BSBHRM403: Performance Management System Analysis and Action Plan

This assignment analyzes the performance management system of an insurance company, examining its strengths and weaknesses. The student identifies the company's structure, including its industry, number of employees, occupational types, and locations. The analysis includes a checklist to evaluate the current performance management infrastructure, assessing aspects like mission/vision sharing, goal communication, and alignment with strategic direction. The student points out limitations such as the lack of consistent employee performance reviews and specialist performance management advice. Based on the assessment, the assignment proposes an action plan with specific steps, responsible parties, timelines, and communication methods to improve the system's efficacy, transparency, and employee satisfaction. The plan includes quarterly reviews, data collection, and training initiatives. The student then argues for the action plan's importance in creating a better framework for the organization to achieve a transparent and effective performance management mechanism.

Running Head: HUMAN RESOURCES
HUMAN RESOURCES
Name of the Student:
Name of University:
Author Note:

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Question 1
My organisation is belonged to the finance and banking sector specifically an insurance
company with approximately 1000 employees. The major occupational types are from insurance
sales agent and insurance investigator to claims adjuster and claim examiner. All those job
occupations are incorporated into my organisation. Most of the employees are belonged to the
profession of insurance sales agent with the specific objective to sale insurances to customers
and claims huge profitability for the company. Moreover, my organisation is particularly located
in the central business district (CBD) of Sydney with the purpose to maximisation of potential
customers. As a matter of fact, most of the CBD people are belonged to different professions and
it will create profitable advantage for my company to maximise employees. Besides this, in other
central business district regions like Brisbane, Perth and Melbourne have 5 branches.
Question 2
This organisation strives to offer a healthy environment for the employees in order to
prepare them effectively with the organisational goals. In this regard, there will be assured to be
recognised and rewards are also guaranteed. The employees are provided ample opportunity for
developing their personal growth and the annual performance review will measure their
performance transparently. Therefore, the organisation also sets a performance management
process in association with the plan, manage, review and reward performance features.

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Question 3
1. Does the organisation have a mission/vision that is shared
with employees? YES NO Unsure
2. Does the organisation have goals and objectives that are
communicated to employees? YES NO
Unsure
3. Does the organisation have a performance management
system that aligns with the strategic direction of the
organisation? YES NO
Unsure
4. Do all positions have current position descriptions
specifying key requirements of the role including KPI? YES NO
Unsure
5. Performance appraisal meetings:
 have set organisational timeframes,
 require documentation to be completed and secured. YES
YES
NO
NO Unsure
6. Are reports on employee’s performance reviewed to ensure
the performance standards are consistent with position
description requirements?
YES NO
Unsure
7. Is there a review process to check that appropriate
organisational procedures have been followed for
acknowledging good performance through recognition and
reward?
YES NO
Unsure
8. Is there a review process to check that appropriate
organisational procedures have been followed for
addressing under-performance?
YES NO
Unsure
9. Is specialist performance management advice and support
available where there is dissention about performance
appraisal outcomes0
YES NO
Unsure
a. As far as the strengths of the performance management of my organisation is concerned,
it can be stated that the mission and vision statement of the organisation is highly linked
with the performance management system. In fact, the goals and objectives of the

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organisation is also briefed to the employees so that they will get a clear perception about
the expectation of the company. This performance management system of the
organisation is formulated on the basis of strategic direction that can foster future
advantage for the organisation. Moreover, there is also the key feature of this
performance management system in terms of aligned with the key performances of the
employees. It means the performances of the employees are measured in reference to
their KPI. As a result of that it becomes easier for my company to evaluate the
performance on the basis of individual skills and qualities. Based on this perception,
another major factor of this performance management system is to follow timeframes so
that a structured and transparent mechanism is generated.
However, there are also some limitations that can jeopardize the process of the
performance management system in my organisation in terms of lack of consistent
employee performance review. Moreover, it can be stated that there is no such specialist
performance management advice that will be entertained for the development of the
performance management framework. As a result of that the process follows a rigid
mechanism.
b. From the above discussion, it can be stated that there are some key issues that my
organisation is facing in the performance management system. For instance, the lack of
consistent employee review will be considered as a biased mechanism and the lack of
advices identifies the negligence of the organisation to bring any change. As a result of
that it becomes a serious problem for my organisation because the efficacy and
transparency of the entire performance management system is under question.

