Managing Employee Performance and Image

The provided assignment discusses the importance of effective people management in improving employee performance, image, and company success. It highlights the need for managers to provide necessary sessions to employees after evaluating their performance, as well as the role of training and development programs in enhancing employee effort and willingness. The assignment also mentions various research papers and studies that provide insights into effective people management techniques, including those related to inventory management, business models, and risk management.

MANAGE PEOPLE
PERFORMANCE

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
Allocating work and providing feedback...............................................................................1
TASK 2............................................................................................................................................8
Design and train performance management system...............................................................8
A. I........................................................................................................................................11
B Prepare to answer questions on the amendments you have made, particularly the purpose of
your system (What do you hope to achieve? What problems does it address?) and how your
amended system is designed to achieve that purpose...........................................................12
B...........................................................................................................................................12
TASK 3..........................................................................................................................................13
1. Performance management and performance appraisal process of the organisation.........13
2. Scenario............................................................................................................................14
3. Documentation for role play.............................................................................................14
4. Employees performance scoreboard.................................................................................15
5. Coaching plan...................................................................................................................15
6. Performance development plan........................................................................................16
7. Role play...........................................................................................................................18
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20

INTRODUCTION
Managing performance of the people is the term that refers to as ongoing cycle in terms
of planning with various people about what is going to be achieved and further helping them in
fulfilling their day to day activities (Agnoli, Franchin, Rubaltelli and Corazza, 2019). Further,
this planning also includes reviewing performance and later helping them in collaboratively way
in order to meet required outcomes and also to ensure that those people are able in developing
their skills and knowledge. In the following report, Australian hard wares simulated business has
been taken into consideration. It was established on 26th January 1921 in Sydney, NSW.
Thus, in the following report, importance of work allocation and providing feedback will
be discussed in detail. Further, performance management system and training will be discussed
in detail. In addition to this, this report also highlights on delivery of a feedback and coaching
session has also been illustrated in deep. This study also summarises about the way company
deals with poor performers.
MAIN BODY
TASK 1
Allocating work and providing feedback
1. Reviewing Australian hardware simulated business documentation.
Australian hardware simulated business is a public limited company which has been
founded since 1982. it has been headquartered in Sydney, NSW. Thus, this business owns and
operates 138 stores throughout Australia. The ownership and governance of this simulated
business was the greenwright family that retains controlling interest in Australian hardware.
Holden Greenwright basically serves as both the chairs of respective Board of directors and
CEO. Further, the products and services that has been offered by Australian Hardware is
hardware and products that are used for home improvements. It also further provides expert
advice and service. It also offers, timber, tools, paint, home wares, outdoor to the customers and
also materials related to garden.
2. Reviewing case scenario
Being a hardware and home wares manager at Australian hardware Wollongong store.
One of the service and sales representative are taking a years absence. Therefore, Kim smith is a
garden product employee that has been second end in their place. Kim smith has been selected to
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whom the role has to be transferred. Thus, it becomes the most important responsibility to
transfer skills that has been practised and learned in garden practice towards new home ware
specific product and service knowledge. Therefore, key risk that has been associated with
secondment has to be analysed and record has to be maintain further. In addition to this,
currently sales representatives in both hardware and home ware division are expected in order to
generate $10,000 of revenue monthly.
3. Participating in role plays
Being a manager of Australian Hardware and home ware, I will have to consult with both
garden products manager and seconded employee (Armstrong, 2016). Thus, time and place to
conduct two role plays has been discussed as per below context-
Role plays Time Place
Gardens product manager Heavy workload and time of
recruitment process.
Small groups in the
organisation. In this products'
manager and I being a
manager will perform the role.
My roles and responsibilities
in this is to may them aware
about the roles and
responsibilities they have to
fulfil in the position.
Seconded employee Recruitment process to fulfil
the particular and specific
position.
Majority of candidates that are
basically performing the role
to get a position in the cited
organisation as a seconded
employee.
