BBQ Fun Operational Plan: Employee Performance and Monitoring Report

This report provides a comprehensive analysis of the operational plan for BBQ Fun, focusing on employee performance management within the context of an e-commerce strategy. It outlines the performance monitoring plan, detailing key dates, resources, and progress reporting methods. The report emphasizes budgetary and financial performance indicators, including strategies to avoid budget overruns and manage resource allocation effectively. It also examines productive performance, highlighting the importance of employee motivation and continuous improvement. Furthermore, the report addresses employee performance in accordance with company policy, including the use of training programs to reduce errors and improve customer service response times. The plan includes online staff performance management, employee underperformance strategies, and coaching methods. Additionally, the report analyzes specific operational processes, provides key actions, and offers risk updates, concluding with an overview of the plan's implementation and impact on the organization's objectives.

Running head: MANAGE OPERATIONAL PLAN
MANAGE OPERATIONAL PLAN
Name of the student
Name of the university
Author’s note

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Assessment 3
Executive Summary
This report summarises the operational plan of BBQ Fun, where employees are monitored for
their performance. The performance of the employees are monitored with the help of GROW
model, which helps to identify the need of training in the organisation. The performance
monitoring plan is developed to keep track on individual performance, budgetary and
financial performance, performance management policy helps to set standards to scrutinise
the plans developed by the management. Online staff’s performance management is to set the
activities in an online format. Employee underperformance plan is made to track the
performance and provide coaching who possess low performance margin. Operational plan
analysis is the analysis of specific operations which operation is to operate in which way and
how to execute the operational plan in the organisation. Risk update is used to update the
current and future risk observed by analysing the operational processes.

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Table of Contents
Introduction................................................................................................................................3
Planning for Monitoring Performance.......................................................................................3
Budgetary and Financial Performance.......................................................................................5
Productive Performance.............................................................................................................6
Employee performance in accordance with performance management policy.........................6
Dates for Monitoring Activities.................................................................................................7
Resources available monitoring.................................................................................................8
Progress Reporting.....................................................................................................................9
Online Staff’s Performance Management..................................................................................9
Employee’s Underperformance Plan.......................................................................................10
Coaching of Underperformed Employees................................................................................13
Operational Plan Analysis........................................................................................................15
Key Actions..............................................................................................................................17
Risk Update..............................................................................................................................18
Conclusion................................................................................................................................19
Reference..................................................................................................................................20

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Introduction
The operational plan is the plan developed by understanding the organisation’s
objective, goals, procedures and processes executed by the company. Operational plan is
prepared by the management to define the actions to support the strategic objectives of the
organisation. It defines a highly planned structure which provides the procedures for team or
department to work accordingly to contribute to achieve the organisation’s goal. In this
report, the operational plan of BBQ Fun is described. The operational plan of BBQ Fun is
provided with tasks and responsibilities for the organisational personnel to meet the objective
and goals of the organisation. The management has the responsibility to manage the
operational plan for the low performing employees. Training and coaching the employees
who possess low performance has brought into structure to eradicate the problems faced by
the employees that have impact on the performance of the organisation. BBQ Fun has
planned various strategies to implement for solving the problems with the employees and
enhance their skills (Ahmed et al. 2015).
Planning for Monitoring Performance
The BBQ Fun organisation has implemented a plan that can be used by the
organisation to improve its performance level. The management has developed this plan
focusing on the present scenario of the e-commerce strategy. The performance monitoring
plan is a tool that is used to manage the performance and monitor the performance exhibited
by the employee. The organisation has advanced in building the competitive edge by
developing action plan to supervise the managerial activities. To improve the performance at
work, manager must manage interruptions, organise and prioritize, set milestones, aim for
clarity, wear the bosses’ shoes, identify the bling spot, acknowledge others, know the
competition, avoid distractions, and stop multi- tasking. These activities have been created in

