BSBMGT608 2 Change

Student Name Unit Name
Student ID Unit Code
BSBMGT608
Manage innovation and continuous improvement
Student Name:
Student ID:
Section A: Skills Activity – Written Project

Report
Coffeeville:
Contents
Coffeeville:...................................................................................................................................................2
Introduction.................................................................................................................................................2
Strategies and Suggestions to improve Coffeeville’s Human Resources......................................................2
Performance reports:..................................................................................................................................3
Organizational Data:....................................................................................................................................6
Marketing Plan:...........................................................................................................................................7
Operational Plan:.........................................................................................................................................8
End of Year Financial statements:...............................................................................................................9
Your own role as a consultant:..................................................................................................................13
Consultant Job Duties:...........................................................................................................................13
Importance of taking audience, purpose and contextual factors into account when making decisions
about what to communicate, with whom, why and how:.........................................................................14
Reference List:...........................................................................................................................................15
Introduction
So as to guarantee successful project activities, it has been surveyed that arranging assumes a
noteworthy job as it guarantees sufficient task deliverables against accomplishing business
openings. In any case, making a powerful task plan is the principal thing that the venture
administrator should attempt for fruitful usage of the undertaking. For the current task case
situation of Coffeeville has been mulled over. The proprietor of Coffeeville has chosen to open
another bistro in Chadstone City Shopping Complex to satisfy the need of clients as far as giving
drink items to the mass of crowds. Along these lines, the task will concentrate on embraced the
exercises related with building a bistro in another area. For undertaking the venture, supervisor
will concentrate on isolating four stages and delivering a viable arrangement, with the goal that
the undertaking group plays out the necessary assignments in a compelling way.
Strategies and Suggestions to improve Coffeeville’s Human Resources:
Suggestions to improve Coffeeville’s management of Human Resources using key

performance indicators/performance measures are:
1. Complete or Correct 1-9 Forms for All Employees.
A business is required to have a completed I-9 form on document for every employee on the
finance. This incorporates both full-time and low maintenance employees. Migration and
Customs Enforcement (ICE) requires the correction of I-9 forms to be done in an
unmistakable manner. In any event, correcting forms may not soothe a company from ICE
fines and punishments.
2. Develop or Revise Employee Handbook.
All companies need an employee handbook whether they have 10 employees or thousands of
employees. This handbook provides information on the company's approaches, techniques,
and advantages. It diagrams management and human asset best practices and provides the
employee with an understanding of company desires. The substance of the employee
handbook differs relying upon the quantity of employees at the company.
3. Develop Or Update Job Descriptions.
The job depiction is an important piece of different HR processes including hiring,

orientation, and employee performance management. Each position inside the company
needs a one. Both employee and manager ought to have a duplicate of their job portrayal, and
a marked job depiction ought to be documented in the employee's staff record.
4. Develop An Interviewing/Hiring Process And Provide Training For Managers.
An organized interviewing and hiring process guarantees the company chooses the most
qualified applicants for all open positions. Develop rules and techniques for the process and
tail them for all hiring choices.
Provide managers who are interviewing and hiring employees appropriate interviewing
aptitudes training. Otherwise, they may pose discriminatory inquiries or questions that are
not relevant to the position.
5. Develop Or Revise The Performance Evaluation Process.
An amazing employee performance evaluation process is a success win for the company and
the employee. All employees ought to get criticism on their performance whether it's sure
input or productive criticism.
Performance reports:
a) Roles and responsibilities of team members
During this phase, the project manager has assigned duties and responsibilities associated with
financial matters and allocation of budget to Mary as she indulged proper management of
financial resources. In addition to this, some other roles and responsibilities of Mary are as
follows-
 To develop a report of the financial division as well as operating units

 To allocate proper funding of financial resource to the contractor
 To indulge in capital budgeting with determining and evaluating the potential expenses
and expenditure
 Managing and coordinating monthly reporting, budgeting, and forecast processes to set
up business in a new area
 Monitoring and assessing the proper cash flow
On the other hand, Jason is another team member who is allotted with the responsibility of
overseeing and supervising the work of the contractor during the project. Apart from this, other
assigned roles and responsibilities are as follows-
 To communicate with contractors and subcontractor regarding the project

 Management of the material and equipment

 Proper delegation of the material and work activities to different contractors
b) Duties and support project team members
Duties and support of Jason
 Daily monitoring of activities

 Developing work breakdown structure
 Closing deal with suppliers and contractors
 Material handling
 Selection of project design
Duties and support of Mary
 Maintaining the financial resources

 Securing the financial resources in the setting
 Cost control
 Unnecessary investment of funds
 Monitoring of the financial activities
Therefore, with the assignment of adequate duties to both the project team member it will result
in supporting the project effectively.
c) Establishing record keeping systems

A recordkeeping system is one of the most used systems in the present environment that mainly
engage in capturing, managing and providing access to the recorded data and information
through time. It is essential for manager to ensure about the record keeping system so that
information regarding project activities can be stored accurately.
d) Monitoring of project finances and quality

It has been witnessed that by having an adequate monitoring of the process the results
effectiveness can be boosted in critical manner. It has been witnessed that financial risk can be
controlled by having a monitoring of the project. In order to have financial monitoring the
accounts book must be maintained on daily basis . It will allow having evaluation of the funds
allotted and its use on the activities. Through day to day monitoring policies in accounting
standards the financial risk can be controlled and leads to better success.
e) The requirement of reporting to stakeholders of project deliverables

It has been witnessed that project manager must consider sharing of information in adequate
manner so that stakeholders can get updated about the development activities. It is necessary to
share information about the scope and planning activities so that stakeholders can feel motivated
and provide accurate support in completing the practice.
Conclusion
As per the detailed study, it can be concluded that the bistro manager of Coffeeville, Melbourne
has been assigned as the accountable person for building new bistro in Chadstone City Shopping
complex. In order to keep up parameter related with time, manager will consider the
methodology of time the administrators so they will sort out the time by performing basic
activities on the prior reason. In order to grasp the productive results, it is required by the
manager to ensure that overall development must be maintained. With the use of relevant
sanctioning and code of practices, it has been communicated that it positively impacts the
endeavor related work as it ensures execution of control measures in the recognize that ensure
proper security of project activities.
Organizational Data:
Financial, Sales data, Please take information from company website
The record keeping is another important stature of functioning of the organisation CoffeeVille.
The preliminary functioning of record keeping was primarily based on the manual record
keeping. It included registering of the orders that is the information from the external sources
used to encrypted through manual efforts. Thereafter, the execution of the order was manually
sorted and hence the delivery could be marked in similar manner. Therefore, the replacement of
the system requires to be suited in CoffeeVille with computerised record keeping.
It’s January 2016 and all four stores are closed for a summer break. Emma and Rufus are
using the down time to assess their business’s operational and financial status in
preparation for the year ahead.
 Sales for first 6 months of 2015 are down across all sales categories and stores. Overall,
food sales are down 10%, beverages 12% and catering 17%. When combined with rising
expenses, profits are down for the first half of the financial year by 19%
 After opening a year ago, the fourth store is slowly building customers but is still not
performing to forecasted levels. Most of the marketing budget and Emma’s efforts have been
focused on the fourth store.
 Productivity has increased with staff able to serve more customers per hour, per
employee. This is partly due to barista coffee preparation speeds increasing after all barista staff
completed an advanced barista course in Jan 2015.
 Savings made in payroll and cost of goods due to productivity gains have been offset by
rising wages and food prices.
Financial year July 2014 – June 2015

