BSBHRM512: Developing Performance Management Processes

This assignment focuses on developing and managing performance management processes within the context of a simulated business, Australian Hardware. It involves analyzing organizational documents, setting performance management objectives, planning and implementing managerial training programs, and monitoring employee performance. The report includes role-playing scenarios to illustrate performance management techniques and addresses the development of training programs, including learning objectives, delivery methods, and budget considerations. Furthermore, it covers disciplinary procedures, providing a structured approach to addressing employee performance issues. The assignment concludes with a simulated email exchange addressing employee training and coaching needs. Desklib provides access to a wealth of similar solved assignments and study resources for students.

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.