BSBHRM512 Diploma Of Leadership And Management

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02-02-2021

Question:

You are the new HR General Manager at Australian Hardware.

In order to help the organisation realise its strategic goals, you will need to ensure a coordinated and integrated approach to performance management across the organisation. You will need to:

analyse organisational plans and policies
create objectives for performance management and develop integrated processes
consult with line managers and other management stakeholders to ensure support and smooth implementation

plan the effective implementation of performance management

2.Review the Australian Hardware simulated business information provided in the Assessment Appendices and analyse the organisational documents – such as strategic and operational plans – in order to understand the Australian Hardware simulated business, including its vision and strategic objectives. Identify objectives and policies to be addressed in integrated performance management processes that you will develop for implementation.

3.Develop at least three objectives for performance management to support the Australian Hardware organisational strategy. These objectives could address areas of performance management such as KPI setting, ongoing performance monitoring and management and performance appraisals. Record these objectives in the first table in the planning template provided in Appendix 1.

4.Design a process – such as methods, a set of procedures or tools – to assist managers to develop KPIs for the employees reporting to them. Ensure that the performance management process is flexible enough to cover the range of employment situations that exist within the Australian Hardware simulated business.

5.Arrange with your assessor to role-play consultation with two managers (a line manager and the Chief Operating Officer) to ensure objectives, and processes for developing KPIs are understood, agreeable and feasible for managers to implement.

Ensure you act during your consultation in a way designed to ensure support for your processes. Be prepared to demonstrate your knowledge of the role of HR in building organisational capability, contributing to the development of a learning organisation, and achieving organisational success.

Note: As a result of consultation, you may need to amend your three objectives and your process – methods, procedures or tools – to meet the needs of various manager stakeholders.

6.Plan implementation of processes related to the objectives you have developed. You may use the template in Appendix 1 to record your plan. Ensure your implementation plan includes strategies to ensure concerns of stakeholders about KPI setting and performance appraisals are addressed. Ensure you include appropriate timeframes. Your schedule should cover one financial or calendar year.

1.Prepare a 1–2 page written reflection on the activities you have undertaken during this Assessment Task to develop performance management processes and plan implementation. Ensure you explain your planning choices with respect to:

a.relevance to specific organisational goals and the broader role of performance management in building organisational capability

b.characteristics of learning organisations

c.application of policies to your planning of processes

d.consideration and application of equal employment opportunity, privacy and confidentiality, diversity and anti-discrimination policies and legislation, as relevant to performance management

e.application of grievance procedures to your planning of processes

f.discussion of design options chosen or ruled out to build organisational capability and meet the needs of the organisation.

Answer:

Session objectives:

To provide effective training to the staff so that their performance level is enhanced

To enhance the skills of the staff so that they can get an idea of individually measuring the performance

To provide a high level of motivation by making them practice effective techniques to improve performance

Timeframe	Activity	Teaching or assessment strategy or approach to achieve session objectives	Tools/resources
First 10 minutes	Sustenance and creation of a high-performance team	? Key characteristics that can give an overview of the high-performance team ? Group development stages ? Role of managers and leaders ? Reflective exercise	Pre-training reading material on performance management
Next 5 minutes	Performance management principles	? Benefits and principles of the performance management ? Policies and procedure of performance management
Next 10 minutes	Setting measures	? Objectives of performance management framework ? One-on-one communication with the students concerning objectives ? Identification of the behaviour that leads to higher performance ? Group discussion
Next 10 minutes	Levels of performance	? Discussion of different level of performance ? Provide ratings to the individuals according to their level ? Giving them measures to face improvement and earn reward
Next 5 minutes	Demonstration of higher performance	? Giving an example of higher performance for every individual ? Giving them the possibility of outcome and their gains in it

Source: Van Dooren, Bouckaert and Halligan (2015)

EMAIL RESPONSE:

First, you might want to question every step you took to fix the situation. Before approaching the employee further, what you must strive for is asking whether or not you have provided them with the idea of your expectation. Later, you will need to ask yourself: are they aware of the problems faced by the organisation and themselves of underperformance? Are you able to give them face-to-face training?

Secondly, you must make sure that the arguments between you and the employee does not stand at the base of emotions. Make sure that you have a calm and supportive aura around him. Furthermore, document the ways that can make you achieve greater benefit; it might include the expectations you have from the employee. Therefore, you must communicate your expectations to the employee. Give performance improvement training to the employee by asking their reasons behind the low performance. Ask his expectations from the organisation concerning underperformance. Conduct a counselling session where the will get the solution of his queries. Lastly, motivate him by giving regular rewards. While striving to attain success, do not forget to act on this issue as fast as you can.

Make sure to act by the Equal Opportunity Act 2010 and privacy policy which clearly states that the employees should not be discriminated irrespective of their casts, religion, race, and disability. Furthermore, you must also make sure to act under the privacy policy of the firm so that the employees can be given appropriate privacy if they asked.

If nothing seems to work, terminate the employment of the staff member by complying with the legislation. You must be able to treat them without any discrimination. Give them official notice and cause of termination.

