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Describe the organisation you are basing this project on.

What is the name of the organisation?

What does the organisation do?

What type of management structure does the organisation have?

What are the key functions and activities of the work area you will develop a performance
development program plan for?

List at least three objectives outlined in the strategic plan of the organisation.

Attach proof of the strategic plan to this section of your portfolio.

  Woolworths is the firm that provides customers with the best products in a convenient manner, as well as does value and quality provision to the customers. It serves grocery to the customers and is a trusted organisational partner to several local companies and producers (4).

The name of the organisation is Woolworths.

The firm is present with a unitary structure, with the inclusion of an Independent chairman, the Chief Executive officer, an Independent director serving leadership and several non-executive and executive directors. The firm has mostly non-executive directors.

The key activities and functions regarding the work area for which preparation of performance development plan is to be done are:

· Development of skills

· Mentoring and coaching

· Project tasks and work relief

· Induction 

The three objectives that are outlined in Woolworth’s strategic plan are:

· Offer: Making improvement regarding the core offer to keep customers in the top priority of the firm

· Growth: Ongoing innovation so that the requirements of customers can be attained 

· Efficiency: Development of further customer valuation by arranging for success and making execution regarding the lean retail model (5)

 Strategic plan of Woolworths

Figure: Strategic plan of Woolworths

Source: (5)

Explain the need for a performance development program plan.

Why is a performance development program plan needed in your work area/organisation?

The performance development plan can be termed as the tool with the help of which performance of the workers in the firm can be improved. The performance development plan (PDP) procedure supports the administrators and the workers to recognise regions of advancement, develop objectives, progress measurement and highlight strategies so that those goals can be attained. PDP is related with work performance of the employees (10).

The professional improvement of the workers had been the outcome of apprentices and training provision. Thus, it is required to implement PDP in Woolworths so that through training and development provisions, the performance of employees and the overall firm can be improved.

Describe the purpose and objectives of the performance development program.

What do you want to achieve? (list at least two purposes)

What are the objectives of the Performance development program? (list at least two)

How do the objectives align to the strategic objectives?

The performance development plan can be termed as the tool with the help of which performance of the workers in the firm can be improved. The performance development plan (PDP) procedure supports the administrators and the workers to recognise regions of advancement, develop objectives, progress measurement and highlight strategies so that those goals can be attained. Performance domains must be actively engaged with te developmental procedure (11).

The professional improvement of the workers had been the outcome of apprentices and training provision. Thus, it is required to implement PDP in Woolworths so that through training and development provisions, the performance of employees and the overall firm can be improved. 

The workers deliver performance outcomes which are associated with the strategic intent of the firm. The cohesion of the team and potency is required to make PDP objectives successful (6). The purpose of PDP is to monitor employee’s performance in a consistent manner. It permits the firm to make sure that all the sectors and workers in the firm are performing efficiently to attain organisational objectives. 

The two objectives are:

· Make the employees of Woolworths learn a new skill

· Earn a professional certificate 

The two objectives oriented to PDP are:

· To build and make alignment regarding respective objectives along the firm’s goals

· To improve the personal development and skills of workers with the support of leaders and managers 

The objectives get aligned with the strategic goals of Woolworths because if the personal development and skills of the workers get improved then the firm will be able to offer, grow and provide efficient products to the customers even further.

List the benefits you expect your performance development plan to have for your work area/ organisation.

What benefits do you expect? (list at least three)

The benefits which are expected to be obtained from PDP in the concerned firm are:

· Highlight the needs for training

· Improves employee morale

· Enhances retention of the workers

Identify stakeholders who will contribute towards the performance development program.

What is your job role in the organisation? Who are the stakeholders who will contribute to the performance development program (at least four)?

Why are they involved with the performance development program?

The stakeholders are:

· Manager

· Learner

· Trainer

· Financial administrator executives

· Directors 

My job role is to plan all the retail activities that are performed in Woolworths. PDP aims to make improvement regarding employee’s performances (12).

The stakeholders who will help to develop PDP are:

· Departmental heads

· Funders

· Community teams

· Employees 

· Customers 

The stakeholders should be involved with PDP because the more the stakeholders get engaged with it, the more risks associated with the project can be uncovered and lessened. Stakeholders might highlight the issues in the firms, which will get resolved then. 

Identify and summarise any legislation relevant to the performance development plan.

What is the legislation called?

What does the legislation cover?

How does it relate to your performance development plan?

The ACTPS Performance development framework is the legislation to make sure that the employees in the firm are clear regarding the aspects which are desired from them. In the ACTPS, feedback is served regarding work performance in the firm and it leads to advancement in employee’s performances. 

