An analysis of the organizational plans and policies of Australian Hardware Limited shows that they are aligned to meet the expectations of the customers and profitability target of the company.
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Running head: EMPLOYEE PERFORMANCE MANAGEMENT Employee Performance Management Name of the Student: Name of the University: Author Note:
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1 EMPLOYEE PERFORMANCE MANAGEMENT Assessment task 1. Part A. Answer 1. An analysis of the organizational plans and policies of Australian Hardware Limited shows that they are aligned to meet the expectations of the customers and profitability target of the company. The objectives of the performance management of M/s Australian Hardware should be assessing the performances of the employees in fair and legitimate ways. The objectives of the performance management of the company also aims to abstain the employees from indulging in professional misconducts like discrimination and ill-treatment of the co-workers as well taking legitimate actions against the concerned employees. Thus, it can be inferred from the analysis thattheperformancemanagementprocessinthecompanycomplieswiththeAustralian legislationslikeAnti-DiscriminationAct1977pertainingtotheworkplaces (Legislation.nsw.gov.au. 2019). The human resource general manager should consult with the stakeholders like the management,employees,linemanagersandshareholderstoobtaincontinuoussmooth performance management of the employees at Australian Hardware (Guest 2017). An effective implementation plan would be formed to pave ways for the performance management of the employees at Australian Hardware.
2 EMPLOYEE PERFORMANCE MANAGEMENT Answer 2. A review of the documents like strategic and operational plans of Australian Hardware would reveal that the firm is a listed company based in NSW, Australia. The documents aloso reveal that the product line of company consists of hardware products, timber which can be used inbothcorporateorganizationsandhouseholdsector (Australianhardware.simulations.australiantrainingproducts.com.au. 2019). Answer 3. The following are the three objectives for performance management at Australian Hardware which the HR GM can set: Name and position: Manager:Review period: Referencefrom operational plan Key result areaIndicator of success/ performance By when Status report
3 EMPLOYEE PERFORMANCE MANAGEMENT Theperformance management should aimtojudgethe performance of the employees based on predeterminedset of key performance indicators determinedbythe apexmanagement in consultation with therespective departmentalheads oftheemployees concerned. OperationalPerformance improvement 6 months Under process
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4 EMPLOYEE PERFORMANCE MANAGEMENT Theperformance management of the Australian Hardwareshould enablesupervision of the performance of the employees on regular basis. OperationalPerformance improvement 6 months Under process Theperformance management should alsohave provisionsfor performance appraisal. OperationalPerformance improvement 6 months Under process Achievements:Areas of Opportunity: Manager’s comments: Signature:Date: Staff member’s comments: Signature:Date:
5 EMPLOYEE PERFORMANCE MANAGEMENT Answer 4. The tool to develop the KPIs for employees which would be designed for managerial use should enable the departmental heads to input records of the performance of the employees on daily basis. The record should also show the tenure of employees, their performance targets and the targets actually achieved. The portals should also enable the managers to see the feedbacks and escalations particular employees have received form particular clients. Answer 5. The HR General Manager should consult the line manager and the CEO to ensure the objectives and the procedures which performance management of employees would follow. Name and position: Manager:Review period: Referencefrom operational plan Key result areaIndicator of success/ performance By when Status report
6 EMPLOYEE PERFORMANCE MANAGEMENT Theperformance management should aimtojudgethe performance of the employees based on predeterminedset of key performance indicators determinedbythe apexmanagement in consultation with therespective departmentalheads oftheemployees concerned. OperationalPerformance improvement 6 months Under process
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7 EMPLOYEE PERFORMANCE MANAGEMENT Theperformance management of the Australian Hardwareshould enablesupervision of the performance of the employees on regular basis. OperationalPerformance improvement 6 months Under process Theperformance management should alsohave provisionsfor performance appraisal. OperationalPerformance improvement 6 months Under process
8 EMPLOYEE PERFORMANCE MANAGEMENT Theperformance management should alsoenablethe managers to ask for clarificationsfrom poorlyperforming employees.(new) OperationalPerformance improvement 6 months Under process Achievements:Areas of Opportunity: Manager’s comments: Signature:Date: Staff member’s comments: Signature:Date: The portal would also enable the managers track the measures which were taken in response to clients’ escalations and feedbacks. Part B. Answer 1. I can reflect that the performance management processes and plan should take into account the organizational goals and should aim to enhance the capability of the organization.
