Performance Management Systems in Australian Hardware

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Manage People Performance
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Table of Contents
Assessment 1: Allocate work and provide initial feedback.............................................................3
Assessment 2: Design and train performance management systems.............................................11
Assessment 3: Manage performance and provide feedback..........................................................16
Assessment Task 4: Manage follow up.........................................................................................21
References......................................................................................................................................25
Appendix 1: Employee work plan.................................................................................................27
Appendix 2: Risk associated with the secondment of employee...................................................28
Appendix 3: Coaching Plan...........................................................................................................31
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Assessment 1: Allocate work and provide initial feedback
Time and Place for role play
Date: May 05, 2019 Time: 10 AM
Place: Conference Room
Subject: Consultation with the garden products manager
For the hiring of a new customer representative, the meeting is fixed with the Garden products
manager in the conference room.
Date: May 06, 2019 Time: 10 AM
Place: Conference Room
Subject: Performance discussion with the seconded employee
The seconded employee is requested to meet the manager to discuss the performance
expectations.
Role play between Manager and peer Manager
Manager Good Morning!
Peer
Manager
Good Morning!
Manager I am here to discuss about Kim for recruiting as a seconded employee from
garden products.
Peer
Manager
Ok. So what are your expectations from Kim for this job?
Manager I need an employee who has good knowledge about the products and can easily
transfer that knowledge to the customers and can build a great relationship with
the customers such that it can be used for the business. He should be a good team
member so that he can coordinate with others too.
Peer
Manager
And what about the behaviour towards learning?
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Manager The employee for this job should try to learn the things from the job and also he
should follow the policies of the company related to the financial procedure,
recordkeeping, and others
Peer
Manager
Kim’s resume shows this type of quality.
Manager I also want to discuss the physical requirement of the employee.
Peer
Manager
Ok. Go ahead.
Manager The employee we are planning to hire should have the capacity to stand for about
4 to 5 hours shift and also he should be capable of lifting 20 kg weight.
Peer
Manager
Fine. But how hard they have to work for achievements in the company?
Manager The employee will get the feedback from the management on the basis of the
skills and performance and according to it, they will get the target and they have
to achieve it.
Peer
Manager
That’s good. Any other requirements or expectation?
Manager One more requirement is that the employee should be familiar with the use of
telephone, fax machines and other latest technologies used in the company.
Peer
Manager
Ok, I will consider everything you told.
Manager Thank You! Have a good day.
Peer
Manager
You too.
Role play with the seconded employee
Introduction
The following role will be based on discussing the various parameters used in the company for
measuring the performance of an employee on the basis of which the further achievements are
provided to the employee (Zablah et.al, 2016).
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Performance objectives and measurements
Within any organisation, whether it is small or large, there will always be the performance
objectives and the methods by which the performance is measured are used in the organisation.
The performance objective of the Australian Hardware Wollongong store is to give the
employees the fruit of their hard work and passion for the company so that they get value for
their work. The various methods by which the performance is measured in Australian Hardware
Wollongong store are by the increase in revenue by employee (Robinson & Sensoy, 2016).
Problems solved by the employee, positive feedback of the customers, activeness of the
employee to process the order, etc.
Employee work plan
KRA Activities/goals Measurement/KPIs Accountability/dependencies
Financial The goal should
be on increasing
the revenue of
the company
The % increased in
the revenue
Finance management
Internal
process
To create the
skills that will
add business
value to the
company
The improvement in
behaviour with the
team members
HR Department
Customer
focus
To create
bonding with the
customers and
create a strong
base for the
company
The number of
positive feedbacks,
increase in
membership.
Marketing department
Development To give
suggestions and
The effect on the
business if the
Operation manager
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input to the
company by
thinking about
new strategies
strategies are
implemented.
General expectations and code of conduct for employee
The employees are expected to give their best performance in the company and the code of
conduct will include their acceptance for the policies. The employees must follow the rules
regarding the privacy of the company for the information about the customer base and the
contacts with the other companies.
