Performance Management Report for Australian Hardware Business

This report analyzes people performance management within the context of Australian Hardware, a simulated business. It begins with an introduction to performance management, emphasizing planning, review, and skill development. Task 1 delves into work allocation and feedback, reviewing the business's documentation and a case scenario involving a seconded employee. It includes role-play scenarios with a garden product manager and the seconded employee, outlining expectations, position descriptions, and informal feedback. Task 2 focuses on designing and training a performance management system, with amendments and justifications. Task 3 examines the organization's performance management and appraisal processes through a scenario, including documentation, an employee performance scoreboard, a coaching plan, a performance development plan, and role-play simulations. The report concludes with a summary of findings and a list of references.

MANAGE PEOPLE
PERFORMANCE

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
Allocating work and providing feedback...............................................................................1
TASK 2............................................................................................................................................8
Design and train performance management system...............................................................8
A. I........................................................................................................................................11
B Prepare to answer questions on the amendments you have made, particularly the purpose of
your system (What do you hope to achieve? What problems does it address?) and how your
amended system is designed to achieve that purpose...........................................................12
B...........................................................................................................................................12
TASK 3..........................................................................................................................................13
1. Performance management and performance appraisal process of the organisation.........13
2. Scenario............................................................................................................................14
3. Documentation for role play.............................................................................................14
4. Employees performance scoreboard.................................................................................15
5. Coaching plan...................................................................................................................15
6. Performance development plan........................................................................................16
7. Role play...........................................................................................................................18
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20

INTRODUCTION
Managing performance of the people is the term that refers to as ongoing cycle in terms
of planning with various people about what is going to be achieved and further helping them in
fulfilling their day to day activities (Agnoli, Franchin, Rubaltelli and Corazza, 2019). Further,
this planning also includes reviewing performance and later helping them in collaboratively way
in order to meet required outcomes and also to ensure that those people are able in developing
their skills and knowledge. In the following report, Australian hard wares simulated business has
been taken into consideration. It was established on 26th January 1921 in Sydney, NSW.
Thus, in the following report, importance of work allocation and providing feedback will
be discussed in detail. Further, performance management system and training will be discussed
in detail. In addition to this, this report also highlights on delivery of a feedback and coaching
session has also been illustrated in deep. This study also summarises about the way company
deals with poor performers.
MAIN BODY
TASK 1
Allocating work and providing feedback
1. Reviewing Australian hardware simulated business documentation.
Australian hardware simulated business is a public limited company which has been
founded since 1982. it has been headquartered in Sydney, NSW. Thus, this business owns and
operates 138 stores throughout Australia. The ownership and governance of this simulated
business was the greenwright family that retains controlling interest in Australian hardware.
Holden Greenwright basically serves as both the chairs of respective Board of directors and
CEO. Further, the products and services that has been offered by Australian Hardware is
hardware and products that are used for home improvements. It also further provides expert
advice and service. It also offers, timber, tools, paint, home wares, outdoor to the customers and
also materials related to garden.
2. Reviewing case scenario
Being a hardware and home wares manager at Australian hardware Wollongong store.
One of the service and sales representative are taking a years absence. Therefore, Kim smith is a
garden product employee that has been second end in their place. Kim smith has been selected to
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whom the role has to be transferred. Thus, it becomes the most important responsibility to
transfer skills that has been practised and learned in garden practice towards new home ware
specific product and service knowledge. Therefore, key risk that has been associated with
secondment has to be analysed and record has to be maintain further. In addition to this,
currently sales representatives in both hardware and home ware division are expected in order to
generate $10,000 of revenue monthly.
3. Participating in role plays
Being a manager of Australian Hardware and home ware, I will have to consult with both
garden products manager and seconded employee (Armstrong, 2016). Thus, time and place to
conduct two role plays has been discussed as per below context-
Role plays Time Place
Gardens product manager Heavy workload and time of
recruitment process.
Small groups in the
organisation. In this products'
manager and I being a
manager will perform the role.
My roles and responsibilities
in this is to may them aware
about the roles and
responsibilities they have to
fulfil in the position.
Seconded employee Recruitment process to fulfil
the particular and specific
position.
Majority of candidates that are
basically performing the role
to get a position in the cited
organisation as a seconded
employee.
Garden products manager
The product manager is the one which considers various factors as intended customers
and users of the product. Further, these products are those which is been offered by the
competition and also their ability of fitting the business model of a particular organisation (Atieh,
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and et.al., 2016). In addition to this, product manager has an ability of managing one or more
tangible product lines. Thus, according to the case study while talking with product manager
about the role it has been analysed that she has good attitude that leads in acquiring new skills
and knowledge and have good adjustable power in every king of environment.