Garden products manager
The product manager is the one which considers various factors as intended customers
and users of the product. Further, these products are those which is been offered by the
competition and also their ability of fitting the business model of a particular organisation (Atieh,
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and et.al., 2016). In addition to this, product manager has an ability of managing one or more
tangible product lines. Thus, according to the case study while talking with product manager
about the role it has been analysed that she has good attitude that leads in acquiring new skills
and knowledge and have good adjustable power in every king of environment.
Seconded employee
Seconded employee is a term that describes about particular employee or group of
employees that is assigned on the temporary basis to work on the position of other employee or
group (Buckingham and Goodall, 2015). Seconded is basically referred to as that period where
particular employee is therefore sent in order to increase the workers or to replace the previous
one for better results. Thus, after plan has been made, it has to be ensured that she is agreeing on
this and also provide her with details relating to the roles and responsibilities she is going to play
on seconded position. Further, deep analysis is required and accordingly she has to start working
on this.
4 Role play with peer manager
Expectations for the employee and requirements of filling the position.
Being a manager of Australian Hardware organisation, my expectations with Kim smith
is that she must have good communication skills so that she can easily connect with the
customers and also manage all the complaints that customers face due to the services and
products that has been offered by our brand (Chance and Brooks, 2015). Thus, I have to
negotiate with Kim in order to fill the requirements that is needed to fill this customer service
representative position. Thus, the requirements to fulfil this position is to attract potential
customers by answering questions related to products and services of cited organisation. They
must also have an ability of maintaining customer records by updating account information.
Position description
The title of a job is of customer service representative. The one who is acquiring this
position has to provide expert advice to the customers on hardware and home wares products,
process sales and also refer sales to checkout the staff. The major requirement to fulfil this
position is that they have to determine the needs of customers so that they can easily provide
expert advice to those potential customers. In addition to this, they must also have ability of
taking and processing order as it plays very essential role in attracting customers towards a
particular brand and making company reach the boost.
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Further, the knowledge that is required in this position is that they must have ability of
describing the products and services offered to customers so that they can easily attract and
pulled towards the brand. They must also have capability of completing and processing orders
within minimum time period. In addition to this, the equipments that has been used in this role
includes computers, telephones, fax machine, power tools, forklift, etc. The expected learning
and development is to take a continuous and self directed approach to learning either on or off
the job in consultation with that of management.
Sense of employees aptitude
Employee aptitude is termed as the natural ability in terms of learning and proficiency in
a particular area or discipline. It is further expressed in interest, and is further reflected in current
performance which is further expected in order to improve themselves over time with essential
training and development sessions (Kellner, and et.al., 2016). She has lack of awareness in this
field and also knowledge related to product and services. She also have to enhance herself in
developing the skills of providing expert advice to customers.
Informal feedback
Informal feedback is termed as the ongoing and at the moment advice that is related to
development which is basically given to employees. This advice is further used in order to
provide employees with a clear idea in terms of ongoing performance throughout the whole year
(McNeil, Frey and Embrechts, 2015). This type of feedback leads in improving the performance
of the employee or an organisation. Thus, Kim smith have to work very hard to fulfil this
position achieve success. It will be really tough task for her therefore, will require training and
development session and coaching so that she can enhance her skills in which she lacks herself.
Further, it will require huge time and resources to overcome all the obstacles and perform task as
a seconded employee as customer service representative.
5. Role play with seconded employee.
Measurement of performance and performance objectives set within organisation.
Measuring performance plays essential role in monitoring the progress of both individual
and also organisation. The strategic plan further leads in providing performance targets for the
cited company and also leads in setting corporate direction. Thus, performance objectives can be
measured by developing job knowledge and also skills that leads them in thriving in their
respective work.
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Work plan
Work plan is termed as a significant tool that leads in projecting the task that has been
assigned. In addition to this, it also leads in managing workflow and tracking various
components and milestone deadlines. Thus, work plan has been discussed as per below table-
KRA Activities/ goals Measurement/ KPIs Accountability and
dependencies
Financial The main goal of this
is that there is
optimum utilisation of
funds and further it
must be utilised in
perfect manner and not
get wasted. The main
aim of Australian
hardware business is
to have good financial
condition so that they
can increase the
profitability and
success of business to
a large extent.
