Practical task: Operational Plan 1:
Provide details of how you presented information/reports to key stakeholders throughout the implementation of the plans. (Provide a minimum of 2 specific examples)
Provide details of any recommendations for varying the plans to improve performance.
Provide a final report on the performance of the plans and explain the process for preparing this.
Following the presentation of your report, ask for feedback and include a summary of this.
Operational Plan 2:
Provide details of how you presented information/reports to key stakeholders throughout the implementation of the plans.
Provide details of any recommendations for varying the plans to improve performance.
Provide a final report on the performance of the plans and explain the process for preparing this.
Following the presentation of your report, ask for feedback and include a summary of this.

This part is what I have already done. You could use it to get more information on what I'm

missing:

Operational Plan 1:
Describe the organisation/department/work area, related to this plan.	Established in 1992 SG Solution is a retail hair industry specialising in hair products with primary objective to create a salon that stocks the widest range of professional haircare products across whole Australia. Our vision - To create the most personal and sought-after destinations in hair and beauty, delivering the greatest range, value and service. The company has been operational for 30 years and employs approximately 70 staff including the CFO, Financial Controller, Humas Resources Manager, Leasing, Construction, Legal, Marketing and Creative, Buying team. The personnel are generally managed as three overlapping teams: administration/operations, sales and marketing. The company is in a period of expansion and wants to increase its visibility in WA and SA.
Who did you consult with to identify business objectives for the plan?	Marketing Manager, Leasing and Construction managers, CFO/Financial Controller, HR,
Operational Plan 2:
Describe the organisation/department/work area, related to this plan.	Established in 1992 SG Solution is a retail hair industry specialising in hair products with primary objective to create a salon that stocks the widest range of professional haircare products across whole Australia. HR department has objectives to give the best service we must demonstrate the highest standards. The values and behaviours outlined in the HR Professional profile set the standards we expect our staff to hold and demonstrate. Human Resources, like other business areas of the contributes to all strategic aims and priorities. The company has objective to secure and develop a committed, flexible, effective and productive workforce
Who did you consult with to identify business objectives for the plan?	CFO, HR

2. Planning for resource requirements

Operational Plan 1:
Describe the processes followed to identify required resources for the plan including: Human Physical Financial	Human: Obtaining resources including staff .Human resources (people), who may be employed on a full-time or part-time, permanent or temporary or casual. Physical: finding alternative locations for expansion of the business or as a temporary operational site and establishing timelines for obtaining required equipment, stock, and building/shop. Financial: Previous expenditure records and expected expenditure and corporate budget allocation and projected income
Who did you consult with to identify each of the resources?	Employees, managers at the same level or above, Senior managers and/or your supervisor, HR department, Finance department, Leasing, Buying and Construction department
Operational Plan 2:
Describe the processes followed to identify required resources for the plan including: Human Physical Financial	Human: Obtaining another person to be HR coordinator who may be employed on a full-time or part-time basis Physical: finding alternative locations/venues for training, meetings and further development. Finding the right courses to be attended Financial: Financial: Previous expenditure records and expected expenditure for HR department and corporate budget allocation and projected income
Who did you consult with to identify each of the resources?	Senior managers and/or your supervisor, HR department, Finance department

