Performance Management System Analysis: Housefriends Homewares Report

This report examines the performance management system of Housefriends Homewares, focusing on planning, monitoring, and evaluating employee performance based on organizational and legislative guidelines. The student analyzes work allocations, KPIs, and participation in role-plays, including performance reviews and development plans to address poor performance. The report includes operational plans with goals and KPIs, performance development plans outlining skills to be developed, and an observer's evaluation of a coaching session. The student reflects on their coaching performance, identifies strengths and areas for improvement, and proposes strategies for enhancing coaching skills. The report also discusses the cost of not implementing new strategies and highlights valuable skills learned, such as multi-tasking, decision-making, leadership, motivation, and effective communication. The report concludes with recommendations for the coach and emphasizes the importance of a conducive environment for open communication and feedback.

Running Head: MANAGE PEOPLE PERFORMANCE
Manage People Performance
Name of the Student:
Academic Affiliation:
Date:

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Introduction
The major aim of this essay is to demonstrate a comprehension of the performance
management systems of Housefriends Homewares based on the organizational and legislative
guidelines. This essay will therefore deal with the planning, monitoring, as well as evaluation or
reviewing the operations of the Housefriends Homewares in relation to the performance
management of its team. This will be done through undertaking various activities of the
organization’s employees. Such management activities will include among others the
development of wok allocations, the identification of Key performance Indicators (KPIs),
participation in role plays, indulging in performance review, as well as proposing of a
development plan that will be used for remedying the poor performance of employees under
supervision (Kerzner & Kerzner, 2017). Feedback will then be provided to the assessment
partner regarding my performance during the process of role play.
Appendix 2: Operational Plan
Operational Goals Team goals Progress
Goal focus KPI Reasons/barriers team deliverable Goal KPI Due 1 2 3 4 5 6
Profits Firm Poor
communication
sales 4
High
production
employees Low motivations 5
Appendix 3: The Performance Management Plan

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Name/position Manager Review period
Reference from
Operational Plan
Key Result
Area
Indicator of
Success/Performance
By when Status report
Management High profitability 3 months Given
Employees Increased production 2 weeks Given
Observers Concurring with reports 3 months given
Manager’s
comment
Very effective and accurate
Staff member’s
comments
It was successful
Appendix 4: The Performance Development Plan
Name/position Manager Review period
Skills to be developed How the skills are to be
developed
Priority
(H, M, L)
By when Skills
gained
(Y/N)
Communication Through ensuring that the
medium used for
communication is effective
H 1 MONTH Y
Team work Ensuring that members of a
team work together to ensure
realization of organizational
goals (Schechner, 2017).
H 3 weeks Y
Manager’s comment Very effective and accurate
Staff member’s
comments
It was successful

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Appendix 5: Coaching Session Observer’s Evaluation Sheet
Coach’s Name
Observer’s name
Assessment site
Coaching date Time/s
Employee’s name
Standard performance Satisfactory
Yes No
Did the coach utilize the GROW model for coaching his/her
employee
No
Did the coach identify the performance issue? Yes
Did the coach utilize a number of communication skills to
reflect and clarify the employee’s answers:
 Active listening
 Clarifying
 Summarizing
Yes
Did the coach ask probing questions? Yes
Did the coach allow the employee time to think before replying
to the questions?
Yes
Did the coach use body language cues to help put the employee
at ease?
Yes
Did the coach acknowledge the employee during the coaching
session using positive feedback?
Yes
Did the coach provide constructive feedback to the employee
during the session?
Yes
Did the coach provide strategies for continuous improvement
for the employee?
Yes
Did the coach identify his or her strengths and weaknesses as a
coach/manager?
Yes
Did the coach identify areas for self improvement? Yes
Appendix 6
My initial reaction to the coaching exercise
My initial reaction to the coaching exercise was that there was need for the coach and the
employee to have a conducive environment where all parties will be able to share ideas and have
discussions freely without any form of fear (Carlson, 2017). My reaction was that most

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employees will tend to hind vital information that can help managers or the coaches to make
important decisions that affect the organization especially if such managers proof to be too harsh
to them.
My overall assessment as a coach
My general assessment of my performance as a coach during the coaching process was
satisfactory. This was attributed to the fact that I was able to convince the employees that there
was no punitive action that could be taken against them if they shared some important
information as to why they were being involved in the unethical behaviours for instance in the
case of Tony (Lussier & Hendon, 2018). By so doing, I was in a better position of ascertaining
the major problems that some of the employees in the organization were encountering and thus
develop mechanisms or strategies that could ensure such instances will never occur in future.
The ability of employees to easily and freely share information with me was a clear indicator that
my performance as a coach was indeed quite effective and successful.
Assessment Task 1
Some of the strengths during the Exercise
Based on the exercise, it was quite apparent that the employees had both their positive
aspects and negative aspects. Through the exercise, the employee was encouraged to uphold the
positive aspects that had been noted and discouraged from the negative aspects. It was worth
noting that the employee promised to improve to the better thus this will play a significant role in
the general success of the organization and the company as well (Serrat, 2017). The importance
of upholding ethical standards was also greatly encouraged and the employee promised to
improve on the same.
Areas that Had Room for Improvement

