Analysis of Performance Management at Australian Hardware: Role Play

This report provides an in-depth analysis of the performance management system (PMS) at Australian Hardware, a large hardware and homeware retailer. The analysis is structured around a role-play scenario and covers key features of the PMS, including goal setting, performance measurement processes, and the performance management cycle. It examines the use of KPIs (input, process, and output), stakeholder identification, and mapping. The report also explores formal and informal feedback mechanisms, including annual and six-month reviews, and continuous monitoring of employee performance. Furthermore, it delves into performance appraisal processes, including the analysis of employee strengths and weaknesses, review of rewards, and monitoring of training and development. The Grow coaching model is discussed as a tool for monitoring employee performance. Finally, the report highlights the importance of record-keeping, encompassing financial, legal, employee, and policy/procedure documentation, and discusses amendments to the PMS to enhance employee creativity and innovation. The report emphasizes how these elements contribute to achieving business goals and taking a competitive advantage in the market.

Assessment Task 2: Role play

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAINBODY....................................................................................................................................3
1. Features of performance management system.........................................................................3
2. Amendments............................................................................................................................7
3. Purpose of amendments...........................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Role play refers promote creativity and imagination and supports person to develop
naturally and use their invented capabilities and skills. By using imagination regular basis, and
they improve their creativity and improves their cognitive abilities. The main goal of the role-
play is to expose peoples into different point of view according to situations and enhances their
capabilities to solve the situation and offers experience. Role play is integral part for human
being development because it builds confidence, leads creativity communication, physical
development and makes quick thinker. Australian hardware is stimulated business which perform
as role-play. It is a large and expanding hardware and homeware retailer. Australian hardware
stores approx 140 around the Australian country. It is creative hardware business which
promotes creativity around the country.
MAINBODY
1. Features of performance management system
Goal setting and performance measurement processes
Goal setting refers the evolution of an action plan which is designed to motivate and
direct group of people towards goal. Goal setting is affiliated from rules and regulation which
guides peoples towards objective. It is an important element of personal development and
management. While features of goal setting helps group or individual to do all action in right
direction so that enables to meet objectives over the time. Australian hardware sets features to
achieve goal.
Performance management cycle : The stage of the process in which involves number of
functions such as planning, appraisal and appreciate employees performance by offering
rewards. It is the main feature of the goal setting because it helps organization to achieve
organization goal by improving employees performance. Australian hardware use this feature to
set up goal. This cycle is completed in three stages such as plan, manage and review. Planning
stage is the main stage of performance management in which manager develops strategic plan for
the business and sets goal along with time deadline and recognizes future performance goal of
employees in term of target, action and their behaviour (Newberry and Collins, 2017). Thus
makes employees development plan. Second stage is managing in which Australian hardware
monitors employees performance in term of feedbacks and outcomes. Business conducts training
and coaching classes to develop employers performance. Performance management cycle

provides regular basis feedback in discuss program. The program is based on achieving goals
and offers opportunity to employees for modifying goals by their creativity. The third stage is
review of performance management cycle. In this stage, organizes formal performance appraisal
and gathers feedback on the basis of the performance and address about reward excellent
performance. It also helps to identify poor performance of employees which needs improvement.
Thus, performance management cycle helps Australian hardware to set up goal in well-formed
manner.
KPI activities: It is performance indicator for measurement of employees performance. KPI
helps organization to measure activity of individual and group of employees at workplace. KPI
are three types input, process and output. Input KPI is a measurement tool which helps to design
facilitate improvement in term of coaching, meeting and training (Landy, Zedeck and Cleveland,
2017). While process KPI measure potential of processes over the time in term of stock turn and
inventory turnover. Thus measures individual performance at workplace. On other hand output
KPI, is sum of input and processes. It measures by goal achievement in term of purchasing
behaviour of customers and revenue increment.
Identifying stakeholders: Australian hardware enables to identify number of stakeholder who
gives their services in different workplace around the country. Through the indicator business
enables to identify resources which can give impact on their performance and goals can distract
out of business.
Mapping the stakeholders: It is business technique which is used to identify potential
customers and skilled employee who can support to achieve goal of the business. Through the
map can identify level of power of individual stakeholder. It is a important indicator which
permits business to see needs of business and stakeholder requirements to assure the successful
improvement and supports to implement strategy of work plan on business so that achieve goals
on predetermined period.
Formal and informal feedbacks
formal feedback refers formal performance review which is gathered by meeting on other
hand informal feedback refer to communicate individual employees on regular basis through
interaction. The time dimension is the main feature of the feedbacks.
Time dimension