It has been measured
the effectiveness of
using funds and also
finding its results.
Thus, it has been
measured after
particular task has
been completed.
The main dependency
is on the financial
manager and their
team because every
decision related to
fund is taken by this
particular department.
Thus, performance of
that task is further
evaluated by this
department only.
Internal process The working
environment of cited
organisation must be
free from disputes and
should be full of
peace. Every member
present in organisation
is allocated with
particular task and has
The internal process of
cited organisation is
measured as per the
daily basis. This is
done because it
becomes essential to
monitor the
performance of staff
so that feedback can
This role is depended
on the manager.
Because they are the
only one who solve the
conflicts among the
employees and make
the working
environment positive.
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to perform
accordingly. In
addition to this,
everyone has to follow
proper and adequate
schedule.
be provided to them
which will help them
in bring further
improvements.
Customer focus The main aim of this is
that time to time
feedback is required
from the customers of
Australian hardware.
This will help in
making changes in
products as per the
requirements of
customers. This will
help them in pulling
huge volume of
customers.
This is basically
measured after
products and services
are offered to the
customers.
This task is depended
on the customer
relation manager as
their main aim is to
maintain good
relationships with
customers and increase
profitability by solving
all type of queries.
Development The main activity and
goals of this is to
develop skills and
enhance self in order
to learn new things so
that it will be really
helpful for them in
meeting the needs and
requirements of
customers.
Its measurement is
basically done after
the fulfilment and
performance of a task.
In this training and
development
department is
involved.
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General expectations and code of conduct with employee and importance of it.
The employee code of conduct leads in offering guidance to their employees. Thus, the
staff of cited organisation are expected to get guidance in order to exercise good judgement
(McNeil, Frey and Embrechts, 2015). Thus, this code of conduct highlights on the ethical
principles that may govern decisions and also behaviour of a company. Thus, importance of code
of conduct has been discussed as per below context-
 This helps in defining the level of performance that has been expected by the employee
that has been selected for particular position.
 It also leads in offering guidance to employees for those steps that they can take if they
have become aware of behaviours which may not live up the policies and standards of a
company.
 It also helps in enhancing core values of company's, their beliefs and sets of the right
culture.
 It also assists the cited organisation in setting up the standard and values.
Thus, if employee breaches code of conduct it means that activities that basically constitute a
serious breach of conduct that is done only if it is possible in order to cure as determined by the
authorised administrator of a particular plan in its sole discretion.
This type of breaches or ethical violations may lead in a worsening reputation that may
lose by both business and employees.
6. Risk associated with secondment in accordance with organisations risk management plan.
Risk management is a term that basically refers to the practice that leads in identifyng
potential risks in advance and later take precautionary steps to overcome them. Thus, risk
management plan has been discussed as per below table-
Risk Risk
likelihood
Risk impact Controls Monitoring Timelines Responsible
Financial High Financial
health of a
particular
organisation
Finance of a
company
Financial
health
Monthly Finance
department
Training High Employee Training Training As per the Training and
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developmen
t and growth
and
developmen
t
process qualification
s acquired
by
candidates.
developmen
t department
Human
resource
High Selecting
employees
Human
resources of
the cited
organisation
.
Selection of
high skilled
and talented
employee
As per the
need arises
Human
resource
department
Operational High Business
operations
or
production.
Day to day
operations
that is
undertaken
in business.
Smooth
operations
taking place
in a
company.
For every
kind of
operation
that takes
place.
Operation
manager
Market risk Moderate Competition
in a market
To analyse
competitive
advantage
of a cited
organisation
.
Looks after
market area
and analyse
the
situation.
Regular
basis
Market
department
is
responsible
for this.
Thus, while making this risk management plan, we have to analyse all the risk that may
affect the future of the Australian Hardware. Kim smith is having risk in terms of training and
development. This risk arises because the cited organisation do not want to spend much money
in training and development sessions. Thus, this is the main reason that makes process of a stated
organisation slower. Therefore, this risk management plan plays very essential role in terms of
reducing risk and increasing productivity of a company.
