Developing and Managing Performance-Management Processes: Assignment

This assignment addresses the development and management of performance-management processes within an organizational context, specifically tailored for the BSBHRM512 unit. The assignment outlines a structured training program for managers, covering key areas such as employee motivation, effective communication, conflict resolution, performance improvement, and performance appraisal. The training strategy includes lectures, coaching, and induction sessions, utilizing in-house human resources personnel and external consultants. Furthermore, the assignment incorporates an email exchange providing guidance to a manager on addressing an employee's poor performance, emphasizing the importance of a kind, non-offensive approach, proper record-keeping, and adherence to organizational policies and labor laws. A reflective component evaluates the effectiveness of the performance management processes, highlighting the student's performance in managing underperforming employees, conducting appraisals, and assisting managers with essential duties. References to relevant academic sources support the assignment's content.

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Leadership and Management
Name
Professor
Course
Date

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Leadership and Management
Session
objectives
-The employees will be adequately and effectively trained on
employee management and motivation
- The employees will be adequately and effectively trained on
conflict resolution and effective interpersonal communication
process
- The employees will be adequately and effectively trained on
performance improvement (van Breda 2016).
- The employees will be adequately and effectively trained on
performance appraisal
Timeframe Activity
Week 1
Teaching or Assessment
Strategy to achieve Session
Objectives
Tools/Resources
Training on employee
motivation
Week 2
The training will be done
through lecturing the
employees
In-House Human Resources
Management personnel and
the outsourced consultants
Training on effective
communication and conflict
resolution
Week 3
The training will be carried
out through coaching
In-House Human Resources
Management personnel and
the outsourced consultants
Training on performance
improvement
The training process will be
done by induction
In-House Human Resources
Management personnel and

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Week 4 the outsourced consultants
Training on performance
appraisal
Week 5
The training process will be
by giving lectures
In-House Human Resources
Management personnel and
the outsourced consultants
Email
Hi Audrey Wu
RE: POSITIVE APPROACHES TO GIVING FEEDBACK AND COACHING
I would like to write to you this email I response to the inquiry that you made from our office.
After going through your email, I realized that you have a big problem with one of your staff
members who despite showing dismal performance is reluctant to accept his performance
appraisal feedback. As an expert, I would like to let you know that this kind of refusal is not
coincidental, but justifiable (Rizvi 2017). Your staff has refused to accept the results because of
the ineffective and improper way in which you have been communicating and relaying the same.
In this regard, I would like to urge you to improve your performance evaluation reporting
strategies. To help you rectify this, I would like to give you two pieces of advice. First and
foremost, I would like to advise you to be kind in your approach. Although you should be frank,
you should us a proper mechanism to approach your staff and inform them about the
performance. Secondly, you should not be offensive (Ahmad, Farrukh & Nazir 2015). What you
should do is to do everything within your capacity to counsel the employee. At no one time

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should you rebuke your staff. Always use your interpersonal communication skills to guide,
counsel and advise the employee. Another area of concern that you need to improve is record-
keeping. You should have a good and automated record-keeping system to update all information
and be able to efficiently retrieve it whenever a need arises. You should also not terminate an
employee at will because you have to follow the organizational policies and conform to the labor
laws governing the hiring and termination process. Any such acts might be disastrous because it
can lead to a breach of contract.
This should be done after seeking for the opinion of the worker to know exactly what challenges
contributed to such unpleasant performance. If you do all these, you will never face such a
resistance from any of your staff again. Thank you.
Adrian Tsu,
Human Resources Manager,
Wollongong.
Reflection
Reflection is an important strategy that should always be applied by everyone. It gives
individuals an opportunity to review the performance so as to identify the strengths and
weaknesses. This is crucial because it helps in rectifying any inefficiencies and capitalizing on
the strengths. Personally, I have evaluated my own performance. From my own review, I
fearlessly point out that I did a great job. My performance was superb because I carried out all he
activities in a proper manner (Buckingham & Goodall 2015). My performance management

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skills met the expected standards. I displayed a high degree of success and competency in the
guidance of underperforming employees, employee appraisal, and the assisting of the managers
to conduct essential duties such as employee management, goal setting and implementation.

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References
Ahmad, T., Farrukh, F. & Nazir, S., 2015. Capacity building boost employees performance.
Industrial and Commercial Training, 47(2), pp.61-66.
Buckingham, M. & Goodall, A., 2015. Reinventing performance management. Harvard Business
Review, 93(4), pp.40-50.
Rizvi, M.A., 2017. A feedback model for an effective performance appraisal system. Journal for
Global Business Advancement, 10(2), pp.140-157.
van Breda, A.D., 2016. Building resilient human service organizations. Human Service
Organizations: Management, Leadership & Governance, 40(1), pp.62-73.