1. Acquiring business resources

Operational Plan 1:
Describe the processes followed to acquire human resources.	Prior to placing an advertisement conduct checks on the documentation when seeking sign-off and approval from the human resources department or authority in an organisation. Reading the documentation and checking it for errors to ensure compliance with the organisational requirements. Any advertisements that have been developed and subsequently processed for printing in hard copy or publication via the internet will be proofed to check for errors before receiving final approval. A clear statement about what information and format you require in an application can help with assessing the submissions at a later date. Suggested inclusions for an application information statement: Personal details Personal qualities and background Qualifications and experience Knowledge and skills A comment against each of the selection criteria
Provide details of processes for onboarding new team members.	Applications are usually considered and compared against an initial short list of KPIs or a set of criteria for consideration. If the short listing of applicants results in a manageable number to interview, then these people are called in for a face-to-face interview, which may be preceded by reference checks. Interviews to be conducted by a single person or by a panel of people with a designated chairperson to ensure an unbiased and fair interview Questions asked of candidates are generally open questions so the candidate has the opportunity to discuss and demonstrate their knowledge and experience. The questions should relate to the requirements of the position as documented in the position description and the same questions should be asked of each interview candidate. A copy of the interview questions should be kept on file and a report on the suitability of the candidates kept. Induction is an important part of the recruitment, selection and induction process. The induction process is designed to ensure that new staff members understand their roles and responsibilities. HR creates a staff file for the new staff member and all documents relating to the recruitment process are stored. Staff member completes all required documentation for employment, including contracts, staff details forms and TFN form. The signed contract is filed. Induction plan is created and initial induction completed. Inductions as per plan are conducted during the first three months, which is also the Probationary Period. At least 2 days prior to the probationary period lapsing, HR will hold a review and support session with the employee. This session is to be used as a feedback and review opportunity from both parties on the probationary period. A plan for development and training needs is to be developed during this session and agreed to by the employee.
Describe the processes followed to acquire physical resources.	Making sure to read the lease contracts and liaise with my national leasing manager to make sure we are across the following: 1.Options to renew This is where you may have the option to extend your commercial retail lease after a period of time 2.Terms of rent and rent reviews This includes how much rent you will be paying and whether your landlord can increase this across the duration of your lease 3.What is deemed 'permitted use' of the premises This will detail what activities you can use the premises for 4.Competition Details about whether there will or can be competition retail businesses within the same commercial building 5.Costs Details of any costs you are expected to pay beyond your rent such as insurance and fit outs 6.Repair and maintenance Details concerning who will be expected to repair and maintain the commercial building Details concerning landlord works that may cause disruption to your business Details about whether or not you can assign or sublease your interest in the lease 7.What happens if you or the landlord breach the lease What happens if the commercial space is set to be redeveloped 8.How to terminate the lease Ensuring that all of the above elements are in your business's best interest is important to ensure that you can meet your obligations under the lease.
Include details of related policies and procedures.	Recruitment Selection and Induction Policy and Procedure
Operational Plan 2:
Describe the processes followed to acquire human resources.	Prior to the recruitment process commencing, HR develops a position description or accesses an existing position description. All information in the position description is accurate and identifies the key responsibilities, key selection criteria and desirable skills and attributes. HR will advertise the position using the organisation's preferred medium(s) and advertisement templates. Advertisements will clearly specify the purpose of the role, key selection criteria, mandatory qualifications and a contact name and number,
Provide details of processes for onboarding new team members.	Following the receipt of applications, HR and the responsible manager will develop a shortlist of applicants based on the applications provided and their suitability to the role. All shortlisted applicants must hold the mandatory qualifications required of the position or the ability to obtain them. Interview of shortlisted candidates will be completed with HR and the responsible manager. Standard questions will be used and accurate notes will be taken. Following the interview, HR and the responsible manager will agree on the selected, applicant and referee checks will occur using the Reference Check form. Letter of Offer is developed using standard letter template and sent out to successful candidate/s. Rejection Letter is developed using standard letter template and sent to unsuccessful candidates. Induction is an important part of the recruitment, selection and induction process. The induction process is designed to ensure that new staff members understand their roles and responsibilities. HR creates a staff file for the new staff member and all documents relating to the recruitment process are stored. Staff member completes all required documentation for employment, including contracts, staff details forms and TFN form. The signed contract is filed. Induction plan is created and initial induction completed. Inductions as per plan are conducted during the first three months, which is also the Probationary Period. At least 2 days prior to the probationary period lapsing, HR will hold a review and support session with the employee. This session is to be used as a feedback and review opportunity from both parties on the probationary period. A plan for development and training needs is to be developed during this session and agreed to by the employee.
Describe the processes followed to acquire physical resources.	Get budget approval from Management Team. Getting quote on locations and venues, sizing up the meeting attendees. Think About Branding. Food Catering etc
Include details of related policies and procedures.	Recruitment Selection and Induction Policy and Procedure