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TASK 2
Design and train performance management system
1. Reviewing policies and procedures relevant to the current performance management system
Employees that are involved in Australian Hardware acknowledges their roles and
responsibility as one of the responsible corporate citizen (Phillips, 2016). they are basically
expected to respect and support the core values of the organisation. They must also respect and
treat others without any kind of biasses. In addition to this, anti discrimination policy has also
been adopted by cited organisation. The main purpose of this is that it leads in ensuring
transactions with customers and employees of Australian hardware are handled in fair manner.
Further, the other policy and procedure that is adopted is Remuneration and performance
appraisal policy. This leads in determining arrangements of remuneration for their employees
and also in assisting staff in terms of understanding and position of staff remuneration. Other
than this, performance management policy, Disciplinary policy, grievance policy, record keeping
policy has also been taken into consideration.
2. Reviewing scenario
As per the scenario, it has been noted that employee performance has been generally
fallen down behind the targets. Thus, there are particular areas where concern is required which
includes sales revenue and customer satisfaction and also targets that are not being met by
employees. Further, the employees or workers of cited organisation complains of lack of
management commitment in terms of training and advancements (Agnoli et. al., 2019). They
also complain of lack of meaningful rewards and recognition and low level of management
presence and ongoing feedback on the performance of the work. Thus, being a manager at home
ware and hardware store, it has been asked to deliver training sessions on current stage of
performance management system in order to take account of HR information.
3. Participating in a training session role play
The employees of the cited organisation Australian home ware and hardware organisation
must be treated in positive and good manner so that they may feel confident and motivated and
put maximum efforts in the task which has been allocated to them (Visser, 2018). Further, it
becomes prior role and responsibility to support those worker at every step of their performance
and also leads in making them stress free so that they may work with complete efforts. In
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addition to this, they also have to make employee participants so that it may help them in feeling
themselves as the most confident one and also exposure of that of employees.
4. Making appropriate amendments to the performance management system to address the
deficiencies that has been identified.
Performance management system basically refers to that system which leads in
facilitating the attainment of an individual and also corporate goals (Cascio, 2015). Further, this
system also leads in tracking and monitoring performance of an individual employee,
departments and also the organisations. Thus, it is the prior role of the management in order to
revise the policy because it will lead them in increasing performance level of workers or staffs of
Australian hardware and home ware. It has also been stated that after working for maximum
hours they must get time to take a rest which makes them feel fresh and work with interest and
complete confidence. Further, this must also include performance appraisal and informal
feedback so that it may help workers of stated organisation to share their problems and views
which must be solved by management. They must also try to monitor everyone performance and
set the goals and objectives accordingly (Armstrong, 2016). This will make them capable of
doing any kind of work with perfection which will be beneficial for the company. In addition to
this, performance and work of everyone must be recorded so that they can bring improvement for
achieving high level of success in the future.
5. Planning a short training session
Short training session is the best way to communicate important features and goals to
meet out the current and desired results and goals. In order to maintained effective
communication and disciplinary management within the organisation context. This is another
major effective goal and making good outcome performance (Atieh, and et.al., 2016). Training
event is the crucial task for the manager to make effective planning and effective management
goals.
Need Assessment
Skills Individual Rating
Planning and organising tasks activities 1 2 3 4 5
Motivation
Communication skills, questioning and
active listening.
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Performance analysis and review planning
After mentioning the needs assessment, and moving performance task this helps to meet
out the long-term goals and effective learning outcomes.
Three goals of performance management
 To establish the employee’s performance.
 To develop the opportunity and goals for employee development.
 To fulfil company set policies and objectives.
Employee performance should be given long lasting goals and give long lasting support
to their policies and procedures. The main purpose of the company is to explore the long-term
goals and managing goals.
Another feature of performance management system is to get the feedback from
employees or candidates and compare the actual performance out of the desired performance.
