Employee Performance Plan, Risk Management, and Coaching - BSBMGT502

This assignment showcases a comprehensive approach to employee performance management within the context of an Australian Hardware store. It includes an employee work plan outlining key result areas, activities, and performance indicators, alongside a risk management plan template to address potential issues. The assignment further delves into coaching strategies, providing a coaching plan template and a performance development plan template to guide employee improvement. It also includes a detailed discussion of monitoring and coaching methods, the legal aspects of poor performance, seeking advice, and the processes of counseling, support, and dismissal. The document integrates relevant legislation, such as equal employment opportunity, privacy, and anti-discrimination policies, demonstrating a well-rounded understanding of performance management principles.

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Employee Performance Plan

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Table of Contents
Assessment 1...................................................................................................................................3
Employee Work Plan...................................................................................................................3
Risk Management Plan Template................................................................................................5
Assessment 3...................................................................................................................................8
Coaching Plan Template..............................................................................................................8
Performance Development plan template....................................................................................8
Assessment 4.................................................................................................................................11
1. Monitoring and Coaching...................................................................................................11
2. The legal context of poor performance...............................................................................11
3. Seeking advice....................................................................................................................13
4. Counselling and Support.....................................................................................................13
5. Dismissal.............................................................................................................................14
Reference List................................................................................................................................15

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Assessment 1
Employee Work Plan
KRA Activities/goals Measurement/KPIs Accountability/Dependencies
Financial Drive sales and help in
generating revenue
growth in alignment with
the financial goals
 The performance of
the employees will
be assessed by
contributing to the
improvement of the
financial capacity
of the company.
 The number of
customers making
repeat purchases
The accountability will be on
the Wollongong Store
Manager and the Customer
Service Representative.
Internal Process The activities will be to
manage the security-
related process within the
Wollongong store, review
the HR processes of the
store, overview the safety
and maintenance of the
store, and managing the
merchandise-related
process
 Fostering safety
and security within
the store by no
reported cases of
shoplifting, cash
theft.
 Protection of
customer
information and
safeguarding the
confidential
employee files and
data
 Attract customers
with good customer
service and
The accountability will be on
the Store Manager, HR
Manager managing the
recruitment in the store, and
the Customer Relationship
Manager and Executive

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providing the
services according
to their needs.
Customer Focus The customers will be the
prime focus of the store
thereby keeping them
satisfied will be
important. The focus will
also be to maintain good
relationships with them
by providing them with
unique store experience.
The customers will be
provided with expert
advice on hardware and
homewares products,
process sales and refer
sales to checkout staff.
 The ability to
attract customers by
maintaining a good
rapport with them
 Up-sell and Cross-
sell techniques to
meet customer
needs
 Number of orders
processed within a
week and then
within a month will
be assessed
The Store Manager and the
Customer Service
Representative
Development The development of the
store and the employees
will depend upon the
efforts given to achieve it.
The employee
performance will improve
with regular customer
acquisition and
generating revenues.
 The revenue
generated by the
employee within a
month and the
quarter
 The number of
products sold
within a day
 The number of
appraisals received
by the employee
Customer Service
Representative
Signature:
Date:

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Risk Management Plan Template
Risk Risk
Likelihood
Risk impact Controls Monitoring Timelines Responsible
Difficulty in
sourcing
trained
employees
Medium High Advertise in
newspapers
and job sites.
Train the
existing staff.
Promoting the
training and
development
opportunities.
Regular
investigation
of competitor
wages
Monthly or
quarterly
HR Manager
and Store
Manager
Wastage of
products and
poor
inventory
management
Medium High Regular
communication
with the
suppliers.
Monitoring the
processes of
using the ERM
systems
Daily
monitoring
will help to
keep a track
of the
inventory.
Daily
Monitoring
Store
Manager and
General
Operations
Manager
Poor product
quality from
suppliers
Low Medium Conducting
regular audits
and continuous
track of goods
received from
suppliers
Conducting
audits of
suppliers.
Collecting
feedback
from
customers
regarding
products
Monthly Store
Manager and
Customer
Relations
Executives
Risk caused
to the
environment
due to
Low Medium to
High
The staff of the
store will be
made aware of
the sustainable
Regular
audits will be
conducted on
the supplier
A monthly
audit will be
conducted
Store
Manager,
General
Operations

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operations of
the
Wollongong
store and its
employees
practices that
will contribute
to the
betterment if
the
environment.
environmenta
l
responsibility.
Conducting
regular audits
on the
performance
of employees
to check
whether
working
according to
the practices.
Manager
Poor
Performance
of existing
employees
Moderate Medium to
High
The areas of
poor
performance
will be
assessed and
the accordingly
training
sessions will
be provided to
improve their
performance.
Continuous
monitoring of
performance,
creating a
checklist to
assess their
performance,
and providing
feedback at
the end of
training
sessions to
make them
understand
their areas of
non-
performance.
Provide
rewards to
good
performing
Weekly,
Monthly
HR Manager,
Store General
Manager,
Trainer

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employees.

