Designing a Work Plan for National Camper Trailers Ltd

This article discusses how to design a work plan for National Camper Trailers Ltd with position descriptions and formal warning processes. It covers consultation, performance management, and feedback sessions. The article also includes a performance management system and documentation process.

RUNNING HEADER: Logistics
Logistics
Name
Institution
Professor
Course
Date
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RUNNING HEADER: Logistics
Work Plan Template
Description: In order to design a work plan for the National Camper Trailers .Ltd, the following questions were clearly
discussed. The first part of the work plan shows the position descriptions of the company and the second part indicates the
formal warning processes for the company (Aguinis,2013).All the two parts are under work plan and the guide both
operational plan and the HR strategic plan for the company.
Objective Action/
Responsibility
Performance
Outcome
Measurement Time Frame Risk Rating
National Camper
Trailers .Ltd.
The main
objective is to
ensure a
continuous flow
of the project
process in order
to reach the
companies long
term strategic
goals.
1. The position
number in the
Generally, the
position description
identifies and
available job
description, the
functionality and
existing reporting
interrelationships.
Considerations
needed position
descriptions. The
deliverables will be
achieved through
teamwork and
It must mainly
focus to reflect on
the requirements
of the job field and
fully highlight the
work operation
position. The
language utilised
and information
content should be
reliable in order to
reflect on the full
potential of the
given level of
responsibility and
The deliverables
will be measured
through use of
key performance
indicators
Number of clients
Establishment of
the lower
performance
levels
Assigning
weights and mini
goals reached
Position
description
when filling
vacant position
in the
company.
1 day Training
program. The
working title
option –does
not have to be
an official.
1 day.
Registration
The project when
well-designed a
having vast
resources will have
low negative impact
probability.
The work plan
project will face
risks such as high
cost resources,
uncooperative eg
team, change in
management an
stakeholders
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company. This
section will
include the
internal
employing
numbering
system in the
company.
2. Certification in
the company. HR
needed to enter
the certification
number which
will be appearing
in the upper
corner.
3. The agency
name that is used
in all
transactions.
4. Name of
employee
including the
investing more
resources to produce
great results
anticipated
outcomes.
Language and
specific gender
must be included.
Should be in
summarised and
concise form.
Acronyms and
jargon should be
avoided.
Must include the
requirements for
the role and
potential exposure.
Should list the
inherent
requirements of
the jobs in the
company.
and
documentation
The names of
employees
performing
common
duties.
1-2 days The
self-
explanatory
analysis which
shows the
name and class
of supervisors
in the
company.
25th Dec 2018.
Date on when
an employee
has fully
performed a
certain work.
3days.
Some other risks
include employee
resistance to change
and contract risks
Others arising is the
change in strategy
and poor project
leadership.
The work plan
should offer time
horizon and clear
schedule of each
operation in order
to mitigate risks
expected.
Team work culture
should be
encouraged to
lower staff
problems
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certification and
Reclassification
actions .The
reclassification
should include
first name and
last name.
5. Work address
in each
department. The
first line should
include the name
of company.
6. Classification
and re-
clarification of
the title of the job
in the company.
7. The class title
option .It will
identify the
position of
recruitment and
Performing a
supervisory
position
analysis form
of the
company.
1week
Describing the
major goals of
the position-
position
summary
analysis.
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RUNNING HEADER: Logistics
the certification
of the candidate.
8. Class and the
name of the
former incumbent
in the company
1-2days
duration
Description of
the goals and
worker
activities of
the position.
The goals will
indicate major
achievements,
worker
activities
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includes the
worker
activities
needed to meet
goals and time
will show each
goal.
5days.
Supervisory
section which
should be done
by supervisors.
1 week The
employee
section to be
filled be the
incumbent of
the appropriate
position.
1 month. The
signature of
the appropriate
representative
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or the
managers in
the company
WORK PLAN
Stages in handling formal warning process
The formal warning process in the company
In order for the company to come up appropriate official warning strategy it must follow an official warning process. The
official warning process will include the following phases;
Formal procedure
for warning
process
Handling disciplinary
meetings
Taking action for formal
warning
Undertaking appeals Use of statutory
procedure
 The initial
notification
.
The first aspect is
to notify the
employee that his
or her conduct is
not measuring to
the expectations of
the code of
conduct stipulated
 Before taking
the warning
action
appropriate
authorities
need to
investigate on
the apt facts
(Aguinis,
2013).
 Preparing
 Decisions made to
decide whether
training or job
change is needed so
as to improve
disciplinary action.
 Considering whether
the rules and terms of
the organization
conforms to the
penalties induced to
 Providing the
appeals
which are to
be followed
with
immediate
action.