Performance management is also helpful to employees in their appraisals that make good
outcome and results to get beneficial results (Buckingham and Goodall, 2015). Company get
good performance of employees in order to meet out the set goals. Another feature of
performance management is to monitored the performance management plan to get follow up by
employees’ weather they performing as per the plan or not. This task is more helpful for the
company to achieve in the more effective way. This will help company to measure the actual
performance of the employee.
Performance management is also beneficial for the company to maintained the records of
employees so that, they can easily meet out the employee result and growth into more
influencing manner. Performance goals and managing effective learning outcomes can help to
promote long lasting goals and making new developing facts for the company. Apart from that, it
will help to continue the management results.
As per the company policies employee performance will be monitored and evaluated
regularly throughout the year. Continuous monitoring of the employee’s performance and
making good outcomes. Employees will also make to give long term result and making standard
working environment.
It is compulsory for the employees to implement long term growth and follows all code
of conduct followed by the company (Cascio, 2015).
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A. I.
The amendments which have been made to the current system that include a focus on
developing potential through positive development options
For developing potential they can attend training program which has been help by
improving skills and knowledge. It can show and educate about those who can help in achieving
determined goals. It has been shown about skills which are required to be strengthen such as:
motivation, communication skills and learning and listening capacity. This all can be improved
and done by performance management which shows the performance and current position of
company.
Feedback is also positive development option by which we can develop potential among
employees (Chance and Brooks, 2015). By getting feedback company can find out their actual
position in market and requirement which they need to be taken in order to satisfy customers
demands.
Recording is also a great positive development option which has been done by company.
The main aim of this development option is to use this at the time of in order to make change
according to feedback. That can help in developing potential among employees towards team
goals.
B Prepare to answer questions on the amendments you have made, particularly the purpose of
your system (What do you hope to achieve? What problems does it address?) and how
your amended system is designed to achieve that purpose.
The main purpose of this system is to strengthen skills of employees and to establish
performance of employees in order to accomplish by providing all the information which is
important and needed, present a balance of social and technical information. It involves
supervision in the process.
The another aim and purpose of doing these amendments are to reduce level of
absenteeism and decrease labour turnover, enhance morale of employees.
Through feedback, manager of company came to know about several problems which it
need to be address such as: ineffective learning, miscommunication, conflicts art workplace due
to unequal rights, wages and discrimination, uses of old technology. Now it is addressing all
these problems (Cruz, 2019). It is using new technologies and advance technology like using of
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social media, mobile A pp and give equal rights to employees which can help in staff retention
and increase self -esteem.
B.
As per the overall situation, there is a need to provide coaching to that individual person
so that a person will easily helps to provide the best output as per company's needs. Apart from
this, it is also essential for to keep identify the strength and also take the review from their
superior authority so that it will helps them to provide better opportunities and also leads a
business towards a further level of success (Kellner, and et.al., 2016). Moreover, Performance
management system basically refers to that system which leads in facilitating the attainment of
an individual and also corporate goals (Cascio, 2015). Further, this system also leads in tracking
and monitoring performance of an individual employee, departments and also the organisations.
Thus, it is the prior role of the management in order to revise the policy because it will lead them
in increasing performance level of workers or staffs of Australian hardware and home ware.
Even it has been further stated that by monitoring and further involving in some activities this
will make them capable of doing any kind of work with perfection which will be beneficial for
the company. In addition to this, performance and work of everyone must be recorded so that
they can bring improvement for achieving high level of success in the future.
TASK 3
1. Performance management and performance appraisal process of the organisation
Performance management
Performance management is a process of creating a work environment that enable
employees to give the best of their abilities. Australian Hardware develop performance
management process aims to develop employee systematically that they can meet the need and
standard of organisation. The process discussed the roles and responsibilities of employees and
manager that is covered in the policy (Klikauer, 2019). The roles and responsibilities that is
mentioned in the policy for manager and employees are;
For management
 Monitor the performance of employees throughout the year
 Goal setting, KPI setting and allocating of work and work plan development.
