Managing Performance in Australian Hardware Company

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