Managing Performance in Australian Hardware Company

This study focuses on managing performance in Australian Hardware Company, including performance scorecards, coaching sessions, and performance development documentation. It discusses the review of an employee's performance scorecard, planning an informal coaching session, and documenting performance development. The study also covers role play documentations and provides recommendations for improvement.

MANAGE
PERFORMANCE

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
4.Review of the employee’s performance scorecard...................................................................3
5. Plan an informal coaching session for the employee...............................................................4
6.Performance development documentation for employee.........................................................5
7.Role play documentations.........................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................9

INTRODUCTION
Managing performance means that organization is engaged in improving skills of employees
so that they are able to meet out strategic goals and objectives. It helps company in enhancing
job performance and organizations productivity. Present study will lay emphasis on Australian
Hardware company. It is being established in Australia. Company has 138 stores and
approximately 10,000 staff members across country. Report will lay emphasis on performance
score card of employee. It will also focus on performance development documentation.
Assignment also lay emphasis on role play documentation in which it will explain about the
expectation and achievement recorded by employees.
MAIN BODY
4.Review of the employee’s performance scorecard
An employee scorecard is again one of the most significant parts of an organization. It
includes the details of an employee working in an organization. This scorecard helps the
employer to measure the performance of each and every employee who is the part of the
company. Below discussed is the performance score card of Kim Smith who is homeware and
hardware manager.
It has been analysed that company has set the average target was $8000. It should be reached
by every employee in each month (Deflaux, N.A., and et.al., 2019). But at that stage Kim Smith
was only able to reach out target of $5000. Company was expecting that as a homeware and
hardware manager he will be able to achieve at least a target of $10, 000 per month. Performance
Scorecard provided that the focus of managers on consumers must be a score of 8/10 but Kim
Smith only scored 5 out of 10 in this criteria. It was low because consumers during initial stage
of purchasing was attracted towards the friendly nature of employees but then they get offended
because of unserious attitude of workers (Nanjundaiah and et.al., Wipro Ltd, 2017). Also
consumers find out that employees were unable to provide them with any help for choosing
product. It was expected that Kim Smith needs to perform sales transaction within two minutes
but he was taking more than 5 minutes to complete the sales process. It was analysed that Mr.
Smith’s work contained lots of defects and errors. He was never able to complete its work on
time. Performance Scorecard presented about the number of hours which needs to be finished by
employees during training. It was about 20-30 Hours. Mr Smith was unable to complete. He was
really enthusiastic at first but was unable to keep pace in future. It was analysed that employee

only attended one-day rapport building workshop. He constantly relies on other employees; he
was not engaged in putting any of his own efforts. He possesses casual attitude towards work.
5. Plan an informal coaching session for the employee
Coaching phase Notes/questions/planning
Goal and
performance
expectations
As a Hardware manager I will make sure that employee
needs to set up their goals before meeting out consumer
expectations. In this they can engaged in analyzing needs
and demands of customers so that they can assist consumer
in selecting out the best product according to their
preference. Also employee needs to have clear focus. They
need to work on the time which employees take to sale out
product. Also mangers need to work upon their
communication abilities so that better bond can be built with
consumers and their trust is being developed on employees.
As a hardware manager they also need to prioritize their task
which is of most importance so that they can have better
attitude towards their work.
Reality of actual
performance
Actual performance is of most importance than the
perceived one (Hallén and Löfgren, 2019). Managers need
to lay keen emphasis on their performance scorecard, so that
they can have an idea of gaps which needs to be fulfilled by
them. Manager must focus on areas that they are lacking.
Like for example Mr. Smith do not have appropriate focus
on their consumers, he is unable to help customers. So, his
main emphasis must be on improving the experience of
consumers. Also they need to work on reducing errors which
they commit while sales transaction.
Opportunities to
develop
Various opportunities can be explored by hardware manager
while working in company. Like for example by enhancing
their skills and abilities they can garb most senior position in
company. Also by performing to their utmost potential firm