 Training and development program for employees
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 Ensure that employee reach the target and effectively complete their responsibilities
For employees
 complete personal assessment and provide it to manager
 Contribute their thoughts on both positive or negative performance
 participate in training and development plan and program
Performance appraisal
Performance appraisal is a periodic systematic process that asses job performance and
productivity of employee in order to organisational objective and the standard. The performance
appraisal policy enable Australian Hardware to determine remuneration arrangements for its
employees. The main purpose of this policy is to manage and monitor the performance of the
staff of the organisation (McNeil, Frey and Embrechts, 2015). In Australian Hardware
performance appraisal will conduct in every six months; in late January or early February and in
late July or early August. The result from the appraisal will be the finalisation of the performance
outcome as well as it help the organisation by giving the future plan of performance of
employees for the next coming year commencing July 1.
2. Scenario
Kim smith was appointed on the position of sales from garden product by the Hardware
and Homesware manager of Australian Hardware. It's been six months but she still cannot able to
meet the target that is setted by the organisation. The meeting is about necessary reviews and
feedbacks are given to her but still she did not make any effort to perform at a satisfactory level.
It is very disappointing for the organisation that her performance make the company's value low.
Manager still hopes that they will be able to improve her performance and to make her
understand what is expected from her. Organisation provides necessary training sessions to the
employees and proper monitor the performance that help them to understand need of
improvement (Phillips, 2016). The Australian Hardware has developed performance
development program for employees for their education and growth.
It is need of organisation and expected from each employee should understand their role
and responsibilities and they are given the opportunity to reach the standard that is expected from
them. The manager set priorities and performance standard for employees. The company tries by
giving her feedback and reviews on her performance and also reduce the target of sale but she is
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even failing to achieve the low target set from past 6 months. The manager try best to improve
employee performance such as; coaching, feedback, performance appraisal, training etc.
3. Documentation for role play
Date: 28th February
Venue: Board room, Australian Hardware
Training programs Time frame
Customer service 1 hour
Finance Half an hour
Sales 1 hour
Employees need to attend the coaching session for their own development and benefits.
The training session will conduct by Manager of Hardware and Homes ware and all the
employees are invited to attend the session that help in developing their knowledge as well as
own weaknesses that help to understand their need of improvement.
4. Employees performance scoreboard
The performance scoreboard that analysed with performance appraisal state that Kim's
performance is poor. In the finance department she had been given the target of $8000 sales per
month and she reaches to only $5000 on average of six months and at the stage other employees
are reaching $10000 (Riley, 2019). The customer experience is also not satisfactory with the
employee. She had been given the score target of 10 and that also reduced by the manager at 8
but she was not able to reach more than 5. furtermore, she had been given the task for complete
transaction of
5. Coaching plan
Coaching plan is designed with the purpose to help management of the upcoming change
and provide them with necessary tools to coach the individual through process. It starts with the
identification of the issue by monitoring performance.
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Coaching phase Notes/questions/planning
Goal and performance
expectations
The goal of the organisation is set at $8000 per month
according to the work standard. But the given target is
not achieved by Kim Smith that state that she need
training programs. Her performance is getting low and at
this specific stage her targets should be increase.
Reality of actual performance The Target she was given in the context of finance is
$8000 in a month but she could not achieve the target
and she reached at $5000 on average of six moths that is
too low.
Same as, the target was setted for her 8 out of 10 on
customer focus and she reaches to 5 out of 10 that is not
appreciated.
Opportunities to develop Organisation gives various opportunity of learning and
gaining knowledge. Kim Smith have to learn seriously
because she takes the things in casual way and do not
put any effort that is harmful for her and to the
organisation as well (Taylor, Doherty and McGraw,
2015). Employee had to put full efforts to gain the
opportunity to develop.
The target issue of employee can be resolve by setting
target in new manner and by give her proper training to
fulfil the task.
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Willingness to develop and
commitment
While Kim chosen for the post she showed her full
willingness and do commitment to give her best in doing
the assign work and achieve given target but due to lack
of effort she did not fulfil her commitment.