The legislation is called the ACT Public service performance framework. 

The legislation serves as the approach and principle by which the firms can manage their worker’s performances. The legislation covers:

· Employee’s effectiveness 

· To ensure that the performance of workers is administered in a holistic manner 

· Serves consistent approach so that the workers are responsible regarding their task performances (7)

It relates with the PDP as if effectiveness and responsibility of organisational employees get increased, then their performance will be increased and therefore they can offer more effective services and products to the customers.

Identify and summarise any organisational policies and procedures relevant to the performance development plan.

What is the policy/procedure called?

What does each policy/procedure cover?

How does the policy/procedure apply to your performance development program?

Attach proof to this section of your portfolio.

The purpose associated with an effective performance management policy is to make sure that the employees are aware regarding what is expected from them by the firm. The policy states that the workers must get effective feedback regarding their performance, the distribution of rewards should be done on the basis of it and the opportunities for development should be recognised. Developmental planning must be established with the aim of developing the region (12).

The name of the policy is Performance Management Policy.  

The policy develops a structure for all the employees working under the concerned firm to develop agreement, monitor the objectives within the aspect of the firm’s overall development plan and the respective developmental requirements.

This applies to the PDP of Woolworths. It is because in Woolworths, the workers are equitable and are rewarded in a responsible manner, in terms of Woolworth’s performance as well as the legislative needs, reflecting the organisational culture and valuation. Perfect performance management is maintained in Woolworths in terms of high performance culture (8). 

 Performance development plan of Woolworths

Figure 2: Performance development plan of Woolworths

(Source: (8))

Plan to discuss a performance development program plan with stakeholders.

What process steps or actions will be included in the plan (at least five)?

What are the desired outcomes for each step?

Which stakeholders will you consult with?

What will be discussed with stakeholders?

Are there any cultural differences/ diversity to take into account at the meeting?

How will you address these differences?

Which listening and questioning techniques will you use?

How will you encourage discussion?

The steps or actions which should be included in the plan are:

· Performance review

· Recognise the objectives for improvement

· List the actionable steps which are required to be followed so that those objectives can be attained

· Description of milestones and metrics

· Identification of the resources that are necessary 

The expected results for each step are:

· The performance of all the workers in Woolworths can be evaluated

· Based on feedback, further improvement of their work can be made possible

· If the steps which are required to be followed are mentioned, then the essential organisational aims can be easily achieved

· With the development of milestones, achieving objectives will become easier

· Resources are vital to be arranged, otherwise which the whole plan will get failed 

 The stakeholders with whom consultation should be made are employees, organisational owners or departmental heads and customers. The projects can be made feasible by establishing performance targets (13).

The discussion should be done with the stakeholders regarding the operations of the firm and suggestions should be taken from them with the help of which organisational performance can be improved. 

Respect should be given to the employees belonging from diverse culture in the meeting irrespective of doing any kind of discrimination.

These differences will be addressed by providing cultural training to all the workers, so that they can become culturally aware when dealing or conversing with others in the meeting. 

Active listening as well as questioning procedures should be used. 

Face to face discussion will be encouraged by informing the employees beforehand regarding the timing and venue where discussion will take place and make them clearly informed regarding benefits of the discussion.

Attach:

- Proof of policies and procedures relevant to performance and development plan



- Proof of strategic plan

 

Consult with others to develop a performance development program.

Attach proof such as a video recording of your meeting to this section of the portfolio (if not already viewed in person by your assessor)


Process step or action required


Person (s)
responsible


Time Frame


Desired Outcomes


Done?

Performance review

Manager

1 month

Review regarding employee’s work should be done based on which their performance can get improved

Ongoing

Recognise objectives for improvement

Employees

6 month

The improvement measures are required to be followed and based on that employee and organisational improvement can be performed.

Ongoing

Enlistment of the actionable steps so that objectives can be attained

Employees

1 month

Actionable steps should be followed to attain organisational goals.

Done

Set the milestones

Manager

1 month

Based on the set milestones, actions can be developed. Development program elevate organisational performance (14).

Done

Identification of the required resources and support

Employees

1 month

The resources which are essential to serve success to the firm needs to be attained

Ongoing

Review as well as finalise the plan

Management

6 month

The plan made, required to be finalised and executed.

Ongoing.

Identify performance development opportunities (modes and methods) for your work area or organisation.

What is the organisation’s culture?

What are the learning preferences of the staff?

What are current best practices?

Choose the best three performance development methods for your work area/organisation.

Explain what mode you will use for each method.

