Performance Monitoring on Management Policies and Procedures - BBQfun

Running head: INTERNATIONAL BUSINESS
ASSESSMENT THREE:
QUESTION 1
Reading
QUESTION 2
BBQfun
Performance monitoring on management policies and procedures
The policy on Performance Management
Purpose
This policy was instituted for purposes of ensuring fair, consistent, transparent as well in line with the set standards of the
company performance is practiced.
Scope
Performance management process by contractors and workforce of BBQfun is all that is included in the coverage of this
policy’s scope.
Procedures on particular resources for rolling out this policy can be obtained from the organization’s website as an
alternative to this document.

Running head: INTERNATIONAL BUSINESS
Managers’ Responsibility
Organizing review discussions on formal performance after six months and at the end of the year
Individual performance monitoring all year long while, documenting key occurrences and making both critical, positive
and negative observations.
Manager should maintain recording of both formal and informal performance reviews by using the performance
management documentation
Opportunity provision to employees for purposes of participating and contributing to their professional and personal
development
Provision of employee training and development access, as reflected in the staff’s development plan
coaching and development provision to dismal performers throughout the review period by employing the GROW model
opportunity provision to the workforce to communicate their career enhancement goals
Making sure that the employees work according to the organization’s policy and procedures on performance management
Manage operational plan
The relevant or right legislation
Privacy Act of 1988 or the (Cwlth)

Running head: INTERNATIONAL BUSINESS
The 1991 Queensland Anti-Discrimination Act
The 2009 Fair Work Act
The Records Management standards AS ISO 15489.1 – 2002
revised on 21/2014 by chief Financial officer Riz Mehra
Requirements for Carrying Out Performance Review
Regular employee’s performance throughout the year.
Elements of performance review: follow-up discussion which is usually a six-month , an annual formal review discussion
and the employee’s nonstop performance monitoring
a) Annual employee discussion
Entailing collection of employees’ performance through the year, this process is very critical. Reflection on the years
performance, carrying out key clarifications, introduction of new roles and exploration of the same. Setting of new targets
on completion of the old one.
(b) Documentation which provides the essential guides to development plans, targets and record standards set.
(c) Employee performance timing which is reviewed after 12 months and end year.