July–December 2014
Sales $ July Aug Sept Oct Nov Dec
Food sales 285,668 279,805 273,942 262,580 250,078 199,251
Beverage sales 191,199 190,163 189,126 187,054 182,650 179,523
External catering 82,360 83,540 81,980 81,480 77,500 74,370
Total income 559,227 553,508 545,048 531,114 510,228 453,144
Total expenses 482,190 470,934 483,431 451,683 461,746 404,986
Net profit/loss 77,037 82,574 61,617 79,431 48,482 48,158
Marketing Plan:
This marketing plan has been prepared to ensure marketing activities are coordinated with
company strategic directions to achieve company mission, vision and values.
This marketing plan comprises of:
● a situation analysis to identify market characteristics and key strengths and weaknesses of the
business relating to meeting consumer demand
● a marketing strategy to identify marketing objectives, leverage strengths, target key segments
effectively, and position CoffeeVille to achieve the company mission and vision
● a detailed budget of marketing expenditure for the year (totalling $60,000, representing a 67%
increase on the previous year)
● a section on control of marketing activity, which includes milestones for achievement of

marketing objectives and contingency planning.
This third year of operations will be crucial to the achievement of the company’s vision.
CoffeeVille will build on the success of the previous two years, continue to establish its brand
and set the foundation for future expansion.
Operational Plan:
Strategic directions:
1. Increase revenue through targeted marketing campaigns.
2. Control direct and indirect operational costs.
3. Maintain superior product and service quality standards.
4. Establish CoffeeVille brand as ethical and environmentally responsible company.
5. Maintain highly trained and motivated staff.
Operational objective of Increase revenue through targeted marketing campaigns:
Marketing objectives:
1. To position CoffeeVille as a provider of a superior coffee experience and supplier of gourmet

food in the CBD.
2. Increase foot traffic from 250 to 300 customers per day.
3. Increase brand recognition so that at least 8 in 10 people within area (500 metres) recognise
our brand in surveys conducted by CoffeeVille and Action Marketing.
4. Establish good will within our target market so that at least 7 of 10 people within area
(500metres) rate our company as socially and environmentally responsible.
Operational objective of Control direct and indirect costs:

Financial objectives:
1. Minimum 10% increase in gross profit income each year
2. Reduce the overhead per store through disciplined growth
3. Decrease the cost of sales.
Maintain superior product and service quality standards Objectives:

1. Maintain superior product quality
2. Maintain superior service standards
End of Year Financial statements:
Statement of Financial Position

Assets
Current Assets
Cash on hand
Cheque account $471,263.60
Payroll Cheque account $70,000.00
Cash drawer $11,559.08
Petty cash $380.00
Un-deposited funds $780.00
Electronic clearing account $93,035.00
Total cash on hand $647,017.68
Total current assets $647,017.68
Property, plant and equipment

Kitchen equipment at cost $100,000.00
Kitchen equipment accumdep ($30,000.00)
Total kitchen equipment $70,000.00
Office equipment at cost $40,000.00
Office equipment accumdep ($20,000.00)
Total property, plant and $90,000.00

equipment
Total Assets $737,017.68
Liabilities
Current liabilities
GST Liabilities
GST collected ($109,090.92)
GST paid $74,363.60
Total GST liabilities ($34,727.32)
Payroll liabilities
PAYG withholding payable ($24,000.00)
Total payroll liabilities ($24,000.00)
Total current liabilities ($58,727.32)
Long-term liabilities
Bank loans $200,000.00
Total long-term liabilities $200,000.00
Total liabilities $141,272.68
Net Assets $595,745.00
Equity
Partner A
Partner A drawings ($60,000.00)
Partner B
Partner B drawings ($60,000.00)
Retained earnings $561,805.00
Current year earnings $153,940.00
Total Equity $595,745.00
Statement of Financial Performance
Income
Food sales $550,000.00
Beverage sales $360,000.00
Catering fees $290,000.00
Total Income $1,200,000.00
Cost of Sales
Food purchases $375,000.00
Beverage purchases $235,000.00
Total cost of sales $610,000.00
Gross Profit $590,000.00
Expenses
Marketing $60,000.00
Depreciation expense $50,000.00
Insurance $10,000.00
Other fees $700.00
Employment expenses
Superannuation $12,960.00
Wages and salaries $120,000.00
Other employer expenses $6,000.00
Total employment expenses $138,960.00
Rent $120,000.00
Telephone $1,200.00
Services
Electricity $6,000.00
Gas $6,000.00
Water $4,800.00
Total Expenses $397,660.00
Operating Profit $192,340.00
Other Expenses
Interest expense $24,000.00
Training $14,400.00
Total other expenses $38,400.00
Net Profit /(Loss) $153,940.00
Statement of Cash Flow
Cash Flow from Operating Activities

$153,940.00
Net income
Kitchen equipment accumdep $30,000.00
Office equipment accumdep $20,000.00
GST collected ($109,090.92)
GST paid $74,363.60
PAYG withholding payable ($24,000.00)
Net Cash Flows from Operating Activities $145,212.68
Cash Flow from Investing Activities
Net Cash Flows from Investing Activities $0.00
Cash Flow from Financing Activities
Partner A drawings ($60,000.00)
Partner B drawings ($60,000.00)
Net Cash Flows from Financing Activities ($120,000.00)
Cash at the beginning of the period
$621,805.00
Cash at the end of the period $647,017.68
Net Increase/Decrease for the Period $25,212.68

Your own role as a consultant:

