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.
Considerations needed position descriptions. The deliverables will be achieved through teamwork and investing more resources to produce great results 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 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.
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 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. Performing a supervisory position analysis form of the company.
1week Describing the major goals of the position-position summary analysis.
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
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
1-2days duration Description of the goals and worker activities of the position. The goals will indicate major achievements, worker activities 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 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 first aspect is to notify the employee that his or her conduct is not measuring to the expectations of the code of conduct stipulated in the company. The manager will deliver the communication either verbal to the individual. Just a small report will be provided.
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 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.
Forms the penultimate phase of discipline in the company. It shows that if the employee is unwilling to change then there will be an automatic termination .Specific deadlines should be formulated and if the employee fails to meet then the work will be terminated.
Shows the last phase in formal warning process in the company. It forms the final step which is followed 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
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
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.
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 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:
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
Documents
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.
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)
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 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.
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.
oDisciplinary process
oGiving a verbal warning
oWritten warning
oSuspension with payment pending
oInvestigation and helping the employee to change
oRelocation 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.
Question 4
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.
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
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
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
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”
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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