Performance development opportunities in Woolworths are:

· Webinars and online training

· Management of mentorship and coaching 

Woolworths is having a fair organisational culture. Fair, open and transparent treatment is done by the firm to all its employees. The firm takes care regarding customers, producers, team members and so on (9).

The staff have flexible preferences for learning. 

The best practices which are followed in Woolworths are maintaining sustainability and quality which provides a competitive edge to the organisation. The firm offers buyers with values and innovation is a segment of the firm.

The performance development methods which are used in Woolworths are:

· Corrective activities

· Coaching 

· Termination 

In corrective activities, feedback will be shared with workers, based on which work must be done.

In coaching, training will be provided to employees so that they can improve their performance.

In case, any employee repeatedly fails to abide by the organisational requirements, then termination can be the only option.

Identify rewards/incentives.

Are rewards linked to your performance development program?

How will employees be rewarded or incentivised?

The different rewards that are paid to the workers of Woolworths are:

· Variable payment

· Guaranteed payment

· Career development 

Yes

The employees will be rewarded in accordance with their organisational performance. Developmental plans improves future and current capabilities (15).

Identify feedback options.

How will feedback be given?

Who will provide feedback?

How often will feedback be provided?

The feedback options are:

· Customer feedback surveys

· Customer contact forms 

· Employee feedback survey 

Feedback will be given directly from the organisational website. 

The management will serve the feedback.

Each month the provision of feedback should be given.

Establish a performance development program management structure. What are the roles and responsibilities of stakeholders?

What are the wider support requirements for the performance development program?

How do they fit into the organisation’s management structure?

Structure:

· Evaluation regarding recent organisational performance appraisal procedure

· Recognise organisational objectives 

· Establish performance expectations 

· Development of performance through the entire year

· Performance evaluation

· Establish new expectations of performance for the next year 

The stakeholders support the firm to address its strategic goals by dedicating their opinions to the project. 

The wider support needs are:

· Gaining data from numerous sources

· Train organisational managers 

 They can be made fit by doing a performance review. Developmental plans create innovative capabilities to the firm (15).

Develop tools and resources to support your development opportunities (at least three).

What are the tools/resources?

How do they support the development opportunity?

Attach proof of your tools and resources to this section of your portfolio (e.g. mentoring fact sheet, list of appropriate subscriptions, mentoring toolkit etc.) to this section of the portfolio.

Tools and resources:

· Research 

· Ongoing education 

· Mentoring toolkit and factsheet 

They support developmental chances as knowledge of employees gets enhanced, thereby contributing to organisational performance.

 

Establish organisational performance development procedures.

Consider:

? Key accountabilities and  responsibilities

? Implementation

? Personal performance development plan

? Feedback

? Incentive

? Timing


Attach proof of your procedures to this section of your portfolio.

 

Attach:

- Proof of stakeholder meeting (if relevant)
- Proof of your tools and resources to support methods (at least three)

Identify reporting and record-keeping methods and resources following organisational requirements.

What data is required to report on the agreed evaluation outcomes?

Who must performance outcomes be reported to?

How often will outcomes be reported on?

How will performance be reported on? (Explain two methods following policy and procedures).

What resources and tools will be used to assist when reporting performance development outcomes (at least one tool must include technology)?

Report keeping:

· Recognise transactions

· Ledger posting 

· Account balancing 

· Making monetary statement ready

· Communicating it to stakeholders 

Performance data.

Management

Each month.

· Forecast reporting 

· Trend analysis 

Tools to assist reporting:

· Key performance indicator 

· 360 degree feedback

 

Develop means to report and collate outcomes of your organisational performance development program (e.g. spread sheet template with inbuilt formulas and graphing options, feedback register etc.)

The means are:

· Spreadsheet template

· Feedback register 

Ensure individual performance development plans are completed by relevant stakeholders.

Attach proof to this section of the portfolio (e.g. email with plan template attached, video of team meeting requesting plan be completed, hard copy of completed plan etc.)

Monitor the organisational performance development program.

What data is available?

Record and represent the data using the tool(s) identified and developed in Section 2.

Attach proof of recorded and analysed data to this section of your portfolio.

The means are:

· Spreadsheet template

· Feedback register 

Monitoring can be done by:

· Observe the work performed by workers 

· Support workers to utilise self monitoring tools 

Performance related data is available. Clarification regarding general performance tasks should be done (16).

 

Evaluate the organisational performance development program against agreed outcomes.

Were agreed outcomes met?

How can the program improve?

Are any additional resources required?

Are the any key concepts and principles that may be adaptable to future situations?

Yes

By setting the organisational goals effectively. 

More finance is required as an additional resource.

Performance of the firm should be improved keeping in mind the future situations. PDP serves clear performance standards (17).