As a consultant I, provides advice to companies to solve problems, create value, improve growth,
and maximise business efficiency and profitability. Acts as a liaison between management and
support staff to help employees understand how their job performance affects the company's
operations.
Consultant Job Duties:
1. Conducts research to understand how a company functions and where a company can
improve
2. Analyses gathered information to form a hypothesis of company weaknesses and how to
fix them
3. Interviews all necessary groups, such as employees, management, and shareholders to aid
in consultancy
4. Runs workshops to train employees on updated protocols and rules
5. Prepares reports, proposals, and presentations
6. Stays current with latest trends in business and applies them to existing business models
7. Travels to different job locations as required
8. Evaluates competitors to pinpoint advantages or disadvantages in the current market
9. Attends regular meetings to reevaluate new business model and adjusts as necessary
10. Analyses financial statements including cash flow, net profit, expenditures, and revenues
to find problematic areas
consultation with employees regarding health and safety issues and changes to legislation and/or
working practices which may affect the health, safety or welfare of employee
1. providing and maintaining a safe system of working practices CoffeeVille Policies and
Procedures
2. providing support, training, and supervision to employees to ensure safe and healthy
workplace practices are carried out, including relevant first aid training where appropriate
3. the provision of adequate resources for employees to meet the OH&S commitment,
including an up to date first aid kit.
4. This policy has been established and implemented through the human resource functions
of the organisation and will be reviewed regularly in consultation with CoffeeVille
management/partners and employees to ensure compliance with legislation, industry
standards and organisational changes.
Importance of taking audience, purpose and contextual factors into account when making
decisions about what to communicate, with whom, why and how:
According toContext of Use and Context of Production model, there are four steps in the
communication process.
1. Production: In this model, the individual dressed in yellow is the sender. They make a
message. Be that as it may, when they make the message, they don't do it in
disengagement. Rather, they encode the message with their own convictions, mentalities,
encounters, emotions, foundation, condition and significantly more. This is known as the
Context of Production, or the setting where the message was made.
2. Circulation: How the message is coursed impacts how the crowd gets it. For instance,
you would respond distinctively in the event that somebody said a final farewell to you
vis-à-vis than you would on the off chance that they parted ways with you by instant
message. The sender circles the message utilizing the medium that they think will be best.
3. Use: The crowd (in red) doesn't simply latently get the message. Rather, they decipher
the message dependent on their own Context of Use. They draw on their own
convictions, mentalities, encounters, emotions, foundation, and so forth to comprehend
the message. The more these two circles cover, the all the more significance is made.
4. Reproduction: Again, the crowd isn't aloof. In the last stage, the crowd makes a move
subsequent to getting the message. They may adjust it, share it with others, or even
disregard it.
On the off chance that the Context of Production hover covers with the Context of Use circle, at
that point the crowd comprehends the message.
Importance of building rapport to establish positive and effective working

relationships:
Individuals you have a working relationship with incorporate associates, bosses and individuals
you oversee, just as customers, specialist co-ops and professional colleagues. Solid working
connections set aside effort to develop, so centre around being steady and reliable.
1. Develop Trust with Colleagues: Develop trust by guarding confidences and not tattling.
Keep your arrangements and accomplish your function admirably. This exhibits others can rely
on you. Finish on your guarantees. In the event that you find that you can't satisfy a guarantee,
apologize and offer to determine the issue in another manner.
Assume liability for your mix-ups, as opposed to throwing fault on some other person or thing.
Respectability is vital to trust. Be reasonable and legitimate in the entirety of your dealings.
Offer assets and data with colleagues. Immediately return materials you get.
2. Work With Your Team: Collaborate with colleagues in a gathering venture. Trade
thoughts and be happy to change the manner in which you for the most part carry out a
responsibility. Offer credit to others for their commitments. Give useful analysis and solicitation
input on your work. Do a lot of the work. Volunteer to take on testing assignments. Fuse fun
exercises and icebreakers into team extends with the goal that individuals become more
acquainted with one another better. Be an encourager by adulating the accomplishments of others
and by moving them to accomplish more.
3. Communicate Well by Listening and Speaking Clearly: Improve your relational

