BSBMGT502 Assessment 2: Performance Management System Analysis

This assignment focuses on analyzing and improving a performance management system, specifically within the context of Australian Hardware. It begins with an overview of key elements such as goal setting, performance measurement, feedback mechanisms (both formal and informal), performance appraisals, and the importance of monitoring training and development, as well as recordkeeping. The assignment then delves into practical applications, including how to improve employee performance through variables like recognition and continuous feedback. It also explores the legal context of performance management, identifying relevant legislation like equal employment opportunity and anti-discrimination, and highlighting the requirements applicable to Australian Hardware. Finally, the assignment involves planning and delivering a short training session on the main features of the performance management system, covering goal-setting, feedback, appraisals, and other essential components, and also requires the development of a risk management plan template. The overall objective is to provide a comprehensive understanding of performance management principles and their practical application in a real-world business setting.

Introduction to main features
of performance management
system

1. Goal setting and performance measurement processes
Financially, employees should ensure that they reach the sales target
set by their managers. Measurement will be based on the sales
revenue earned in a month
Employee should ensure that they are efficient and effective when
processing order for their customers. This will be measured based on
the time taken for the completion of sales transactions.
Employee should aim at having perfect customer services. They should
learn how to help their clients meet chooses the right products that will
reach their expectation. Employee should achieve a customer focus of
8/10

2. Formal and Informal feedback
Mangers should provide their employee with immediate and
continuous feedback. Employees performance is based on the feedback
they get from their managers. Besides that, formal feedback through
the management department should follow the policies of the
organization before reaching the employee. In addition, mangers
should lay a role in offering a face to face talks with their employees an
d in this case offering the right feedback within a short period of time.

3.Perfomance appraisals
Regal reviews of employee performance should be done in order to
have a clear idea of the overall contribution of the employee to the
company. This also keeps the employed at stake and remain focus to
work towards achieving their targets

Monitoring training and
development
The management through the HR board should put more emphasis on
training sessions for the employed in order to develop their
understanding and skills. In general, training sessions helps the
employee build up their confidence and become more advanced thus
improving tin their performance.

Recordkeeping needs and
requirements
• Setting up a perfect record keeping system for your firm will help you
work effectively. Therefore, mangers should have a good
recordkeeping systems. This include minutes taken during meetings
and the feedback gotten from employee should be well kept for
future reference

Amendments made in the current system and focus
on developing potential through positive
developments options
• Focus should be aimed at improving employees skills though
mentoring and coaching sessions.
• In addition , managers should keep a good relationship with there
employees in order to build up confidence in them. This will help the
employee improve in their performance.
• Regular meetings and performance appraisal should be done in order
to keep the employee in perfect working stature.

Prepare to answer questions on the
amendments you have made
• Here, the managerial department should be ready to assemble all the
ideas that will help boost their employee.
• They should be in a positon of deploying recognition and continuous
variables in feedback