2. Implementing the plans

Operational Plan 1:
What is your role in the implementation of the plan?	My role is monitoring and reviewing operational plan performance which is vital to ensure progress is being made towards the organisation's goals, contingency plans are in place and information is being documented properly. Regularly reviewing the effectiveness of all our operations and making improvements when and where necessary.
How did you support team members through the implementation of the plan? (Provide a minimum of 2 specific examples)	Managing operational plans involves identifying, addressing and managing problems that arise. Financial analysis reports, production and product rejection reports, feedback from suppliers, customer complaints analysis, accident reports, equipment failure advice and analysis, observation in the workplace and informal discussions can bring problems to your attention. Being proactive in pre-empting a problem considering solutions and taking appropriate action will, in most cases, have the least impact on the organisation
Explain how you managed costs and the budget throughout the plan implementation.	By using financial information to monitor and review profit and productivity performance. Finding cheaper, alternative suppliers. Using relevant spreadsheet to monitor expenditure against the budget
Operational Plan 2:
What is your role in the implementation of the plan?	My role is monitoring and reviewing operational plan performance which is vital to ensure progress is being made towards the organisation's goals, contingency plans are in place and information is being documented properly. Regularly reviewing the effectiveness of all our operations and making improvements when and where necessary.
How did you support team members through the implementation of the plan? (Provide a minimum of 2 specific examples)	Assisting and monitoring if any issues arise as conflict in the workplace between workers, Reports on breaches of compliance (legislative or codes of practice) and assisting with staff performance appraisals and KPIs Consultation about the meetings, courses and venues
Explain how you managed costs and the budget throughout the plan implementation.	By using financial information to monitor and review profit and productivity performance. Using relevant spreadsheet to monitor expenditure against the budget

2. Monitoring the plans

Operational Plan 1:
How was performance against the plan objectives monitored? Include details of performance measurement such as KPI's and KRA's. (Provide a minimum of 2 specific examples)	Lifecycle approach - KPIs may be developed using a lifecycle approach. For example, in managing a project, KPIs would focus on each stage of the project life cycle such as design, planning, implementation and finalisation. The use of a lifecycle approach to developing KPIs ensures they are assigned at all stages of the lifecycle from start to end. Risk-based approach - The risk-based approach identifies those specific services, functions or activities that may have a negative or detrimental impact on an organisation. By identifying areas of risk, KPIs can be used to measure progress towards mitigating the risk.
Describe the improvements made to rectify unsatisfactory performance.	In addressing misconduct or unsatisfactory performance and implementing solutions, you can support an employee by providing a coach/mentor, training and guidance, and regular monitoring or assessment of performance so that issues are addressed early.
Describe any variations to the plan and the contingencies put in place to manage these.	By setting up an acceptable level of variation, either a fixed amount or a percentage. Variance analysis is usually reported on a monthly basis. Care should be taken to ensure that annual expenditure patterns are taken into account. In considering the variance, it is important to determine the reason for the variations by looking for an explanation and determining if action needs to be taken. Simply shifting savings (low expenditure - money not spent) or additional income (excessive income - extra money received) to overruns on costs or to offset a lower-than-expected income area is not addressing the cause. It has the potential to mask the true position which, if left unaddressed, will get worse. In this case, you should analyse the budget and financial information and initiate remedies.
Describe how you managed the safe and efficient use of resources throughout implementation. Consider, human, physical and financial. (Provide a minimum of 2 specific examples)	Manage and prioritise work requests and set appropriate expectations with key stakeholders Put the right resources on the right work at the right time
Operational Plan 2:
How was performance against the plan objectives monitored? Include details of performance measurement such as KPI's and KRA's. (Provide a minimum of 2 specific examples)	Statutory and regulatory requirements - It may be appropriate to focus the selection of KPIs on statutory and regulatory requirements and obligations. For example, a KPI could be developed that requires the appropriate authority to undertake a regular audit to assess compliance with the legislation. Cause and effect - A suggested approach is to examine specific areas of concern using the cause and effect technique. This technique helps identify KPIs for addressing the fundamental or underlying cause of ineffective or inefficient services, functions or activities. The approach analyses the cause(s) and identifies KPIs that address the effect. By addressing the effect, improvements can generally, be achieved.
Describe the improvements made to rectify unsatisfactory performance.	If the employee's performance is deemed not satisfactory, they should be immediately spoken to by their direct superior. The supervisor should clearly point out the behaviour that is unacceptable and what changes must be made. A timeline for reassessment should be determined.
Describe any variations to the plan and the contingencies put in place to manage these.	By setting up an acceptable level of variation, either a fixed amount or a percentage. Variance analysis is usually reported on a monthly basis. Care should be taken to ensure that annual expenditure patterns are taken into account.
Describe how you managed the safe and efficient use of resources throughout implementation. Consider, human, physical and financial. (Provide a minimum of 2 specific examples)	Understand what roles and/or skill sets to hire to fulfill stakeholder commitments Deliver programs that drive innovation and transformational change