Performance Management System Design and Training Report

This report provides an analysis of the performance management system implemented at Australian Hardware. It begins by outlining the key features of the company's policy, which centers on goal setting, performance measurement, and employee development. The report details the formal and informal feedback mechanisms used, including performance appraisals and everyday interactions. It further discusses the benefits of performance appraisals, such as promotion decisions and training needs identification, and the importance of record-keeping. The report then addresses proposed amendments to the current system, including ongoing feedback and increased manager engagement, with the aim of fostering employee growth and achieving organizational goals. The amendments are designed to improve performance, encourage improvement, and support manpower planning. Finally, the report includes a Q&A session.

Australian Hardware
Assessment Task 2:
Design and train performance management
systems
Your name:
Student id:

Australian Hardware
Performance Management Policy
main features 1
Goal-setting and performance measurement processes
Australian Hardware is an organisation which focuses on it's performance and this is based on the
development and progress of employees working in that company. Moreover, for providing opportunities
for professional development, the Australian hardware is aiming to help individuals by monitoring and
supporting the employees for personal growth and development (Kearney, 2018). The main aim of this
policy is to ensure that employees and their managers have a common understanding of goals that have to
be achieved in personal as well as professional life. This policy aims that there is employee development
opportunities recognition and then these are implemented effectively.

Australian Hardware
Performance Management Policy
Formal and informal feedback
Formal feedback Informal feedback
This includes formal appraisals, performance reviews or
meetings with superiors or executives.
This can be communicated in everyday interaction with
a colleague or manager and this is a individual feedback
seeking behaviour.
This feedback is provided through management
accounting system (Mizrahi, 2017).
This is provided through social sources like task, peers,
superiors, person to person feedback, etc.
This is provided by formal mechanism This is provided independently
This is a scheduled feedback which employees have to
give to their managers.
This feedback is taken anytime.

Australian Hardware
Performance Management Policy
Performance appraisal
Performance appraisal is defined as regular review of an employee's performance and contribution
to an organisation. This is also known as annual review, performance evaluation or employee appraisal
(Mizrahi, 2017). There are various benefits that Australian hardware has after evaluating performance
appraisal. These are listed below -
Promotion - Performance appraisal helps managers to create promotion programs for efficient and
effective employees. The inefficient or non performers of the company can be dismissed or demoted.

Australian Hardware
Performance Management Policy
Monitoring training and development
After the performance review analysis, non performing employees are provided training that will help in
developing skills and knowledge to attain organisational goals. It is important to monitor these training in
order to know whether employee performance is enhancing by different trainings or not. Monitoring is
helpful for the company to analyse the performance of employees is affected by training or not. The
overall performance of employee's growth is important to analyse and evaluate the benefits of individuals
working in the company.

Australian Hardware
Performance Management Policy
Record keeping needs and requirements
It is important to keep records of various employees and their performance while doing different
activities and tasks within the company (Ogunyomi, and Bruning, 2016). This is an important and
essential factor which helps managers to examine and analyse skills and working efficiency of their
employees. The record of employees will include the following table -

Cont....
Accomplishment Activity Category
Train employees
Supervision
A completed
case
Public relations
HR policy
Teamwork
Competency
Positive attitude
Technological
knowledge
Adaptive

Amendments to the current performance management system
There are different amendments to the present performance management system which appropriately
addresses the identified deficiencies of present business scenario. The amendments requires following
changes -
Ongoing feedback - The managers of company have prepared a questionnaire related to the factors which
affects personal as well as professional growth of employees. These feedbacks are provided to the
employees of company through mail ans they have to fill it and send to the HR managers.
More engagement by managers - Different strategies are developed for increasing employee engagement
(Schwartz, and Deber, 2016). Employee engagement is enhanced through organising weekly meetings with
employees and motivating them to attain their targets in less time. These help in making them work
towards organisational goals effectively.

Purpose of amendments
The purpose of amendment is to cover the performance management process by employees and contractors of
Australian Hardware. The main focus is on development on employees for both personal and professional
growth. The main purpose of making changes within the performance management process is mentioned
below-
● To Provide Feedback
●To Motivate Superior Performance
●To Encourage Performance Improvement
●Setting and Measuring Goals
●Promotion Decisions
●Counselling Poor Performers
● To Determine Compensation Changes
●To Support Manpower Planning
●To Determine Individual Training and Development Needs
●To Determine Organisational Training and Development Needs

How the amendments are designed to achieve that
purpose
There are some amendments made in the performance management review. The main purpose of this is to
make effective performance management system for attaining the organisational goals effectively by
increasing employee's growth and development. The amendments made in the present performance
management system are discussed above. Now, after analysing the performance of employees the main
focus of this company is on providing more attractive rewards and recognition to hard working
employees. This will help in motivating good employees to achieve their goals in effective manner.

Q and a session
Thankyou!!!