Design and Train Performance Management Systems

This presentation discusses the main features of performance management systems, including goal setting, performance measurement, formal and informal feedback, performance appraisals, monitoring training and development, and record keeping. It also explores the amendments made by Australian Hardware to improve employee performance and achieve business goals. The purpose of these amendments is to remove obstacles and improve effectiveness in the business. The presentation concludes with a discussion on how the amendments are designed to achieve their purpose.

AUSTRALIAN HARDWARE
ASSESSMENT TASK 2:
DESIGN AND TRAIN PERFORMANCE MANAGEMENT SYSTEMS
YOUR NAME:
STUDENT ID:

AUSTRALIAN HARDWARE
PERFORMANCE MANAGEMENT POLICY
MAIN FEATURES 1
Goal-setting and performance measurement processes
Goal setting refers the evolution of an action plan which is designed to motivate and direct
group of people towards goal.
Performance management cycle
The stage of the process in which involves number of functions such as planning, appraisal
and appreciate employees performance by offering rewards.
It is the main feature of the goal setting because it helps organization to achieve organization
goal by improving employees performance. Australian hardware use this feature to set up goal.

KPI activities
• It is performance indicator for measurement of employees performance. KPI helps organization to measure activity of
individual and group of employees at workplace.
• KPI are three types input, process and output. Input KPI is a measurement tool which helps to design facilitate improvement in
term of coaching, meeting and training (Landy, Zedeck and Cleveland, 2017).
• While process KPI measure potential of processes over the time in term of stock turn and inventory turnover..
Identifying stakeholders
• Australian hardware enables to identify number of stakeholder who gives their services in different workplace around the
country.
• Through the indicator business enables to identify resources which can give impact on their performance and goals can distract
out of business.

AUSTRALIAN HARDWARE
PERFORMANCE MANAGEMENT POLICY
MAIN FEATURES 2
ii. formal and informal feedback
• formal feedback refers formal performance review which is gathered by meeting on other hand informal feedback
refer to communicate individual employees on regular basis through interaction
Time dimension
• Time dimension is the best feature to gather feedbacks of individual and group employee’s at workplace. The main
It is classified into three period-
Annual formal reviews:
• Australian hardware use the time dimensional features to measure the performance of employees. In this
dimension, gathers individual employee feedbacks in term of task achievement within business (Dobusch, Lang
and Quack, 2017). All feedback are enlisted in written format which is represented in meeting

Six month reviews
• Feedbacks are gathered after completing coaching course. In this session manager monitors
employees performance at workplace. Manager observes employees working efficiency and their
abilities to deal with complex situation. Manager recognizes changes which can give impact on the
achievement of targets (Thomas and Harding, 2017).
Continuous monitoring of the employees' performance
• It is an informal way of feedback gathering where Australian hardware monitors individual
employee performance by regular basis interaction. Thus gathers feedbacks about employees in
term of task dealing, behaviour and their working efficiency and address to owner.

AUSTRALIAN HARDWARE
PERFORMANCE MANAGEMENT POLICY
MAIN FEATURES 3
iii. performance appraisals
• Performance appraisal is a procedure in which involves evaluation of employees performance and their training needs. The
main goal of the appraisal to improve business performance and develops effective business planning
Analysis of strength and weakness of an employee
• Manager enables to find weakness and strength of employees by monitoring their performance during workload (Whitehead,
2018). Manager conducts appraisal meeting and discuss team member about goals and their action towards achievement.
Review of rewards
• manager use this technique to improve working efficiency of employees so that business meets their objectives. Manager
offers reward in term of money or job position to those employees who are eligible (Mohrman and Lawler, 2017).