Seconded employee
Seconded employee is a term that describes about particular employee or group of
employees that is assigned on the temporary basis to work on the position of other employee or
group (Buckingham and Goodall, 2015). Seconded is basically referred to as that period where
particular employee is therefore sent in order to increase the workers or to replace the previous
one for better results. Thus, after plan has been made, it has to be ensured that she is agreeing on
this and also provide her with details relating to the roles and responsibilities she is going to play
on seconded position. Further, deep analysis is required and accordingly she has to start working
on this.
4 Role play with peer manager
Expectations for the employee and requirements of filling the position.
Being a manager of Australian Hardware organisation, my expectations with Kim smith
is that she must have good communication skills so that she can easily connect with the
customers and also manage all the complaints that customers face due to the services and
products that has been offered by our brand (Chance and Brooks, 2015). Thus, I have to
negotiate with Kim in order to fill the requirements that is needed to fill this customer service
representative position. Thus, the requirements to fulfil this position is to attract potential
customers by answering questions related to products and services of cited organisation. They
must also have an ability of maintaining customer records by updating account information.
Position description
The title of a job is of customer service representative. The one who is acquiring this
position has to provide expert advice to the customers on hardware and home wares products,
process sales and also refer sales to checkout the staff. The major requirement to fulfil this
position is that they have to determine the needs of customers so that they can easily provide
expert advice to those potential customers. In addition to this, they must also have ability of
taking and processing order as it plays very essential role in attracting customers towards a
particular brand and making company reach the boost.
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Further, the knowledge that is required in this position is that they must have ability of
describing the products and services offered to customers so that they can easily attract and
pulled towards the brand. They must also have capability of completing and processing orders
within minimum time period. In addition to this, the equipments that has been used in this role
includes computers, telephones, fax machine, power tools, forklift, etc. The expected learning
and development is to take a continuous and self directed approach to learning either on or off
the job in consultation with that of management.
Sense of employees aptitude
Employee aptitude is termed as the natural ability in terms of learning and proficiency in
a particular area or discipline. It is further expressed in interest, and is further reflected in current
performance which is further expected in order to improve themselves over time with essential
training and development sessions (Kellner, and et.al., 2016). She has lack of awareness in this
field and also knowledge related to product and services. She also have to enhance herself in
developing the skills of providing expert advice to customers.
Informal feedback
Informal feedback is termed as the ongoing and at the moment advice that is related to
development which is basically given to employees. This advice is further used in order to
provide employees with a clear idea in terms of ongoing performance throughout the whole year
(McNeil, Frey and Embrechts, 2015). This type of feedback leads in improving the performance
of the employee or an organisation. Thus, Kim smith have to work very hard to fulfil this
position achieve success. It will be really tough task for her therefore, will require training and
development session and coaching so that she can enhance her skills in which she lacks herself.
Further, it will require huge time and resources to overcome all the obstacles and perform task as
a seconded employee as customer service representative.
5. Role play with seconded employee.
Measurement of performance and performance objectives set within organisation.
Measuring performance plays essential role in monitoring the progress of both individual
and also organisation. The strategic plan further leads in providing performance targets for the
cited company and also leads in setting corporate direction. Thus, performance objectives can be
measured by developing job knowledge and also skills that leads them in thriving in their
respective work.
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Work plan
Work plan is termed as a significant tool that leads in projecting the task that has been
assigned. In addition to this, it also leads in managing workflow and tracking various
components and milestone deadlines. Thus, work plan has been discussed as per below table-
KRA Activities/ goals Measurement/ KPIs Accountability and
dependencies
Financial The main goal of this
is that there is
optimum utilisation of
funds and further it
must be utilised in
perfect manner and not
get wasted. The main
aim of Australian
hardware business is
to have good financial
condition so that they
can increase the
profitability and
success of business to
a large extent.
It has been measured
the effectiveness of
using funds and also
finding its results.
Thus, it has been
measured after
particular task has
been completed.
The main dependency
is on the financial
manager and their
team because every
decision related to
fund is taken by this
particular department.
Thus, performance of
that task is further
evaluated by this
department only.
Internal process The working
environment of cited
organisation must be
free from disputes and
should be full of
peace. Every member
present in organisation
is allocated with
particular task and has
The internal process of
cited organisation is
measured as per the
daily basis. This is
done because it
becomes essential to
monitor the
performance of staff
so that feedback can
This role is depended
on the manager.
Because they are the
only one who solve the
conflicts among the
employees and make
the working
environment positive.
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to perform
accordingly. In
addition to this,
everyone has to follow
proper and adequate
schedule.
be provided to them
which will help them
in bring further
improvements.
Customer focus The main aim of this is
that time to time
feedback is required
from the customers of
Australian hardware.
This will help in
making changes in
products as per the
requirements of
customers. This will
help them in pulling
huge volume of
customers.