Risk associated with the secondment of an employee
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Risk
Risk
likelihood
Risk
impact Controls Monitoring Timelines Responsible
Risk of losing
customers
because of
mishandling
(Bromiley
et.al, 2015)
High risk The
custom
ers
may
start
feeling
that the
compa
ny
don’t
value
them
and
they
leave
the
compa
ny
The secondment
employees should be
trained such that they
can understand the
needs of the customer
and can handle the
circumstances caused
due to customer.
The monitoring
of this risk can be
done by asking
the feedback of
the customers
after their every
visit to the
company and
taking an action
on every
feedback whether
it's positive or
negative.
20 days HR
department
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Risk
Risk
likelihood
Risk
impact Controls Monitoring Timelines Responsible
Risk of an
accident in
the store
High risk There
can be
loss of
propert
y or the
life of
a
person
becaus
e of the
acciden
t like
fire in
the
office.
The
custom
ers and
employ
ees
may
start
feeling
insecur
e.
To avoid these types of
risks, the management
and the team of the
organisation should take
all the security measure
such that these accidents
can be avoided. The
checking of all the
appliances and other
things should be done
properly and
periodically.
For the
monitoring of the
risk, the
management
should use all the
latest and durable
security
equipment and
the employees
should be trained
to handle these
accidents.
10 days of
training
classes
Operational
Manager
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Risk
Risk
likelihood
Risk
impact Controls Monitoring Timelines Responsible
Risk of
technical
failure
Medium
risk
The
custom
ers
may
have to
wait
and the
employ
ees
may
also
have to
suffer
from it.
The
custom
ers
may
feel
that the
manag
ement
and the
system
of the
organis
ation
are
weak.
The systems should be
checked periodically
and updated to the latest
technology. A
technician should be
hired for handling and
controlling all the issues
related to technical
failure and to maintain
all the devices properly.
The management
should train the
employees such
that they can use
the technical
devices without
causing any harm
or failure to them,
20 days Maintenance
department
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Assessment 2: Design and train performance management systems
Time and place framework
Date: May 06, 2019 Time: 10 AM
Place: HR office
Subject: Discussion about employee's performance
Date: May 06, 2019 Time: 2 PM
Place: Conference Room
Subject: Training session for the employees
Appropriate amendments in the performance management system
Amendment process
From the report of the human resource department, it is found that the performance of the
employees is decreasing and because of this, the business is also facing the issues. These issues
are occurred due to the lack of the reward system and the recognition system of the management
because of which the employees found it meaningless to do extra efforts. The feedback system of
the management is also falling apart. For the better performance of the employees, the
management can use them
 Code of conduct: The management can prepare the policies and the rules related to the
performance of the employees which will force the employees to do their job and achieve
the targets on time. This will help the company to control the outcome of the employees
(Flynn & Davis, 2016).
 Anti-discrimination: Discrimination leads to the failure in the management of the
company so the management should go for the anti-discrimination policies which will
cover the policies related to every type of employees (Marcus et.al, 2016).
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Amendment areas
For the improvement of the employees in the Australian Hardware Wollongong store, the
following amendments areas are needs to be focused:
 Ongoing feedback: The ongoing feedback system is not that working in the company, so
the management should prepare a new feedback system or modify the existing system.
The management should focus on the performance and behaviour of every employee.
 More engagement of managers: To improve the performance of the employees such that
they can reach o the targets, the managers are required to take part in it. If the managers
start getting engaged with the employees then employees will get the support of the
management which will also motivate the employees to work for the company. It will
make the managers keep a close eye on the working of the employees
 Reward and recognition: The reward and recognition is the best strategy used by the
companies to motivate the employees to achieve their targets. The HR department should
a better plan for the reward system and the recognition of the employees for their
performance (Kuranchie-Mensah & Amponsah-Tawiah, 2016).
Focus on the development and advancement of staff
The employees and the staff are the main component and assets of any organisation and the
development of them will lead to the development of the organisation. The management should
make the plan for the development and the advancement of the employees by the help of training
sessions and conferences. It can also be a step to get the targets on the track (Al Mehrzi & Singh,
(2016).
Training session preparation
The targets of the employees are lacking behind and they are not able to achieve their goals so to
make the employees cable of doing their assigned work and achieve the targets, there is need of
the training session.
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