Performance Monitoring, Analysis, and Improvement Plan: XYZ Company

This report provides a comprehensive analysis of XYZ Company's operational management, focusing on employee performance monitoring and improvement. It outlines the current performance monitoring plan, detailing responsibilities, timelines, and budgets for various aspects, including budgetary and financial performance, productivity, and milestone achievement. The report identifies specific areas of underperformance, such as higher-than-targeted error rates, longer service times, and lower-than-targeted sales. It attributes these issues to human factors like lack of training, demotivation, and poor management methods. The report proposes remedial actions, including job training programs and marketing plans, along with a contingency plan to mitigate risks. Key performance indicators (KPIs) and a coaching plan are also presented. The report concludes with recommendations for improving employee performance and organizational efficiency, such as implementing a Just-in-Time inventory system and developing a comprehensive marketing plan. This report provides a valuable framework for improving employee performance and overall organizational success.

Operational Management
The XYX website has now become an ecommerce website where office and store configurations
have been adapted to the new strategy. Further to support this new strategy, there has been
purchase of new assets and recruitment of new staff. Also, the new staff have been retrained
regarding the new ecommerce strategy for them to be able to meet the new organization targets.
There is need to monitor the performance of the employee not only to positively affect company
performance but also to keep the employee motivated. This report covers the XYZ monitoring
plan as well as potential areas for improvement.
Plan for Monitoring Performance
Type of Monitoring Instruction
Budgetary and financial performance It will be the responsibility of the Chief
Financial Officer and will be reported at the
end of each quarter of the financial year
Productivity and employee performance The managers will fill the performance
evaluation form for every employee and the
results will be compiled by the HR manager
for the performance appraisal
Milestone achievement and performance
against targets
Management shall develop KPIs for the
employees that will be used for evaluation
Dates of monitoring Performance will be evaluated at the end of
each quarter of the year
Resource for monitoring It will be the responsibility for the CFO and

HR manager to monitor performance with a
$4500 budget
Progress reporting to Operational General
Manager
The operational general manager will be
provided with an operational review at each
quarter of the year for the overall organization
performance
Performance management It is the duty of HR to provide performance
review at the end of each quarter staff as well
as to maintain proper documentation of the
performance records
Action Plan
Actions and Objectives Date Due Person Responsible Budget or
Resources
Financial review 10/05/2018 CFO $2500
Performance review 20/06/2018 HR $1500
Progress reporting 10/07/2018 MG $1000
Identify Areas of Employee Underperformance
Performance Area Area of underperformance
Individual performance The error rate is higher than targeted, Actual

service time is higher than targeted, Actual
sales target is lower than targeted
Organization performance Actual mistake rate is lower than targeted,
Actual service time is lower than targeted,
Actual sales target is lower than targeted.
Financial performance Actual expenditure is higher than budgeted
expenditure
Human Resource performance Absence of training of the sales and service
staff
Possible Remedial Actions
From the case analysis, the underperformance of XYZ can be attributed to human factors which
include absence of employee training, demotivated staff, low experience in staff and poor
performance management methods. It would be useful to XYZ that they use regular
performance monitoring methods to positively impact productivity in the organization.
Performance Management Plan
Reference form Key Result Area Success
Indicator
Due Date Status Report
1st Objective Customer
engagement
Customer
satisfaction
30/06/2018 Quarterly
2nd Objective Quality Delivery times 30/07/2018 Quarterly

reputation
3rd Objective Sales revenues Revenue targets 30/08/2018 Quarterly
Manager comments: The employee has limited experience
Staff comments: Lack of training opportunities in the firm
Coaching plan
The following questions will be asked to the employee during coaching sessions.
 Are your current job goals clear?
 How has working been a team been going for you?
 Do you need further training?
 What is the reason for your current performance?
 How do you like to receive feedback?
Operational Plan Status Report
Goal Strategy Department Operations
Objectives Staff recruitment Individual Project operations

Budget adherence
Timeline adherence
Staff recruitment
KPI Status Comments
Budget adherence Overrun experienced by 10%
compared to target of 2%
Increase in supply prices
Error rate Error rate experienced by 8%
compared to target of 0%
Inexperienced staff
Budget and timelines Status Comments
Budget Red Wastage of materials
experienced
Timeline Green Milestones going according
to plan
Recommendations
The job training program should be initiated for all employees so that there is reduced risk of
underproductivity in the organization

A marketing plan should b implemented to ensure that the products for XYZ are well represented
in the market.
Using a Just in Time inventory system will reduce wastage and budget overruns.
Contingency Plan for Underperformance
In order to minimize the risks associated with underperformance, the following items have been
identified.
 Risk of staff to fail to achieve the sales target – it will be important to develop
comprehensive marketing plan that position the firms products well.
 Risk of staff to answer customer queries – it will be important to develop a list of FAQs
based on previous customer experience to help in customer interaction
Conclusion
There is need for contingency checks for the employee performance. It will be necessary to
implement job training in order to improve the performance of the staff as well as the
organization.