Performance Management Plan for Australian Hardware

Appendix 2: Coaching plan template
Coaching phase
Coaching phase Notes/questions/planning
Goal and performance expectations The employ should be able reach a financial
target of $10000
Reality of actual performance The employee should create a good rapport
with the customers and win their confidence
through showing seriousness and serving them
as fast as possible (Mone, 2014).
Opportunities to develop The employee should make an effort of
understanding the point of sale system through
correcting errors before transactions are
completed during sales.
Willingness to develop and commitment The employee should develop an enthusiastic
attitude so that she can gain skills and
knowledge required to improve sales.
Appendix 3: Performance development plan template
Name and position:

Manager Review period: six
months
Reference from
operational plan
Key result area Indicator of success/
performance
Status report/results
$8000target financial Average of $5000 The employee needs
to adjust to meet the
target set which is
$8000
8/10 score on
customer
Customer target focus 5/10 score on
customers
Customers confidence
is lost because of
unserious attitude and
inability to choose the
right product
At least 20 hours of
training recommended
Learning and
development
Only 7hours of
training attended
The employee does
not show interest in
completing training
sessions as
recommended (Sykes,
2014)

Take two minutes to
clear customers
Internal process
efficiency
Takes average of 5
minutes to correct
customer errors
Poor mastery of point
of sale system
Appendix 4: Scenario-based questions
Question 1: Monitoring and coaching Consider the following scenario.
How continuous feedback help in improving excellence
Continuous feedback and recognition are essential for reinforcing performance as they enable
discussion of goals in comparison to achieved levels of performance. They therefore help in
identification of areas of low performance, negotiate with the employee on performance
adjustment plan and draft a commitment for improving areas of failures. I would consider
documenting the targets and timing strategies so that the employee performance is gauged
against targets periodically to identify improvements.
Applying in Australian hardware
I would consider applying the procedures on personal levels (Ann 2015). This means that I will
use the procedures differently for each of the employees. This involves applying the specific
performance improvement procedures that are to benefit improving the specific pint of