HR General Manager Performance, Feedback and Development Report

This report analyzes the performance of an HR General Manager at Austrian Hardware Company. It begins by outlining the objectives and responsibilities of the role, emphasizing the importance of building quality employees and developing employee-friendly policies. The report utilizes a 360-degree performance appraisal system, incorporating feedback from peers, subordinates, managers, and clients. The analysis reveals strengths in teamwork, adaptability, decision-making, and leadership, while also identifying weaknesses in analytical thinking and relationship building. The report includes feedback from team members, managers, and clients, highlighting the manager's leadership and communication skills, but also pointing out areas for improvement in analytical skills and client relationship building. The report then discusses meeting work performance objectives, the importance of employee motivation, and the use of lean work standards. The feedback methods used to evaluate performance, including performance data, observation, and 360-degree feedback, are also described. The report concludes with a self-assessment, identifying areas of improvement, particularly in relationship building and analytical skills, and discusses the organization's process for identifying and addressing areas for improvement. The report emphasizes the importance of the 360-degree performance appraisal system as a tool for measuring performance and driving improvement.

Running Head: MANAGE PERSONAL WORK PRIORITIES AND PROFESSIONAL DEVELOPMENT
Manage personal work priorities and professional development
Essay
Student Name
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MANAGE PERSONAL WORK PRIORITIES AND PROFESSIONAL DEVELOPMENT
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Introduction
This report is totally focused on improving the process of the company with the help of HR
general manager capability to handle. This report is also focused on the feedback section related
to 360 degree performance appraisal system implementation.
Objective and responsibility of HR general manager and bench mark to evaluate performance
Being a HR general manager of Austrian Hardware Company, one of the main objectives must
be to building quality employees for the organization in order to achieve growth in both aspects
financially as well as operationally (Hutchinson & Purcell, 2010). Another object of the HR
general manager must be to develop policies which are in favor of both employees as well as
employers. Here, the company will make use of 360 performance appraisal systems to monitor
the performance of General HR manager which will include feedback from peers, subordinates,
employees as well as customers (Guest & Conway, 2011).
Performance from Bench mark
After assessing myself on this 360 degree performance appraisal, I came to known about my
various strength and weakness related to competency (Espinilla, de Andrés, Martínez &
Martínez, 2013). I came to know that I am above average in team work and even my adopting
skill related to changing environment is also above average. I came to know that I am good in
decision making and even leadership skills are well organize and many more (Maylett, 2009).
But when it comes to weakness, I also came to know that I am weak in analytical thinking as
well as relationship building.
Feedback from team member, client and manager on 360 degree performance appraisal
Team member- As per team member’s feedback, I am extremely good in leadership skill and is
able to distribute work among all the team members in organized way. I am good in motivating
my team members.
Manager- As per manager’s feedback, I am able to take proper decisions but I have to work hard
on my analytical skills. I am good in adopting changes with high ethical moral values for work
and organization.

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Client – As per client feedback, I am able to communicate my message clearly and is able to
convey all the required information as per the demand. But in relationship building I am able to
connect the client only for short time.
Meeting work performance and organize standard performance
Australian Hardware Company is a manufacture of metal products like hardware, so the
objective of the company is mainly related to the sales of the company (Christian, Garza &
Slaughter, 2011). From the related feedback, I am able to understand that I am actually working
on the track of meeting all the objectives of the company by supporting team work, creative
decision making, developing staff and introducing leadership sense but still there are few thing
on which I have to work hard so that I can convert them in to opportunity which will help the
organization to achieve growth such as relationship building with clients.
Work objective
Being the HR general manager of Australian Hardware Company, my main objective is to keep
my employees motivate by offering them equal opportunity to prove their efficiency because
these are the assets which everyone cannot buy and set long in the form of mission as well as
short term goal in the form of targets which will be related with the companies goal.
The Australian Hardware Company must focus on the lean work standards in order to create a
work environment which is full of innovation, creativity and supports resource optimization so
that waste reduction can be applied in the form of Poke Yoke along with continuous
improvement which means continuous small improvement in order to create safe work
conditions for employees.
Feed back
Methods used to evaluate personal performance
Performance data - It is actually data which provides required statistics which is used to
measure main performance indicators that helps in managing information which are extremely
helpful in decision making related to improvement.