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There is need for the two employees in the organization Marie and Tony to further
training in company management and more so ensure that they know the importance of
professional ethics. This is quite true since on the look of things, it is quite apparent that the
employees could not be fully well aware of what it means to uphold professional and ethical
ethics. Training them on what is not supposed to be done based on their job positions will be
quite beneficial to the company. It is indeed quite important to ensure that in order to bring
change in the company, there is great need of ensuring that the two personnel are well trained so
that they can not only maintain the cohesiveness of the team but also ensure that their drive is
maintained (McIntosh et al, 2017). The need to help these two employees enhance their skills
should indeed be continuous and this implies that coaching and mentoring should always be
provided to them on a regular basis. This is especially true especially when there is need to
improve their levels of knowledge, skills, and attitude to give them give them an opportunity to
undertake greater responsibilities in the company.
The Kind of Strategies that can help me Improve my Coaching Skills
As a coach, I should actually consider using the newest technological innovations that
will help the company have a competitive advantage over their competitors. I will also ensure
that the medium of communication that I use to talk with my employees is also highly
comprehended and give them room to ask questions whenever they doubt. I will also create a
free and fair environment that will enable me freely interact with the stakeholders in the
organization for the general good and success of the company (Kerzner, 2017). This is quite
important because it will ensure that any problems facing the organization are easily identified
and resolved within the shortest time frames.
The Cost of not implementing the new strategies in my role as a Manager

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As a manager, I highly belief that failure to implement the new strategies will imply that
our company will not have a competitive advantage and thus it will not only lead to low sales but
also low profitability for the company. That apart, failure to meet the new strategies of ensuring
that the top personnel of the company are well trained will quite apparently imply that there will
be low staff morale in the company thus leading to low sales, unmotivated staff thus making the
company to collapse at last (Hodges, 2017). That apart, failure to motivate the employees using
the best strategies will imply that such employees ultimately ought to seek for greener pastors in
other companies or organizations that offer them better pay and other motivation methods.
Valuable Skills That I have learnt to help me in my role as Manager/Coach
Based on the case study, there are various skills that I have learnt and chief among them
include the fact that as a manger, there is need for me to have the ability of multi-tasking in the
company. I learnt that there is need for me as a manager to not only oversee my employees but
also ensure that their abilities as well as weaknesses are kept in mind while prioritizing the
numerous projects that the company wishes to initiate. I also learnt about the decision making
skills which are quite valuable in my role as a manager. I learnt the ability of both evaluating and
deciding on various issues which could affect the organization in one way or the other. I thus
learnt that as a manager, there is need for me to make the right decisions for the organization in a
rapid way without necessarily making any mistakes. This will imply that I should have the
capability of making the right decisions and using the available opportunities that may arise.
Leadership skills are quite essential in my role as a manager or a coach since they will
help me to get the most out of the companies’ employees the leadership traits or skills will
indeed help me to inspire employees under me so that they can give their best. I also learnt that
motivation skills went hand in hand with the leadership skills in that in order for me to become
an effective manager or coach, then it was important for me to be in a better position of

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motivating my employees so that they are capable of meeting the performance expectations of
the goals which have been set. Effective communication was also a valuable skill because it
enabled me to coach and mentor Tony to desist from the unprofessional behaviours that he was
depicting while he was in the company.
Comments/Feedback to the Coach
There is need for the coach to create a conducive environment that will enable the
concerned parties to open up without the fear of victimization. The ability of the employees to
open up during the coaching process is quite important because it will help the coach to note the
weaknesses that employees have and effectively work on them and it will also enable the
organization’s management to put in place mechanisms that will aid it minimize the weaknesses
that employees may be having (Serrat, 2017). The coach should always ensure the employees
that any sensitive information that they share with him will never be used to retaliate or victimize
them since they were in a safe pair of hands.

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References
Carlson, M. (2017). Performance: A critical introduction. Routledge.
Hodges, J. (2017). Building capabilities for change: the crucial role of resilience. Development
and Learning in Organizations: An International Journal, 31(1), 5-8.
Kerzner, H. (2017). Project management metrics, KPIs, and dashboards: a guide to measuring
and monitoring project performance. John Wiley & Sons.
Kerzner, H., & Kerzner, H. R. (2017). Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Lussier, R. N., & Hendon, J. R. (2018). Human resource management: Functions, applications,
and skill development. Sage publicati
Mumford, M. D., Todd, E. M., Higgs, C., & McIntosh, T. (2017). Cognitive skills and leadership
performance: The nine critical skills. The Leadership Quarterly, 28(1), 24-39.
Schechner, R. (2017). Performance studies: An introduction. Routledge.
Serrat, O. (2017). Coaching and mentoring. In Knowledge Solutions (pp. 897-902). Springer,
Singapore.
Serrat, O. (2017). The perils of performance measurement. In Knowledge Solutions (pp. 429-
436). Springer, Singapore.