Employee Information
One requires employee’s information, regarding their knowledge, skills, ability, experience, and physical characteristics. Interviewsare also conducted to determine the tasks they can handle.
A draft of the job description is then developed to provide a chance for a review and build on the job description before implementation.
The operational plan is used in an organization to provide the employees with information regarding their tasks responsibilities in relation to the company.The plan factors costs, and the milestones to put in place rules, patterns and a formula.
A strategic plan provides the direction of the organization and helps to manage people by acting as a guide of the stakeholder’s goals in managing the organization(McHugh, et.al. 2018).
The operational plan contains detailed information on how specific people perform daily activities required to run the organization by dictating what when how and who is responsible.
Performance indicators measure the performance of an organization.They are put in place to determine whether the employee is producing while using the resources efficiently in improving the environment and him/herself.
Risk analysis is the process of determining issues that could potentially affect the business negatively. Risk analysis helps to reduce risk exposure. Risk analysis process involves, identifying the risk, documenting the risk, determining the controls and reviewing the risks periodically.
Successful performance management can be achieved by encouraging continuous performance management by the organization management. Also, ensure the managers have feedback and coaching skills.
Methods that a manager can use to provide feedback where it is due to include, giving praise where it is due, talking about the situation and not the individual, and making the feedback timely. This will help to make timely changes at the right moment.
Dealing with poor performance requires understanding the cause of the problem, enhancing the ability, launching a performance improvement plan and providing performance feedback. The feedback is provided promptly and links the behaviour with theperformance. This feedback should, adhere to the performance-improvement plan document.
Other processes that can support and ensure the staffs are aware of their required performance standards include the reward system. The employee would be rewarded in line with the key performance index.
Before terminating employment due to poor performance, a review of the performance should be conducted. The employer then communicates the expectations, provides coaching, initiate a performance improvement plan, and conduct written counselling (Van Dooren, Bouckaert, and Halligan, 2015).
The employment termination can take place when all the efforts to salvage the employment relationship have failed. There should be a document illustrating the employer took necessary measures to save the employment relationship (Bryson, 2018).
Position
Business Consultant
Reports to
The Business consultant will report to the business manager of the firm.
The business consultant will develop new business opportunities and strategic business relationships. The business consultant will create the relationships and take responsibility for managing and nurturing the relationships to ensure follow-up services are of high standards (Ge, 2018). The consultant will also be responsible for developing relationships with new clients and identifying new business opportunities through the existing accounts.
Job Description
The consultant is also required to meet with 10 existing and 10 new clients per week. From the 10 new clients, they are supposed to convert 20% into new clients.
The business consultant will also be required to complete surveys of customer’s perception regarding the business and support administrative team in follow up of clients’ needs(Nyberg, Pieper, and Trevor, 2016).
Experience in business consultancy in insurance
Motivated business developer in the industry of insurance
Part B Action Plan
|
Action |
Responsibilities |
Timeline |
Resources |
Potential Barriers |
Communications Plan |
|
Conduct customer surveys regarding their perception of the business |
Justin Bieber |
End of the week |
A.Financial resources A. Human resources |
A. Customer’s rejection B. Tight budget |
Justin Bieber Meeting up with clients |
|
Develop new business opportunities through existing customer accounts |
Beyoncé |
End of the week |
A. Financial resources B. Human resources |
A. Customer’s rejection B.Tight financial budget |
Beyoncé Calling customers and meeting up with clients |
|
Complete any follow-up work required from the customer meetings |
Usher |
End of the week |
A. Customer’s rejection B. Tight financial budget |
Usher Calling customers and meeting up with them |
Subject: Code of conduct and Key performance index
I wish to inform you that the company expects you to develop a professional relationship with the client and observe extremely high standards during follow-up services.
The key performance indicators that you will be expected to meet include converting 20% of the prospects into clients every week, developing new business opportunities, meeting up with 10clients per week, and following up on 10 existing clients per week. In addition, you will conduct a survey on clients regarding NMC business. Kindly respond in agreement to the above mentioned (Chirasha, Chipunza, and Dzimbiri, 2018).
The manager
Large discount offers are a risk to the business NMC business. The discount should not just be dished out with the aim of wooing more customers but should also consider the financial position of the company. If the company gives large discounts to new clients, it will reach a point where they will not be able to maintain even the existing clients (Modarres, Kaminskiy, and Krivtsov, 2016).
Business consultants are expected to create new business relationships and opportunities, follow up on clients, convert prospects into clients and conduct surveys. The key performance indicators are included in the staff handbook and were also sent through emails as a memo. The performance of the business consultant will be monitored through key performance indicator (Yin, Zhu, and Kaynak, 2015).
Strategies that can be employed to improve the performance of a business consultant include, rewarding the best performing employee of the month, organizing retreats for the consultants and delegating duties to the consultants to nature their management skills. In addition, training will be conducted to ensure business and personal growth (Mone, and London, 2018).Performance feedback will be given at a personal level and in privacy by ensuring all the needy areas are addressed.