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Question 4
In this regard, some changes has to be implemented in order to bring more efficiency into
the existed performance management framework of my organisation. In this context, it is
important for my organisation to set a performance management review system that will help to
analyse the existing framework. It is essential to implement a better and transparent performance
management framework for analysing the performance and ability of the employees properly. It
will also help my company to motivate and engage the staffs extensively through satisfying them
with the policy of ethical organisational practice.
On the other hand, lack of practice in reviewing the employee performance is also
considered to be an important aspect for my organisation to create a better and full proof
performance management system. In this regard, a quarterly review of the employee
performance will be effective to get proper information regarding the employee performance. It
will procure a better environment for my organisation to create better performance mechanism
dealing with the raw data collected from the quarterly employee review measures. In association
to this, the quarterly employee data can be generated through the team leaders and the operation
managers who are responsible to track all the records regarding day to day operational activities
of the employees.
Question 5
Action plan
Who What Why When How
Team leaders Collecting the data
regarding
To provide
information for the
Every month To record the day
to day activities of

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employee
performance
quarterly
employee
performance
review
the employees.
Operation manager Analysing the
employee
performance data
provided by the
respective team
leaders
To review of
employee
performance for
yearly appraisal
6 months To gather the data
and information in
a quarterly basis
and evaluate it
properly.
HR manager Evaluating the
efficacy of the
overall employee
performance
management
system
The purpose is to
bring efficacy and
transparency into
the employee
performance
management
framework so that
the staffs will be
satisfied.
After every
appraisal or
performance
evaluation for the
employees
To generate a
feedback form for
the employees to
understand
whether they are
satisfied with the
existing system or
they will suggest
some changes.
Question 6
Action Training Communication
methods used
Who is
responsible
Timeframe

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Preparing the team
leaders to perceive
the importance of
collecting
employee data
The team
leaders and
the line
managers
Through
induction and
meeting to brief
the importance of
the action and
provide a training
on how to use
collect the
information
regarding
employee
performance
The operation
manager in
contact with
the top
management
1 week
Induction for
gathering proper
information
regarding the
employee
performance
The team
leaders and
the line
managers
Direct interaction
with the team
leaders and
enlighten them
with the purpose
of the induction
The operation
manager
1 week
Clarify the goals
and methods of
gathering the
The team
leaders and
the line
Through
induction and
direct
The operation
manager
1 week

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employee
performance data
managers conversation in
meeting
Train in how to
gather the
information
The team
leaders and
the line
managers
Through training
on recording the
day to day
activities of the
employee
professional
activities
The operation
manager
3 weeks
Encourage ongoing
and regular
feedback on the
training
The team
leaders and
the line
managers
Asking the top
management and
the operation
manager to
generate a
progress report
The operation
manager in
contact with
the top
management
Every week
of training
Action Training
(who, what
and how)
Communication
methods used
Who is
responsible
Timeframe
Explain and
persuade the
The operation Direct The
executive
1 week

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operation managers
to understand the
benefits of the
employee
performance report
manager conversation manager
Explain how
employee
performance report
links to transparent
performance
management
practice
The operation
manager
Direct
conversation
through induction
The
executive
manager
1 week
Clarify the goals
and methods of the
information
collection
The operation
manager
Through training
and induction
The
executive
manager
1 week
Train in how to
evaluate the
collecting data
The operation
manager
Through training
and induction
The
executive
manager
3 weeks
Action Training
(who, what
Communication Who is Timeframe

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and how) methods used responsible
Explain and
persuade
executives about
the importance of
the performance
management
review process
The
executives
Direct
conversation and
meeting
The HR
manager
1 week
Explain how
performance
management
review links to
performance
management
development
The
executives
Direct
conversation and
meeting
The HR
manager
1 week
Clarify the goals
and methods of the
performance
management
review system
The
executives
Direct
conversation and
meeting
The HR
manager
1 week
Train in how to use The Direct The HR 1 week

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the performance
management
review system
executives conversation and
meeting
manager
Encourage ongoing
and regular
feedback on
performance as
well as review of
the performance
appraisal process
The
executives
Direct
conversation and
meeting
The HR
manager
1 week
Question 7
It can be argued that the entire action plan and the implementation set up is highly
associated with the practice of delivering a better framework for the organisation to get adequate
measure for developing a transparent and effective performance management mechanism that
will satisfy and encourage the employees effectively. It will also build up confidence among the
management to maintain better organisational environment and increase the proficiency of the
employees at the same time.