 Using
procedure
that is totally
different
 It’s always
good to
follow
procedures
and terms in
handbook of
the
organization.
 Employment
tribunal scan
increase the
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RUNNING HEADER: Logistics
in the company.
The manager will
deliver the
communication
either verbal to the
individual. Just a
small report will be
provided.
 The second
warning.
The phase occurs if
the notification
stage fails in the
company. The
manager will be
required to hold a
meeting with the
employee so as to
detect the root
cause of the
problem. At this
stage the employee
will have to be
meeting
carefully so as
to capture
relevant facts
about
employees.
 Giving
employee
adequate time
to prepare.
 Listening all
the grievances
in the
organization.
 Adjourning the
meeting before
giving
disciplinary
penalties thus
allowing time
to consider
matters.
employees (Aguinis,
2013). Circumstance
s need to be
considered before
giving penalties.
 Written details of
warning should be
given to employees.
 Record of discipline
should be
confidential and
secure .A copy
should be given to
employee who is
concerned.
from the
general
grievance
procedure in
the
organization.
 Employees or
the person
who breaks
the policies
should allow
appeals be
done people
of higher
authority
than the
person who
is taking
disciplinary
action.
 Paying
adequate
participation
penalty if the
employers or
employees
have not
compiled
with
conditions
required in
the
organization.
 Employee
has right to
be
accompanied
when
discussing
the appeals in
meeting.
 All the
statutory
procedures
should be
adhered and
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RUNNING HEADER: Logistics
aware that his or
her behaviour is
affecting the
company and he or
she must improve
.An action plan
should be
determined
whereby employee
will be provided
with the
quantifiable goals
and timeline to
achieve the
intended goals.
 Last chance
warning in
the
company.
Forms the
penultimate phase
of discipline in the
to any appeal
which may
be raised
during the
warning
process.
 Issues should
be overturned
fully and one
need not to
be afraid of
poor decision
(Rummler &
Brache,
2012).
followed to
the latter. For
example all
aspects such
as demotion,
loss of
seniority and
job
termination
need to be
done
appropriately
.
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RUNNING HEADER: Logistics
company. It shows
that if the
employee is
unwilling to
change then there
will be an
automatic
termination .Specif
ic deadlines should
be formulated and
if the employee
fails to meet then
the work will be
terminated.
 The
termination
Shows the last
phase in formal
warning process in
the company. It
forms the final step
which is followed
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when other
corrective actions
have failed in the
company.
Question 1
To develop a work plan for a position description and a work plan for a formal warning process,
who might you need to consult with to determine the correct processes and requirements? How
might this consultation occur? (60-100 words)
Designing position description is an important organisational tool. It gives crucial information
which provides clarification and job description, its functionality and the existing relationships. It
however requires consultation in order to get the important processes and needs.
I can consult clients and human resource manager specialists
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One can opt to consult the clients through asking questions in order to figure out the
requirements and specification (Goetsch, & Davis, 2014). The consultation process can also be
done through utilisation of interviews, observations on satisfaction and, use of questionnaires
booklets and use of question answer forum to acquire feedback from the existing clients. One can
sample the clients, carry out the research and write the report
Customer logistics monitoring
National Camper Trailers Pty should consider quality of services and upstream logistic centres
The company will incorporate the indicator involving % of order delivered in full, on time and
error free commonly abbreviated as (DIFOT).
On time Number of orders delivered
before due date
1234
In time Number of order that are full
in quality measure
2424
Error free Those well documented,
labelled and without damage.
3226
Performance management and review process
The performance measurement employed within NCT is use of performance metrics and
applying various predictive performance score cards
Some of the other aspects to monitor NCT logistics performance include;
1. Supply chain immediate response utilisation or existing lead time
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2. Data set on order status
3. The total supply chain incurred cots (Aguinis, 2013).
4. Cost of inventory and value like risk costs, carrying cost, depreciation and overheads
The generic measures existing should include the quality, cost and time horizon. Process metric
dashboard reporting should be done through use of NCT management software.
Monitoring and evaluation will be conducted in groups and teams daily. Monitoring will be done
by a special team of the supervisors and report documented at the end of the procedure. Constant
training will be done on the employee evaluation process.
Fig 1.1 NCT performance management system
Performance documentation
The performance will be documented in the employee review file and the computer software
Employee performance will be written during or immediately after the meeting with the worker.
The conversation points should be documented for quality (Larson, & Gray, 2015). It should be
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done in a neat and organised manner. It should be forwarded in case of new management having
the workers name, title and due date of the form.