After performing all the necessary requirements yet the business consultant performance is still mediocre, the employer should contact the legal counsel or human resource representative so that the case is supported, sound and justified. Next is to confirm that the employer has observed all the state’s wage and hour regulation. When the above is in line then the employer is at liberty to terminate the employment (Kearney, 2018).
Part G
Date: 11/13/2018
To: Beyoncé
From: The business manager
Subject: Congratulations on your achievements
The company wishes to congratulate you on your remarkable performance as a business consultant. Kindly be informed that the company will be considering you as one of the consultants to receive a reward at the end of the month. Keep up the good work.
Operational Plan
Best regards,
The business manager
Part H
Date: 11/13/2018
To: Usher
From: The business manager
Subject: Performance
It has come to the management attention that you have been performing poorly for the last three months. The company, however, acknowledges that in the beginning, you were performing well, therefore the company has considered giving you another chance. Note that the company will be forced to take further action if the poor performance persists.
Best regards,
The business manager
It has come to my attention that most of the company staff seeks my assistance whenever they want to transfer documents from the computer to an external storage. As a result, I have engaged with those who I assist as asked them if they would be ready for a training session whereby I will equip them with the knowledge on how to transfer the files. Almost all of them agreed to the proposed arrangement.
At the end of the training session, the trainee should be able to transfer a document from the computer to the external storage and from the storage to the computer. The trainee should also be able to create a new document in the external storage and populate the document. In addition, the trainee is should be able to auto arrange document in the external storage according to the desired format.
The trainee will be required to sit for a practical test towards the end of the training session whereby the above-mentioned requirement will be tested. Each task will be included in the checklist and will be awarded individual marks depending on how effectively the trainee performs the tasks.
The training session will begin by theoretical lectures about how to save a computer file to a removable disk, which will take two days. The next class will be a practical session whereby the trainees will put the theory into practice for another two days.
Finally, the trainees will take a practical test and demonstrate their skills, which will be awarded marks to determine whether the training program should be redone or whether it was successful. Weekly recaps will be conducted to ensure the trainees internalize the skill (Ahmed, Bezemer, Chen, Hassan, and Shang, 2016).
Part B
The order in which the training session was arranged proved successful since all the necessary knowledge was delivered.
The performance management session on how to transfer a computer file to an external drive proved successful as all the trainees performed above average.
However, there is a need for further improvements since most of the trainees are unable to use utilize various keyboard shortcuts to transfer computer files to the external drive.
To ensure that the trainees take the shortest time possible to learn the improvements to be made, the performance management will require eliminating the theory part and be more practical.
The session involved an action plan whereby I was the trainer and was required to deliver the training in five working days. From there onwards, I will be conducting follow-ups once a week to ensure the trainees have fully incorporated the skills (Ditzian, Wilder, King, and Tanz, 2015).
During follow-ups, I have discovered that all the trainees have learned the skills, which they attribute it to a lot of practice rather than then the theory.
References
Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the public sector. Routledge.
Kearney, R., 2018. Public sector performance: management, motivation, and measurement. Routledge.
Mone, E. and London, M., 2018. Employee engagement through effective performance management: A practical guide for managers. Routledge.
Ahmed, T., Bezemer, C., Chen, T., Hassan, 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.
Ge, Z., 2018. Distributed predictive modeling framework for prediction and diagnosis of key performance indicator in plant-wide processes. Journal of Process Control, 65, pp.107-117.
Yin, S., Zhu, X. and Kaynak, O., 2015. Improved PLS focused on key-performance-indicator-related fault diagnosis. IEEE Transactions on Industrial Electronics, 62(3), pp.1651-1658.
Ditzian, K., Wilder, D., King, A. and Tanz, J., 2015. An evaluation of the performance diagnostic checklist–human services to assess an employee performance problem in a center?based autism treatment facility. Journal of Applied Behavior Analysis, 48(1), pp.199-203.
Chirasha, V., Chipunza, C. and Dzimbiri, L., 2018. Measuring employee performance in Gweru and Kwekwe city councils in the Midlands province, Zimbabwe. African Journal of Business Management, 12(16), pp.509-517.
Nyberg, A., Pieper, J., and Trevor, O., 2016. Pay-for-performance’s effect on future employee performance: Integrating psychological and economic principles toward a contingency perspective. Journal of Management, 42(7), pp.1753-1783.
McHugh, M., French, D., Farley, D., Maechling, R., Dunlop, D., and Holl, L., 2018. Community Health and Employee Work Performance in the American Manufacturing Environment. Journal of community health, pp.1-7.
Modarres, M., Kaminskiy, P. and Krivtsov, V., 2016. Reliability engineering and risk analysis: a practical guide. CRC press.
Bryson, M., 2018. Strategic planning for public and non-profit organizations: A guide to strengthening and sustaining organizational achievement. John Wiley & Sons.
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