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consideration to inconsistency and to take corrective measures. The performance monitor
system is an application that identifies, monitors and determines operational health of the
organisation. A performance monitoring plan helps to analyse the data and report the
performance (Cohen 2017).
Date Milestone: Action and/or
objective
(to achieve strategic aims of
physical or human resourcing)
Person
responsible
Budget or
resources
(where applicable)
1st
January
2018
Approval by higher authority for
E-commerce project.
Manager is
responsible for the
project
Business plan,
written documents,
and PowerPoint
Presentations.
1st
February
Development of Plan Departmental
supervisors
Site layout, design,
developing content
1st
march
Incorporation of E-commerce by
web assessing
Learning Online
sales.
Website design tools
1st April Promotional activities for e-
commerce facilities
Marketing and
Sales team
Marketing Manager
and sales expert
determine using
promotional tools.
1st august Launching of Website with E-
commerce Facilities
IT sector IP address
generation, login ID,
Web Configuration
1st Project is ready to implement Top level Reports from

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decembe
r
Management different
departments
The estimation of required processes by the management for the project development states
that the project will be launched in the month of August. It is expected that higher revenue
will be generated for the project, which would help in increasing the efficiency of the
organisation.
Budgetary and Financial Performance
The performance indicators helps to provide an overview of company’s performance and
evaluate the success of an organisation to the Chief Financial officer. The budgetary
performance is calculated in percentage in order to understand the changes observed in
making the budget. Zero target is selected for the budget overrun. On the basis of
organisation’ performance the budget overrun is set by 10%. The management is responsible
to undertake various steps for projecting financial performance:
 Management must consider zero wastage of resources and must implement partial
payment process for heavy orders.
 Avoid piling up the stocks and must follow LIFO and FIFO method to arrange the
stocks for easy access.
 Proper investigation of budget overrun should be regularly practiced to eliminate
operational errors.

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Productive Performance
The productive performance is a process that helps to evaluate the overall
performance of the organisation. The recession of business has focused minds on individual
performance with performance management system. The manager need to be have better
knowledge on handling the performance of the employees and develop the performance of
individual employee. The performance standards is refers to employee performance and
productivity standards refers to business volume. The productive performance can be
measured by different measures such as 360-degree feedback, self- evaluation, management
by objective and many more. The productive performance is the high quality performance
possessed by the employee assess.
The following steps needed to be adopted by the management of BBQ Fun to maintain the
productivity of the organisation:
 In each process, the business activities is needed to be supervised and implemented
using the budgeting techniques for an effective performance management system.
The business activities includes performance management, skilling and reskilling of
employees.
 Employee motivational scheme and other programs related to employee motivation
needed to be adopted. Continuous efforts should be provided to keep pace with the
organisational requirements. The organisational goal can be met when employees
have the will to be more productive and clearly understand the objective of the
organisation.

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Employee performance in accordance with performance management policy
One of the main resource of the organisation is its man power. The employees are the
processing unit of the organisation and potential employees helps in determining the
performance of the company. In the process of facilitating e-commerce field in BBQ fun,
additional employee strength is needed to carry out the operation with accuracy. Employee
strength with proper knowledge on e-commerce is prioritized for assigning the task to the
employees. The employees should be provided with sales training to handle online sales with
proficiency. The quality of the service must be measured by the management of BBQ Fun in
percentile for errors by each employee. The management is targeting 1% error by the
employee but currently the employee is possessing 10% error. Error should be managed by
addressing some control measures by the management of BBQ Fun in order to reduce the
errors recorded during the operation. In BBQ Fun, the employees solves the problem of
customer and their queries in 20 minutes that needs to be reduced to 10 minutes to enable a
smooth flow of customer handling procedure (Awadh et al. 2013). The minimum time it takes
to handle the queries, the organisation will be more benefited with additional plans to solve
the queries of customers. The organisation is implementing some alternative measures for the
employees to conduct less error through employee training programs which enhance the
employees to be skilled for online activities. The process of recruiting efficient candidate
should be considering the market knowledge.
Dates for Monitoring Activities
The management of BBQ Fun organisation has set the milestone for different
activities and arranged the dates to achieve the targets of the company with proper planning.
Each operation is scheduled to be completed within specific time and with appropriate
information. The dates provides the target within which the operation is to be completed. The