Editorializing, labelling and personal opinions will be avoided. Only the factual, legal, fair and
goal oriented documentation should be done in a constant manner. The in charge person must not
interpret the workers behaviour. Also the documentation need agreements, various commitments,
timelines, and accurate records of both commitment and check in points available. It should be
done in accordance with NCT policies.
How formal structured feedback sessions will be conducted
On the NCT organisation, I will begin the constructive feedback session by first identifying the
existing challenge behaviour.
Offer an explanation based on the detrimental behaviour.
Assisting the participants establish the problem. Specific examples such as the misconduct and
evidence should follow (Maskell, Baggaley, & Grasso, 2016). I will also outline the
consequences expected in case of severity of the issue at hand.
Goal development procedure within the NCT individual staff.
Constant monitoring the work performance through regular plan meetings to acquire immediate
feedback.
Relevant legislative and regulatory requirements
The following are the relevant legislative and regulatory requirements in NCT firm:
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Association of incorporation act 1991.This issues various legal responsibilities on the firm and
offers information before the management of NCT makes decision (Mithas, Ramasubbu, &
Sambamurthy, 2011).
Taxation act. This requirement should be met since NCT have taxes that are liable to be paid
Annual leave act1973
This requirement outlines the entitlement of NCT workers having an annual lave at the year
ended.
Occupational health and safety act.
This requirement make the NCT organisation to have an obligation in maintaining the safety for
visitors, staff and various volunteers. Supervision information and monitoring instruction are
given to facilitate this
Awards and verified documents
 Bonuses
 Leaves
 Overtime payments
 Promotions
Documents
 Situation analysis and corrective action plan document
 Performance appraisal checklist
 Self-evaluation form
 Peer 360 degree review from
 Individual development plan
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Unlawful dismissal rules and due process
They should take effect on application of 21 calendar days
Question 2
Describe how you would train participants in the performance management and review process
you have designed in Question 1. (60-100 words)
Participants can be properly trained by trainers by utilising the concept of conducting various
tests as an effective way to identify and evaluate how the existing participants can recall the
things taught. It also identifies whether the person has the ability to apply the skills in a
consistent manner after training. I would also train the participants through grouping them into
teams so that I can prepare them for vital performance review discussion and acquire immediate
and consistent response. The participants can also be enrolled in ERC training courses and
creating workshops programs to make them aware of the review process
Part B
Would you seek human resource specialists in this scenario? If so, describe what you would seek
assistance on. (40-80 words)
Yes
I would request a human resource specialist on the way I can handle and resolve grievances
among the employees during performance review and training the individual employee
performance. It is also key to request their assistance on how the best methods of advising the
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various existing departmental managers on union contract management strategies. The best
recruitment process on the best candidates is also important to note.
Question 3
Describe below, how you would reinforce excellence in performance through recognition and
continuous feedback in this scenario. (40-80 words)
Through management review followup.One must give special recognition for the sales
performance strategies
The existing productivity and teamwork job
The imitativeness in organisation and quality of service delivery, communication and active
participation in various project operations.
Reinforcing the best behaviour. The recognition should also be given to the workers at the right
time in order to achieve maximum excellence (Poister, 2010). One can also train the employees
so as to reinforce the required activities that align with the feedback and performance.
Question 4
Describe how you would council Damian who is performing below expectations and outline in
detail the disciplinary process you would implement. (80-120 words)
I would advise Damian to refocus and be positive towards work. He should do personal re-
evaluation and carry out personal analysis in order to gain morale and self-esteem towards
carrying out duties well (Rummler & Brache, 2012). This will boost his productivity. I would
also advise him to visit a specialist in case of other stress factors causing this disengagement
from work.
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o Disciplinary process
o Giving a verbal warning
o Written warning
o Suspension with payment pending
o Investigation and helping the employee to change
o Relocation should be focused and record monitoring time frame
Question 5
Describe the process you would follow to terminate staff in accordance with legal and
organisational requirements where serious misconduct occurs or ongoing poor-performance
continues (As is the case with Damian) (100-200 words)
As an employer I would provide the staff with a period of notice of termination. In accordance
with the law, the full evidence of misconduct available should be identified. The employee
should be given a chance to defend himself. I would investigate the misconduct incident
thoroughly.
Laying the ground work. Making the expectation clear and conduct interviews once the decision
to terminate has reached.Damian should be given an n opportunity to appeal within 14 working
days. It is key give him a dismissal letter confirming the date or period.
Question 6
In managing peoples’ performance, it’s important to keep good records and document in
accordance with the organisational performance management system.
List below the documents you would need to record and document on Damian’s employee file.