might increase their pay. They have opportunity to learn
various sales related, computer maintenance skills. Also
they have an opportunity to create a better relationship with
consumers which will assist them in making consumer
loyalty (Rowland, Hall and Altarawneh, 2017). By
interacting with customers they have an opportunity to know
about their needs and demands which can also help them in
bringing up new and innovative product according to
consumer needs. By this they can excel in their career and
also they can be able to grow. They would be able to
achieve their short term as well as long term goal and
objectives.
Willingness to
develop and
commitment
Manager must be enthusiastic and committed towards their
work. For this they should be involved in in-depth learning
and training program. This will assist them in increasing
knowledge towards their field. It can help managers in
solving problem of consumers and they can be able to
develop new products and services for customers. Feedback
must be taken by managers after performing the sales
aspects, as this can assist them in working upon the gaps that
has been faced by them. Thus, it can help employees in
improving their job productivity and performance level.
6.Performance development documentation for employee
Reference from
operational plan
Key result area Indicator of success/
performance
Status report/results
Revenue and market
share
In this the sales of
Australian market
must touch the point
which has set as a
target for them. They
promote and reinforce
Australian Hardware
will be successful
when they are able to
increase their revenue
and market share.
Also the indicator of
Result is that
organization is trying
to achieve their goals
and objectives.

the organisation’s key
values and appropriate
employee behaviours.
Company has set up
the standard that they
will not be engaged in
any type of fraud
through which they
can lose revenue.
success will be
employees are able to
reach above their
sales target (Sisk and
Ortiz,
WELLAWARE
HOLDINGS Inc,
2017). They are able
to gain competitive
advantage and
consumers loyalty.
Product and service
quality standards
In this Australian
Hardware needs to
provide in-depth
training and learning
to employees so that
they can meet out
consumer’s
expectations and
improve their quality
of services (Williams
and et.al., 2017). They
also want that
company do not make
any error or defect
while producing or
designing goods and
services. In this
company is subjected
to do regular quality
audit. Also they need
Success will be
measured by
Australian Hardware
when they are able to
manufacture high
quality goods and
services at low cost.
Also when they are
getting positive
feedback from
consumers. Company
is able to achieve their
sales target. They will
be successful when
products are being
delivered by them
without any errors or
detects. Also they will
be able to help
consumers in
It has been analysed
that Australian
hardware is working
towards motivating
employees to perform
their best. In this
company has made
policy that employee
performance will be
reviewed in every 12
months.

to maintain well
documented quality
system.
selecting products.
Australian hardware
will be successful
when employee’s
attitude towards
consumer is not
casual. Also managers
are enthusiastic and
committed towards
their work. This will
support business in
growing.
Control of direct and
indirect operational
costs
In this Australian
Hardware will
implement a record
keeping policy so that
they can control direct
and indirect
operational cost. This
will help them in
making strategic
decisions. Also
company will be
engaged in analysing
operational needs of
consumers. Also they
will be engaged in
providing training to
personnel’s so that
records can be
maintained
Area of success will
be when Australian
hardware is able to
become more
productive by
reducing their
operational cost
(Weiss, 2019). As
company has the
citation of socially
and environmental
friendly company,
they make sure that
appropriate amount of
cost is been invested
in sustainability
activities.
Company is trying to
get engaged in more
productive activities.

effectively.
Sustainability
They need to follow
the sustainability
policy which is being
mentioned in their
forum. This approach
seeks to enhance the
competitiveness of
companies while
improving social and
environmental
conditions in the areas
where they operate.
Australian Hardware
is trying to make sure
that they reduce water
as well as energy
consumption
Australian hardware
can be successful
when they are able to
provide better services
to consumers. They
are engaged in
fulfilling all their
social objectives. Also
when they are fairly
engaged in
performing their
corporate social
responsibility
(Venkitapathi and
Singh, Carrier Corp,
2020). This aspect
will support them in
gaining competitive
advantage and also
help them in growing.
It will provide them
with utmost benefits.
In this Australian
hardware is involved
in performing various
sustainability
campaigns. They have
also designed various
research to meet out
the various evolving
needs of consumers.
They are taking care
of environmental
conditions of area in
which company is
operating. By this
Australian Hardware
is trying hard to get
competitive
advantage.
Achievements Area of opportunity
Mr. Smith has been able to learn various skills
related to management of consumer. He has
been able to gain different and in-depth
knowledge about their field. He will also be
able to grab senior position in Australian
Hardware company and also he can have
Employees will be able to grow in their career.
By communicating with consumers they will
be able to bring out new ideas and innovations
according to their needs and preference. They
will also be able to achieve their short term as
well as long term goals and objectives.

