Performance Management Report: HRM Module, Semester 1, University

This report delves into the intricacies of performance management within the context of Australia Boutique Build. It begins with an overview of performance management policies and procedures, outlining their purpose, applicability, and key steps in the review process. The report then explores work plans and coaching projects, including the development of strategic and HR operational plans. It further examines performance management plans for learning and development and training coordinators. The core of the report focuses on mid-year performance reviews, providing insights into conducting meetings, offering positive and constructive feedback, and creating action plans. It also covers informal and formal feedback mechanisms, including scripting and documentation. Finally, the report addresses legal aspects by summarizing key provisions of the Fair Work Act 2009, including national employment standards, modern awards, enterprise agreements, and unfair dismissal. The report concludes by highlighting the importance of performance management in fostering employee development and organizational success.

Performance management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1 Development Project ........................................................................................................4
1. Performance management policy and procedures .............................................................4
TASK 2 Work plan and Coaching project ......................................................................................5
Part A Develop work plans ....................................................................................................5
Part b Meet with learning and development coordinator .....................................................8
TASK 3 Performance management project ...................................................................................8
Part A Mid year performance reviews ...................................................................................8
Part B Informal feedback .....................................................................................................10
Part C Formal Feedback ......................................................................................................10
Part D Termination ..............................................................................................................12
TASK 4..........................................................................................................................................13
Q.1. Key provisions of the fair work act 2009 ....................................................................13
Q.2 Key provisions ..............................................................................................................13
Q.3. Purpose of national employment standards .................................................................13
Q.4. Uses of modern awards in workplace .........................................................................13
Q.5. Examples of modern awards ........................................................................................13
Q.6. Enterprise agreement ...................................................................................................14
Q.7. Terms and conditions included in enterprise agreement .............................................14
Q.8. Process and purpose of performance management.......................................................14
Q.9. Two types of performance management system .........................................................14
Q 10. Amount that will be included under fair work act to an employee ...........................14
Q.11. Two types of employees to whom notice of termination is not provided .................14
Q.12. Circumstances when an employee entitles to redundancy pay .................................14
Q.13. Three circumstances that may constitute unfair dismissal ........................................14
Q.14. Circumstances that must apply for the fair work commission ..................................15
Q.15. Five ways for developing skills at work.....................................................................15
Q.16. Ideas that will help in motivating employees for taking part in professional development
activity..................................................................................................................................15

CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Performance management refers to the term that include providing feedback by
employees for the purpose of measuring performance of an employee (Mone and London,
2018). There are three stages that involved in this process such as coaching, corrective actions
and termination. It is an approach that provide appraisal on performance that help in aligning
goals of the company.
TASK 1 Development Project
1. Performance management policy and procedures
Performance Management Policy and Procedures
Purpose
The main purpose of performance management policy is to provide a proper structure to the
company that help in managing performance of employees. Organization have to ensure that
different tools and techniques will be applied that help in evaluating performance.
Applicability of policy
The policy and procedures are applicable to employees and workers of Australia Boutique
Build.
Performance Review in a year
In Australia Boutique Build performance of an employee will be measured after every six
months that help them in improving skills and knowledge of employees for the future.
Summary
Review of performance will be taken as it help employee building more skills and knowledge
and improving productivity and growth in the organization.
Steps in Performance Review meeting
Identifying issues that help in improving performance.
Pre hearing from employees regarding their issues
Hearing
Finding out alternatives
Implementation of these alternatives
Evaluation

Monitoring performance based on above stage
Performance Review Template
Employee name Department
Employee ID Reviewer name
Position held Reviewer title
Last Review date Today's Date
Quality Unsatisfactory Satisfactory Good
Creative
Communicative
Team builder
Consistency in work
Taking Initiatives
TASK 2 Work plan and Coaching project
Part A Develop work plans
Meeting dates 2018 2019 2020
Topic Example
Strategic reviews Strategic aim
Conclusion
Regular review Policy
Principal
performance
Budget
Emergent
Review
New gov.
initiatives