9 EMPLOYEE PERFORMANCE MANAGEMENT The performance management plan should include the continuous learning process or training which the employees would take. The plan should enable application of the policies to plan the process. The plan should take into account the Australian legislations enforcing organizational practices like equal employment opportunities to all employees. The performance management should enable the employees to report grievances and design strategies and options to meet the business needs of the organisation. Answer 2. The required documents would be submitted. Assessment task 2. Part A. Answer 1. A review of the information about Australian Hardware shows that the company is a listed company based in NSW, Australia. The company has several branches through Australia. Answer 2. The implementation and integration of performance management procedure would take into account the managers aged between 25 and 50 years deputed at the Wollongong branch of the company. Answer 3. Part a.
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10 EMPLOYEE PERFORMANCE MANAGEMENT Performance management objectives Regular monitoring of the employees on regular basis Continuous identification of the performance gaps of employees The managers would provide feedback to employees showing poor performance. The managers talent by collaborating with the HR department to acquire and retain appropriate employees. Part b. The area focused would be regular monitoring of performance of employees on regular basis. For example, the managers should use the portals to identify the performance skills of the employees. Part c. Themanagersshouldstore performancemanagementinformationconcerningtheir respective departments both in soft copy and hard copy. Part d. Themanagersshouldbeallowedtimeforpracticeandprovidefeedbackonthe performance management. Part 4. Part a. The main features of the performance management should be transparent and legitimate in line with the business needs of Australian Hardware.
11 EMPLOYEE PERFORMANCE MANAGEMENT Part b. The employees (learners) should be trained. Part c. The information should be persistent with the performance management sheet shown above (Assessment 1, part A, answers 4 and 5). Part d. The employees should be allowed different facilities to consider differences in styles of learning. Part e. The timeframe outline in the session plan would be adhered to. Part B. Answer 1. The scenario speaks about a complaint lodged by the housewares manager, Wollongong stores reporting an employee exhibit misconduct and poor professional practice. Answer 2. Dear Audrey Wu, Housewares Manager, I have perused the entire matter and empathise with your concern. It is an advice to take positive approaches like feedback and coaching the concerned. If the employee fails to show any change in conduct even after the coaching sessions, it would require feedback from managers. I
12 EMPLOYEE PERFORMANCE MANAGEMENT would also advise you to follow the appropriate dispute resolution process as per the policies of Australian Hardware. If the intervention process fails, termination process would be the only resort. I would also advise you to to follow the process of record keeping in compliance with the organisational policies as well as relevant Australian laws. Regards, ……….. (General Manager, HR) Part C. Answer 1. Part a and b. The performances of mine would be evaluated and effectiveness of the same would be evaluated. Part c. The performance management process of the employees would be evaluated on regular basis. The employees would be required to report their respective daily productivity to the reporting manager(s) or their skip level manager(s) if their latter is not available. Answer 2. Therequireddocumentsshouldbesubmittedandcopiesofthesamewouldbe maintained.
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13 EMPLOYEE PERFORMANCE MANAGEMENT Assessment 3. Answer 1. The mentioned scenario shows the management of Australian has formed a pilot training project to train 4000 sales staff members deputed at 138 stores. The training would include 30 trainers. Answer 2. The performance data of the training outcomes shows that the results of the staff training were averagely successful. For example, while the target numbers of trainee were 4000, only 367 trainees were trained. Again, each trained sales personnel earned a revenue of $20000 against $35000 target revenue. Answer 3. A review of the simulated business information on Australian Hardware shows that it is a public limited company based in NSW, Australia. Answer 4. A training report would be prepared showing the training results, analysis of the performance data and the interventions which may be required to correct undesired levels of low performance. Answer 5. A training strategy would be developed.
14 EMPLOYEE PERFORMANCE MANAGEMENT Answer 6. The service agreement with the training supplier would be arranged. Answer 7. The training agreement would be negotiated. Answer 8. The line managers should participate in the training. Answer 9. The required documents would be submitted.
15 EMPLOYEE PERFORMANCE MANAGEMENT References: Australianhardware.simulations.australiantrainingproducts.com.au.(2019). Australianhardware.simulations.australiantrainingproducts.com.au.[online]Availableat: http://australianhardware.simulations.australiantrainingproducts.com.au/ [Accessed 6 Apr. 2019]. Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new analytic framework.Human Resource Management Journal,27(1), pp.22-38. Legislation.nsw.gov.au.2019.Legislation.nsw.gov.au.[online]Availableat: https://www.legislation.nsw.gov.au/inforce/f38c7dc7-ba45-ee6e-d61f-9c8e3cbd52cf/1977- 48.pdf [Accessed 6 Apr. 2019].