.
Workshop detailing key measures at various
implementations.
Meeting/ Event 3 Managing follow-ups of coaching and post
implementation
Gathering feedback
Collecting and processing data from the
managers and employees.

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