abilities by listening mindfully to others and speaking clearly. In the event that you aren't sure
you understand the other individual, rehash the announcement in your own words and ask
whether you understand it accurately. Tell others that you esteem their feelings. Keep in touch
during discussions. Hold your feelings in line, and don't utilize censuring words if something
upsets you. Give your calling card to customers, specialist organizations and different
professionals so they can get in touch with you.
4. Be Respectful of Others: Show regard for others. Be keen on the points of view of
different laborers, and be happy to look at perspectives that are not quite the same as your own.
Offer your own points of view in a polite way. Abstain from recounting to extensive individual
stories and sending messages irrelevant to work. In the event that you work in a mutual office
space, limit individual calls and interruptions, for example, radios. Keep up a professional and
courteous attitude.
Reference List:
improving business. (n.d.). Retrieved April 27, 2020, from
http://www.mindtools.com/pages/article/improving-business-
business. (n.d.). Retrieved April 27, 2020, from
https://www.business.qld.gov.au/business/business-
employment. (n.d.). Retrieved April 27, 2020, from http://www.business.gov.au/business-
topics/employing-
environment. (n.d.). Retrieved April 27, 2020, from
https://www.business.qld.gov.au/business/running/environment
Section B: Knowledge Activity (Q & A)
1. Outline a cost-benefit analysis method, considering each of the steps you need to take.
There is a-lot of things which should come under consideration when making cost benefit
analysis.Especially in the public sector, it is essential for a manager to understand the costs and
benefits of their choice; whether it is establishing a new program or making changes to an
existing program. Great administrators don't simply settle on choices dependent on gut sense.
They like to limit the risk as well as could be expected and act just when there is more certainty
than uncertainty.Below I wrote a broad, standard process which is followed when conducting a
cost-benefit analysis:
 The very first step is to specify the program or policy change and the current status quo,
or the state of the world before implementation compared to after.
 We need to identify the scope of the analysis in order to limit the groups impacted by the
policy. Also, it important to make a list of all the stake holders.
 It is important to mark costs and advantages as immediate or roundabout and checks
whether they are anything but difficult to measure and evaluate or hard and genuine all
these are important so as to guarantee that you comprehend the impacts of each cost and
advantage.
 Predicting how costs and benefits will show variations with each year. It is important to
do this even before we begin to place numbers on things. Also, to Make sure to place all
costs in the same unit.
 Look over what the costs and benefits of the project are, and map them over a relevant
time period.
 Sensitivity analysis. This step allows checking the correctness ofpredictions made. This is
usually done by cutting the social discount rate utilized, by uplifting it and reducing it. If
we still get a positive number during this step, then the policy should be accepted. If you
get a negative number during this step, then you should calculate where the balancing
point is zero
 Making a recommendation. The last step subsequent to gathering this information is to
settle on the choice that is suggested by the analysis. Evaluate all outcomes and record for
other subjective contemplations.
2. Describe at least three theories of creativity and innovation/concept.
Each organization says that innovation is important, and that they esteem the thoughts of their
people. In certainty, imagination is turning into a centre expertise which organizations realize
they need in the future. Yet the issue lies in the way that scarcely any settled organizations
really realize how to approach getting an incentive out of their advancement aspirations.
Here are few theories could be used to Develop validate innovations within an organization:
 Graham Wallis theory:Analyst Graham Wallis, couple of years back, set down a
portrayal of what occurs as individuals approach issues with the target of thinking of
creative arrangementsWallis' theory provides a structured approach to creative problem
solving. Understanding this is essential especially when considering the development of a
creativity and innovation structure or process in one's firm. The structure needs to provide
time and involve a variety of employees. He portrayed his four-phase process as follows:
i. Preparation phase - we characterize the issue, need, or want, and accumulate any
data the arrangement or reaction needs to represent, and set up rules for confirming
the arrangement's acceptability.
ii. Incubation phase - In the incubation stage, we step again from the issue and let our
thoughts consider and work it through. Like planning, incubation can last minutes,
weeks.
iii. Illumination phase - In the illumination stage, thoughts emerge from the brain to
give the premise of a creative reaction. These thoughts can be bits of the entire or
the entire itself, for example seeing the whole idea or substance at the same time. In
contrast to different stages, illumination is regularly exceptionally short, including a
huge surge of experiences inside a couple of moments or hours.
iv. Verification phase:- in Verification, the last stage, one does exercises to exhibit
whether what rose in illumination fulfils the need and the standards characterized in
the readiness stage.
 Sid Parnes & Alex Osborntheory:Alex Osborn, author of the Creative Education
Foundation, first created creative critical thinking alongside the expression
"brainstroming." And, along with Sid Parnes, he built up the Osborn-Parnes Creative
Problem Solving Process. In spite of its age, this model stays an important way to deal
with critical thinking.This model provides another look at the creative problem solving
process a solid understanding of the difference between divergent and convergent
processes is important. Phases of Sid Parnes & Alex Osborn theory are:
i. Understanding the problem: -this is an important first step because it's easy to assume,
incorrectly, that you recognize what the issue is. Be that as it may, you may have
missed something or have neglected to comprehend the issue completely, and
characterizing your target can give clarity
ii. Generating ideas: - now we need create thoughts that answer the issues we recognized
in step 1. It tends to be enticing to consider arrangements that wasattempted
previously, as our personalities will in general come back to constant reasoning
examples that prevent us from delivering new thoughts. In any case, this is an
opportunity to utilize creativity.
iii. Planning for Action: - this is the joined phase of Sid Parnes & Alex Osborn theory,
where you start to concentrate on assessing the entirety of your potential alternatives
and think of arrangements. Examine whether potential arrangements address your
issues and models, and choose whether you can execute them effectively. Next,
consider how you can fortify them and figure out which ones are the best options.
iv. Acceptance finding:-When we picked the best arrangement, it's a great opportunity to
build up a strategy. Start by distinguishing assets and activities that will permit you to
actualize your picked arrangement. Next, convey your arrangement and ensure that
everybody included comprehends and acknowledges it.
 Mihaly Csikszentmihalyi theory: The focus here is on the interplay among the
creative person (the individual), the domain (the discipline) and the field (the
experts/gatekeepers). The individual is the innovation manager, the domain is the
discipline of creativity, and the field is comprised of the gatekeepers, e.g., CEOs whose
decisions either allow or inhibit individual and/or group innovation. This may help you
influence change in your organization.Csikszentmihalyi also introduced 'flow'
experiences that are applied here in the context of innovation management. Flow
involves energy that focuses attention and motivates action.
3. List five organisational learning principles.
Five organisational learning principles are:-
i. Building Shared Vision: A Shared Vision implies all representatives in an

organization share a similar vision of where the association needs to go (rather than a
dream articulation where the executives have composed where the association ought
to be going). Just when the vision is bona fide and shared, representatives will
consequently take an interest in the improvement procedures to get the organization
closer to achieving its vision. Singe portrays a mutual vision as follows: People are
not playing as per the standards of the game, however feed answerable for the game.
ii. Mental Models: Mental Models portray the assumptions and speculations individuals
have which impact their activities. The initial phase in having individuals change
their Mental Models is to have individuals consider their own conduct and
convictions. One of the psychological models in each association is the official chain
of importance. Individual qualities can defeat the deficiencies of progressive force.
One important Value Singe depicts is receptiveness. One piece of transparency is to
stopped playing 'power games' and be transparent about what your genuine needs are.
iii. Individual Mastery: Individual Mastery portrays the quality of individuals to be

proactive and continue figuring out how to ceaselessly accomplish results which are
important for them. Two elements which are of significance in this control are:
characterizing what is important to us and having the option to consider the to be
reality all things considered
iv. Team learningteamlearning incorporates two angles. Successful collaboration

prompts results which people couldn't have accomplished all alone and people inside
a group find out more and quicker than they would have without the group . The
colleagues must be eager to move their psychological models and be available to gain
from their associates.
v. SystemThinking:Framework Thinking is utilized to break down examples in an

association by taking a gander at it from a comprehensive perspective as opposed to
little disconnected reasonable parts. Singe himself depicts the elephant similitude. At
the point when you split an elephant in two, you don't have two little elephants which
you can deal with. You can just deal with the one complete elephant. An association
resembles a living creature and ought to as indicated by Singe likewise be overseen as
on
4. Identify two quality management and continuous improvement theories/frameworks.
Two quality management and continuous improvement theories/frameworks are:
 Deming's Theory: Deming’s hypothesis of Total Quality Management settles upon

fourteen purposes of the executives he distinguished, the arrangement of significant
information, and the Shewart Cycle which is to Plan, Do, Check and Act. He is known
for his proportion - Quality is equivalent to the consequence of work endeavours over the
all-out costs. On the off chance that an organization is to concentrate on costs, the issue is
that costs rise while quality crumbles. Deming's arrangement of significant information
comprises of the accompanying four steps:
i. Framework Appreciation - a comprehension of the way that the organization's
procedures and frameworks work
ii. Variety Knowledge - a comprehension of the variety happening and the reasons
for the variety
iii. Information Theory - the comprehension of what can be known
iv. Brain science Knowledge - the comprehension of human instinct
 Crosby's Theory Philip Crosby is someone else credited with beginning the TQM
development. He came to the meaningful conclusion, much like Deming, that on the off
chance that you burn through cash on quality, it is cash that is all around spent. Crosby
dependent on four absolutes of values the executives and his own rundown of fourteen
stages to quality improvement.
i. We characterize quality as adherence to prerequisites