From the above case study it can be analysed that strategic planning help in improving
performance of employees as well as productivity that provide effective use of resources. HR
operational plan help in knowing internal and external environment that help in making decision
for the future (Cappelli and Tavis, 2016). As HR operational plan help in providing financial as
well as well human requirement that help in mitigating risk in Australia Boutique Build.
Performance management plan of Learning and development Coordinator
Employee details
Name:
Year/months
employed in this
position
Goal Action taken Strategies Outcome
Improving skills and
knowledge
Attending training that
help in building skills
according to job
profile
Different strategies
will be applied for
enhancing knowledge
and skills for the
future.
It will be completed in
a short period of time
by attending training
from different sources
Improving
productivity
Developing an
understanding of work
culture that help in
evaluating various
perspective for
completing task
Enhancing changes
that help in developing
understanding that
provide effective
resources and gaining
various approaches
Productivity will be
increased as practised
different activities and
evaluating various
aspect for the future.
HR objectives
 Implementing strategic policies and procedures.
 Defining organizational structure

Individual actions per HR objectives
Improvement in performance and productivity.
Completing task and involve in employee engagement activity
Performance indicator
Earning profit
Learning and development activities
 Employee engagement
 Team building
Performance management plan of training coordinator
Employee details
Name:
Year/months
employed in this
position
Goal Action taken Strategies Outcome
Improving efficiency Effective training will
be provided that help
in increasing efficient
use of resources.
Tools and techniques
used for improving
efficiency and
providing best to
trainees.
Trainees efficiency
increase as they are
able to fulfil
objectives.
Providing effective
training
Proper notes and
material provide that
help in understanding
concept of training
session
Regular revision is
taken that help in
improving various
perspective of training.
The final outcome
came as employees
skills and knowledge
improved.
HR objectives

 Improving organizational productivity
 Developing human resource management
Individual action per HR objectives
 Enhancing team building
 Developing employee morale
Performance Indicator
Trainee satisfaction & retention
Learning and development activities
 Soft skill development
 Time management
Part b Meet with learning and development coordinator
Performance management policy and procedure and the code of conduct
It includes various perspective that help in managing all the work and procedures that has
been set up for the purpose of enhancing operations of learning and development coordinator
(Smith and Bititci, 2017). It is important for assessing policy and procedures that provide
effective performance in the future. Code of conduct is to be applied that provide use of different
acts that can be followed in the company.
Train learning and development coordinator
A copy of policy and procedure is being provided to learning and development
coordinator that involve purpose, applicability, performance review etc.
Code of conduct
It is a set rules and procedures that help in providing social norms, proper practices that
will be followed in the company.
Evaluation of performance management plan
Performance management plan provide objectives that is being set by HR for achieving
organizational goals and objectives. As learning and development activities that help in
involving employees for betterment in the future. Through this performance of an employee or
staff member will be managed by formulating different policies and procedures for enhancing
various activities in the company. In a meeting that is being conducted different skills that will
be improved such as negotiation, leadership and communication skills.

TASK 3 Performance management project
Part A Mid year performance reviews
1.Conducting meeting with Larissa
Firstly, minutes of meeting is being provided before conducting meeting so that it would
be clear regarding discussion that has been made in the meeting (Glaser, Stam and Takeuchi,
2016). Then after completion of meeting feedback will be taken from Larissa related to
performance so that it help in evaluating difference between performance before six months and
present condition.
Key steps in providing performance feedback to Larissa
Steps that will be followed such as focusing on problem and make it specific then
secondly, talking about situation and providing praise to it. Then it is important as giving
direction and providing informal information. While providing feedback it is essential to be
sincere and listening to another person also and lastly, don't take too much time in providing it to
another person.
Action plan for Larissa
Firstly, identifying issues and evaluating various aspects that help in making action plan
and evaluating various perspective that provide knowledge related to performance of employees.
Then involving employee in decision making process for making it effective. Setting clear
objectives that help in increasing productivity as well as profitability. Providing training and
support to them and lastly, progress will be reviewed and final decision is being taken for
enhancing performance.
Acknowledging Larissa's achievement
Its success can be provided through different perspective as by introducing different
aspects that help in evaluating changes (Kuvaas, Buch and Dysvik, 2016). Different approaches
that can be applied for acknowledging achievement help in gaining different aspects that is
useful for the future.
2. a)Positive feedback to Larissa
Larissa is providing different aspect and gaining various changes that help in evaluating
performance by Larissa. As positive feedback help in providing different changes that will be
provided in gaining various aspects for the future. It is important in enhancing operations of

