BSBHRM512 Develop and Manage Performance Management Processes Report

This report, prepared by a student, addresses the development and management of performance management processes within Australian Hardware. Part A analyzes the company's policies, objectives, and plans, focusing on increasing revenue, maintaining market share, and improving brand reputation. It outlines objectives for performance management, emphasizing employee recruitment, training programs, and leadership development. The report details a process design that includes talent management, external factor analysis using SWOT and PESTLE, and feedback mechanisms. An action plan with timelines, resources, and strategies for implementation is provided. Part B offers a reflection on the student's role as an HR manager, identifying performance gaps, implementing policies, and setting future objectives, including anti-discrimination policies. The report highlights the importance of stakeholder satisfaction, training workshops, and e-recruitment to enhance sales figures. References to relevant literature are also included.

University
Leadership and Management
By
Student ID
Date
Lecturer’s name
Page 1 of 5

Part A
Company name: Australian hardware limited
Organization policies and plans
The Australian policies and plans for the future is to increase the annual revenue of the
organization, the organization has to maintain a sustainable value of the market shares of the
organization. The quality standards of the products are assured. The social reputation of the
brand should be increased (DeNisi and Pritchard 2006). The operational costs should be
documented and maintained.
Objectives for performance management and integrated processes
The performance management can be improved with help of the recruitment of the employees
who can increase the efficiency level of the entire organization. The training programs have been
conducted as the sales training as well as technical training has been done in the organization.
The leadership trainings have to be done (Alegre et al.2016). The health and safety should be
protected.
Consultation with the line managers and the stake holders
The line managers and the stake holder’s interest should be kept and the supplies are also should
be maintained.
The effective plan for the performance management processes
The performance management process can be executed by monitoring all the employees and the
performance of all the employees (Parmenter 2015). The key performance indicators should be
identified.
Three objectives for the performance management for the organizational strategy
Performance management objectives  Job satisfaction of the employees have
to be secured
 Feedbacks and the reviews are
Page 2 of 5

collected
 The training are given to the employees
Design of a process
The process consists of three aspects such as
 The management of talents
 The tools like SWOT and PESTLE to identify the external factors
 The feedbacks are taken after the task
The role play consultation
The managers have to know the key performance enhancers in respect of the employees and
make strategies according to that and secure the development of the organization (Renz 2016).
Implementation of processes
Action plan
Action Resources Strategy Timelines
Training Trainers, money Encourage the
employees to
participate
10-13 days
Employment Human resource
managers, money
Skill identification
strategy
3-4 days
Page 3 of 5

Part B
Reflection
As a human resource manager I have identified the problems of the Australian hardware
organization. The employees’ lack of performance and performance gap has affected the
efficiency level of the organization. I am very much sorry for the performances of the employees
as the organization goal to maintain a certain level of development in the market. the lack of
skills has been a problem for the hardware organization. The trainings programs are now
organized to increase the skills of the employees. I applied the policies and have set the future
objectives as a goal for every employee. The anti discrimination policies have also been applied
as I have treated all my employees equally. The performance management has to be done by me
to know how much development and growth my employees want in their work. I also have to
satisfy all the needs of the stakeholders and for doping that I have to assure profit to them. the
training workshops as well as new e recruitment has to be done to make the sales figure better
than the current situation.
Page 4 of 5

References
Alegre, H., Baptista, J.M., Cabrera Jr, E., Cubillo, F., Duarte, P., Hirner, W., Merkel, W. and
Parena, R., 2016. Performance indicators for water supply services. IWA publishing.
DeNisi, A.S. and Pritchard, R.D., 2006. Performance appraisal, performance management and
improving individual performance: A motivational framework. management and Organization
Review, 2(2), pp.253-277.
Parmenter, D., 2015. Key performance indicators: developing, implementing, and using winning
KPIs. John Wiley & Sons.
Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Page 5 of 5