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Assessment 3
Coaching Plan Template
Coaching Phase Notes/questions/planning
Goal and performance
expectations
The employee will be discussing the matters over a period of 12 months in a
meeting. On receiving the written performance evaluation report, the
employee will be requesting a follow-up meeting with its evaluator. The
meeting will be conducted within 14 days of the request.
Reality of actual
performance
The performance will be defined clearly if there is a decline in the
performance. There must be performance standards to measure the
performance of employees. Employees may deviate from their work but
they must work according to the standards set by the company.
Opportunities to develop After conducting the performance appraisal, the manager will require to
assess the performance of employees and accordingly the specific
development goals will be determined for the poor performing employees.
The plans will be discussed by the manager for each individual staff
member in order to achieve the goals.
Willingness to develop and
commitment
For the employees currently not performing as per expectations, a
Performance Improvement Plan will be implemented for them. By this, the
manager will be able to develop the skills and knowledge of employees.
This will allow the organization to improve the performance of the
employees thereby contributing to the organizational effectiveness.
Performance Development plan template

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Name and Position:
Manager: Review Period:
Reference from
operational plan
Key result area Indicator of
success/performance
Status report/results
The target should be set in a
different manner
Sales and marketing of the
products
The performance indicator
will be the current
performance of the
employee which is less than
the target performance
If the employee achieves
less than the target set, it
will be unsatisfactory
Training of employee To train the employees The performance will be
measured on the basis of
the mistakes committed and
achievements made
The current status is
increase in productivity and
performance of employee.
The employee may start to
give good performance
Development of employee Skill and knowledge
development of employee
thereby improving their
performance in the
company
Achievement of targets
within the time stipulated
Achievement of the desired
target on or before time
Improving the motivation
and attitude of the
employee
Helps in developing
confidence among
employee
Active and voluntary
participation of employees
into the activities and tasks
Active contribution their
personal and organizational
development
Achievements:
Next performance review period:
Manager’s comments:
Signature: Date:
Staff Member’s comments:

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Signature: Date:

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Assessment 4
1. Monitoring and Coaching
a. As the Hardware and Homewares Manager at the Australian Hardware Wollongong
Store, it is important to identify effective ways to reward employee excellence. As
employees work for personal growth and achievement of the organizational goal, it is
required by the organization to value their efforts and accordingly motivate them with
rewards and recognition in order to retain them. As identified by Bhuvanaiah and Raya
(2015), monetary benefits have proved to be the effective way of remunerating high
achieving employees. Looking at the value they bring to the company, and the impact of
their performance within their team on department, compensation can be provided as an
effective reinforcement. Apart from monetary benefits, recognizing the performance of
employees by writing a letter of recommendation, publicly appreciating their
performance, and providing meaningful perquisites such as flexibility at work, short trips
with family, team lunch and awards. As suggested by Menges, et. al. (2017), a motivated
employee will intend to take up new challenges and projects in order to perform better.
The company must try to develop mentoring, skill training and coaching sessions to
accelerate the performance of employees. Examples to recognize employee performance
are giving a salary rise and promoting an employee to a new position.
b. As opined by Noe, et. al. (2017), Performance management is an important task of every
manager which requires them to deal with good as well as poor performance. Even when
this is one of the less desirable responsibilities, managers are required to assess the poor
performance of employees which can be improved by mentoring and coaching sessions.
The mentoring sessions can start with addressing the poor performance when employees
deviate from their expected behavior. In order to apply the procedures to monitor and
coach employees, the first step would be to identify the area of poor performance, then
assist them in improving the performance, provide them with feedback for their
performance and monitor their current performance till the time they improve.
2. The legal context of poor performance

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a. The three relevant pieces of legislation applicable to the performance management in
Australian Hardware are- Equal Employment Opportunity, privacy and anti-
discrimination.
For equal employment opportunity, Australian Hardware will follow the procedure of
first listening to any complaint and treat the complaint confidentiality. There will be a
prompt response given to breach of Equal Employment Opportunities Policy (EEO
policies) (Australian Hardware, 2019).
The Australian Hardware employees are expected to follow the National Policy
Principles as set out in the Privacy Act 1988 (Australian Government, 2019). The
procedure will be to maintain privacy of the personal information collected and may only
be used for legitimate purposes. The misuse, loss and authorization of data will require
reasonable steps to be followed. A policy document will be maintained in order to foster
secure information handling practices. This will not allow individual access to data on
sensitive information. Any such misuse of data may attract cases of misconduct, criminal
intentions, fraud, and dismissal procedures.
The purpose of the Anti-discrimination policies is to ensure that the employees,
customers and people associated with Australian Hardware are fairly handled and
transactions are managed in accordance with the organizational and legal requirements.
The policy aims at not discrimination people on the basis of their age, gender, sex, caste,
relationship status, political beliefs, impairment, religious belief and gender identity. The
Anti-Discrimination Act 1977 is the relevant policy applied in Australian Hardware
which is required to be followed by the employees and contractors of the company
(Australian Human Rights Commission, 2019). The company also provides reasonable
adjustments for with people with disability.
b. For equal employment opportunity, Australian Hardware provides its employees with
equal opportunities to improve their performance and make efforts to keep a steady
performance. The requirement relevant to anti-discrimination in Australian Hardware is
to ensure that any employee within the workplace will not be discriminated on the basis