 Performance review documents
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 Goals and objective plan form
 Performance problems checklist file
 Review checklist
 Performance appraisal follow up form
 Situation analysis and corrective action plan document
 Performance appraisal checklist
 Self-evaluation form
 Peer 360 degree review from
 Individual development plan
Question 4
Part D
The feedback session should be about discussion on the worker overall performance in
comparison to the job anticipations.
The supervisor should balance the discussion and allow the worker to have a chance to refocus
and the requirement to improve
He should also be fair and not bring other challenges that are not within the workers control. The
supervisor should listen carefully, ask various questions and ensure to focus on main workers
viewpoints that are simple to understand. The supervisor should close the formal feedback
session by summarizing of the major points.
Formal session 8:00 AM
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Supervisor: Hello Craig, After the customer survey conducted last week to evaluate product and
employee service provider, it was reported that you have been extremely rude to clients and you
do pick their calls in case of a problem. You have also not done client followup.Do you agree to
that
Craig Norton (Employee at NCT).Yes I agree
Supervisor: Can you offer a valid explanation. You are aware this is against the company’s
policies and procedures. You are also aware of the disciplinary action procedure on such
behavior
Craig: Since I have already made the sales, why would I still have to waste time receiving calls
form the customer?
Supervisor: You note clearly that, customers are important shareholders in this firm, therefore
it’s your duty to serve them with respect during and after the sales.
Craig: I understand sir, this will not happen again
Supervisor: Do you have any problem on improving the communication system?
Craig: No, I agree to any disciplinary action that you undertake against me, but I will improve
and treat the customers with respect
Supervisor: I suggest that you undergo more training on customer service, daily basis
monitoring. This will be helpful to improve your performance in future. Case closed
(End of meeting session)
Part D
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Performance improvement plan for National Camper Trailers
Employee Name: Damian Townsend
Title: Improvement of KPI”s
Department: Assembly and fit out team
Date: 14/12/2018
Case study. It has come to the notice of the management of NCT that Damian Townsend, an
employee of NCT for a period of 4 months and a member of the assembly and fit out team at
NCT has not been meeting the agreed Key performance indicator(KPIS).Damian has been
recording low work performance over the past one month as he has only completed 2full fit outs
per month while other employees compete agreed 2.4 per one week .This is extremely low
productivity considering his available KPI conservative of a min of one whole week.
Monitoring, evaluation and feedback arrangements
This will be done on a daily basis to ensure Damian carries out his duties as expected and also
his percentage of productivity. It should be neither expensive nor complicated. The project
manager will be required to point out the key areas that need reevaluation. After identifying the
cause of the problem, the following will be done;
1) Supervisor to give constant feedback
2) Identify alternatives for evaluation
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3) Monitor accessibility sectors of the problem and target
4) Monitor efficiency of Damian different work components and offer improvements
5) Show tie requirement for mid arrangement corrections. Influence assistance strategies
and get views of stakeholders
Coaching and training arrangements
Formal training sessions will be carried out
Caching program will be carried out on a weekly basis. Consequently, the employee will be
required to provide proof of attendance as feedback
Support services
Incorporate support services from stakeholder’s advice and other specialist
Maximize on resources for improvement for instance training sessions
Performance in need of improvement: Improvement of work productivity at work station and full
fits hence increasing KPI”S
Target date for improvement: 14/1/2019
Expected results: (Increased percentage of KPI’S, completion of over 2.4 full fit outs)
Dates to review progress by the employee and supervisor: 15/1/2019
Progress at review dates:
Section for Damian to agree to this plan
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Employee Signature: _____________________________________________
Date: __________________________________________________________
Supervisor Signature: _____________________________________________
Date: __________________________________________________________
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References
Aguinis, H. (2013). Performance management (Vol. 2). Boston, MA: Pearson.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Larson, E. W., & Gray, C. F. (2015). A Guide to the Project Management Body of Knowledge:
PMBOK (®) Guide. Project Management Institute.
Maskell, B. H., Baggaley, B., & Grasso, L. (2016). Practical lean accounting: a proven system
for measuring and managing the lean enterprise. Productivity Press.
Mithas, S., Ramasubbu, N., & Sambamurthy, V. (2011). How information management
capability influences firm performance. MIS quarterly, 237-256.
Poister, T. H. (2010). The future of strategic planning in the public sector: Linking strategic
management and performance. Public Administration Review, 70, s246-s254.
Rummler, G. A., & Brache, A. P. (2012). Improving performance: How to manage the white
space on the organization chart. John Wiley & Sons.
Slack, N., Chambers, S., & Johnston, R. (2010). Operations management. Pearson education.
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