Design and Train Performance Management Systems

Running head: DESIGN AND TRAIN PERFORMANCE MANAGEMENT SYSTEMS
Assessment 2: Design and train performance management systems
Name of Student
Name of University
Author Note

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DESIGN AND TRAIN PERFORMANCE MANAGEMENT SYSTEMS
Table of Contents
3. Arranging with the assessor....................................................................................2
a. Time and place of the role-play............................................................................2
4. Amendments to the performance management system..........................................2
5. Planning a training session.....................................................................................3
a. Introduction to the main features of the performance management....................3
b. Discussing about the amendments made............................................................3
c. Answering related questions................................................................................4
6. Explaining benefits of the amendments..................................................................4
Bibliography................................................................................................................ 5

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DESIGN AND TRAIN PERFORMANCE MANAGEMENT SYSTEMS
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 garden products manager needs to be involved
so that the training can be set up as per the time of the manager. The training need
to address the weakness of the employees and ensure that the development of the
employees is continued so that it can meet the organisational expectations.
4. Amendments to the performance management system
The performance management system adopted in Woolongong can be
amended by considering certain changes. The changes can include developing a
proper performance management system that takes into account, the tasks and
responsibilities of the employees. Mone and London (2018) is of the opinion that the
performance management can help organisations to identify the employee that
continue to work in an effective manner. Therefore, it is necessary that performance
management be maintained by considering the performance of the employees
without biasness.
A target needs to be maintained so that the performance management can be
undertaken at regular intervals. Woolongong can conduct the performance
management after every 3 months. This can help in accessing the performance of
the employees and deciding upon the type of incentive can be provided to them.
Hence, it can be said that this is one of the changes that Woolongong can make so
that it can maintain effective monitoring of the employees. At the same time, it is also
necessary that Woolongong recruit people from outside the organisation to conduct
the appraisal.
This can help in reducing the biasness, as the neutral members cannot
distinguish between the employees (Ahmed et al. 2016). The suggested changes
can help Woolongong to gain advantages in the development of the employees. The