BSBHRM512: Employee Performance Management Report - Analysis

This report provides a detailed analysis of employee performance management processes within Australian Hardware Limited. The assignment addresses key aspects such as aligning organizational plans with customer expectations and profitability targets, setting objectives for performance management, and developing Key Performance Indicators (KPIs) for employees. It explores the role of the HR General Manager in consulting with stakeholders and implementing performance management plans. The report also examines the integration of performance management procedures, including regular monitoring, identification of performance gaps, and feedback mechanisms. Furthermore, it delves into a training project for sales staff, evaluating its outcomes and proposing strategies for improvement. The report emphasizes the importance of transparency, legitimacy, and compliance with Australian legislation in all aspects of employee performance management.

Running head: EMPLOYEE PERFORMANCE MANAGEMENT
Employee Performance Management
Name of the Student:
Name of the University:
Author Note:

1
EMPLOYEE PERFORMANCE MANAGEMENT
Assessment task 1.
Part A.
Answer 1.
An analysis of the organizational plans and policies of Australian Hardware Limited
shows that they are aligned to meet the expectations of the customers and profitability target of
the company.
The objectives of the performance management of M/s Australian Hardware should be
assessing the performances of the employees in fair and legitimate ways. The objectives of the
performance management of the company also aims to abstain the employees from indulging in
professional misconducts like discrimination and ill-treatment of the co-workers as well taking
legitimate actions against the concerned employees. Thus, it can be inferred from the analysis
that the performance management process in the company complies with the Australian
legislations like Anti-Discrimination Act 1977 pertaining to the workplaces
(Legislation.nsw.gov.au. 2019).
The human resource general manager should consult with the stakeholders like the
management, employees, line managers and shareholders to obtain continuous smooth
performance management of the employees at Australian Hardware (Guest 2017).
An effective implementation plan would be formed to pave ways for the performance
management of the employees at Australian Hardware.

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EMPLOYEE PERFORMANCE MANAGEMENT
Answer 2.
A review of the documents like strategic and operational plans of Australian Hardware
would reveal that the firm is a listed company based in NSW, Australia. The documents aloso
reveal that the product line of company consists of hardware products, timber which can be used
in both corporate organizations and household sector
(Australianhardware.simulations.australiantrainingproducts.com.au. 2019).
Answer 3.
The following are the three objectives for performance management at Australian
Hardware which the HR GM can set:
Name and position:
Manager: Review period:
Reference from
operational plan
Key result area Indicator of success/
performance
By
when
Status report

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EMPLOYEE PERFORMANCE MANAGEMENT
The performance
management should
aim to judge the
performance of the
employees based on
predetermined set
of key performance
indicators
determined by the
apex management
in consultation with
the respective
departmental heads
of the employees
concerned.
Operational Performance
improvement
6
months
Under process

4
EMPLOYEE PERFORMANCE MANAGEMENT
The performance
management of the
Australian
Hardware should
enable supervision
of the performance
of the employees on
regular basis.
Operational Performance
improvement
6
months
Under process
The performance
management should
also have
provisions for
performance
appraisal.
Operational Performance
improvement
6
months
Under process
Achievements: Areas of Opportunity:
Manager’s comments:
Signature: Date:
Staff member’s comments:
Signature: Date:

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EMPLOYEE PERFORMANCE MANAGEMENT
Answer 4.
The tool to develop the KPIs for employees which would be designed for managerial use
should enable the departmental heads to input records of the performance of the employees on
daily basis. The record should also show the tenure of employees, their performance targets and
the targets actually achieved. The portals should also enable the managers to see the feedbacks
and escalations particular employees have received form particular clients.
Answer 5.
The HR General Manager should consult the line manager and the CEO to ensure the
objectives and the procedures which performance management of employees would follow.
Name and position:
Manager: Review period:
Reference from
operational plan
Key result area Indicator of success/
performance
By
when
Status report

6
EMPLOYEE PERFORMANCE MANAGEMENT
The performance
management should
aim to judge the
performance of the
employees based on
predetermined set
of key performance
indicators
determined by the
apex management
in consultation with
the respective
departmental heads
of the employees
concerned.
Operational Performance
improvement
6
months
Under process

7
EMPLOYEE PERFORMANCE MANAGEMENT
The performance
management of the
Australian
Hardware should
enable supervision
of the performance
of the employees on
regular basis.
Operational Performance
improvement
6
months
Under process
The performance
management should
also have
provisions for
performance
appraisal.
Operational Performance
improvement
6
months
Under process

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EMPLOYEE PERFORMANCE MANAGEMENT
The performance
management should
also enable the
managers to ask for
clarifications from
poorly performing
employees.(new)
Operational Performance
improvement
6
months
Under process
Achievements: Areas of Opportunity:
Manager’s comments:
Signature: Date:
Staff member’s comments:
Signature: Date:
The portal would also enable the managers track the measures which were taken in
response to clients’ escalations and feedbacks.
Part B.
Answer 1.
I can reflect that the performance management processes and plan should take into
account the organizational goals and should aim to enhance the capability of the organization.

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EMPLOYEE PERFORMANCE MANAGEMENT
The performance management plan should include the continuous learning process or training
which the employees would take. The plan should enable application of the policies to plan the
process. The plan should take into account the Australian legislations enforcing organizational
practices like equal employment opportunities to all employees. The performance management
should enable the employees to report grievances and design strategies and options to meet the
business needs of the organisation.
Answer 2.
The required documents would be submitted.
Assessment task 2.
Part A.
Answer 1.
A review of the information about Australian Hardware shows that the company is a
listed company based in NSW, Australia. The company has several branches through Australia.
Answer 2.
The implementation and integration of performance management procedure would take
into account the managers aged between 25 and 50 years deputed at the Wollongong branch of
the company.
Answer 3.
Part a.

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EMPLOYEE PERFORMANCE MANAGEMENT
Performance
management
objectives
Regular monitoring of the employees on regular basis
Continuous identification of the performance gaps of employees
The managers would provide feedback to employees showing poor
performance.
The managers talent by collaborating with the HR department to
acquire and retain appropriate employees.
Part b.
The area focused would be regular monitoring of performance of employees on regular
basis. For example, the managers should use the portals to identify the performance skills of the
employees.
Part c.
The managers should store performance management information concerning their
respective departments both in soft copy and hard copy.
Part d.
The managers should be allowed time for practice and provide feedback on the
performance management.
Part 4.
Part a.
The main features of the performance management should be transparent and legitimate
in line with the business needs of Australian Hardware.

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EMPLOYEE PERFORMANCE MANAGEMENT
Part b.
The employees (learners) should be trained.
Part c.
The information should be persistent with the performance management sheet shown
above (Assessment 1, part A, answers 4 and 5).
Part d.
The employees should be allowed different facilities to consider differences in styles of
learning.
Part e.
The timeframe outline in the session plan would be adhered to.
Part B.
Answer 1.
The scenario speaks about a complaint lodged by the housewares manager, Wollongong
stores reporting an employee exhibit misconduct and poor professional practice.
Answer 2.
Dear Audrey Wu,
Housewares Manager,
I have perused the entire matter and empathise with your concern. It is an advice to take
positive approaches like feedback and coaching the concerned. If the employee fails to show any
change in conduct even after the coaching sessions, it would require feedback from managers. I