ii. Prevention is the most ideal approach to guarantee quality
iii. Zero Defects (botches) is the exhibition standard for quality
iv. Quality is measured by the cost of individuality
5. Describe two relevant risk management concepts; probability and likelihood.
All associations’ exercises include chance. Dangers are occasions brought about by
vulnerabilities, which can have a positive or negative impact on the task targets. All ventures are
remarkable and accordingly the related hazard shifts between ventures. Subsequently, Risk
Management is an important piece of any association as appropriate administration improves the
probability for the achievement of an undertaking [1]. Hazard the executives includes
recognizing potential dangers and examining their potential so as to react to and control the
activities most huge dangers and openings
Probability alludes to the chance of a hazard potential happening measured in subjective

qualities, for example, low, medium, or high. A model is: there is a high probability of downpour
tomorrow.
Likelihood. Likelihood alludes to the level of potential outcomes that predicted results will
happen dependent on parameters of qualities. The likelihood is the probability of an occasion
happening and the results, to which degree the undertaking is influenced by an occasion, are the
effects of hazard. By joining the likelihood and effect, the Level of Risk can be resolved. There
are different parts of the task that can be influenced by a hazard occasion, for example, cost,
wellbeing, activity, quality, and so on [3]. A usually utilized strategy for chance appraisal is
getting ready distinct scales to rank hazard as far as likelihood and effect. These are regularly
alluded to as Impact and Probability Matrix and can take both subjective and numerical qualities.
6. Outline two relevant sustainability practices at your organisation.
There is by all accounts increasingly more instruction on the significance of corporate social
duty on the side of sustainable strategic policies. The well-known green ways to deal with
strategic approaches is the thing that sustainability is about. Sustainability is a term that has
developed in ubiquity and has become a catchphrase for green strategic approaches that has
been consolidated into numerous corporate practicestwo sustainability practices at my
organisation are:
1. Partnering with Employees
We put the time in preparing workers on the significance of continuing the earth and offer what
the association is never helping to monitor assets. Request extra thoughts from representatives
for asset preservation. You may be astounded at what representatives are encountering and can
offer plans to diminish squander and improve their workplace.
2. Supply Chains
Measurements show that clients lean toward working with sustainable organizations that are
earth well disposed. Keep up a rundown of sustainable benevolent merchants and focus on it to
just utilize associations that grasp sustainable strategic approaches. Arrange contracts with this
desire clarified.
Reference List:
Sraders, A. (2019, March 12). What is Cost Benefit Analysis? Examples and Steps. Retrieved
May 16, 2020, from https://www.thestreet.com/personal-finance/education/cost-benefit-analysis-
14878947
innovation, creativity. (n.d.).creativity and innovation. Retrieved May 16, 2020, from
https://www.researchgate.net/publication/316644401_Creativity_and_innovation_Basic_concept
s_and_approaches
Soulé, M. (2015, July 4). Principles of a Learning Organization, Five Disciplines, Senge.
Retrieved May 16, 2020, from https://leadtogether.org/principles-of-a-learning-organization-
five-disciplines-senge/
Principles of Quality Management: Continuous Improvement ... (n.d.). Retrieved May 15, 2020,
from https://www.qualitymag.com/articles/95492-principles-of-quality-management-continuous-
improvement
Section C: Performance Activity - Written Project
1. Analyse and evaluate systems and performance in key areas of Coffeeville and identify
at least one opportunity for improvement,also document your findings in 200-300
words. Learners may:
 Analyse supply chains or delivery systems of Coffeeville

Customer satisfaction has a positive effect on an organization’s profitability. The more
customers are satisfied with products or services offered, the more are chances for any
successful business as customer satisfaction leads to repeat purchase, brand loyalty, and
positive word of mouth marketing. Customer satisfaction leads to repeat purchases, loyalty
and to customer retention. Satisfied customers are more likely to repeat buying products or
services. They will also tend to say good things and to recommend the product or service to
others. On the other hand dissatisfied customers respond differently. Dissatisfied customers
may try to reduce the dissonance by abandoning or returning the product, or they may try to
reduce the dissonance by seeking information that might confirm its high value.
To describe the customer satisfaction with CoffeeVille service delivery, it was collected
and analysed data to require changes, strategies and take actions.
 Analyse Financial reports:

The organization will take approval from the department if finance by giving detail about how
much amount will be required in overall process.
Throughout the budget period make sure you keep an eye on how you’re tracking against your
budget. If you’re spending too much, look for ways to cut costs and avoid spending money on
anything that isn’t essential to running your business. If you have extra funds, look at how to
reduce debt, create a financial safety net or grow your business.
 Evaluate performance measures and suggest tools/techniques which can be used to

measure them
Financial Analysis Techniques
Vertical analysis: Vertical analysis means looking at a company's financial statements in a

single financial reporting period. Typically, all the revenue and expense items on the income
statement are reported as percentages of net sales.
Suppose a company's sales are $1.2 million and administrative salaries are $96,000. The
percentage would be $96,000 divided by $1,200,000 times 100, or 8 percent. This figure could
be compared to the projected budget amount or last year's percentage to gauge if this is good or
bad.
Horizontal analysis: The comparison of financial data between two periods is horizontal

analysis. Revenue and expense accounts are examined to determine the changes from one period
to the other. These changes are usually expressed as a percentage.
For example, let's assume that a company's sales in one period were $768,000 and increased to
$940,000 in the next period. The amount of the sales increase is $172,000. The percentage
increase would be $172,000 divided by $768,000 times 100, or 22.4 percent.
Trend analysis: The comparison of three or more financial reporting periods can start to identify
a trend. Management is especially interested in trends. For example, managers like to see sales
trending upward and expenses headed down; these favorable movements lead to increased
profits.
Ratio analysis: The most common method of financial analysis involves the calculation of ratios
from the income statement and balance sheet. Financial ratios are used to analyze a company's
liquidity, profitability, financial leverage and asset turnover.
Ratios are calculated for a series of reporting periods to identify positive or negative trends over
time. A company's ratios can be also be compared to the benchmark ratios reported by other
firms in the same industry. The comparison of a company's ratios to industry statistics gives an
indication of whether the business is underperforming or overperforming relative to its
competitors.
Tools of Financial Analysis
Ratios are the traditional tools used to analyze financial statements. Ratio analysis examines four
aspects of a company's financial condition and performance: profits, liquidity, financial leverage
and efficiency.
Profits
The ultimate objective of a business is to make a profit. Without profits, a company dies; so
profit margins are very important metrics.
Net profit margin: The most common measure of profitability is the net profit margin. This is
the amount left over after paying all expenses, including overhead, interest and taxes.
The net profit margin is usually expressed as a percentage and is calculated by dividing the
amount of profit in dollars by the total sales. This percentage figure can then be tracked to
determine positive or negative trends, or compared to similar companies as a gauge of the firm's
competitive position in the industry. Net profit margins can range from 1 to 2 percent, like retail
grocery stores, to upward of 20 percent for companies such as financial institutions and
pharmaceutical manufacturers.
Gross profit margin: The gross profit margin measures the production efficiency of a
company's products or services. It is calculated by subtracting the direct cost of production from
total sales. Direct costs are labor, materials, operating supplies and equipment costs
 Use continuous improvement frameworks to identify improvements needed

