Comprehensive Report: Analyzing Employee Performance at House Friend

This report analyzes the employee performance management strategies implemented at House Friend, an Australian homewares retailer. The report begins with a review of the case study, outlining the company's structure, operational goals, and challenges. It details an operational plan with key performance indicators (KPIs) for employee Williams, focusing on team coordination and target achievement. Furthermore, the report covers the development of key management roles for role-play meetings, including the preparation of performance development plans that address skills like communication, presentation, interpersonal skills, and leadership. It includes a one-on-one coaching session analysis and the participation of the employee in role-play scenarios. The report includes the manager’s comments and the staff members' comments on the changes and improvements in the employee. The report concludes with an overview of performance reviews and the importance of these management practices for the company's expansion and success.

Manage People's Performa

Table of Contents
INTRODUCTION...........................................................................................................................1
ASSESSMENT 2.............................................................................................................................1
1. Review of the Case Study........................................................................................................1
2. Operational Plan.......................................................................................................................1
3. Role of manager for the employees.........................................................................................4
4. Develop goals, KPIs and tasks for the employee individually and prepare employee's
performance management plan....................................................................................................4
5.Preparation of key management roles for the development of the role play meeting..............8
6. Performance development plan................................................................................................9
7. One on one coaching session to be placed in employee’s file...............................................10
8. Participation of the employee role-play.................................................................................10
9. Role-play as a Manager.........................................................................................................12
10. Performance review.............................................................................................................13
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Management is the important part of the business, implementing the concept of which
can result in development and expansion of the organization in the country. It must have
coordinated as well as cooperate between the manager and the subordinates in order to maintain
smooth working in the business. In the study Australian company which is famous for its
products which ranges from bathroom fittings, bedroom fittings, mirrors and decorative items for
the home is taken. The company is having eight stores which are present at capital of every state
of Australia.
ASSESSMENT 2
1. Review of the Case Study
House friend is an Australian Company which is specialised in homewares retailing. Its
products ranges from bathroom fittings, bedroom fittings, mirrors and decorative items for the
home. The company is having eight stores which are located at capital of every state of Australia.
The stores are open on business hours which is 9:00 AM to 5:00 PM 5 days on Sunday and
Saturday there is holiday. There are nine employees who are working for the company, in which
3 employees are working as cashier, three as sales representatives, one as supervisor, one as
bookkeeper/administrator, one as store handling person and one as a manager. The company
wants to expand its business. Expansion of business required more operations and more
employees in order to make the business successful and sustainable for the future. The company
focuses on providing quality and premium products to its customers along with competitive costs
of the product. Organisation also extend the training hours of their employees from 46 hours to
84 hours per week. Along with that, Company is considered to initiate the corporate
responsibility management by providing green products in order to go green and improve the
energy efficiency.
2. Operational Plan
OPERATIONAL PLAN
Operational goals Team goals Progress
1

Goal Focus KPI Reas
on/
barri
ers
Team Deli
vera
ble
Goal KPI Due 1 2 3 4 5 6
To
improv
e the
quality
of
product
s
offered
by the
compan
y to
their
employ
ees in
order to
gain
profitab
ility
and
make
busines
s
expansi
on
success
ful.
Their
focus
is on
the
custo
mer
satisf
action
and
enger
y
impro
veme
nt.
KPI of
the
store
perfor
mance
will be
custom
er
satisfac
tion
and
custom
er
retenti
on.
Lack
of
skills
and
lack
of
direct
ions
from
the
super
visors
.
There is
a team
work
and on
the
basis of
which
every
employe
e has to
equally
contribu
te
towards
the
work.
Yes,
the
team
goal
s can
be
deliv
erabl
e in
case
com
pany
prov
ides
their
empl
oyee
s
prop
er
train
ing
and
focu
s on
the
empl
To
improve
the co-
ordinati
on and
commun
ication
between
staff
member
s of the
firm in
order to
conduct
the
operatio
ns of the
stores
on time.
Team
satisfac
tion
and
team
engage
ment is
the KPI
of the
team
perfor
mance.
The goals
must be
achieved by
the end of the
year 2020.

2

oyee
s
enga
gem
ent
strat
egies
.
3

3. Role of manager for the employees
Role of Manager for the Williams
Manager of the store has following roles in the case of Williams which are as follows -
Manager should communicate with Williams and try to make understand the value of
team and coordination between team members. Manager should take strict actions against
Williams who misbehaves with another staff members. Manager should make Williams a team
leader of small team and give responsibilities to handle the team. This will help Williams to
understand the value of team spirit and his role in the organization. Manager should give
coaching to the Williams about code of conduct, ethical standards and ethical behaviour in the
organisation.
Role of Manager for the Cheryl
Manager of the store should provide training to the Cheryl for making her
communication skills effective so that she can become confident and enable to communicate
with the staffs of the stores easily. Along with that, Manager should teach her about right and
wrong things in the context of the organization and take actions against wrong things happening
in the firm. Manager should focus on the performance of the Cheryl and make her understand the
impact of not following code of conduct imposed by the government on the industry. Along with
that, manager should take immediate actions against her so that she can never the mistakes again.
4. Develop goals, KPIs and tasks for the employee individually and prepare employee's
performance management plan
For Williams
Goals – Williams has the goal to achieve the target which is being given by the manager to him
and his team.
KPI – The performance of Williams will be measure by following two KPIs which are as
follows -
 Team Satisfaction
 Team Engagement
Tasks – Williams has the following tasks which are as follows -
 To handle the small teams which are formed by the manager of the stores.
 To delegate the tasks of selling the products of the company to the customers.
 To supervise the members of his own team as well as whole organization too.
4

