Developing and Managing Performance-Management Processes Project

This project solution addresses a scenario where an external training provider's pilot program for sales staff at Australian Hardware is underperforming. The student, acting as the HR General Manager, analyzes the initial training outcomes, identifying issues such as unmet training targets and employee skill gaps. The solution includes a renegotiation role-play with the training supplier, focusing on revised targets and bonus incentives. It outlines a new training strategy and schedule, detailing objectives, activities, timeframes, and resources. The modified service agreement reflects the renegotiated plan, aiming to improve employee training and development. This project demonstrates the skills needed to evaluate training effectiveness, develop improvement plans, and manage performance-management processes within an organizational context, ultimately ensuring employees are effectively trained and contribute to the business's success. The project also includes the development of a training strategy and schedule to meet new sales model targets.

Running head: DIPLOMA OF MANAGEMENT AND LEADERSHIP
Diploma of Management and Leadership
Name of the Student:
Name of the University:
Author’s Note

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DIPLOMA OF MANAGEMENT AND LEADERSHIP
Table of Contents
Renegotiation Role play.................................................................................................2
Analysis of Initial Training Outcomes...........................................................................3
Training Strategy and Schedule.....................................................................................3
Modified Service Agreement.........................................................................................5

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DIPLOMA OF MANAGEMENT AND LEADERSHIP
Renegotiation Role play
HRM Executive: Hello, please have a seat.
Training Supplier: Hello, I thought this meeting was going to be held on Friday.
HRM Executive: Yes, I had to discuss something urgent with you. I would be renegotiating
the targets and some of the conditions that we have regarding the training program which is
formulated.
Training Supplier: I am not happy with the penalty which you discussed in previous
meeting. We are meeting the targets and yet a penalty is imposed.
HRM Executive: The penalty is imposed as some of the employees are not trained properly
and this hampers our own productivity and therefore a 5% penalty was imposed. However,
today I called this meeting so that I can acquire your full commitment in the training
program. We are offering additional bonus payment of $200,000 upon successful
implementation of your significant improvements and proper development of Human
resources.
Training Supplier: I am interested with the bonus plan but what additional targets is
required?
HRM Executive: The target remains same as you need to train 4,000 employees and actual
on-the-job demonstration of relevant skills as part of training assessment for all employees.
Further we will be requiring progress report from you on regular basis.
Training Supplier: Ok I am fine with that but I need a better pay from the next batch as this
is an ongoing process.

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DIPLOMA OF MANAGEMENT AND LEADERSHIP
HRM Executive: We will negotiate later depending on your training performance for this
batch. Ok I think we have reached an agreement and I will let you know the dates for training
by next week.
Analysis of Initial Training Outcomes
The initial training plan results show that the business has not been able to meet the
targets which were expected from the training program. The primary major concern which
can be identified is that employee targets for training itself has not been met as the target was
set at 4000 employees and only 367 employees have been trained. In addition to this, the
employees who have been trained have not fully accustomed themselves with the new sales
model for the business. This would impact the operations and hamper the productivity of the
business in a bad manner. The revenue which is generated from the employees has also not
met the target which was established by the business and this shows that the training program
lacked appropriate training schedules. The customers are also not satisfied with the kind of
services which is provided by the majority of the employees of the business. In an overall
estimation, it can be said that the training program has not been successful for the business.
Training Strategy and Schedule
Training
objectives
To appropriately train the employees of the business in the new
sales model and also ensure that the employees can meet
sustainability requirements for the business.
The employee needs to be efficient and proper understanding
of the work process needs to be implemented in the employees.

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DIPLOMA OF MANAGEMENT AND LEADERSHIP
Actions
Timeframe Activity:
(training/assessment
, coaching or other
support, monitoring)
Teaching or
assessment strategy
or approach to
achieve training
objectives
Resources:
Trainer
(number 1–30)
Managers
1 week Training the
employee for the new
sales Model
Presentation form of
Training which would
enhance the efficiency
of the training
Trainer
2 weeks Communication
techniques with the
Customers
Vocational Training
and Proper use of
Polite Language
Communication
Trainer.
3 weeks Sustainability Practice
training
Effective use of
Resources and Other
sustainability practices
Manager and
Trainer
1 month Process training and
handling of Resources
Process Training and
appropriate application
of resources
Process Trainer
1 week Monitoring the
training process
Proper supervision and
training program for
the employees
Manager

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Modified Service Agreement
The modified agreement would be including the renegotiated plan for the business
and therefore ensure that proper training program is undertaken by the employees so that they
can be trained and effectively made into assets of the organization.