Develop and Manage Performance Management Processes

This article discusses the importance of developing and managing performance management processes. It covers topics such as assessing employee performance, providing feedback, managing talent, and disciplinary procedures. The article also includes a training program and development model, as well as tips for delivering effective training sessions. The content is relevant for students studying human resource management, business management, and related courses.

Running head: DEVELOP AND MANAGE PERFORMANCE MANAGEMENT
PROCESSES
Develop and manage performance management processes
Name of the Student:
Name of the University:
Author note:

1DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Table of Contents
Assessment Task 2.....................................................................................................................2
Part A.....................................................................................................................................2
Part B....................................................................................................................................10
Part C....................................................................................................................................12
Assessment Task 3...................................................................................................................14
Bibliography.............................................................................................................................27

2DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Assessment Task 2
Part A
Answer 1
On reviewing the Australian Hardware stimulated business, the following information
are being analyzed and provided. The organizational documents are being analyzed in order
to understand the business. Those are; the business model, key personnel, required staffs,
current staffs, recruitment options, skill retention strategy, training programs, policies and
procedures, credit policies and others. It is highly crucial for developing three objectives for
managing the performance in order to support the organizational strategies. These objectives
must address the performance managing areas like KPI settings, performance monitoring,
ongoing management, performance appraisals and others.
Answer 2
The Australian Hardware Company provides with a various range of trainings in order
to meet the requirements of the business as well as developing the staff skills. However, the
company needs to plan and implement their managerial trainings for managing the
performances. The company needs to develop their sales trainings and community sensitive
trainings. Certified trainers as well as professional experts must conduct training sessions
with the managerial team in order to enhance their skills and abilities. The company must
take care of the work health and safety policies of the employees for providing them with a
secured and friendly working environment.
In addition to this, adequate leadership trainings must be provided to the managers so
that they can direct the employees for the organizational betterment. The company must focus
on trainings and development procedures for the existing staff members as well. Performance

3DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
management of the employees should focus on the individual goals of development in
accordance with the business expectations. The company should also keep a track of their
competitors and their strategies in order to enhance their budgets and plans. Moreover, the
human resource manager of the company must take the employee benefits and appraisals into
consideration, for enhancing their productivity.
Answer 3
Session
objectives
Regular monitoring of the performances
Identifying the gaps of the performance
Providing feedback
Managing talent
Timeframe Activity Teaching or assessment
strategy or approach to
achieve session objectives
Tools/resources

4DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Ten minutes Monitoring the
performances of the
employees, staff
members and others.
The management team should
keep a track of the employees’
performances. One of the
effective ways is to keep an eye
on their works. Moreover,
interacting with the employees
may also help in understanding
their competencies and in
competencies. However, it can
be a time taking procedure. In
addition to this, checking and
reviewing the employees work
progress on a regular basis.
Self monitoring tools,
spot check and
installation of cctv
cameras in order to
track the activities of
the employees.
Five minutes Identifying the
performance gaps of
the employees and
others.
Performance planning and
reviewing the employees’
performances will give an idea
of the gaps in their activities. In
addition to this; performance
evaluation, monitoring,
facilitation and others will help
in the performance
development.
Monitoring tools,
registering the
employees’ issues, cctv
cameras.

5DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Five minutes Providing feedback
to the employees.
Feedbacks must be provided to
the employees quite often. It is
important to be fair and
specific. This can be done by
conducting interactive sessions
with the employees. They must
be motivated and encouraged to
voice their opinions as well as
views, without any fear.
Interactive sessions or
team huddles can be
conducted in the
conference rooms. It
can also be done by
mailing the employees
individually. Laptops
and projectors are
needed to serve this
purpose.
Ten minutes Managing
employees’ talent.
In order to manage the talent of
the employees and other staff
members, the management
team should identify the
organizational goals and
priorities, organizational
drivers as well as challenges
and more. Surveys can be
conducted in order to identify
the employees’ competencies
and in competencies.
Installation of
feedback machines,
setting up of survey
questionnaires and
others.
Role Play between a senior executive and his manager
Senior Executive: So tell me Alice, how are you assessing the regular performances of the
employees?
Manager: Well, the management team is keeping a track of the employee performances on a
regular basis. One of the most effective ways is to keep an eye on their works. Moreover,
interacting with the employees also helps in understanding their competencies and areas of

6DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
improvement. However, as per my opinion, it can be a time taking procedure. In addition to
this, we are checking and reviewing the employees work progress daily.
Senior Executive: Impressive! But what are the tools you are using for this?
Manager: Sir, we are using self monitoring tools, spot checking procedures and moreover,
we have installed cctv cameras in order to track the activities of the employees. In addition to
this, we have asked the employees to send their daily reports in order to monitor their
performances.
Senior Executive: Very good Alice! What about identifying the performance gaps?
Manager: Sir, I think performance planning and reviewing the employees’ performances will
give an idea of the gaps in their activities. In addition to this; performance evaluation,
monitoring, facilitation and others will help in the performance development. However, the
monitoring tools are used and issues of the employees’ are being registered.
Senior Executive: Perfect! But Alice, tell me are you keeping a track of their feedbacks?
Manager: Yes of course! We are providing them with feedbacks and also, we are keeping a
track of their issues and opinions. Also, I consider that it is important to be fair and specific.
This is done by conducting interactive sessions with the employees. I feel that they must be
motivated and encouraged to voice their opinions as well as views, without any fear.
Senior Executive: Great going Alice! Lastly, please tell me how you are managing the
employees’ talent. Are you maintaining a documentation regarding their policies?
Manager: Yes Sir! We have installed feedback machines and also set up survey
questionnaires and asked them to fill those out. This had helped us in managing the talent of
the employees and other staff members. Moreover, we made sure the team members should

7DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Needs
Assessment
Budget
Delivery ModeLearning
objectives
Learning Style
Audience
Consideration
Delivery Style Content
Development
Measuring
Effectiveness
Timelines Communication
of Training
identify the organizational goals and priorities, organizational drivers as well as challenges
and more. Surveys helped in identifying the employees’ competencies and in-competencies.
Senior Executive: Perfect approach Alice! I am happy that your team has undertaken such
useful initiatives to understand the employees’ performance level. However, you can
introduce new and innovative database monitoring tools for managing their performances.
Otherwise, you are going on the perfect track.
Manager: Thank you Sir, for your valuable feedback. We will work in accordance with that.
Have a nice day!
Answer 4
Figure: Training program and development model
(Source: Created by Author)
In order to develop a training program it is important to set a learning objective. This
helps in gaining an understanding of the training type and style, needed for the organization.
The trainer should keep in mind that the learning style is highly crucial for the development
of the training programs. Moreover, many training programs include various methods of
delivery. It can be a web based training session, vestibule training, mentoring sessions and

8DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
others. In addition to this, the trainer should also prepare a budget and keep a track of the
expenses required for the overall training. The content must be prepared in the beforehand
and the audiences are to be selected. Furthermore, it is to be kept in mind that how much time
is required for the development of the training and what is the deadline. The training session
must be followed by an interactive session, where the employees will give feedback
regarding the effectiveness and efficiency of the program.

9DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Training
Learning is in context
Coaching as needed
Training activity and practice with good feedba
Competence achieved in each skill
Relevant models, examples and stories
Adapt to the learners
Figure: Training procedure
(Source: Created by Author)
Basic requirements for delivering training sessions;
 Establishing ground rules.
 Rehearsing the material.
 Selecting a suitable training mode.
 Selection of the venue.
 Welcoming the participants.
 Facilities like pens, notepads, whiteboard, sticky notes, markers and others.
 Group or individual presentations will prove to be beneficial.
 Refreshments and breaks in between the training programs.
 Being well organized and punctual will benefit the session.

10DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
 Keeping the participants active by conducting interactive and question-answer
sessions. The session is not only about the trainer delivering speech. It is also about
engaging the trainees and letting them share their views and opinions. Conducting
group presentations and discussions will also help in understanding the competencies
and in competencies of the trainees.
 Developing a strategy in order to deal with disruptive behaviors.
 It is unethical to copy a presentation from other trainers; therefore, avoiding
plagiarized work is highly important.
 Gathering feedback from the participants is immensely necessary as it helps in
understanding the effectiveness of the training program.
 In the end, the trainer should thank the audiences and acknowledge them for
participating enthusiastically and positively.
Part B
Answer 1
The manager of the company can undertake several disciplinary procedures which
exist in this context. If an employee’s work or attendance or conduct is falling below the
standards of the workplace, an oral warning must be given at the first stage. The warning
will be removed after six months, after observing his/her performance level. In the second
stage, if the employee still does not improve a written and formal warning must be given to
him/her by the senior department. Written warning is more impactful and if the employee
fails to improve himself/herself, the senior management team can take actions against
him/her. However, it can be removed after nine months of continuous observation and
keeping a track of his/her performance level.

11DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Even after this, if the employee fails to improve himself/herself a final written
warning must be given by the higher authorities of the workplace, in the third stage. This
will extend up to a period of twelve months or more, based on the circumstances. The final
written warning will give a brief detail of the issues created by the employee. Failing to
improve can lead him/her to severe consequences and the last stage of disciplinary procedure.
However, in the last or fourth stage, if the employee still fails to improve, the higher
authorities have the power to terminate him/her. The senior department will impose a
dismissal or short of dismissal. This occurs in severe stages, when the employee fails to
meet the requirements and standards of the work, even after continuous warning.
Answer 2
To Audrey Wu,
House wares Manager, Wollongong
Subject: Regarding employee training and coaching
Respected Sir,
Hope you are doing well. I have received your mail and found that you are facing
some issues with one of your employees. Even after trying so hard, it is sad to see that he
have not changed a bit. Well, if nothing seems to work, we can approach to the higher
authorities. However, I feel that the employee have that potential in him, to give the company
his best. If he gets back to his form, he will do well for the company. Therefore, I feel that he
deserves a few more chances. You need to keep an eye on his activities and what is letting
him down. If required, we can conduct training sessions for the employee, with the assistance
of some certified trainer or professional expert.

12DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
However, even after this, he shows no improvement, our team will take certain steps.
Firstly, an oral warning will be given to him. The warning will be removed after six months
on the basis of his performance level. Secondly, a written warning will be given to him and
it can be removed after nine months, keeping his performance under observation. Thirdly, a
final written warning will be given to him, if he shows no willingness to improve, which
can extend up to twelve months of observation. Lastly, if the employee still shows no sign of
improvement, the higher authorities have the power to dismiss or terminate him. Therefore,
it is your duty to convince him to give the company his best. We will conduct a session with
him this week for further details and make him understand the consequences.
Thank you,
Rachel Green,
Human Resource Manager
Part C
Answer 1
a) On evaluating the performance, it is important to have a clear idea of the
competencies and in competencies. Being the Human Resource Manager of a
company is not that easy. It is important to keep a record of all the employees’ well
being and work health and safety. According to me, feedback is a major component
for any individual’s or departmental success. The performance evaluation programs
must be designed in order to create a verbal or written dialogue between the
employees and the managers regarding job expectations or results. Therefore, in my
opinion, such strategies will help in demonstrating the commitment of an employee
for the organizational excellence or success.

13DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
b) i) Unfocused, underperforming or disengaged employees can hamper the business’s
progress or growth. It is important to monitor each and every performance or activity
of the employees in order to keep them on the right track. Instead of scolding or
reprimanding, it is more useful to give direct feedback to the employees for his/her
effort. Moreover, the managers must encourage and motivate them to voice their
opinions, which will make them feel valued. It is important to plan and create
organizational goals together. In addition to this, interacting and listening to them will
enhance their confidence as well as performance level.
ii) Employees can help the managers in a huge way, while planning for long term and
short term strategies. The employees can set individual goals and place in front of the
managers. This will help them getting involved with the company’s norms and
policies. Moreover, setting up of SMART goals will benefit the company on the long
run. In addition to this, employees can work in groups, by maintaining peace and
harmony, which will help them, fulfill their targets before the deadline. This in turn,
will benefit the company to a huge extent.
c) The timeframe for regular evaluation of performance management processes have
been discussed below;
Narrow span of control
Average span of control Eight employees
Average time to control one written review One hour
Average time to discuss with the employees One hour
Administrative time to set up meetings with the employees Half an hour
Figure: Time estimation

14DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
(Source: Created by Author)
Eight employees multiplied by two hours per employee and added with half an hour
of the administrative time to set up meetings with the employees, which gives 16.5 hours of
time for individual manager for completing the performance reviews.
Wider span of control
Average span of control Twenty five employees
Average time to control one written review One hour
Average time to discuss with the employees One hour
Administrative time to set up meetings with the employees One hour
Figure: Time estimation
(Source: Created by Author)
Twenty five employees multiplied by two hours per employee and added with one
hour of the administrative time to set up meetings with the employees, which gives 51 hours
of time for individual manager for completing the performance reviews.
Assessment Task 3
Answer 1
All companies need a huge range of skills and abilities in order to grow as well as
survive. Any company, be it big or small, needs some actions and strategies to survive on the
long run. In a small company, an individual, single handedly performs several functions. On
the other hand, a big company has different levels of management to look after various
departments. It is important to ensure that the line of managers participate in regular

15DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
monitoring, for the company’s growth and progress. It is important for the senior
management team to select the right mixture of people to reinforce and compliment the
business’ essentials.
Regular trainings and orientation programs will benefit the company to a huge extent.
Having an efficient and effective management team will help the company to create more
capable business. On developing an efficient management team, it is crucial to recognize the
competencies and in competencies of each and every individual. There are various training
facilities available now a day, which includes formal courses like; external, internal, formal
training sessions conducted by certified trainers or professional experts, distance learning and
others. In addition to this, managers should be able to develop a team spirit and maintain
diversity as well as flexibility among the team members.
Moreover, team building exercises will play an important role in this. It will assist the
management team in understanding and communicating with other members. Developing a
management team is a never ending process. In respect to this, performance feedback is
immensely necessary as it helps in identifying the skill gaps and improves the areas of in
competencies. Furthermore, all the managers must be a part of the formal appraisal system in
order to evaluate performance and personal development. Therefore, the management team
should set up objectives, manage employees’ performances, carry out the appraisals and
provide rewards or remedies.
Answer 2
Interactions with the employees revealed the fact that they enjoyed the training very
much. The training session was beyond the employees’ expectations and it helped them in
gaining useful insights. Moreover, the employees found the assessment easier and
convenient. In addition to this, the interviews with the managerial department helped in

16DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
understanding that the employees displayed initial enthusiasm after the training session was
over. However, the employees are unable to implement their learning in real life situations.
They are missing out some important factors while interacting with the customers. The
employees are also not following the business model, as per the instructions.
In addition to this, they are also forgetting to ask the customers regarding their
specific demands as well as possible future requirements. However, the company should
implement some additional strategies, in order to make their employees more capable. A
regular training session for around fifteen to thirty minutes will help in enhancing their
performance levels. Weekly and monthly trainings need to be conducted by certified trainers
as well as professional experts. They must be given proper lessons on customer satisfaction,
handling the desires of the customers, gathering feedbacks and others. Furthermore,
interactive sessions must be carried out individually, where the employees would be asked to
address their issues and grievances, if any.
Such sessions help in resolving workplace conflicts and the employees are able to
work in a safe and secured environment. Moreover, the employees must also be encouraged
and motivated to voice their opinions and views for the betterment of the organization. The
employees and managers must set up the organizational goals together. This will help in
making them feel valued and special. It also acts as a motivator, which in turn increases the
performance level of the staff members. Furthermore, the company can install feedback
machines at their stores. This will help them gather feedback from the customers, regarding
their services. Based on their experiences and feedbacks, the company can improve their
areas of in competencies.

17DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Training
objectives
Gaining an understanding of the employees’ competencies and in
competencies.
Encouraging and motivating them.
Gathering feedback.
Actions
Timeframe Activity:
(training/assessment
, coaching or other
support, monitoring)
Teaching or assessment
strategy or approach to
achieve training
objectives
Resources:
Trainer
(number 1–30)
Managers
One week Training and mentoring
on management,
understanding
customers’ behaviour
and other important
aspects.
Professional. One professional
expert and two
certified trainers.
One week Coaching; imparting
lessons, orientation
programs.
Professional. Two managers.
One week Interactive sessions. Friendly. One or two manager.

18DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
One month Mentoring their
activities.
Professional. The management
team will monitor
each and every action
and activity of the
employees, which
will help them in
figuring out their
competency level.
One week Feedback from the
customers.
Friendly. Two or three
managers.
Answer 3
The Australian Hardware believes in serving their target customers the best services.
They also provide the customers with best quality products with innovative designs. The
company seeks advice from international designers and takes help of experienced suppliers,
in order to differentiate their products from the competitors. The company takes full care of
the products’ quality and provides the customers with exceptionally innovative services. The
hardware company prices their products within the range as offered by their competitors.
They also lure their consumers by offering lucrative discounts and offers. In this way, they
try to adopt the differentiation strategy, for gaining a strong consumer base.
Australian Hardware provides their customers with a higher level of friendly as well
as fast services. They also ensure that their staff members are experienced and skilled enough
to maintain an interactive environment. The company’s new business model ensures proper
training being provided to the employees. The staff members greet the customers and pro-

19DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
actively ask them several questions in order to identify their needs and requirements. They
also present best possible solutions to the consumers’ problems and queries. In addition to
this, the company has government verified certificates for maintaining a sustainable
environment. Australian Hardware Company uses recycled rainwater for several purposes.
The company is implementing various strategies in order to improve their social and
environmental performances. Moreover, the company offers top quality products at much
affordable prices, unlike its competitors. In addition to this, the employees are trained and
skilled; they interact with the consumers very politely. This strategy of the company helps in
gaining an understanding of the consumers’ demands and desires. Furthermore, the
managerial department also gathers feedback from the consumers in order to get reviews
regarding their employee services and others. This benefits the company to a huge extent. It
helps them in improving their areas of in competencies as well.
Answer 4
a) Training outcomes
The objective of the training is to gain an understanding of the employees’
competencies and in competencies. The sessions are also targeted in order to improve their
skills and abilities. Around four thousand employees attended the sessions, seminars and
workshops, intended to enhance their skill set. The overall cost of the training is over thirty
thousand dollars. The training sessions attempted to address the issues of the employees, by
interacting with them. They also received trainings on how to understand the consumers’
preferences, demands and expectations. The employees enjoyed the training sessions and
understood various points being raised at the seminars. They were interactive as well.
However, monitoring of their performances will prove to be beneficial for the company, in

20DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
getting long term benefits. There were proper training and management tools which helped in
ending the training sessions successfully.
b) Interpretation of the performance data
The training session was beyond the employees’ expectations and it helped them in
gaining useful insights. Interactions with the employees revealed the fact that they enjoyed
the training very much. The employees found the assessment easier and convenient.
Moreover, the interviews with the managerial department helped in understanding that the
employees displayed initial enthusiasm after the training session was over. However, the
employees are unable to implement their learning in real life situations. They are missing out
some important factors while interacting with the customers. The employees are also not
following the business model, as per the instructions. Therefore, a proper session needs to be
conducted again, which will help in making them more competent.
c) Interventions to be undertaken for rectifying the issues
The company should implement some additional strategies, in order to make their
employees more capable. Regular training sessions for around fifteen to thirty minutes will
help in enhancing their performance levels. Weekly and monthly trainings need to be
conducted by certified trainers as well as professional experts. They must be given proper
lessons on customer satisfaction, handling the desires of the customers, gathering feedbacks
and others. Furthermore, interactive sessions must be carried out individually, where the
employees would be asked to address their issues and grievances, if any.
Undertaking such strategies will help in resolving workplace conflicts. The employees
must also be encouraged and motivated to voice their opinions and views for the betterment
of the organization. The employees and managers must set up the organizational goals
together. This will help in making them feel valued and special. It also acts as a motivator,

21DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
which in turn increases the performance level of the staff members. Furthermore, the
company can install feedback machines at their stores. This will help them gather feedback
from the customers, regarding the company’s services.
Answer 5
Training
objectives
Gaining an understanding of the employees’ competencies and in
competencies.
Encouraging and motivating them.
Gathering feedback.
Actions
Timeframe Activity:
(training/assessment
, coaching or other
support, monitoring)
Teaching or assessment
strategy or approach to
achieve training
objectives
Resources:
Trainer
(number 1–30)
Managers
One week Training and mentoring
on management,
understanding
customers’ behaviour
and other important
aspects.
Professional. One professional
expert and two
certified trainers.
One week Coaching; imparting
lessons, orientation
programs.
Professional. Two managers.
One week Interactive sessions. Friendly. One or two manager.

22DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
One month Mentoring their
activities.
Professional. The management
team will monitor
each and every action
and activity of the
employees, which
will help them in
figuring out their
competency level.
One week Feedback from the
customers.
Friendly. Two or three
managers.
Answer 7
1. Service Agreement
Service Agreement dated: 3 January 2014
Between
Train Your Way Up
Service Agreement Sponsor – Director of studies for Train Your Way Up, Jan Powers
And
Australian Hardware Human Resources
Service Agreement Sponsor – Susan Black, Human Resources General Manager
2. Scope of services
 Increase the sales revenue as well as gross profit.
 Control direct and indirect costs of operations.
 Maintain and increase the market share.
 Maintain service quality standards and superior products.

23DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
 Establish the company’s reputation as environmentally as well as socially responsible.
3. Training and Development
 Regular trainings and orientation programs will benefit the company.
 Having an efficient and effective management team will help the company to create
more capable business.
 There are various training facilities available now a day, which includes formal
courses like; external, internal, formal training sessions conducted by certified trainers
or professional experts, distance learning and others.
 Managers should be able to develop a team spirit and maintain diversity as well as
flexibility among the team members.
4. Monitoring and reporting
The talents and skills of the workers are immensely important for any business as they
add value to the company. Skilled and talented workers benefit the organization to a huge
extent. Skilled workers, just like other resources such as buildings and finance, are to be used
effectively and more efficiently. The Australia Hardware Company needs to gain an
understanding of their employees’ competencies as well as in-competencies. In order to
identify the skills and abilities of the workers, the company should monitor their activities
and performances. Observing and identifying the areas of improvement would prove to be
beneficial for the company
Services Report Time Frame
Monitoring the services of the
employees.
Summary of training, activities and
performances of the employees.
One month.
Training on understanding
consumers’ preferences.
Conducting sessions and seminars. One month.
Skill tests. Assessment records. One month.

24DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
The company needs to adopt some strategies during the hiring process as well. For
every position, the recruiter needs to identify the soft skills of the candidates first. The soft
skills include; communication, leadership, motivation, flexibility, patience and others.
Moreover, the recruitment also keeps the hard skills into consideration. Those are foreign
language proficiency, a degree or a certificate, machine operation, typing speed, computer
programming and others. Most of the companies also check the employees’ high priority or
job specific skills. The job specific skills are the abilities which allow an applicant to excel
in a specific job. This is also termed as skill set. For instance; a teacher needs proper lesson
planning strategies or skills, construction workers need to have sound knowledge on using
various kinds of tools and others. Based on the factors, a skill audit must be done for
recording or measuring the skills of an employee or a group.
5. Skill audit
 Self assessment based on the employees’ competencies with the validation of
supervisor or direct manager.
 360 degree reviews help in identifying the proficiency level of the employees.
 Focus groups.
 Assessment centers offering a set of tests like psychometric test, role plays,
interviews, presentations and others.
 Assessment by the subject matter experts.
Answer 8
Role Play between a manager and training supplier

25DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Manager: We would like to implement some additional strategies in order to make the
training sessions more effective. It is important to ensure more regular reporting of the
progress as well as involvement of the line managers for monitoring purposes and support.
Also, we would like to mention that if the training strategies fail, we would like you to pay a
penalty of $100,000.
Training supplier: Yes that’s fine! But we would like the management team to reinforce and
recognize strong performances among the employees. They must monitor their daily
activities and identify their in capabilities and notify us. It is important to encourage
improvement, when needed. It will help us proceed with our training sessions.
Manager: Sure! Our team is highly competent and will notify you regarding this. However,
your team must complete the training target of 4000 employees. We also need an audit and
assessment records of the training procedures, along with adequate proofs.
Training supplier: Sure Sir! We understand that the performance management processes are
regarded as an important tool for supporting the development of the employees and their
improvement. Moreover, we want the management team to constantly motivate and
encourage the employees to perform better every day. It will be helpful for our training
sessions. They can voice their opinions, without any fear. In addition to this, the managers
while talking with the employees must emphasize on their benefits and incentives in order to
encourage them. An effective leadership team will be able to lead the employees in an
efficient manner. Furthermore, we need an annual performance review of each and every
employee, which will help in setting their training procedure.
Manager: Sure! We will do the needful. Furthermore, share an interactive session with them,
which will help in understanding their feedbacks regarding the company. Keep a track of
those and let us know.

26DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Training supplier: Sure Sir! We hope that you will like the way we work. Have a nice day!

27DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
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