benefit of increase in pay.
Next performance review period: Performance of employee will be reviewed after a period of
12 months (Li, Mukherjee and Vasconcelos, 2018).
7.Role play documentations
Performance expectations: It is expected by Australian Hardware from Kim that he is
able to reach out the nominal sales aspect. Also he is able to focus more on consumer so that
their needs and demands can be met out. It is also expected that he reduces errors while working
and also sale the product fast.
Reality of employee’s performance: It was analysed that Kim was really poor in his
working. His performance was measured on the basis of KRA implemented by Australian
Hardware. He was given rank according to that.
Recognising achievements: It can be recognised by company through appreciating Kim
through reward. It can be monetary and non-monetary.
Opportunities for growth: Kim would be able to improve his communication skill while
interacting with consumers. He will also be able to achieve his short term and long term goals
and objectives. It is expected by Kim to reduce the time which he is taking to sale product. It is
also expected that he joins the learning and training program conducted by Australian Hardware.
Willingness of employee to take concrete step: Manager must make sure that Kim is not
involved in doing all the task forcefully. He is committed and enthusiastic towards work. Also all
the target is being achieved by him ethically.
CONCLUSION
From the above study it has been analyzed that Australian Hardware has been engaged in
giving learning and training to employees in order to enhance their job performance and
company’s productivity. It has also been analyzed that company has involved in reducing errors
and detects while producing and manufacturing goods and services. This has assisted firm in
gaining competitive edge. Organization has also been engaged in improving quality of their
products so that consumer experience can be enhanced. This has helped them in creating
consumer loyalty. By giving proper training they have also been able to increase employee
engagement. Firm has also performed various sustainable campaigns.

REFERENCES
Books and Journals
Deflaux, N.A., and et.al., Amazon Technologies Inc, 2019. Managing performance of human
review of media data. U.S. Patent 10,438,152.
Hallén, J. and Löfgren, A., 2019. Managing performance measurements in early production
development phases-A case study at Volvo Cars (Master's thesis).
Hamdi, H., Amri, S. and Brahmi, Z., 2019. Managing Performance Interference Effects for
Intelligent and Efficient Virtual Machines Placement based on GWO Approach in
Cloud. International Journal of Computing and Digital Systems. 8(04). pp.317-332.
Li, J., Mukherjee, A. and Vasconcelos, L., 2018. Managing performance evaluation systems:
Relational incentives in the presence of learning-by-shirking. Mimeo.
Nanjundaiah, D.B., and et.al., Wipro Ltd, 2017. Method and system for managing performance
of instrumentation devices. U.S. Patent Application 14/931,048.
Rowland, C.A., Hall, R.D. and Altarawneh, I., 2017. Training and development: challenges of
strategy and managing performance in Jordanian banking.
Sisk, D.A. and Ortiz, E.M., WELLAWARE HOLDINGS Inc, 2017. Managing Performance of
Systems at Industrial Sites. U.S. Patent Application 14/853,050.
Venkitapathi, P.R.S. and Singh, J., Carrier Corp, 2020. Method and system for managing
performance indicators for addressing goals of enterprise facility operations
management. U.S. Patent 10,530,666.
Weiss, J., 2019. Managing Performance and Strategy: Managerial Practices in German Local
Governments. Public Performance & Management Review. pp.1-21.
Williams, B., and et.al., 2017. Managing performance throughout periods of travel. Strength &
Conditioning Journal. 39(4). pp.22-29.

1