6. Performance development plan
Reference from
operational plan
Key result area Indicator of
success/performance
Result
Development Development of
employee
It indicates the success
when they achieve task
before time.
If employee able to
manage time and do
work before time that is
appreciated and if she is
not able to manage time
and do work after time
that result in need of
support to the employee.
Training To train employee The success of
performance indicates
when employee Do work
with full efforts without
any mistakes. Training is
the most essential part of
the company such that it
raises the performance of
their employees and also
raise the financial
performance of the firm
If employee do the work
with full effort she will
able to reach the given
target (Visser, 2018).
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as well.
Target set in new
manner
Sales and marketing of
the product
If Kim achieved approx
$7000. The target was set
for her is $8000 and the
current performance is
$5000.
If she achieves $7000
that shows a positive
result in her
performance.
Motivation and
attitude towards
the organisation
Confidence When They take part in
the tasks actively and
voluntarily.
It boosts their morale
and they help other
employees as well.
From the above, it has been realised that by using This Personal developmental plan, the
skills are easily raised. Such that through confidence, they motivate their employees and further
it boost up the morale of their employees which further leads to raise their employee
performance as well (Warby, Dhillon and Vardy, 2019). Therefore, it has been realised that by
providing proper training to the employee then it will easily cope up with different complex
situation and as a result, it directly creates positive impact upon the firm situation also. Hence, by
applying this PDP plan into the workforce, the overall performance of their employees raises and
even the employees are also manages their work or completed those in defined time.
7. Role play
1. There is so many expectations, organisation have from Kim but she is not giving her best
with full capability. Also, Company has so much expectation from the staff of sales but
they as a team are not able to achieve their targets that is result in decreasing the
organisation's performance (Agnoli et. al., 2019). Even she is not able to reach the setted
target. There is a big gap between the set target and actual performance and it is hoping
that by performance appraisal and management the gap can be fill. Kim can meet the
organisational expectation by completing the task on time, with ease and full of effort.
2. So the performance of Kim Smith is not up to the mark as she doesn't put her full effort to
do work on time and cannot able to achieve the given target. The performance of her was
measured by the half yearly appraisal and with various methods like; taking feedback
from customers, by monitoring that she achieve daily target or not, etc. The company set
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the target for her of $8000 in a month and it is expected from her that she will try er best
and achieve the target but in opposite Kim reach to $5000 that is not acceptable. The gap
between expectation and her performance is very wide and the reason behind this is that
she does not use her full effort to do her best (Atieh, and et.al., 2016). It has noticed that
areas of concern are sales, revenue, consumer satisfaction and target that are not meet by
the employee.
3. Each member of sales department have to do their best that help organisation to achieve
the objective. If Kim do the task before time that ensure that she also reach the target.
Better performance help employee to gain status, liquidity, gain more knowledge,
appreciation and other benefits like, bonus, incentives and other rewards, etc. She had
good friendly nature that attract customers towards her.
4. Organisation conduct training and development program that help them in develop er
knowledge and skills such as; training, coaching, feedback. Employee are expected to
reach the given target on time and do their best (Buckingham and Goodall, 2015). Te
opportunity given to the employees such as, support, reduce in target level, etc.
5. After all the support she had no willingness and commitment to do her work in better
way. She has lack of motivation and no interest in her task (Chance and Brooks, 2015).
CONCLUSION
From the above assessment it had been concluded that the employee should be key part
of the success if any organisation and it is as important for the organisation to manage people
and their performance. The report concluded that Australian hardware made many efforts to
make their employee more skilled and efficient and improve their poor performance. It had been
seen that organisation gave all the necessary support to Kim but she is not performed her best
even after training. Company expected and tries that its employee do their best and should work
properly but sometimes they didn't work with full efforts so it became harmful to the company
image and as well as on the employee image. The report evaluated how manager of Hardware
and homes ware gave all the necessary session to the employee after evaluate her performance.
Finally, it had been understood that with all the training and development program by
organisation and manager, employee effort and their willingness were also needed for best
performance.
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