Time dimension is the best feature to gather feedbacks of individual and group
employee’s at workplace. The main It is classified into three period-
Annual formal reviews: Australian hardware use the time dimensional features to measure the
performance of employees. In this dimension, gathers individual employee feedbacks in term of
task achievement within business (Dobusch, Lang and Quack, 2017). All feedback are enlisted in
written formate which is represented in meeting. Thus, kind feedback known as formal feedback.
This session is implemented for each year and observe employee's performance in business.
Six month reviews: Feedbacks are gathered after completing coaching course. In this session
manager monitors employees performance at workplace. Manager observes employees working
efficiency and their abilities to deal with complex situation. Manager recognizes changes which
can give impact on the achievement of targets (Thomas and Harding, 2017). Manager invites
employees to discuss improvement plan progress and modify goals according to situations. Thus,
feedbacks gathers within six months and propose to owner in discussion program. It is also
known as formal feedback and Australian hardware enables to find weakness and strength of
employees at workplace and gives more training sessions so that they can improve their skills
and explore creativity at workplace.
Continuous monitoring of the employees' performance: It is an informal way of feedback
gathering where Australian hardware monitors individual employee performance by regular basis
interaction. Thus gathers feedbacks about employees in term of task dealing, behaviour and their
working efficiency and address to owner.
Performance appraisal:
Performance appraisal is a procedure in which involves evaluation of employees
performance and their training needs. The main goal of the appraisal to improve business
performance and develops effective business planning. Manager develops formal appraisal
meeting on the basis of scheduled appraisal and documented appraisal. It has various features
such as -
Analysis of strength and weakness of an employee: Manager enables to find weakness and
strength of employees by monitoring their performance during workload (Whitehead, 2018).
Manager conducts appraisal meeting and discuss team member about goals and their action
towards achievement. In the meeting manager permits employee to shares their problem relevant

to job or task honestly. On other hand manager conducts classes according to requirements so
that employees become liable to get appraisal.
Review of rewards : manager use this technique to improve working efficiency of employees so
that business meets their objectives. Manager offers reward in term of money or job position to
those employees who are eligible (Mohrman and Lawler, 2017). Thus, Australian hardware
improves employees performance and achieves goal of business.
Monitoring training and development
Manager plays vital role in Australian hardware business where evaluate employee
performance at workplace and identify needs of improvement for particular areas in business.
Manager develops plan for training course on the basis of business requirements and employee's
weakness and strength. The training course are prepared for particular period so that number of
employees can improve their skills. Features of monitoring-
Grow coaching model
It is best model to monitor employees performance before the classes, during and after
the classes. The main aim of the model to eventuate real data of employee performance. The
model is classifies into four parts-
Goal: manager permits employee to share their problem honestly relevant to task. On the basis of
feedback consults to coacher about problem and business goal and conducts training sessions to
resolve performance problem. During training session coacher monitors each activity of
employees and address to manager about their potential and weakness.
Reality: Coacher identifies current performance and their performance gap and gives training to
overcome the performance gap so that they enable to learn new skills and overcomes their
weakness (Gomera and et.al., 2019). While coacher prepares balanced scorecards information
about the performance and gives evidence in documentary formate to manager.
Option: Manager address to team member about their performance score card and discuss to
coacher, finds out solution to improve the skills. Manager encourages team member to explore
new ideas to handle the situation. Thus, manager monitors employees performance.
Will: Manger introduces reward strategy to team member so that they will to improve their
performance by learning new skills and explore creativity at workplace.
Record keeping needs and requirements:

Record keeping refers documentary evidence which helps to save the time and money. It helps
business to gain advantage over the competition. It helps to maintain working cost, accounts,
interest and taxes. It is important for monitoring the process of the business. Manager maintains
record of business process so that enables to identify profit and loss. Requirements are-
Financial: Australian hardware maintain liabilities of business by keeping financial record. In
this record, manager keeps cost expenditure data on the business operations and employees
training course cost.
Legal: Legal record relevant to business policy which is set by business law, awards and
employment agreement, anti discrimination law etc. are recorded by manager in written formate.
Employees: Australian hardware maintain employees records in which include employee
background information, their salary, performance and behaviour in the business etc.
Policy and procedure: Policy helps business to influences decision and determines their action
on the workplace within the business. While procedure helps to take action in operation regular
basis in business.
Thus, Australian hardware maintains documentation and it supports to monitor all operation
which is performed in business.
2. Amendments
 Australian hardware uses various features to set goals such as KPI, performance
management cycle, stakeholder cycle and mapping stakeholder. The main goal of the
business to achieve goal by making employees creative at workplace so that they can
enable to create creativity at workplace and leads innovation in business. Performance
management cycle helps business to improve employee's performance to achieve
business goals over the predetermined time. On other hand KPI measures how business
and individual employee performing in order to strategic goals and objectives. KPI
doesn't measure per sec but helps to evaluate better decision-making.
 Performance appraisal is performance management tool which helps business to achieve
goals and take competitive advantage (Rodriguez and Boyer, 2018). It is powerful tool
which aligns the objectives of individual or group member along with predetermined
strategic goal of the business. On other hand employees improves their skills and gives
honest performance at workplace so that become liable to achieve appraisal. Thus,