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Observation - It is a tool in the hands of the manager by which a close monitoring can done on
the performance of the employees.
360 degrees feedback – It is a process of analyzing the performance of the person through
feedback from his/her colleagues, subordinates and peers as well.
Other methods of feedback
There are various types of feedback, one of them is constructive feedback in which all the
information is specifies, focused and organized in the form of positive or negative feedback
(Suarez, Kravtsov & Prucnal, 2011). Another is praise in which the person is being motivate with
positive triggers related to self-esteem and confidence. Another is criticism in which the person
is made feel low through negative statements about their opinion, behaviour or their actions.
Self- assessment
Yes, I am able to meet all the objectives of my work because i have suggest for implementing the
lean process in the business process which will help the company to achieve effectiveness in
their operation by optimizing the available resources in more effective way (Sundström, 2008).
Yes, I have maintain all the standard which are important from work point of view because
standard decides the quality of the product. The feedback has revel two areas of concerns which
are actually my weak zones. One is analytical thinking and other is relationship building. In
order to improve myself I have to work hard on both these weakness and will convert in to my
future strengths.
Area of improvement
Being an HR general manager of Australian Hardware company, I have to main focus on my
relationship building part in order to form a strong bond not only with my employees but also
with the suppliers, shareholders as well as client of the company and try to convert it in one
cluster group in which each participant will support each other towards lean process with the
help of effective communication among all the members. I also have to focus on my analytical
skills in order to understand the risk related to the new markets relate to our products in terms of
numbers because in present time every single aspects if related to numbers which acts as answer
for each question.

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Organization requirement
Australian Hardware Company follows a procedure in order to identify and report area of
improvement by first conducting a general meeting in which management discuss on the data
which is being collected at the end of the year and try to find out the relevance issues (Garvin,
Edmondson & Gino, 2008). Then it discuss these issues with the managers in order to find out
the team who has the capability of solving these issue and after that a monitoring team is involve
to ensure that these issue will not occur again with the help of performance check system. To
monitor and plan task in future company will use program management software as well as
Resource management software.
Conclusion
We cannot bring any improvement in any company until we are not aware about the area of
improvement in that particular company. As per study we cannot improve if we cannot measure
and hence 360 degree performance appraisal system will act as standard for measuring
performance of employees, suppliers as well as managers.

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Reference
Guest, D., & Conway, N. (2011). The impact of HR practices, HR effectiveness and a ‘strong
HR system’on organisational outcomes: a stakeholder perspective. The international journal of
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Hutchinson, S., & Purcell, J. (2010). Managing ward managers for roles in HRM in the NHS:
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Espinilla, M., de Andrés, R., Martínez, F. J., & Martínez, L. (2013). A 360-degree performance
appraisal model dealing with heterogeneous information and dependent criteria. Information
Sciences, 222, 459-471.
Maylett, T. (2009). 360-degree feedback revisited: The transition from development to
appraisal. Compensation & Benefits Review, 41(5), 52-59.
Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative
review and test of its relations with task and contextual performance. Personnel
psychology, 64(1), 89-136.
Suarez, J., Kravtsov, K., & Prucnal, P. R. (2011). Methods of feedback control for adaptive
counter-phase optical interference cancellation. IEEE Transactions on Instrumentation and
Measurement, 60(2), 598-607.
Sundström, A. (2008). Self-assessment of driving skill–A review from a measurement
perspective. Transportation Research Part F: Traffic Psychology and Behaviour, 11(1), 1-9.
Garvin, D. A., Edmondson, A. C., & Gino, F. (2008). Is yours a learning organization?. Harvard
business review, 86(3), 109.

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Appendix

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