PERFORMANCE MANAGEMENT PLAN
Name/position: Williams
(Supervisor)
Manager: John R
e
v
i
e
w
p
e
r
i
o
d
:
6
M
o
n
t
h
s
Reference from
Operational Plan
Key result area Indicator of success/
performance
By
when
Statu
s
repor
t
To improve the co-
ordination between
the team leader and
team members.
The result of
performance of
Williams is that he is
successfully able to
handle his team and
achieve his targets.
His performance is
measure by following
KPIs which are as
follows -
 Team
Satisfaction
 Team
Engagement
 Sales Target
2
Months
To the
head of
the
Compan
y.

Manager’s comments
There is a lot of change in his behaviour which lead Williams to do
successfully handle his team.
S
i
g
n
a
t
u
r
e
D
a
t
e
Staff member’s comments
Williams's attitude towards his staffs has been change. He started
engaging all the members in the team activities and decision making.
Along with that, he starts to share his knowledge with team members
which lead to creation of co-ordination and completion of targets on
time.
S
i
g
n
a
t
u
r
e
D
a
t
e

5.Preparation of key management roles for the development of the role play meeting
The development of the key roles will be preparing for the proper union of the managers. This will help in the
proper management of employee for the proper expansion of the company in various part of different countries. in
the different part of the countries. One the major issue that has been discussion about the setting up of key
performance indicator in the file for the development of the key roles. To improve the co-ordination between the
team leader and team members as this was the operation are where this aim has to be achieved.
William will have the proper implementation of the strategies as to achieves key succeeds. The manager has
accessed the goals and objective of the company. William's attitude towards his staffs has been change as he started
engaging all the members in the team activities and decision-making. Along with that, He is starting sharing his
knowledge with us which lead to creation of co-ordination and completion of targets on time. This will take the time
period of two months as according to manager is there so much requirement of change in the manner of William to
achieve the target. The main key performance indicators of the company will be repackaged the team satisfaction
and team building relationship. Proper evaluation will be there so that the role go meeting can be put up in proper
standard Objective.

6. Performance development plan
Name/position: Manager: R
e
v
i
e
w
p
e
r
i
o
d
:
Skills to be
developed:
How skills are to be
developed:
Priorit
y
(H,M,L
)
By
When
?
Skills
gaine
d
(Y/N)
Communication
skills
Proper interaction with the
employee and providing the
motivation to keep the point.
By attending the seminar on
the regular basis and making
notes.
high 2
weeks
yes
Presentation
skills
Having the proper leading
regarding the point to that
has to be presented.
Attending the seminar and
having the lecture notes
regaining the improvement of
presentation.
h 1
weeks
yes
Interpersonal
skill
Having the control over
emotions and have
acknowledge of other
expertise. Practice the part of
active listening
m 1 y
Leadership skill
Push away the negative things
and appeal the values. Should
the trust and delegate the
authority.
m 2 y

Manager’s comments
proper guidance will be needed.
S
i
g
n
a
t
u
r
e
D
a
t
e
Staff member’s comments
ability to perform the work.
S
i
g
n
a
t
u
r
e
D
a
t
e
7. One on one coaching session to be placed in employee’s file
There are various challenges which House friend is facing such as expansion of the shelve and the expansion
must be before the working hours, training of the staff, etc. All these problems can be solved with the planned
approaches in which proper planning about working hours must be implemented in which what type of material
should be used for the shelf must be mentioned. The desired outcomes can be giving the employee proper training
by which desired skill is developed among the employees and this will result in increase in the productivity of the
employees.
The plan must contain how to complete the task in which motivation, style of work, overtime pay all will be
mentioned. The shared understanding between the employee will be there in which the working conditions will be

explained to the employees containing the timings as well requirements. Performance management Plan will be
added in the plan in order to compare the performance of the employees in accordance with the previous goals. In
the plan also the review of the performance will be made in order to do evaluation of the performance of the
employees. This will help the company to know which employee is performing well and what must be its reward as
per the performance.
8. Participation of the employee role-play
Coach’s name David
Observer’s
name
Coaching
date/s Time/s
Employee’s
name
Standard of
performance
Satisfactory
Yes No
Did the coach
utilise the GROW
model for
coaching his or
her employee?
Yes, because it
helped the coach
to enhance the
culture of
workplace.
Did the coach
identify the
performance
issue?
Yes, it is done by
using SWOT
analysis.
Did the coach
utilise a number
of communication
skills to reflect
and clarify the
employee’s
answers?
 active
listening
 clarifying
 summarisin
g
Yes, Active
listening.
Did the coach ask
probing
questions?
No, because the
attendees were
smart enough.
Did the coach
allow the Yes, because time
is required to