Australian hardware enables to improve employee's creativity and maintains their well-
being at workplace.
 Formal and informal feedback is crucial tool for the business to identify that how
employee performing and what area requires to improvement. The feedback provides
review of individual employee's along with broad assessment. Which is based on the
performance. The review gathers from resources such as manager, direct reports, peers,
customers, and suppliers abut employee performance (Severson and Woodard, 2018).
These review helps business to understand employees strength and weakness and use for
training and development classes for employees, so that they improve their skills and
offers best services at workplace.
 Grow coaching model is beneficial approach in which coacher plays vital role to address
employee from their potential and limitation so that employees improves their skills and
apply at workplace to create new ideas. Coacher improves employee performance by
analysing their performance activity during task. Trainer address manager about
employees performance in term of scorecard. Where manager interacts to employee and
ask their problem relevant to performance. Thus, manager enables to conduct training
course which encourage employee to improve their self awareness and their strength.
 Australian hardware monitors all process in business by keeping documents. Through the
document manager recognizes liabilities of operation and how to convert liabilities into
assets. To monitor each process maintain documents such as financial. Legal, employees
and policies . Policies build good relation between management and employees.
3. Purpose of amendments
Whatever amendments are applied by the Australian hardware to achieve goal of the
business and improve employee performance. It posses some drawbacks such as manager unable
to focus each employee performance at workplace. Performance appraisal is used by manager to
improve employee performance but that doesn't posses effectiveness (Blass and et.al., 2017). To
monitoring training and development, manager hires coacher but unable to encourage them to
explore creativity. Australian hardware keeps record to monitor business performance but unable
to manage each document well-formed. The main purpose of the amendment to remove obstacles
which leads ineffectiveness in business and demotivate employee. New amendment helps

Australian hardware to achieve business goal over the period. It also maintains employee well-
being at workplace and improves their performance effectively.
 Performance management framework also known as balanced scorecard in which
includes business objectives, requirements, needs, execution and monitoring. It is a
strategic tool which execute operation in well-formed manner. It can influence business
ideas and converts them into process. BCS's strategy helps business to identify their
strategy and convey their business priorities and goals. It helps to manage action plan on
the basis of strategic business proprieties and objectives. It is the best amendment for
Australian hardware because it improves employee's performance which helps business
to explore new ideas and transforms into inventions.
 Performance appraisal is good strategy to encourage employee to give the fair
performance at workplace but it creates pressure for both manager and employees as
result employees well-being is lost. To reduce the pressure if manager conducts reward
programme for employees (DeNisi and Murphy, 2017). It can motivate employee for
improving their performance and explore creative ideas so that enables to take reward in
business. Beside of this if Australian hardware conducts recognition program and invites
employees. In the program offers prestige to employee for their creativity, makes them
feel valuable in business. On other hand employee inspires and motivate to give the loyal
performance at workplace. Thus, Australian hardware can achieve the profitable
outcomes in business. Even such kind program helps to retain talented employee in the
business which can meet business from the mission.
 If Australian hardware conducts personal development plan in business which is based on
the reflection and awareness of individual employee performance and their requirements,
PDP is specially used to recognize needs of training and development and design action
plan for meeting. This program helps individual to set up their goal and improves their
skills yo achieve goal. It directly leads improvement in business performance. It leads
cost profitability because organization doesn't have to pay high cost on training and
development session. It helps to reduce high turnover of employees and retain the best
talent in business which can support to meet business vision.
 Australian hardware is technological business which is famous for creativity and
invention. That's why requires high accuracy in employee performance, business

processes and standards. In that state if Australian hardware chooses MBO model it leads
effectiveness in business process. Management by objectives (MBO) is the management
tool which defines specific objectives and offers strategies to accomplishes individual
employee goals. It encourages each employee to perform their action towards goal along
with time deadline (Blass and et.al., 2017). It aware business about achievement by
maintain records. It helps to measure individual employee performance and compares
with standards which is already sets by business.
CONCLUSION
It can be concluded main features of the performance management system in which
includes goal setting and performance measurement processes, formal and informal feedback,
performance appraisal, monitoring training and development and record keeping needs and
requirements. This report has been concluded amendments which supports business to improve
employee and business performance. The purpose of amendments and their achievements has
been addr5essed in the report.

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