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management has scheduled the e-commerce sales from 1st august 2019. A proper planning is
needed to carry out the sales on specific dates and keeping a track on dates and meet the
target fixed by managers of the company. The sales on specific date is fixed as per the market
analysis, this also helps to analyse on which basis the customer is buying a particular product.
Resources available monitoring
The resources used in the organisation includes the performance reflection chart to get
track on performance of individual employees, budgetary tools to generate adequate
information and appropriate results and supervisors to deeply supervise the processes
involved in each activities. The resource availability monitoring system is to identify the
needs and gaps so as to take appropriate actions for the remedy of gaps. It needs timely
identifying the requirements and lack of resources in each operations. The plan includes
evidence- based decision making and coordination between the employees and employers
while conducting the training programs. The resource availability monitoring needs efficient
planning and proper implementation of the plan (Van Dooren 2015). Resource advocacy
provides essential information and provide referrals that helps the organisation to meet the
needs and help to take prominent decision making. Advocacy of resource is must so as to
evaluate correct steps to implement the plan. Resource mobilization refers to the activities
which involves securing of new resources in increasing production of the organisation. The
management may also introduce the biometric system for keeping a track on entry and exit
data that contains the record of each employee attendance and working hours. This helps to
analyse the performance as well as the dedication towards the organisation. Monitoring the
resources is a must in every organisation by introduction of latest technology to keep
appropriate information of various functions of the organisation. In addition to this, a budget
variation tool needs to be implemented in the organisation in determine level of deviation in

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budget of various departments. This tool helps the manager to analyse and determine the
budget set for a particular resource. If the cost of any resource is high than the planned
budget, then appropriate measures needed to be taken by the manager for recovery of the
expenses.
Progress Reporting
In many company, the progressive report is made by collecting information from
various sources for effective management within the organisation. Progress report is
important for the management department to keep track on the functions and operations held
within the organisation for specific tasks. It is the responsibility of the department head to
submit the progress report in time for various departments. The company management
determines the report on a weekly and monthly basis. The management evaluates the report
for effective management of functions. The report must be qualitative as well as quantitative
with the help of charts describing the high and low progress in function, analysis of process
to eradicate threat approaching the production of the organisation and setting the bench mark
to enhance the performance of various operations. The report must be qualitative and
quantitative to ease the analysis report to be very specific and accurate. The tool used for the
functions by progress report is made for an effective management and keep track on business
progress. The report consists of actual company’s result which helps the experts and
management to have an analysis for further changes required by the organisation for specific
processes.
Online Staff’s Performance Management
Now-a-days many organisations have transformed from paper based appraisal
processes to online based performance management system. This helps to manage the
performance online and benefit in avoiding the pitfalls to achieve success more efficiently

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and with effective growth. Maintaining employee’s personal details and other records such as
their leave and absence track list online for a long period of time. Organisations are looking
for streamlining various HR processes to ease the performance management process by
providing accurate information. The BBQ Fun organisation requires the recruitment process
to be practiced online. The management is trying to function the recruitment the employees
with online sales team. The BBQ Fun also conducts training programs for the employees that
also reduces the need of recruiting employees. In the organisation, various department have
their own team to report to. As sales team needs to report to the sales management team and
as well as to the human resource team of the organisation. The human resource management
team utilises the sales report in determining the performance of the employees and groom
them as per the company’s requirement.
Employee’s Underperformance Plan
In every organisation, the ebb and flows in the employee productivity level depends
on various factors. The management needs high managerial skills to handle the performance
of each employees. At first, the manager must detect the poor performance level and then
analyse the cause behind low performance of the employee. The main problem that most of
the company faces in current scenario is the underperformance of employees as the employee
get less salary or lack of knowledge or is facing problems with other functioning in the
operational department. The performance improvement plan, also known as the performance
action plan is a tool to provide the employee with up skilling opportunities to succeed in the
achieving the objective of the organisation. This helps to recognise the training gap and
identify the employee action plan for transferring, or demotion or for terminating the
employees. This tool is used to identify reasons of failure in achieving specific goals of the
organisation. The manager is needed to develop an action plan and address the problem to the