Make sure to follow the following recordkeeping procedure to follow all the legislation during the process:

Record the documents in the form of both papers and electronic as a safety management
Make sure that correct information is recorded by going through them
Make sure to give freedom to the employees for reviewing the policies and procedures.
Communicate the policies in the record with the employees often
Make sure to record any changes made in the documents properly with the right format (Hopton 2016)

Sincerely,

HR General Manager

It was observed that the response to the training program was given quickly so that the team performance can be enhanced. Moreover, the purpose of the high level of performance is that the organisational objectives are met to its fullest. Keeping this in mind, the full dedication was shown to enhance the performance of the firm while trying to motivate every one of them equally. However, more efforts should have been taken to be quick in response to the emails that arrived, which further enhanced problems among the troubled and slow employees and the respective managers.

Moreover, as a human resource general manager, it was a prime duty to have an appropriate arrangement of the proper research concerning the problems related to the employee performance. Such efforts could have given an overview of the professional needs of the managers. This could have made the training more effective.

The performance management aspect is meant to enhance the growth of both the firm and the employees together. However, at present, the performance management measures seem to act negatively to turn the managers anxious and the staff members slower. Even though the email response outlined basic efforts that the managers can enact, they still should be given proper training for the management of the employees. This is possible because the managers would get the benefit of having effective techniques and skills that can help them further by assisting such employees. Moreover, the guidance provided to the manager was effective in providing instant benefit so that the underperforming employee can be handled with respect and attention.

Lastly, the performance evaluation process and steps should be observed as follows to make sure that the managers and staff can be motivated at work:

Preparation of the standard evaluation forms so that the performance measures can be checked at regular intervals.
Identification of the performance evaluation process that has effectively provided betterment to the employees.
Observation of the employees to make sure that they can follow correct measures of performance elevation.
Proper feedback from the managers and staff concerning the measures were taken to increase the performance
Preparation of the termination procedure that can further make sure that the slow performer can be terminated even after utilising all procedures to enhance their performance.

Timeframe	Process
First two days	Preparation of the evaluation form
Next two days	Identification of the evaluation process by observation and review of previous records
Two weeks	Careful observation
15th day	Feedback from the staff members concerning the performance management process
Remaining days in the month	Observation of the performance of the underperforming employees and termination process of the consistent one

Source: Lidinska and Jablonsky (2018)

Performance planning objectives

Enable the employees to have effective growth so that the performance can reach the higher stage of development

Identification of the skills and knowledge to boost the individual performances of the staff members individually.

Promotion of proper communication system between the employees and the managers to enhance their performance and attain organisational goals.

Identification of barriers that affect the performance of both the manager and the employees in the organisation

Personal as well as organisational growth by achieving a high standard of performance

Performance management measures for the managers:

Do a thorough review of the objectives of the business concerning the customer satisfaction, revenue, productivity, and marketing.
Analyze the current situation in the organisation concerning the performance. This can be done by following the prescribed rules of performance management evaluation measures.
Set long-term and short-term goals for the employees so that they can get the appropriate target.
Have an effective discussion with the team members regarding the targets. Discuss these targets and make recommended changes.
Review the progress of the employees after having the administration of new targets. Readjust the targets and goals to enhance the performance.
Follow the performance management process to satisfy the needs of all stakeholders

Action	Resources	Strategy/tactics	Timeline
Review of the objectives	Records of the company concerning finance, sales, and employee performance.	Conduct market analysis, customer satisfaction analysis, competitive analysis, financial position analysis, and redefine the goal of the organisation.	Four months
Analysis of the present performance situation	Tools of analysis and reports	Strategic and situational analysis of the employees and their performance	Four months
Set goals	Employees, a meeting room, analysis reports, and computer	Do the review of the analysis and make appropriate goals in the presence of the employees	A month
Discussion	Employees, the target sheet, a feedback paper, and a meeting hall	Take feedback from the customers and arrange a discussion every week. Give appropriate training for the completion of targets if possible.	A month
Progress review	Observation tools and the observer	Appoint the observer or the manager to see the progress of the employees and ask them to make recommendations on the improvement of the targets and policies.	Two months

Source: Buckingham and Goodall (2015)

REFLECTION

To develop the performance management planning, the organisational goals are a most important factor that can further make the employees, managers, and the firm progress. To do this, specific organisational goals were to be followed. One of them is the achievement of the better production at the organisation so that the firm can attain the benefit of getting better revenue and the customers can be satisfied at large. For doing this, the effective engagement of the employees is a necessary step that can further enhance the growth of the firm.

An organisation that can learn concerning the goals and objectives thrives in a better way to achieve the topmost height. These organisations seem to be separate from others because of the high level of performance that the employees and the manager's show. They can meet the production deadlines on time while having a motivated workforce. Moreover, the organisational approach to enhance the growth is also seen due to the constant change that occurs in the firm concerning the needs of employees and satisfaction of the customers. These organisations are centred on the satisfaction of both the internal and external customers.

