Performance Management Plan and e-Mail Writing for Human Resource Management

This article discusses the importance of developing a performance management plan for an organization. It includes a training management plan developed for Wollongong and an e-mail writing for HR. The performance management plan ensures a good business, maintenance of the organizational codes of conduct, practicing the goal management process, and motivating the employees towards the output of a more effective positive production which will further ensure the growth of the organization.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the University:
Name of the Student:
Author Note:

1HUMAN RESOURCE MANAGEMENT
Part A:
Performance Management Plan:
The performance management plan refers to the management of the performances of the
employees of an organization in order to ensure a complete effort on their part and to ensure a
positive production of the organization. Irrespective of the size of the organization, developing a
performance management plan is very important. The aim of the performance management plan
is to ensure a good business, maintenance of the organizational codes of conduct, practicing the
goal management process, and motivating the employees towards the output of a more effective
positive production which will further ensure the growth of the organization. The performance
management plan also ensures the practices of the organizational policies.
Therefore, in the following assignment a training management plan will be developed in order to
ensure the practice and the maintenance of the organizational policies and to develop a
performances of the employees.
Therefore, in order to develop the performance management plan or the training and
development plan of the organization, it is important to understand the organizational policies
and the goals of the organization. The mission of the organization is to provide the best service
quality to the people, and at the same time to supply the materials and the equipment across the
world. At the same time, the organization is aiming at keeping the prices of the product really
low, so that each section or class of the people can avail the products. Therefore, the vision of the
organization is to improve the quality of the materials and thus develop the market environment
for hardware. The basic approach of the organization is to develop the experiences of the
customers.

2HUMAN RESOURCE MANAGEMENT
However the training and development plan is essentially developed for the employs of
Wollongong. The basic aims and vision of the organization lie accordingly to the mission and
vision of the Australian Hardware, therefore, the basic aim of the organization is to better the
experience and to sell quality products. The organization also follows the anti- discrimination
laws and policies and at the same time the human resource management laws and policies sand
principles are also maintained by the organization. Further the responsibilities are divided across
the different positions and the employees holding each of these positions are explains properly
about the rules and responsibilities. Therefore, the following a perfirmance development plan is
provided to ensure, carrying out of the responsibilities properly.
Session
objectives
To manage and better the performances of the employees.
Timeframe Activity Teaching or assessment
strategy or approach to
achieve session
objectives
Tools/resources

3HUMAN RESOURCE MANAGEMENT
January to
March
Relating the
Expectations
To be done through ,
Team meetings,
Team sessions,
Personal sessions.
Stating the organizational
goals.
Setting up a deadline.
Organizational
handbook.
Training materials.
April to July Observing the
employees.
Continuous observation of
the performance.
Helping the employees.
Appreciation.
Regular feedbacks.
Supervision.
Asking the team
leaders.

4HUMAN RESOURCE MANAGEMENT
August to
October
Evaluation of
Performance.
Assessing the strengths
and weaknesses of the
employees.
Discussion with the team
leaders.
Behavioural analysis of
the employees.
Understanding limitations.
Behavioural
analysis.
November
and
December.
Performance
assessment and
review.
The performances of the
employees will be
evaluated through three
steps.
Self- feedback.
Feedbacks of the team
members.
Feedbacks of the team
leaders.
Performance
Appraisal.

5HUMAN RESOURCE MANAGEMENT
Part B:
e- Mail writing:
Hi,
I have come across your letter, and I must say that this is a serious situation. I am sure that you
tried to communicate with the employee properly, however since there is no development and
improvement, I am sorry, I can’t acknowledge your efforts. However, I am expecting you to
conduct the followings, and report me within 20 days.
First try to identify the reasons behind such a behavior. There must be some reason for the
person being late. Therefore provide a sympathetic ear to the employee so that she or he can talk
about it non- hesitantly.
Second, be proactive about it and discuss what he or she can do, to better the situation.
Next, observe the conducts and the behaviors of the employee.
If there is no change in the behavior of the employee then discuss the rules and policies of the
organization, and further follow the development.
Be helpful and sympathetic in your approaches.
If there is still no development then discuss about the consequences that will be effectively taken
and further observe his or her movements and behaviors.
It must be ensured that the person must be appreciated and acknowledged for and even upon the
smallest developments.

6HUMAN RESOURCE MANAGEMENT
Notify me after twenty days, and if after twenty days, there is no development found in the
employee, then he or she should be terminated.
Ensure that the processes are conducted properly, and a record of the behavioral attributes of the
employee must be kept.
Regards,
HR.
Task C:
Self- reflection:
The performance plan that has been proposed in the assignment includes a 360 degree approach
of the employee performances. I have planned the performance appraisal form for the entire year
and the time frames that has been developed include enough time for the employees to
understand the organizational conducts and the organizational processes, and then gives them
enough time to get used to with the organizational processes and to understand the policies and
the frameworks of the same. Lastly, the time frame has given time for the employees to develop
their performances. Thus, the proposed performance development or training and development
plan includes a holistic approach. Further, the feedbacks of the employees and those who are
junior and senior to them have also been included.