business that bring positive impact on business. As approaches that provide changes that bring
effectiveness and evaluating success of Larissa.
b)Different approaches for planning
Various approaches will be used for doing planning for the purpose of enhancing
business operations and evaluating changes in business perspective. A proper planning is being
done before providing coaching so that it help in enhancing skills and knowledge.
c) Action for improving punctuality
Punctuality can be improved by providing proper time management technique that help in
managing time effectively and changes will be provided for enhancing various activities and
involving different segments that provide understanding of time (Bianchi, 2016).
d) Improvement made for next meeting
Before conducting meeting proper information is being provided to members that are
coming in meeting so that it help in easy understanding of concepts and methods that will be
discussed in the meeting.
Part B Informal feedback
1. Documenting informal feedback
Informal feedback is providing different aspect that help in advising other employees that
provide clear idea and improving ongoing performance during year. As providing informal
feedback is not important and getting more involved in enhancing changes that will be occurred
for the purpose of providing informal feedback.
2. Providing script
Q. 1. Are you satisfied with your performance in the company?
Q.2. Do you think changes will be provided in company for enhancing performance of
employees?
Q.3. Did you think there is any approach that lead to increase productivity of employees?
Part C Formal Feedback
1. Advice given to Larissa
Proper evaluation process is being assist to Larissa that help in providing different aspect
for the future (Budworth, Lathamm and Manroop, 2015). It is advised to be seek that help in
evaluating various perspective and gaining fruitful advices from different persons that are

providing effective changes in the company. As this lead to evaluate performance after getting
formal feedback from other person.
2. List of things before conducting meeting
Clarifying purpose and aims to employee , creating an agenda, scheduling meeting on
time, circulating agenda to different departments, making sitting arrangements and providing
proper recorder that help in providing voice towards each and every person sitting in a meeting.
3. a) Meeting with Larissa
Meeting is being conducted with Larissa help in providing feedback on performance of
employees. It is an important concept that help in involving people for the purpose of evaluating
reviews from different segments.
b) Underperformance issue
This can be defined as performance that is not appropriate and is not up to the mark that
involve performance of employees in the organization (Ter Bogt, Van Helden and Van Der
Kolk, 2015). It is an issue as employees are not able meet requirements of the company and due
to this that will have impact on performance and it lead to an issue for them.
c) Steps for resolving situation
There are five steps that will be involved in it as firstly identifying the problem, assessing
and doing analyses of it, meeting with employees and discussing problem, providing solution
and lastly monitoring performance. Therefore, these steps help in resolving issue.
4. Details needed in meeting
In a meeting there are different documents that will be required such as minutes of
meeting, checklist, agenda, proper goal and aim etc.
5. Fair work Australia
Warning Letter
Date:10/10/2019
Employee name: John
Employee address: 49- b street road, United Kingdom
Dear sir/ Mam
This letter is to record and confirm the details and discussion we had in London at 8 Oct at 3:00
pm during which you were formally advised that your negative behaviour towards company is

unacceptable.
I confirm that you were advised that for the next level you have to improve your behaviour as I
am monitoring it.
As explained this is a formal written warning. If you continue to this behaviour your
employment may be terminated.
Yours faithfully
Jack
Part D Termination
1.Fair work act 2009
According to this act employer and employee relationship is being governed for the
purpose of providing flexible working arrangements to employees and preventing discrimination
towards employees (Heger and et. al., 2017). Boutique build end employment of Larissa as it is
not working properly and provide negative behaviour in the company.
2.Termination Letter
Termination Letter
To,
Miss Larissa
34/34 Avenue Madison Square
London , United Kingdom
10 October, 2019
Subject: Notice for termination
Miss Larissa
This letter is being written to you for providing information regarding your termination as your
behaviour is not cater by the company any more so it has been decided to terminate you from
the company. In lieu of it you can serve notice period of one month with company after that you

are relieving from here. As your last working day is on 10th November 2019.
Sincerely
Johnny
TASK 4
Q.1. Key provisions of the fair work act 2009
According to this act this provide collective bargaining process that help in representing
employee and employer for fulfilling objectives of respect to work. Good faith bargaining is
another provision that help in providing different aspect and providing fair work to all employees
that are working in the company.
Q.2 Key provisions
Racial discrimination Act, 1975 :- This act provide that each and every employee will be
treated equally and fairly in the company so that it will not create differences between them and
they are not feeling unsafe in business premises.
Sex discrimination act, 1984:- It provides and understanding that there is no discrimination that
have to be done related to marital status, sex, pregnancy etc. Equal opportunity is being provided
to each and every employee.
Disability discrimination Act, 1992:- This law includes different aspects such as employment,
education, accommodation etc (Aryanto, Fontana and Afiff, 2015). that help in providing lawful
purposes for gaining association and evaluating various aspect for the future.
Q.3. Purpose of national employment standards
The main purpose of national employment standards is to provide leave and different
entitlements that help in providing different aspects as it create changes in evaluating standards
that will be maintained for evaluating standards for the future purpose.
Q.4. Uses of modern awards in workplace
Modern awards help in providing various pay rates and conditions of employment that
provide certain entitlements at the workplace. They are related to certain particular industries and

