Assignment || Performance Management

Running head: PERFORMANCE MANAGEMENT
PERFORMANCE MANAGEMENT
Name of the student
Name of the university
Author note

PERFORMANCE MANAGEMENT1
Approach of the organization
The company of Qantas in Australia shift and consolidate operations of human resources
to the cloud after putting signature as a novel consumer of Workday. The airline has invested an
aggressive drive last year to shift the structure to the cloud that is focused on core migration. The
software of workday invite the workers the application for management of matters as payroll and
leave as sad by Qantas (Shields, 2015). The agreement of Workday is the stage in strategy for the
replacement of the system of Information Technology and facilitate an advanced mechanism for
the workers of Qantas as the program of transformation The Qantas has operated for past years.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... &
Robinson, J. (2015). Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Interview with managers of the organization
According to the HR manager of Qantas who told about the performance management
process of the company. Human resource management operates on both external and internal
context in the management quest of performance (Gerrish, 2016). The internal perspective
involves the strength of the company to maximize performance management however the
external perspective envisages guaranteeing the workers of the company derived optimum
assistance for ensuring loyalty to the corporation. The practices of the performance management
of the company involve setting expectation and planning work, regulating performances
employee progress rewarding noble performance.

PERFORMANCE MANAGEMENT2
Gerrish, E. (2016). The impact of performance management on performance in public
organizations: A meta‐analysis. Public Administration Review, 76(1), 48-66.
Policies
The policies that guide processes of performance management is monitoring the
performance of the employees that involve customer opinions, observation in addition to that
performance appraisals. Another policy is employment development that concentrates on the
development of employees targeting at guaranteeing the employee to design future careers.
Rating performance in the company of Qantas concentrated on appraisals, and it also includes
rewarding the employees on the basis of good performance (Albrecht., 2015). The reward
structure of Qantas resolves four zones that involve compensation, benefits, recognition and
appreciation.
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage. Journal
of Organizational Effectiveness: People and Performance.
Strength and weakness
The strength and weakness of the policies adopted for processes of performance
management in Qantas are linked with the chief indicators of performance that have explored.
The strength of efficiency and e-recruitment of supply of chain management of human resource
from the perspective of healthcare service commerce. The advantage of e-recruitment, for
instance, broader accessibility and cost efficiency of the to the potential profile of the candidate
and the cycle of short recruitment can enhance positively management of supply chain of human

PERFORMANCE MANAGEMENT3
resource for healthcare corporation of India. Furthermore, it helps to attain competitive benefit in
the aspect of profitability and investment returns (Vanclay, 2015). The weakness of the policies
is the issue of performance management of HRM in Qantas. In addition to that, there is a deficit
of employee involvement in the work planning and the work reduce the employees' incentives.
Vanclay, F. (2015). The potential application of qualitative evaluation methods in European
regional development: Reflections on the use of performance story reporting in
Australian natural resource management. Regional Studies, 49(8), 1326-1339.
Interview with different stakeholders
The major stakeholders of Qantas involve HR manager, supplier and employee regarding
managing performance management in the corporation. They have a significant influence on the
strategy and performance of the company (Bartram et al., 2015). The coverage of media on the
incorrect decision made by Qantas has negatively affected the reputation of the company. The
issue that is discussed implicates that the shareholders of the corporation influence the
performance of the corporation. The crisis that face by the corporation on performance
management has influenced the consumers and the employees on the basis of lost trust and
confidence in the operation of the company. Furthermore, human resource management should
progress with the planning of professional management that si authoritative in following the
performance of staff. The process that is supported by the process of job analysis involves
training, personnel selection, evaluation of job along with that appraisal for good performance.
Bartram, T., Boyle, B., Stanton, P., Sablok, G., & Burgess, J. (2015). Performance and reward
practices of multinational corporations operating in Australia. Journal of Industrial
Relations, 57(2), 210-231.