Develop and Manage Performance Management Processes

This article discusses the strategic and operational plans, policies, and procedures for performance management processes at Australian Hardware Ltd. It also explains the role of HR General Manager in developing and managing performance management processes. The article covers topics such as remuneration arrangements, systematic development of employees, and the application of grievance procedures.

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

1DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Table of Contents
Task 1...............................................................................................................................................3
Part A...........................................................................................................................................3
Part B..........................................................................................................................................11
References......................................................................................................................................12

2DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Task 1
Part A
1. I have been appointed as the new HR General Manager of Australian Hardware Ltd in
Australia. It is my responsibility to ensure that the strategic goals and objectives are achieved
properly by following a coordinated and integrated approach to performance management within
the company. Thus, it is important to analyze the organizational plan and policies, set the
objectives of performance management and consult with the line managers and other
stakeholders to ensure that the implementation of performance management processes and
systems are successful and noteworthy (australianhardware.simulations.learn.com.au 2018). The
vision of the organization is to lead the hardware and home improvement market in Australia in
the next five years.
Strategic plans
The strategic plans include providing a strategic direction with the consultation with the
board of directors and senior management of Australian Hardware Ltd. It will assist in managing
the warehouses properly and at the same time, facilitate the management of stocks and ensuring
that the products and services are available properly for the customers in the marketplace. The
strategic plans are managed in such a manner so that the sales revenue is increased along with
the gross profit (De Waal 2013). The company also aims to maintain and increase the market
share along with the controlling of direct and indirect costs to make it convenient for the
customers to make purchases and at the same time, maintain the quality standards. This will also
improve the brand image and reputation, furthermore make the company more socially and

3DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
environmentally responsible, which can influence the buying behaviors of the consumers largely
(Srivastava and Sushil 2013).
Operational plans
The operational plans include the ways by which the company has set itself in various
locations along with the management of increased demands of hardware components in
Australia. The processes managed by the organization include marketing campaigns, marketing
mix, preferred suppliers and providing strategic directions for the accomplishment of business
goals and objectives. Assessment of market conditions and engaging in partnerships and
community events are other major processes associated with the operational plan of the
organization (Shields et al. 2015).
The policies that are needed to be addressed in the integrated performance management
processes are Anti-Discrimination policy, Remuneration and performance appraisal policy,
Performance management policy, etc. The performance management policy is associated with
the development and management of employee performance of the employees along with the
monitoring of their performances for creating enough scopes and opportunities to excel in their
professional career with ease (Van Dooren, Bouckaert and Halligan 2015). The performance
management policy will also ensure that the organizational rules and regulations are maintained
and the values and beliefs are followed by the employees to remain consistent in meeting the
organizational standards (Burney and Widener 2013). This could enable the staffs of the
organization to understand their roles and responsibilities properly, furthermore manage the
procedures that were set by the industrial laws, awards and employment agreements applied to
the Australian Hardware Ltd. Few of the other policies are Privacy Act 1988, Fair Work Act

4DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
2009, etc. that ensures equal opportunities provided to the employees and ensuring that
monitoring and reviewing of employee performance is done properly for smooth business
functioning (Besley and Abigail Payne 2013).
2.
Performance
management
objectives
To determine the remuneration arrangements for the
employees and support the staffs in understanding the
position on staff remuneration
To ensure that the employees are developed systematically
based on the defined needs and development approaches
undertaken to remain cost effective and meet he agreed
standards of the organisation
To enable transparency and equity in the remuneration
provided to the employees
To discuss issues related to job performance meeting the
development needs and opportunities of the employees
To monitor the performances of employees and provide
training for enhancing their skills, knowledge and expertise
3. A process is designed to use various methods, tools and procedures for assisting the managers
to develop KPIs for supporting the staff working at Australian Hardware Ltd. The managers
must implement the performance management policy and find out the employment opportunities.
It can help in identifying the needs of employees as well as undertake approaches that are cost

5DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
effective and reliable for meeting the standards of the organization with much ease and
effectiveness. Few of the legislations include Privacy Act 1988, Anti-discrimination act, Fair
Work Act, etc (Bell 2013). The managers must ensure that the wages are paid according to their
merits and performances and prevent any forms of discrimination within the workplace too. They
must also conduct performance review discussions after every 6 months and make sure that the
employees abide by the organizational rules and regulations. Monitoring the performances of
staffs would assist in identifying the areas of weaknesses and opportunities that should be
provided to them for gaining access to the training and development sessions (Noe et al. 2014).
The annual discussions should include reflecting on the performances of individuals every year
and focus on the key areas of improvements that should be done through management of
documentation processes with accurate records stored there (Rahman and Nas 2013).
4.

6DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Action Resources Strategy/tactics Timelines
Identifying the
employment
development
opportunities ,
implementing
employee
development
practices and
policies based on
their needs for
development
Human resources,
skills and
knowledge of
managers, trainees
who are associated
with the training
provided to the
staffs
Implementing the
right policies and
practices along
with the
monitoring of
employee
performance
January 1st-Mrach
31st

7DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Record
management
systems are
developed and
implemented for
ensuring that the
strategic needs of
Australian
Hardware Ltd are
met
Data and
information in
databases,
sensitive
information,
payroll and tax
records,
recruitment
records, etc
(Jehanzeb and
Bashir 2013).
Payroll activities,
tax records,
maintaining the
quality and security
of data too. It is
important to set
standards for the
record keeping and
provide training to
the staffs for
making them
manage the records
properly
April 1st- June 31st

8DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Procurement of
supply chain helps
in managing the
processes
associated with the
incoming and
outgoing of
products and
services.
Supply chains,
products,
legislations and
laws implemented
and other
purchasing
resources. The
suppliers are
CoffeVille, Ace
Consultants and
Australian Timber
Yards.
Acquisition of
resources by
employees and
contractors in
accordance with
the requirements of
Australian
Hardware Ltd
(Elnaga and Imran
2013).
July1st- September
31st
Management of
ethical behaviours
and maintaining
the organisational
standards
Employees are
considered as
major human
resources while
promoting a good
culture can be easy
through higher
level of motivation
by providing
financial benefits.
Creating a positive
culture and
engaging the staffs
altogether so that
they feel free to
share their views
and opinions
October 1st-
December 31st

9DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
5. Role play
Line Manager: Please accept warm greetings, sir.
Chief Operating Officer (Mary Chu): Thank you, sir.
Line manager: Let me brief you that we have arranged this meeting for discussing on the ways
and means by which the key performance indicators can be developed. Along with this, our
discussion would focus on making the employees aware of these key performance indicators.
Chief Operating Officer: I acknowledge you for picking this issue.
Line manager: Thank you sir. Firstly, I would like to draw your attention towards certain
objectives, which would help us in regulating the performance of the employees.
Chief Operating Officer: Please go ahead.
Line manager: The first objective is that of determining the remuneration arrangements for the
staffs. Here, the focus would be on making the staffs understand their position in accordance
with the revised remuneration arrangements.
Chief Operating Officer: Yes, you are correct. It is our prime responsibility to ensure that the
staffs understand the new arrangements for remuneration. Along with this, it would reflect
transparency and equity within the business activities.
Line manager: Absolutely. Second objective is to ensure the systematic development of the
employees.

10DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
Chief Operating Officer: You have highlighted an important issue. This systematization would
be possible only if we cater to the development needs of the staffs.
Line manager: Yes, you are right. I also feel that legislations like Privacy Act (1988), Anti-
Discriminatory Act and Fair Work Act are important in terms of proper implementation of the
plans.
Chief Operating Officer: I also think that training would help in enhancing the preconceived
skills, expertise and knowledge of the employees.
Line Manager: Yes, we need to provide motivation and encouragement to the staffs, so that they
get inspiration towards exposure of better performance.
Part B
As the HR General manager of Australian Hardware Ltd, I identified the strategic goals
and then aligned it with the performance management processes. They made sure to implement
various policies and procedures for enhancing the efficiency of the planning of processes, which
can make the staffs satisfied and they can grab better scopes and opportunities to meet the needs
of the organization. This would not only enhance the capability of the organization, but would
also assist in creating a good working environment where the human resources should be
managed well and with accuracy for driving the positive outcomes in business (Kooij et al.
2013). As the HR manager, it is my responsibility to create learning opportunities for the
individual working at the company, create better scopes to facilitate their learning behaviors and
attitudes. I have implemented various policies and procedures along with the legislations that are
required to manage the human resources properly (australianhardware.simulations.learn.com.au
2013). Few of the policies include Anti-discrimination policy for ensuring that the recruitment

11DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
and selection processes are managed without any forms of discrimination, Remuneration and
performance appraisal policy, Performance management policy including the Privacy Act, Fair
Work Act, etc.
The Equal employment opportunity can help in supporting equal benefits and
opportunities provided to the employees while the privacy and confidentiality of information will
help in keeping the records properly and ensure smooth business functioning (Armstrong and
Taylor 2013). The application of grievance procedures by me has assisted me to prevent any
forms of discrimination based on race, religion, ethnicity and at the same time, assess the
complaints made by individuals, furthermore, take any necessary steps for making a final
decision to settle the grievances. To improve the organization’s capability, I would like to
provide training and development sessions for the individuals so that they can learn more and
grab new opportunities to improve their knowledge and expertise (Srivastava and Sushil 2013).
This should be a vital setup for their success in their professional career in the future.

12DEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSES
References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
australianhardware.simulations.learn.com.au. (2018). Australian hardware. [online] Available at:
http://australianhardware.simulations.learn.com.au/ [Accessed 15 Jun. 2018].
Bell, M., 2013. Sexual orientation and anti-discrimination policy: the European Community.
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Besley, T. and Abigail Payne, A., 2013. Implementation of Anti-Discrimination Policy: Does
Judicial Selection Matter?. American Law and Economics Review, 15(1), pp.212-251.
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measurement system-based incentive plan. Behavioral Research in Accounting, 25(2), pp.115-
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Jehanzeb, K. and Bashir, N.A., 2013. Training and development program and its benefits to
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Kooij, D.T., Guest, D.E., Clinton, M., Knight, T., Jansen, P.G. and Dikkers, J.S., 2013. How the
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