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roleplay script: 1. Establish Learning Plans to address areas of underperformance in the Operational Plan . 2. Access the Observation Form This outlines the skills

roleplay script:

1. EstablishLearning Plansto address areas of underperformance in theOperational Plan. 2. Access theObservation FormThis outlines the skills you must demonstrate throughout your monitoring. Provide your assessor with a copy of theObservation Formbefore conducting this task. 3. Arrange a time for your assessor to observe you in implementingPart V. Employee Development Plan.

If direct observation is not possible, ensure to provide your assessor with supplementary evidence showing your implementation.

4. Review the completedMonitoring Sheetfrom Task 4 Section 1 to assist you in identifying areas of underperformance. 5. Implement Part V. Employee Development Plan of yourOperational Plan.

Ensure your implementation follows all of the action plans outlined in theOperational Planand adheres to the strategy for employee training and development identified in theStrategies Checklistfrom Task 2 Section 3.

During your implementation, develop oneLearning Planfor each of the following:

  • Productivity Plan
  • Profit Plan

To make aLearning Planfor each, you must:

a. Identify the following:

  • At least one area of underperformance to address

This must be based on your review of theMonitoring Sheet.

  • At least one work team that will receive support in order to address the area of underperformance

The work teams identified must be the same ones engaged with in Task 2 Section 5

b. Outline at least one process to provide support to the team

Support may include, but is not limited to, the following:

  • Mentoring
  • Coaching
  • Team building

c. Identify at least one individual within the team that requires additional support

d. Outline at least one process to provide support to each individual

Have your Supervisor sign the Supervisor/Assessor Declaration at the end of eachLearning Plantemplate.

Update yourOperational Planby recording the following for each action item in Part V. Employee Development Plan:

a. Actual date of implementation

b. Actual outcome of implementation

Update Part X. Version Control of yourOperational Planby doing the following:

a. Provide a summary of your modifications

b. Record the updatedOperational Planas Version 1.5. Ensure to include the date you completed your modifications

c. Have your Supervisor sign off the entry to confirm your changes. Their signature must be handwritten.

6. Have your assessor complete theObservation Form

7. Submit the following to your assessor:

  • UpdatedOperational Plan
  • One completedLearning Planfor each of the following:
    • Productivity Plan
    • Profit Plan

SECTION 1: MONITORING SHEET

PRODUCTIVITY PLAN

DATE OF MONITORING

DOCUMENT

OUTCOMES

ASSESSMENT AGAINST TARGET

ASSESSMENT AGAINST PLAN

01/07/2024 Employee Handbook The duties and corporate policies must be understood by every employee. The employee handbook should include all of the policies and procedures, as well as information about the Equal Employment Opportunity Act, no discrimination, and other requirements. details regarding the business. Retraining if required
01/07/2024 Administrative policies and procedures The duties and corporate policies must be understood by every employee. Observe rules and guidelines to ensure a secure workplace. 100% evaluation

PROFIT PLAN

DATE OF MONITORING

DOCUMENT

OUTCOMES

ASSESSMENT AGAINST TARGET

ASSESSMENT AGAINST PLAN

01/10/2024 Kpi operational plan Assure us that, after one month of operation, we are not losing money. To achieve the targeted profitability, reorganize the services and prices. An increase in social media ads
01/10/2024 Monthly customers handbook Request client comments and opinions on the new service. Reorganize based on input from the client. Employ a customer experience specialist

SECTION 2: LEARNING PLAN

Area of Underperformance

Inductions

Team

Fitness Team

Team

Process

The management of the centre and the fitness team held a meeting to exchange ideas and explore ways to enhance the induction procedure. It is observed that inductions with new members take longer than expected when conducted by less experienced staff. Internal training is seen to be crucial.

A budget set aside for a team-building activity

Individual

Individual

Team Manager

Process

Performance evaluation: self-evaluation form should be filled out

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