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employees and problems related to behaviour of the employee (Δημητρέλη 2017). The
discussion with the employee must include informing the employee about the performance
level. The inadequacy in performance needs to be eliminated and employee must agree for
improvement. Then monitoring the change must be carried out by assessment process by the
manager. Analysing the problem and follow back with the same pace of performance by the
existing employees is the key role to achieve for the betterment of organisational functions.
The analysis of poor performance is also determined by the past data of the employee. As
every organisation urge for skilled employees for obtaining higher performance of the
organisation. There are some employees who are still in the developing stage of enhancing
their performance, the company has projected the implementation time from 1st august. It is
observed that despite the employees have the potentiality to perform high, they result in
underperforming (Shields et al. 2015). The management must implement following plans to
overcome low performance of employees-
 The management should conduct training programs that can help the employees in
identifying the area of lacking and improve the quality of performance by handling
sales website.
 The recruitment must be keenly done so as to recruit potential employees for specific
position. This can help the company to provide with best human resources who can
improve the performance of the company.
 To build a strong relationship between client and sales personnel, company must
adopt business communication programmer. After that sales service should be
improved in this way-

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Name/position: Sales
Department
Manager: Review period:
Reference from
operational plan
Key result area Indicator of success/
performance
By
when
Status
report
Online sales expert Effective
communication
through online source
Lowering employee
error
1st
march
Work in
Progress
Advertising and
managing website
Provide quality service Handle queries and
collect feedback
1st
april
Work in
progress
Manager’s comments: Signature:
Date:

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Staff member’s comments: Signature:
Date:
Table 1: (Table stating individual performance standard)
Source: (Created by Author)
Coaching of Underperformed Employees
The management of BBQ Fun must implement training programs to help the
employees to improve their performance level and also the overall performance of the
company. As a leader, the duty is to coach the employees to give their best to meet
organizational goal. This can help the leader to take better decisions, solve problems which
needs critical analysis, also helps to learn new skills and progress in their career. The
management in order to overcome this underperformance of employees, it has introduced the
GROW model for effective coaching of employees. The GROW model is a powerful
framework for structuring the training programs in order to have effective coaching and
mentoring the employees in the program.
Goal: The employees are the main resource of the company and they need to understand the
objective of the company to meet its target in time and achieve organizational goal efficiently
and effectively. The employees should know the vision and mission of the BBQ Fun. The
employees needs to understand their roles and responsibilities that they have to deliver to the
company. To have continuous motivation among employees, company must provide some

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incentives and reward system for managing performance of the employees. The reward
system includes the compensation policy that motivates the employees to retain in the
company and give their best. The value given to the employee is the main factor which helps
in sustaining employees for long –term. The reward system helps in raising the performance
level and also acts as a criteria for motivation and positively improve the performance of
employees.
Reality: the management of the company reviews the overall performance of employees
and must have a comparative study acknowledging the standards set for determining the
performance gap and take corrective action plans to improve the efficiency of each
employees. This overview of performance leads to make procedures for methods of
improvement.
Options: the management of BBQ Fun in this section tries to understand the problems that
employees face during the processes and some appropriate steps needed to be taken for
solving the current problems. Identifying the problem with critical thought process, the
management tries to investigate the actual problem to cure the problem aroused.
Will: the management must implement several reward schemes for those employees who
have the potential to put full effort for the organization. This reward system helps to motivate
each employees and also helps to attain the performance standards within the organization.
The coaching plans mentioned above has been provided in the below stated template
Employee: Online Sales Expert
Coach/Manager: Sales Manager
Date of session: 1st august

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Questions
Goal Identify the organization goals? What are problems faced by the
employee? Action plan is implemented employees?
Reality The standards projecting the performance of the employees which needs
training. How the employee would meet the standards of the
organization? How to measure actual performance of the employees?
What is the progress report of the employee?
Options What are methods to reduce the performance gap? What are the
procedures for the employees to improve their performance?
Will What are the factors impact employee’s performance? What are the
factors that motivate the employees?
Operational Plan Analysis
BBQ Fun operation plan status report Date:

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Plan goal Implementation of e-commerce
strategy
Department Operations and production
Plan
objective/s
● Developing online website
and assessing required
resources.
● Training and coaching
employees
● Achieve sales target and
productivity
Responsible
person
Project Officer and
Supervisor
Key performance indicators Current
status
(Red, Green,
Amber)
Comments
The existing and new employees
hired have completed the
training program and are able to
handle e- commerce facilities.
Green The employees have completed their
training for handling the sales and e-
commerce activities and more
employees are under the training phase.
This training helps to improve the
productivity of the company.
The employees under training
program must exhibit required
skills and knowledge
Amber The sales personnel are yet to exhibit
productive work.

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Key performance indicators Current
status
(Red, Green,
Amber)
Comments
Achieving the standards based
on budget plan, operational plan
and financial plan.
Amber The management according to the plan
has implemented budget for the
financial year. Development of
operational plan to achieve targeted
profit. The company has indexed the
application of e-commerce facilities that
helps in improving sales production of
the company (Noe 2017).
Achieve profit margin Red Due to heavy cost for training the
employees profit margin is not attained.
Achieving milestones Green Management have planned various
operational strategies to gain
competitive advantage.
Key Actions
Key action Accomplishments Comments
Implementing training
programs which help the
employees to enhance their
All potential employees are
required to be trained.
The employees under the
training program have a
positive response

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skills on e- commerce
facilities.
regarding the training
they received.
Developing effective sales
strategy
The sales strategy focusing on
the key aspects of e-commerce
facilities and take feedback
from the customer.
The change in the sales
strategy would help in
meeting objective of the
company and improve
the profit margin.

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Risk Update
Risk Contingency Comments
Errors by employees The management
prepares a plan to
reduce the errors
and mistakes of
employees.
The management tries to produce
zero error at the initial stage.
Employee retention The management
aims at employee
retention and
determine resource
plan
The management tries to retain
efficient employees for long run.
Some recommendations can be made in the management programs for improving the
operational plan of the company (Elnaga and Imran 2013):
 The management should have remedial measures to reduce errors while facilitating e-
commerce operations.
 The management must formulate training programs for employees who have low
performance level which can help in reskilling them by improving the knowledge,
skills and efficiency of the employee.

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 The recommendations may include understanding the employee’s interest and work
on it. The interest needs to be understood so as to categorise the employees for
specific task to have efficient input for various operations.
Conclusion
This report concludes that with the help of developing various operational plans
focusing on enhancement of performance, the BBQ Fun has identified the problems and have
a clear picture of strategic procedures. The BBQ Fun have identified the performance of
individual employees, the reasons which drag them back to possess low performance. The
training and coaching for the employees have helped to meet the organisational goal with the
intention to increase more productive work. The motivational level among different
employees have been improved by compensation procedure, reward system which helps the
employees to retain in the organisation for long term. Motivating the employees have
ultimately solve the performance of individual employee with evaluating the performance
and appraisal have help them motivated. Performance of employees increases the
productivity of the organisation.

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Reference
Ahmed, T.M., Bezemer, C.P., Chen, T.H., Hassan, A.E. and Shang, W., 2016, May. Studying
the effectiveness of application performance management (APM) tools for detecting
performance regressions for web applications: an experience report. In Proceedings of the
13th International Conference on Mining Software Repositories (pp. 1-12). ACM.
Awadh, A.M. and Saad, A.M., 2013. Impact of organizational culture on employee
performance. International Review of Management and Business Research, 2(1), pp.168-175.
Cohen, E., 2017. Employee training and development. In CSR for HR (pp. 153-162).
Routledge.
Elnaga, A. and Imran, A., 2013. The effect of training on employee performance. European
Journal of Business and Management, 5(4), pp.137-147.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P.,
Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing employee
performance & reward: Concepts, practices, strategies. Cambridge University Press.
Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the
public sector. Routledge.
Δημητρέλη, Α., 2017. Operations of human resources engagement (Master's thesis,
Πανεπιστήμιο Πειραιώς).