This is basically
measured after
products and services
are offered to the
customers.
This task is depended
on the customer
relation manager as
their main aim is to
maintain good
relationships with
customers and increase
profitability by solving
all type of queries.
Development The main activity and
goals of this is to
develop skills and
enhance self in order
to learn new things so
that it will be really
helpful for them in
meeting the needs and
requirements of
customers.
Its measurement is
basically done after
the fulfilment and
performance of a task.
In this training and
development
department is
involved.
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General expectations and code of conduct with employee and importance of it.
The employee code of conduct leads in offering guidance to their employees. Thus, the
staff of cited organisation are expected to get guidance in order to exercise good judgement
(McNeil, Frey and Embrechts, 2015). Thus, this code of conduct highlights on the ethical
principles that may govern decisions and also behaviour of a company. Thus, importance of code
of conduct has been discussed as per below context-
 This helps in defining the level of performance that has been expected by the employee
that has been selected for particular position.
 It also leads in offering guidance to employees for those steps that they can take if they
have become aware of behaviours which may not live up the policies and standards of a
company.
 It also helps in enhancing core values of company's, their beliefs and sets of the right
culture.
 It also assists the cited organisation in setting up the standard and values.
Thus, if employee breaches code of conduct it means that activities that basically constitute a
serious breach of conduct that is done only if it is possible in order to cure as determined by the
authorised administrator of a particular plan in its sole discretion.
This type of breaches or ethical violations may lead in a worsening reputation that may
lose by both business and employees.
6. Risk associated with secondment in accordance with organisations risk management plan.
Risk management is a term that basically refers to the practice that leads in identifyng
potential risks in advance and later take precautionary steps to overcome them. Thus, risk
management plan has been discussed as per below table-
Risk Risk
likelihood
Risk impact Controls Monitoring Timelines Responsible
Financial High Financial
health of a
particular
organisation
Finance of a
company
Financial
health
Monthly Finance
department
Training High Employee Training Training As per the Training and
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developmen
t and growth
and
developmen
t
process qualification
s acquired
by
candidates.
developmen
t department
Human
resource
High Selecting
employees
Human
resources of
the cited
organisation
.
Selection of
high skilled
and talented
employee
As per the
need arises
Human
resource
department
Operational High Business
operations
or
production.
Day to day
operations
that is
undertaken
in business.
Smooth
operations
taking place
in a
company.
For every
kind of
operation
that takes
place.
Operation
manager
Market risk Moderate Competition
in a market
To analyse
competitive
advantage
of a cited
organisation
.
Looks after
market area
and analyse
the
situation.
Regular
basis
Market
department
is
responsible
for this.
Thus, while making this risk management plan, we have to analyse all the risk that may
affect the future of the Australian Hardware. Kim smith is having risk in terms of training and
development. This risk arises because the cited organisation do not want to spend much money
in training and development sessions. Thus, this is the main reason that makes process of a stated
organisation slower. Therefore, this risk management plan plays very essential role in terms of
reducing risk and increasing productivity of a company.
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TASK 2
Design and train performance management system
1. Reviewing policies and procedures relevant to the current performance management system
Employees that are involved in Australian Hardware acknowledges their roles and
responsibility as one of the responsible corporate citizen (Phillips, 2016). they are basically
expected to respect and support the core values of the organisation. They must also respect and
treat others without any kind of biasses. In addition to this, anti discrimination policy has also
been adopted by cited organisation. The main purpose of this is that it leads in ensuring
transactions with customers and employees of Australian hardware are handled in fair manner.
Further, the other policy and procedure that is adopted is Remuneration and performance
appraisal policy. This leads in determining arrangements of remuneration for their employees
and also in assisting staff in terms of understanding and position of staff remuneration. Other
than this, performance management policy, Disciplinary policy, grievance policy, record keeping
policy has also been taken into consideration.
2. Reviewing scenario
As per the scenario, it has been noted that employee performance has been generally
fallen down behind the targets. Thus, there are particular areas where concern is required which
includes sales revenue and customer satisfaction and also targets that are not being met by
employees. Further, the employees or workers of cited organisation complains of lack of
management commitment in terms of training and advancements (Agnoli et. al., 2019). They
also complain of lack of meaningful rewards and recognition and low level of management
presence and ongoing feedback on the performance of the work. Thus, being a manager at home
ware and hardware store, it has been asked to deliver training sessions on current stage of
performance management system in order to take account of HR information.
3. Participating in a training session role play
The employees of the cited organisation Australian home ware and hardware organisation
must be treated in positive and good manner so that they may feel confident and motivated and
put maximum efforts in the task which has been allocated to them (Visser, 2018). Further, it
becomes prior role and responsibility to support those worker at every step of their performance
and also leads in making them stress free so that they may work with complete efforts. In
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