While making the plan, all the policies concerning privacy, anti-discrimination, training and other similar were followed to give the employees better service and achievement benefit. Moreover, it was also checked if the planning process is following the procedures and policies or not. If no, they were changed appropriately to satisfy the needs of both the customers and the employees.

Report on the training performance

Introduction to the training

A pilot training was provided to the employees of the firm for three months continuously by the external services provider. About 4000 employees took participation in this aspect of the training program, on an average, about several salespeople were involved from every product teams in the organisation. Approximately four product team from every store was chosen for this training program from all over 138 stores. For this purpose, a set of about 30 trainers were required. The session involved the training of employees in a face-to-face manner.

Objectives of the training

The primary expectation from the training program is to have the benefit of enhanced skills in the organisational members. Moreover, they were supposed to show a high level of performance after the training in that particular field.

Training design

Three months training program was provided by Train Your Way Up to make the employees completely skilled at their jobs.

Methodology

To prepare this report, interviews were taken from the employees and the managers respectively. The interviews with the employees were taken immediately after a few weeks of training.

Observation

The targeted employees were 4000 who were supposed to be trained. However, it was observed that about 367 of them were able to attend the training program consistently for three months concerning the new sales model. Furthermore, it was also observed that the employees involved in sustainability practices were found to be 270 out of 4000. However, the expectation of the assessment score exceeded by getting 90% while the expected marks were 80%. About 45% of the employees were involved in using the training models in real life. The revenue that was observed per employee after training was found to be $20,000 whereas the expectations were $35,000. Out of all, about 68% of the customers were able to be aware of the sustenance practices of the employees. About 67% of the customers were satisfied with the organisation. However, the original expectations of both the aspects were 95%.

Discussion

It was observed in the interview that the employees had enjoyed the training and thought that it was simple. They also found the assessment to be convenient even though they did not seem to be sure of the appropriate application in real life. After training, the managers stated that the employees were enthusiastic even though they were not able to transfer the learning into the real-life procedures.

Recommendations

It is clear that the employees were not able to follow the procedures in real life, even though they understood the training program. For this, new training should be given that can give them practical aspects of the learning they were provided. The managers should also guide them in making the training successful.

TRAINING STRATEGY

Training objectives	Bring out best in the employees
	Help them in performing better in the organisation.
	To make sure that the employees can use the training in real life.

ACTIONS:

Timeframe	Activity: (training/assessment, coaching or other support, monitoring)	Teaching or assessment strategy or approach to achieve training objectives	Resources: Trainer (number 1–30) Managers
The first day of training	Noting the observation of the employees	Use of survey	questionnaire
First month	Training on basics, policies, and procedures of the firm	Visualized materials and notes to enhance training	Study materials
Second month	Practical training on the use of study in real life	Group discussion and other practical activities	A hall and trainees
Third month	Examination of the practical training	A role play of practical training to test their skills in every situation	Papers, computers, and managers.
Last day	Evaluation of skills	Use a survey	Questionnaire

MODIFIED AGREEMENT:

Service Agreement

Service Agreement dated: 3 August 2014

Between

Train Your Way Up

Service Agreement Sponsor – Director of studies for Train Your Way Up, Jan Powers

And

Australian Hardware Human Resources

Service Agreement Sponsor – Susan Black, Human Resources General Manager

Shope of services

Respect the customers you meet
Identify the needs of the customers appropriately and support them.
Provision of additional facilities to the customers
Make sure to get appropriate feedback
Follow the policies and training

Training specifications

Sales model training: 4000 employees

Training on policy and procedures: 4000 employees.

Payment

Service	Fee	Payment term
Total costs of training delivery	$200,000	Paid on completion of training by November 2014 (a fine of $300,000 when TYWU fails to deliver the objectives).

Level targets

Service	Performance standard and timeframe
Sales model training		4,000 employees by November 2014
Training on sustainability policy and relevant products		4,000 employees by November 2014
Average assessment score		90%

Monitoring and reporting

Service	Report	Timing
Sales model training	Report the summary of training every month	Completed by the end of November 2014
Training on sustainability policy and relevant products	Report the summary of training every month	Completed by the end of November 2014
Average assessment score	Assessment records	Completed by the end of November 2014

Dispute resolution

The following the process of dispute resolution must be followed for effective training:

Identify the issue
Notification to the Sponsors
Discussion of the issue
Formulation of appropriate procedure that can address the issue

Signatures

I agree to the terms and conditions of this agreement.

Signed for and on behalf of Australian hardware HR
Australian Hardware, HR general manager	S Black
In the presence of a witness	David Ouspensky

Signed for and on behalf of Train Your Way Up
Train Your Way Up, Director of Training	Jan Powers
In the presence of a witness	David Ouspensky

Refrences

Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the public sector. Routledge.

Hopton, D., 2016. Money laundering: A concise guide for all business. Gower.

Lipinski, L. and Jablonsky, J., 2018. AHP model for performance evaluation of employees in a Czech management consulting company. Central European Journal of Operations Research, 26(1), pp.239-258.

Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard Business Review, 93(4), pp.40-50.