Employee Performance and Review Process: David Jones Manual

This project provides a comprehensive overview of the employee performance review process at David Jones, a retail department store. It includes a brief overview of the company, a detailed description of the stages in the employee performance review process (monitoring, informal feedback, formal assessment, formal review meeting, action-planning, and learning & development), a memo from the Human Resource Manager outlining the process, an instruction training PowerPoint slide pack for managers, a sample employee performance review form, and a guide for managers on providing feedback. The feedback guide covers 'Tell and Sell', 'Tell and Listen', and 'Problem-solving' approaches. The project emphasizes the importance of performance evaluation and remuneration strategies within David Jones.

Running head: REMUNERATION AND PERFORMANCE MANAGEMENT
Remuneration and Performance Management
Student’s name:
Name of the University:
Author’s note:

1REMUNERATION AND PERFORMANCE MANAGEMENT
Table of Contents
Introduction......................................................................................................................................2
1. A brief overview of David Jones.................................................................................................2
2. A description of the stages in the Employee Performance Review process................................3
3. A memo from the Human Resource Manager to all employees outlining the Employee
Performance Review process...........................................................................................................4
4. An instruction training PowerPoint slide pack to train managers in the Employee Performance
Management process.......................................................................................................................6
5. A Sample Employee Performance Review form.......................................................................12
6. A guide for managers in providing feedback at the Employee Performance Review meeting. 14
Conclusion.....................................................................................................................................15
Reference List................................................................................................................................16

2REMUNERATION AND PERFORMANCE MANAGEMENT
Introduction
Employees performance evaluation allows companies to effectively track analyse and
evaluate their employee performance and productivity. This system should distribute forms for
feedback, collect data, manage administrative tasks like sign-offs, analyse information about
performance and store feedback securely. In this paper, David Jones is chosen to show the
performance review system and the feedback process for managers.
1. A brief overview of David Jones
David Jones is a subsidiary of parent organisation Woolworths Holdings Limited. David
Jones is a retail upmarket department store and it was founded in the year 1838. However, in the
year 1980, Adelaide Steamship Company completed the acquisition and during the 1990s the
assets of the company floated as David Jones Limited for the recession. After 2000, David Jones
has been into the turbulent times and it did the merger with Myer and in the year 2014,
Woolworths took over the company. In the year 2016, Woolworths sold Market Street store and
the company announced the relocation of the office of DJ in Melbourne (Davidjones.com 2018).
David Jones sells products like cosmetics, fashion, furniture, home appliances, electrical and
food. In the year 2016, the revenue of the organisation touched AU$ 2.2 billion and operating
income of the organisation was AU$ 170 million. At present, David Jones has the employees of
8100 and maximum of the employees are directly employed by the HR department
(Davidjones.com 2018). David Jones has 45 stores in Australia; most of them are located in
Australian territories and states, except Northern Territory and Tasmania. David Jones faces its
competition mainly from Myer and David Jones opened its first New Zealand store in
Wellington in the year 2016 buying Kirtkcaldie and Stains.

3REMUNERATION AND PERFORMANCE MANAGEMENT
2. A description of the stages in the Employee Performance Review process
According to Dall’Ora et al. (2016), effective employee performance process helps the
managers to measure and evaluate individual performance of the employees and to optimize the
productivity of the employees. The employee performance review aligns strategic business
objectives with the employee’s day-to-day actions in order to support the career planning,
remuneration and compensation.
The Employee Performance Review Process has six stages and it starts with Monitoring.
The management monitors the activities of the employees including the performance, job
satisfaction and motivation. Monitoring process tracks the employee motivation through
observation of the employees’ enthusiasm. The management also calculates the responses of the
employees to determine the performance of the employees. Monitoring of the employees can be
done in three different ways; technical monitoring, financial monitoring and process monitoring
of the employees.
The second stage is informal feedback and in this stage, the manager provides important
feedback along with direction to the employees outside of the roundtable meeting. Informal
feedback is very significant for the employees as it helps to build rapport with the managers and
to take the coaching from the manager as well (Anitha 2014). Informal feedback can be taken
during the office hours and the employees can improve the performance real-time through
informal feedback.
The third stage is about formal assessment and in this stage; the managers take the test
and systematically measure how much the employees learn and improve. According to Nielsen et
al. (2017), formal assessments are standardised, used and scored to compare the employees.

4REMUNERATION AND PERFORMANCE MANAGEMENT
Formal assessments are usually the assessments which are used to determine the employees’
grade and performance. Examples of formal assessments are assignments, projects and quizzes.
The formal review meeting is the fourth stage in which the employees have to meet the
managers for the formal conversation based on the informal feedback that has occurred prior.
The objective of the formal review meeting is to make the overall face-to-face encounter
productive which can produce benefits for both the company and the employees.
The fifth stage is action-planning and the managers and supervisors make an action plan
for the employees through discussions. Employees' regular performance review shows
significant room for improvement and performance action-plan helps the employees to get back
on the track. This action plan is the constructive discussion between the managers and the
employers.
The sixth stage is learning and development and the managers facilitate the employees to
take the training programme in which sections the employees lack. Training programmes help
the employees to learn specific skills and knowledge to develop the performance in the current
roles (Timmers et al. 2015). Performance review process helps the employees to develop skills
and focuses the employees for future performance and growth.
3. A memo from the Human Resource Manager to all employees outlining the Employee
Performance Review process
To: The employees
CC: The CEO
From: The Human Resource Manager

5REMUNERATION AND PERFORMANCE MANAGEMENT
Date: 12/10/2018
Subject: Outlining the Employee Performance Review Process
This is to inform that HR department of David Jones is going to remodel the Employee
Performance Review Process.
David Jones declares the new Employee Performance Review Process and this review
process has four stages.
The first step of Employee Performance Review Process is to set the performance expectations,
the managers and the employees of David Jones do work together to create the clear expectation
for job performance. The employees will be responsible for accomplishing the objectives and
managers will provide guidance.
The second step is about obtaining and providing the guidance. In David Jones, giving and
getting is a critical part of controlling the employees. The managers will provide constructive
feedback to the employees on changing behaviour. The employees will open to receive
constructive feedback to improve the behaviour. The managers will be using praise, coaching
and document performance progress notes to provide guidance.
The third stage is the annual performance review meeting and David Jones sets the collaborative
process which is mainly competency based and it is focusing on the development of the
employees. Employees need to complete the self-review form before scheduling the meetings
with the managers. The primary purpose of this stage is to develop and enhance skills of David
Jones employees at all levels.

6REMUNERATION AND PERFORMANCE MANAGEMENT
The fourth stage is creating a plan for the employees and each of the employees must
have the Individual Development Plan. In addition, it is the employees' responsibility to create
the plan and to share it with the senior managers.
A whole-hearted cooperation is highly solicited.
4. An instruction training PowerPoint slide pack to train managers in the Employee
Performance Management process

7REMUNERATION AND PERFORMANCE MANAGEMENT

8REMUNERATION AND PERFORMANCE MANAGEMENT

9REMUNERATION AND PERFORMANCE MANAGEMENT

10REMUNERATION AND PERFORMANCE MANAGEMENT

11REMUNERATION AND PERFORMANCE MANAGEMENT