Continuous improvementplans are programs designed to review specific situations and identify
strategies for enhancing or improving all related factors. It is develop to review procedures at
CoffeeVille and to find the ways to improve its overall efficiency.
1. CoffeeVille is committed to providing systematic continuous improvement of its

operations, Human resources, procurement and management systems, and through
consultation with staffs, clients, and external consultant if needed.
2. Qualitative and quantitative data will be collected and analysed to determine the need for
improvement.
3. Improvements will be applied where they will be deemed necessary.
4. CoffeeVille will provide feedback to those who have been involved with the success of
Coffeeville.
2. Write a detailed report on the value of creativity, innovation and sustainability and
recognise successes that coffeeville had. Learners may include the following in their
report:
 Value of creativity, innovation and sustainability in the hospitality industry

1. Innovation--as an expression of human creativity and lateral thinking--is not the result of
economic development, but rather the source of sustainable economic and social
progress.
2. However, research in what concerns innovation and creativity in services is still in its
beginnings. This is due to the fact that, for several decades, both economists as well as
policy makers underestimated the importance of innovation in services as these were
considered less intensive in capital and therefore less open to new technologies.
3. At the time being however, economists and researchers alike accept and acknowledge the
fact that innovation, generally defined as the generation, acceptance and implementation
of new ideas, processes, products and services equally present in industry as well as in
the service sector.
4. The hospitality industry makes no exception. In the current economic context, hotels and
restaurants alike generate, disseminate and use innovation in order to gain or maintain
long-term competitive advantage.
5. Theoretical considerations on innovation in the business environment
6. Over the course of modern history, innovation has proved fundamental for formal
organizations. In the past decades, as market competition intensified and the business
environment grew in complexity and uncertainty, innovation became essential not only to
an organization's performance, as several studies have demonstrated, but to its very
existence and survival.
7. Thus, innovation may occur either at market level (new-to-market) or at organization

level (new-to-firm). According to its scale and impact. Moreover, innovation develops
differently in service organizations as compared to production firms.
8. The sources of innovation are numerous and greatly depend on the economic sector in
which an enterprise operates. Nevertheless, regardless of the sector organizations operate
in, innovation remains an evolutionary process based on knowledge.
9. Although it is possible for innovation to occur in one specific organization, it is

frequently associated with interaction between several economic operators. Small and
medium firms in particular rarely dispose of the knowledge resources necessary for
generating innovation and thus innovate in co-operation with other firms, creating
synergies and sharing competencies.
10. Many innovations are technological, as they develop based on technological knowledge.
Such innovations are nowadays common not only in capital-intensive industries, such as
engineering, manufacturing or mining, but also in the service sector, where they generally
take the form of software, such as computer applications and data bases.
 Importance of interaction and collaboration between departments

Collaboration is said to take place when two individuals or a group of people work
together towards achieving a common goal by sharing their ideas and skills. It can
happen in traditional as well as virtual teams. With advancements in technology, using
cloud-based programs to share files and communicate has become commonplace.
1. It Promotes Self-Analysis
Collaboration challenges people to think, articulate and receive clarity about their
competencies. It serves as a mirror that gives them a glimpse of their strengths and
weaknesses. Because two heads are better than one, teams work better together and plug
each other’s gaps.
2. It Results in Problem Solving
When a variety of knowledge and skills are pooled, it creates a talent pool that is vast and
more competent, able and experienced. Virtual collaboration minimizes or even
eliminates the need for finances and infrastructure. Thanks to the Internet, businesses can
gain better market reach and organizations with people from diverse backgrounds can
thrive.
3. It Makes You Look at the Bigger Picture
No two people are the same, and when you have several people from different
backgrounds working for you, you will need to know how to leverage those differences
and identify how they can complement each other. You also need to understand that even
if the project does not shape up the way you wanted it to in the end, the partnership could
still achieve a great deal.
4. It Teaches
When your teams are collaborating, they are essentially learning new things from each
other. Your organization becomes a body which encourages a culture of continuous
learning, and supports that learning through opportunities for growth and development, as
well as through safety nets for failures. Whenever team members collaborate, they
enhance their capacity to go and grow beyond their comfort zones and take your business
to new heights.
 Importance of rewards and praise to workers’ achievements

The cost of a recognition system is quite small, even cost-free, and the benefits are large
when implemented effectively. Extensive research has found the following benefits result
at very low cost:
1. Increased individual productivity – the act of recognizing desired behavior increases
the repetition of the desired behavior, and therefore productivity. This is classic
behavioral psychology. The reinforced behavior supports the organization’s mission
and key performance indicators.
2. Greater employee satisfaction and enjoyment of work – more time spent focusing on
the job and less time complaining.
3. Direct performance feedback for individuals and teams is provided.
4. Higher loyalty and satisfaction scores from customers.
5. Teamwork between employees is enhanced.
6. Retention of quality employees increases – lower employee turnover.
7. Better safety records and fewer accidents on the job.
8. Lower negative effects such as absenteeism and stress.
3. Coffeeville wants to introduce fresh bakery items in their shop. How do we test if that’s
a feasible idea? Undertake risk management and cost-benefit analysis for this option.
Learners may include the following in their report:
 Trailing methods to test/assess feasibility of the idea

Testing the feasibility of a business idea can help you to begin to determine the strong
(or weak) components of the concept and will assist you in examining how you could
make it better or more relevant to the market. To avoid frustration and economic tension,
it is essential to test the idea’s feasibility before you get started working on the
product/service.
At times, business owners fail to separate themselves from the targeted customer base.
 Risk management (including risk analysis and control) of the idea