Complete performance development program record keeping according to organisational requirements.

Attach proof to this section of the portfolio.

 

Write a report to summarise the evaluation outcomes and send or present your report through relevant management structures.

Include:

? Overview of the performance development program

? Data and analysis

? Evaluation against outcomes

? Improvement suggestions.

Attach your report to this section of your portfolio.

Attach proof how you reported through management structures to this section of your portfolio.

PDP is the structured procedure so that efficient communication can be facilitated between the management and employees.

Analysis of the performance regarding employees should be done.

Report should be kept regarding employee performance and it should be identified whether or not it is getting aligned with the organisational objectives. 

Improvement can be done if the feedback from performance evaluation can be applied. PDP should be developed to improve the skills of employees (18).

Attach:

- Proof to ensure individual performance development plans are completed
  by relevant stakeholders

- Proof of recorded and analysed data

- Record keeping proof

- Proof how you reported through management structures

References

(3) Industrialrelations.nsw.gov.au. https://www.industrialrelations.nsw.gov.au/employers/nsw-employer-best-practice/workplace-policies-and-procedures-checklist/ (accessed Mar 16, 2022).

(4) Woolworthsgroup.com.au. About Us - Woolworths Group. https://www.woolworthsgroup.com.au/page/about-us/ (accessed Mar 16, 2022).

(5) Woolworthsgroup.com.au. Woolworths Food Group’s plan to get customers to put us first - Woolworths Group. https://www.woolworthsgroup.com.au/page/media/Latest_News/Woolworths_Food_Group%E2%80%99s_plan_to_get_customers_to_put_us_first (accessed Mar 16, 2022).

(6) Lacerenza, C.; Marlow, S.; Tannenbaum, S.; Salas, E. Team Development Interventions: Evidence-Based Approaches For Improving Teamwork. American Psychologist 2018, 73 (4), 517-531.

(7) Cmtedd.act.gov.au. https://www.cmtedd.act.gov.au/__data/assets/pdf_file/0011/463718/01-ACTPS-Performance-Framework-Policy_16_July_2013.pdf (accessed Mar 16, 2022).

(8) Woolworthsgroup.com.au. https://www.woolworthsgroup.com.au/icms_docs/138189_People_Policy_Committee_Charter.pdf (accessed Mar 16, 2022).

(9) Woolworthsgroup.com.au. https://www.woolworthsgroup.com.au/page/about-us/our-approach/how-we-do-business (accessed Mar 16, 2022).

(10) Bulilan, R. Awareness And Implementation Of Career Development Plan Towards Job Performance And Satisfaction Of Employees. International Journal of English Literature and Social Sciences 2020, 5 (6), 1992-2006.

(11) Bawah, M.; Nasir, Z. Students’ Perception Of Lecturers’ Performance At The International Islamic University Malaysia, Department Of Business Administration. International Journal of Academic Research in Progressive Education and Development 2021, 10 (2).

(12) Analysis Of Planning And Achievement Target On Regional Medium Term Development Plan (RPJMD) Of Central Java-Indonesia Year 2013-2018. RA Journal of Applied Research 2017.

(13) Moon, S.; Jang, D.; Kim, H.; Lee, J.; Kim, J. Importance Of Government Roles For Market Expansion Of Eco-Village Development Plan Establishment Research: Case Study In The City Of Suwon, South Korea. Sustainability 2020, 12 (24), 10293.

(14) Book, R. Flipped Classroom Instruction As A Teaching Tool For Meaningful Learning Of The Core Subjects In Junior High School: Basis For Instructional Development Plan. Journal of Social Sciences Advancement 2021, 2 (3), 97-104.

(15) RICHARD LANDGRAF and FRED HOFFMAN. Abstract: Ground Water Plume Migration In A Complex Hydrogeologic Setting At Lawrence Livermore National Laboratory (LLNL), Site 300. AAPG Bulletin 1998, 82 (1998).

(16) Tianbao, Q.; Fang, H. China’S National Plan On Implementation Of The 2030 Sustainable Development Goals: From The Perspective Of National Performance Of Multilateral Environmental Agreements. Journal of Vasyl Stefanyk Precarpathian National University 2018, 5 (2), 55-66.

(17) Walters, I. Leicester City Council/Leicestershire County Council, "Draft Structure Plan For Leicester And Leicestershire" (Book Review). Town Planning Review 1974, 45 (4), 444.

(18) Med, T.; Lukyamuzi, A. Addressing Pedagogical Usability And Mobility Barriers In E-Learning Systems: A Case Of Youth Entrepreneurship Skill Development, Plan International Uganda. International Journal of Sustainable Development Research 2019, 5 (3), 56.

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