AUSTRALIAN HARDWARE
PERFORMANCE MANAGEMENT POLICY
MAIN FEATURES 4
monitoring training and development
Grow coaching model
• It is best model to monitor employees performance before the classes, during and after the classes. The main aim of
the model to eventuate real data of employee performance
Goal
• Manager permits employee to share their problem honestly relevant to task. On the basis of feedback consults to
coacher about problem and business goal and conducts training sessions to resolve performance problem
Reality
• Coacher identifies current performance and their performance gap and gives training to overcome the performance
gap so that they enable to learn new skills and overcomes their weakness.

AUSTRALIAN HARDWARE
PERFORMANCE MANAGEMENT POLICY
MAIN FEATURES 5
v. recordkeeping needs and requirements
Financial
• Australian hardware maintain liabilities of business by keeping financial record. In this record, manager keeps cost
expenditure data on the business operations and employees training course cost.
Legal
Legal record relevant to business policy which is set by business law, awards and employment agreement, anti
discrimination law etc. are recorded by manager in written format.
Employees
• Australian hardware maintain employees records in which include employee background information, their salary,
performance and behaviour in the business etc.

AMENDMENTS TO THE CURRENT
PERFORMANCE MANAGEMENT SYSTEM
• Australian hardware uses various features to set goals such as KPI, performance
management cycle, stakeholder cycle and mapping stakeholder.
• The main goal of the business to achieve goal by making employees creative at workplace
so that they can enable to create creativity at workplace and leads innovation in business
• Performance appraisal is performance management tool which helps business to achieve
goals and take competitive advantage (Rodriguez and Boyer, 2018). It is powerful tool
which aligns the objectives of individual or group member along with predetermined
strategic goal of the business.

PURPOSE OF AMENDMENTS
Whatever amendments are applied by the Australian hardware to achieve goal of the business and
improve employee performance. It posses some drawbacks such as manager unable to focus each
employee performance at workplace. Performance appraisal is used by manager to improve employee
performance but that doesn't posses effectiveness (Blass and et.al., 2017). To monitoring training and
development, manager hires coacher but unable to encourage them to explore creativity. Australian
hardware keeps record to monitor business performance but unable to manage each document well-
formed. The main purpose of the amendment to remove obstacles which leads ineffectiveness in
business and demotivate employee. New amendment helps Australian hardware to achieve business
goal over the period. It also maintains employee well-being at workplace and improves their
performance effectively.

HOW THE AMENDMENTS ARE DESIGNED TO
ACHIEVE THAT PURPOSE
• Performance management framework also known as balanced scorecard in which
includes business objectives, requirements, needs, execution and monitoring. It is a
strategic tool which execute operation in well-formed manner. It can influence business
ideas and converts them into process. BCS's strategy helps business to identify their
strategy and convey their business priorities and goals. It helps to manage action plan on
the basis of strategic business proprieties and objectives. It is the best amendment for
Australian hardware because it improves employee's performance which helps business
to explore new ideas and transforms into inventions.

CONCLUSION
• It can be concluded main features of the performance management system in which
includes goal setting and performance measurement processes, formal and informal
feedback, performance appraisal, monitoring training and development and record
keeping needs and requirements.
• This report has been concluded amendments which supports business to improve
employee and business performance.
• The purpose of amendments and their achievements has been addr5essed in the report.

REFERENCES
• Blass, A.P., and et.al., 2017. Measuring environmental performance in hospitals: A practical
approach. Journal of cleaner production. 142. pp.279-289.
• DeNisi, A.S. and Murphy, K.R., 2017. Performance appraisal and performance management: 100
years of progress?. Journal of Applied Psychology. 102(3). p.421.
• Dobusch, L., Lang, M. and Quack, S., 2017. Open to Feedback? Formal and Informal Recursivity in
Creative Commons’ Transnational Standard‐Setting. Global Policy. 8(3). pp.353-363.
• Gomera, W.C., and et.al., 2019, May. Mobile Technology for Record Keeping by Women
Entrepreneurs in Tanzania: User Requirement Assessment. In International Conference on Social
Implications of Computers in Developing Countries (pp. 649-659). Springer, Cham.