Considering the Coffeeville risk management framework, it is follow the risk
management standardAS/ANZ ISO 31000: 2009 and supporting the principles and
process of the risk managements. ISO 31000:2009 provides principles and generic
guidelines on risk management. AS/ANZ ISO 31000:2009can be used by any public,
private or community enterprise, association, group or individual. Therefore,ISO
31000:2009 is not specific to any industry or sector. AS/ANZ ISO 31000:2009
can be appliedthroughout the life of an organization, and to a wide range of

activities, including strategies anddecisions, operations, processes, functions,
projects, products, services and assets. AS/ANZ ISO 31000:2009 can be applied to
any type of risk, whatever its nature, whether having positive or negativeconsequences.
Although AS/ANZ ISO 31000:2009 provides generic guidelines, it is not intended
topromote uniformity of risk management across organizations. The design and
implementation of riskmanagement plans and frameworks will need to take into
account the varying needs of a specificorganization, its particular objectives,
context, structure, operations, processes, functions, projects, products, services, or
assets and specific practices employed.Coffeeville risk management framework design
to gain good management practice and committed soensuring the implementation of
risk management process that focus on the proactive management ofrisks across the
organization. Its helps to identify, evaluate, control and manage risk without having
anyfuture problems. Assign correct roles and responsibilities to directors, senior
management and all otherstaff members, not only that it also helps to get an idea about
potential threats and opportunities thatwill going to happen in future. Coffeeville risk
management framework facilitates effective and efficientoperation, its helps business
to react variety of operational, financial, commercial and strategic risk. Itincludes
policies and procedures, monthly reporting, business planning and budgeting, risk
managementreview and external audit. It also considering to developing effective risk
management profile to gainbusiness goals and objectives in successful manner. This
framework cover four main areas of potentialrisk to the business can be face while
doing the operations ex:- operational/ organizational, financial,governance and project
management.
 Cost-benefit analysis of the idea
1. Revenue Estimate
Develop an average account per customer per meal period – each part is called a day, and
the average check is usually different for each part of the day. Now, multiply the number
of customers who will have to every day apart from the average total income account.
2. Food and beverage
The real cost of food or drink (what you pay) divided by the sale price of the property
(which charges the customer) equals the percentage of the cost of goods.
3. Labour cost
Now comes the cost of their waiters, cooks, hosts and others who run the restaurant. Add
all this together and the cost of labor is obtained. Figure all rounds and add to payroll
taxes, workers’ compensation, and Social Security.
4. Employment Cost
How much will rent your building or occupy the space for the restaurant? If you own the
building, you may want to use the cost of a mortgage. If you rent, you will use the rental
costs. Other costs include taxes, utilities, and expenses associated with the operation of
your restaurant space. Add these together to get the cost of employment
4. As a continuity of Part 3, Plan for the implementation of the idea using organisation’s
processes for approvals, project management and change management. Learners may
include the following in their brief report:
One of the key factors in any change management process is establishing those changes to
approve, and which to reject. Therefore, it is vital to establish the criteria and the individuals
involved when making this decision. The approval or rejection of project changes should be
assessed on:
 The business case – Is the change a necessity or more of a luxury?

 The business benefit – What improvements will the change deliver?
 Available resources – Do you have the manpower or the time to implement the change?
 The risks – What new risks would the project be exposed to if the change was made?
 Quality – Will the change affect the quality of other areas of the project?
Every change that goes through this process and is subsequently approved will impact on the
project schedule, the documentation and possibly the budget, so it’s essential these are amended
accordingly
From the point the request for a change has been submitted, to that change being made,
there should be a formal process the request passes through, and this should be
communicated to clients, resources and stakeholders.
 Identify the correct person to approve the idea

The approval process relies on another person supporting the work, so you'll have to
recognize the individual or individuals who have the last say. On the off chance that your
procedure has different approval levels, characterize who will support which parts of
work at each level.
 Document a formal approval process
Approval processes can profit associations of any sort or size, over all enterprises. You
can make an approval procedure for any repeatable framework that can be separated into
discrete strides to officially favour a submitted bit of work. Probably the most well-
known kinds of approval processes incorporate receipt entries, archives and imaginative
resources, buy orders, anticipated spending plans, venture plans, school applications and
confirmation, or Food and Drug Administration (FDA) drug approval.
 List down project management plan/phases for improvements
Phase 1: Project Initiation
This is the beginning of the project, and the objective of this phase is to characterize the
project at an expansive level. This phase as a rule starts with a business case. This is the
point at which you will inquire about whether the project is possible and in the event that
it ought to be attempted. On the off chance that attainability testing should be done, this is
the phase of the project wherein that will be finished.
Phase 2: Project Planning
This phase is vital to effective project the board and spotlights on building up a guide that
everybody will follow. This phase regularly starts with defining objectives. Two of the
more well known techniques for defining objectives are S.M.A.R.T. what's more,
CLEAR.
Phase 3: Project Execution
This is where expectations are created and finished. This frequently feels like the meat of
the project since a great deal is going on during this time, similar to status reports and
gatherings, advancement updates, and performance reports.
Phase 4: Project Performance/Monitoring
This is tied in with estimating project movement and performance and guaranteeing that
everything happening lines up with the project the executives plan. Project administrators
will utilize key performance indicators (KPIs) to decide whether the project is on target.
Phase 5: Project Closure
This phase speaks to the finished project. Contractual workers employed to work
explicitly on the project are fired as of now. Important colleagues are perceived.
 Address change and transition plans

The Transition Planning matrix has a column to describe the current environment and one
to describe the future desired environment. While it's often easy to describe the current
state of affairs, it takes some thinking and lots of Post-it notes to describe the desired
state.
5. Facilitate effective contributions to and communications about continuous
improvement and innovation. Learners may:
 Using different methods, ask for colleagues’ input/ideas about continuous

improvement and innovation
One place that many of us want to improve in is the workplace. Leaders, in particular
want to give their team the tools and drive to be able to improve and create an
environment of constant improvement. This article looks at how you can create an
environment of continuous improvement in your workplace.
1. Always ask for feedback
Asking for feedback is an incredibly important way to improve. Along these lines you
can tune in to what others think. You may solicit a guide or some sort from master for
input. Feedback can truly assist you with taking the following stage in progress. Make a
situation where giving feedback is the standard by sorting out organized input meetings.
2. Be open and receptive to feedback
Nonetheless, requesting feedback alone isn't sufficient. You, as a person who needs to improve
must be open and responsive with regards to tuning in to feedback. Listen effectively to what
others need to state, make notes on the feedback and investigate how you can transform this
feedback energetically focuses that will assist you with improving. In the event that your
associates perceive how you acknowledge feedback, at that point this will assist them with
becoming increasingly open to getting feedback which will assist them with improving on a
moving premise.
3. Conduct self-assessments
In some cases it isn't generally conceivable to gather input from others, hence self-
evaluation can be helpful in the mission for consistent improvement.
4. Work as a team
If your goal is to improve together as a team, making sure that you are working as a team
is important.
 Create and implement a communication plan

To create and implement a communication plan the following steps are used:
1. Identify the purpose of your communication.
2. Identify your audience.
3. Plan and design your message.
4. Consider your resources.
5. Plan for obstacles and emergencies.
6. Strategize how you'll connect with the media and others who can help you spread your
message.
7. Create an action plan.
6. Using Coffeeville’s documentation and policies, think of ideas for improvements.

