Strategic planning and documentation: Improving the competence of staff in developing the first-half financial and operational performance report and PESTEL analysis for strategic plan: An action research

• Main Author: Reyes, Michelle G.
• Format: text
• Language: English
• Published: Animo Repository 2019
• Subjects: Employees—Training of; Performance technology; Performance Management; Training and Development
• Online Access: https://animorepository.dlsu.edu.ph/etd_masteral/6568; https://animorepository.dlsu.edu.ph/context/etd_masteral/article/13568/viewcontent/Reyes__Michelle_G.____11695749_b_Redacted.pdf
• Institution: De La Salle University

This action research focuses on addressing the issue of low competence of Strategic Planning and Documentation staff in developing the First-Half Financial and Operational Performance Report and PESTEL analysis for Strategic Plans of Companies ABC, DEF, and GHI. There were several manifestations of the issue, such as longer time to develop reports, major revisions of documents, some documents were not released on time or were never released, the little trust of Assistant Manager on the ability of Strategic Documentation and Planning staff, and the functions of the subunit are limited to current outputs. This research aims to improve the competence of its staff not only for timely release of reports, which can serve as bases for management decisions but also for the subunit to fulfill its all functions effectively. Data triangulation was conducted to develop a comprehensive understanding of the situation. Data was collected through the use of first-person and second-person inquiry. Aside from formal and informal discussions, a survey and the Balanced Scorecard of the department were also used. Several frameworks were also utilized throughout the action research cycle, such as the Model of Effective Job Performance, Research-Based Model of Onboarding, and ADDIE Approach. In addition, the ADKAR Model was used to facilitate and maintain change. Two cycles were completed. The first cycle focuses on conducting learning sessions, while the second cycle is about coaching. It was found out that the combination of the two initiatives is more effective than conducting learning sessions alone. Aside from discussing the basic English grammar rules, it would help if the trainer is allowed to explain thoroughly the errors committed by the staff in their reports and for the latter to ask questions about gray areas. Lastly, a modified ADDIE model was presented, which can serve as a starting point for further research.