Manage Performance: Arranging Role-play, Reviewing Performance Scorecard, Planning Coaching Session, Preparing Appraisal Documentation

Running head: MANAGE PERFORMANCE
Assessment 3: Manage performance
Name of Student
Name of University
Author Note

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MANAGE PERFORMANCE
Table of Contents
3. Arranging with the assessor....................................................................................2
a. Time and place of the role-play............................................................................2
4. Reviewing employee performance scorecard.........................................................2
5. Planning a coaching session...................................................................................2
6. Preparing performance appraisal documentation for the employee........................4

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MANAGE PERFORMANCE
3. Arranging with the assessor
a. Time and place of the role-play
The time and place of the role-play can be done within the premises of the
company. This need to include the managers of every department so that they can
act in accordance with the company and ensure that the welfare of the company and
the employees are discussed. The training manager needs to be involved so that the
coaching and performance appraisal session can be set up as per the time of the
manager. The coaching and performance appraisal session need to address the
weakness of the employees and ensure that the performance appraisal of the
employees is done in a proper manner.
4. Reviewing employee performance scorecard
The performance of Kim Smith is based on the initial six months performance
of the employee. It has been seen that the sales target of Kim has been kept at low
rate suggesting that Kim as underperformed in the organisation. However, the
customer relationship management of the employee is rated high and Kim is said to
form a good rapport with the customers. The communication ability of Kim is such
that employees as well as customers response to Kim in a proper and respectable
manner. At the same time, the unserious attitude of Kim makes the customers turn
off after the initial attraction.
This results in the low sales performance of Kim. Kim has also failed to
master the art of point-of-sale. The result shows that her internal process efficacy
averages about 5 minutes. Kim has also failed to attain proper training and because
of this, he has failed to earn the basic knowledge required for success in the market.
The employee is of the view that casual experience can help her learn the
necessities thereby; the overall record of Kim can be considered as poor and she
has been a regular underperformer for the organisation.
5. Planning a coaching session
Coaching phase Notes/questions/planning
Goal and The plan for the development of Wollongong store