occupations. Its use is it provide different aspect that laid down changes in evaluating general
application for making standard in maintaining relation with different systems.
Q.5. Examples of modern awards
Modern awards are providing new industry exposure and replaces all existing awards.
The name of the award are Air Pilots Award 2010 and Alpine Resorts Award 2010.
Q.6. Enterprise agreement
These agreement done at enterprise level between employers and employees containing
certain conditions of employment (Ashdown, 2018). This help in increasing productivity and
meeting expectations of both employer and employee. In this different rates have been provided
for the purpose of providing expectation that create changes in evaluating changes in the future.
Q.7. Terms and conditions included in enterprise agreement
 In this it is necessary providing pay rates and employment conditions that are
provided at the time of joining.
 Both employer and employee agree for signing an agreement.
Q.8. Process and purpose of performance management
In performance management there are three stages that will be involved in it such as
coaching, corrective action and termination. Its purpose is to improve performance of employees
that help in gaining more opportunity in the future.
Q.9. Two types of performance management system
General appraisal and project evaluation review are the two system that help in
improving performance of employees.
Q 10. Amount that will be included under fair work act to an employee
$400 included under fair work act
Q.11. Two types of employees to whom notice of termination is not provided
It is not providing to employees who are employed for specific period of time in the
company and secondly those who are hiring for daily work.
Q.12. Circumstances when an employee entitles to redundancy pay
 Employer ceases to carry on business in which employee was employed.

 Needs for business for employees for carrying out work of a particular kind cease or
diminish
Q.13. Three circumstances that may constitute unfair dismissal
 Employment is being terminated at the initiative of the employer
 Resigned their employment but resignation was forced by something
Q.14. Circumstances that must apply for the fair work commission
 Maintain fair and productive workplace
 building strong and effective relation with company
Q.15. Five ways for developing skills at work
 Finding new opportunities
 Raising new challenges
 Getting mentor
 Involving in various activities of the company
 Getting feedback from others
Q.16. Ideas that will help in motivating employees for taking part in professional development
activity
 Providing performance metrics
 Providing outside opportunities
 Removing barriers
 Linking with professional networks
CONCLUSION
From the above study it can be concluded that it is essential for measuring performance
after a period of time. This help in developing skills and knowledge of employees and enhancing
productivity for the future. Performance can be reviewed by giving template to employees and
they are providing feedback from it. There are different segments that will be involved in
managing performance by improving time management skills and gaining changes in business
operations.

REFERENCES
Books and Journal
Aryanto, R., Fontana, A. and Afiff, A.Z., 2015. Strategic human resource management,
innovation capability and performance: An empirical study in Indonesia software
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Ashdown, L., 2018. Performance Management: A Practical Introduction. Kogan Page
Publishers.
Bianchi, C., 2016. Dynamic performance management(Vol. 1). Berlin: Springer.
Budworth, M.H., Latham, G.P. and Manroop, L., 2015. Looking forward to performance
improvement: A field test of the feedforward interview for performance
management. Human Resource Management.54(1).pp.45-54.
Cappelli, P. and Tavis, A., 2016. The performance management revolution. Harvard Business
Review.94(10).pp.58-67.
Glaser, L., Stam, W. and Takeuchi, R., 2016. Managing the risks of proactivity: A multilevel
study of initiative and performance in the middle management context. Academy of
Management Journal.59(4). pp.1339-1360.
Heger, C. and et. al., 2017. Application performance management: State of the art and challenges
for the future.
Kuvaas, B., Buch, R. and Dysvik, A., 2016. Performance management: Perceiving goals as
invariable and implications for perceived job autonomy and work performance. Human
Resource Management. 55(3).pp.401-412.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
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Smith, M. and Bititci, U.S., 2017. Interplay between performance measurement and
management, employee engagement and performance. International Journal of Operations
& Production Management. 37(9).pp.1207-1228.
Ter Bogt, H.J., Van Helden, G.J. and Van Der Kolk, B., 2015. Challenging the NPM ideas about
performance management: Selectivity and differentiation in outcome‐oriented performance
budgeting. Financial Accountability & Management.31(3).pp.287-315.