Learners may:
When someone mentions performance management or reviews at your organization, what is the
typical response: Do employees and managers cringe? Do they avoid completing performance-
related tasks? Do visions of tracking down incomplete appraisal forms come to mind?
Forward-thinking companies are taking steps to address this negative view of performance
management. They are implementing innovative solutions that ensure the process delivers real
results and actually improves employee performance and the business’ bottom line.
In this guide, you’ll find 10 practical steps that can be used to improve the performance
management processes at your organization.
1. Set goals effectively: Normally, the process begins with departmental managers setting
goals for their areas of expertise, in light of organization-wide goals, which bolster the
general business methodology. Making departmental goals accessible to all managers
ensures there is no overlap, reduces conflict, and allows members of different
departments to see where they support each other and ensure they are not working at
cross purposes.
An accepted framework to use to help write effective goals is SMART:
S – Specific
M – Measurable
A – Achievable/Attainable
R – Results-Oriented/Realistic/Relevant
T – Time-Bound
2. Begin with performance planning: Performance planning, likewise with every other
advance, is a cooperative process between the manager and representative, despite the
fact that there will consistently be a few components that are non-debatable. Begin with
the set of working responsibilities and distinguish significant occupation desires; desires
then can be explained for each significant territory.
3. Create an ongoing process: Performance management – including objective setting,

performance planning, performance observing, input and training – ought to be an
ongoing and constant process, not a more than once yearly occasion. Feedback that is
conveyed when it is most relevant enhances learning and gives the chance to make any
changes expected to meet goals.
4. Gather information from multiple sources: Gathering performance information from a

variety of sources increases objectivity and ensures all factors impacting performance are
considered. This information should include objective data like sales reports, call records
or deadline reports. Other valuable information includes: feedback from others, results of
personal observation, documentation of ongoing dialogue, records of any external or
environmental factors impacting performance.
5. Prepare and train your managers: Managing the performance of another individual
isn't a simple assignment and requires many aptitudes. Training might be required to
guarantee managers feel enough prepared to effectively finish all the undertakings
identified with performance management. This is particularly the situation for recently
advanced chiefs. Managers need to understand human conduct, how to propel, how to
create, give training and arrangement struggle.
6. Perfect the performance review: The worker performance evaluation or review ought to
be an outline of the sum total of what that has been talked about. In view of occupation
desires and key regions of commitment, and recently talked about goals and assessment
strategies, the evaluation ought to be a composed affirmation of what has just been
examined with the worker.
7. Connection performance with remunerations and acknowledgment: Away from of

progress against performance desires likewise permits legitimate acknowledgment for a
vocation very much done. This can be given various ways, for example formal
acknowledgment occasions, casual open acknowledgment or secretly conveyed input.
8. Support full cooperation and achievement: The performance management process

must include esteem, otherwise issues with resistance and non-support will surface. Also,
the process itself must be as effective and straightforward as could be expected under the
circumstances. Robotized updates and planning instruments can help keep the process on
target.
Reference List:
Products, C. (n.d.).Intranet. Retrieved May 16, 2020, from

http://coffeeville.simulations.australiantrainingproducts.com.au/coffeeville.simulations.learn.co
m.au/intranet.html
Coffeeville, C. (n.d.). Coffeeville Company. Retrieved May 16, 2020, from
https://coffeevilleco.com/
Coffeeville, R. (n.d.). Faculty and Staff Handbook: Benefits and Compensation. Retrieved May
16, 2020, from https://www.coffeyville.edu/human-resources/employee-handbook/benefits-and-
compensation
Rongala, A. (2020, January 17). 5 Phases of Project Management Life Cycle You Need to Know.
Retrieved May 16, 2020, from https://www.invensislearning.com/blog/5-phases-project-
management-lifecycle/
Malsam, W. (2020, March 13). Project Management Processes and Phases. Retrieved May 16,
2020, from https://www.projectmanager.com/blog/project-management-processes-phases

BSBMGT608 2 Change

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

BSBMGT608 2 Change

Uploaded by

Copyright:

Available Formats

Student Name Unit Name

Student ID Unit Code

Student ID Unit Code

Section A: Skills Activity – Written Project

Student ID Unit Code

Strategies and Suggestions to improve Coffeeville’s Human Resources:

Suggestions to improve Coffeeville’s management of Human Resources using key

1. Complete or Correct 1-9 Forms for All Employees.

2. Develop or Revise Employee Handbook.

3. Develop Or Update Job Descriptions.

The job depiction is an important piece of different HR processes including hiring,

Student ID Unit Code

4. Develop An Interviewing/Hiring Process And Provide Training For Managers.

5. Develop Or Revise The Performance Evaluation Process.

 To develop a report of the financial division as well as operating units

 To communicate with contractors and subcontractor regarding the project

Student ID Unit Code

 Management of the material and equipment

 Daily monitoring of activities

 Maintaining the financial resources

c) Establishing record keeping systems

d) Monitoring of project finances and quality

Student ID Unit Code

e) The requirement of reporting to stakeholders of project deliverables

Student ID Unit Code

Financial year July 2014 – June 2015

This marketing plan comprises of:

● a section on control of marketing activity, which includes milestones for achievement of

Student ID Unit Code

2. Control direct and indirect operational costs.

3. Maintain superior product and service quality standards.

4. Establish CoffeeVille brand as ethical and environmentally responsible company.

5. Maintain highly trained and motivated staff.

Operational objective of Increase revenue through targeted marketing campaigns:

1. To position CoffeeVille as a provider of a superior coffee experience and supplier of gourmet

2. Increase foot traffic from 250 to 300 customers per day.

Operational objective of Control direct and indirect costs:

1. Minimum 10% increase in gross profit income each year

2. Reduce the overhead per store through disciplined growth

3. Decrease the cost of sales.

Maintain superior product and service quality standards Objectives:

Student ID Unit Code

1. Maintain superior product quality

2. Maintain superior service standards

End of Year Financial statements:

Statement of Financial Position

Cheque account $471,263.60

Payroll Cheque account $70,000.00

Cash drawer $11,559.08

Petty cash $380.00

Un-deposited funds $780.00

Electronic clearing account $93,035.00

Total cash on hand $647,017.68

Total current assets $647,017.68

Property, plant and equipment

Student ID Unit Code

Kitchen equipment at cost $100,000.00

Kitchen equipment accumdep ($30,000.00)

Total kitchen equipment $70,000.00

Office equipment at cost $40,000.00

Office equipment accumdep ($20,000.00)

Total property, plant and $90,000.00