ASSESSMENT 1

OVERVIEW

Australia hardware supplies and home ware products with customer service and sales. Manager
should appoint a temporary person in that position for one year with all the legal requirements
and experience.

VISION

Within six months of period the sales performance should reach 20% of the target as well as the
monthly revenue.

CONSULTATION WITH GARDEN PRODUCT MANAGER

After talking to the manager about the role. The manager told about her about the good attitude
in acquiring the new skills and knowledge and she can easily adjust herself in the different
working environments. But we have to analyse her skills and job of the Kim then she will give
desired results and she will work with full efficiency. The manager told about the every work
done by the Kim and she is very good in customer support. So she will get the work according to
her talent which is beneficial to the business and Kim then she will work with full efficiency.

MEETING WITH SECONDED EMPLOYEE

After making plan for the role of Kim then we have to negotiate with her also and give him full
details for the plan. She has to analyse it deeply because there are some changes in her job
profile and she have to understand the new role carefully. And then she will start work according
to the plan. In plan there are two or three goals and measurement of the performance according
to the task is given to the Kim. So she has to work carefully. Because after assigning the new
role according to her qualities then there are some expectations of the business from her. So she
has to fulfill them also.

POSITION DESCRIPTION

As the role best suits to person with good communication skills and taking orders or assisting
customers and clients with the products or services. Answering clients or customers questions
about using or accessing product/services. Resolving the complaints and issues of the customers.

SUBMIT AN AGREED WORK PLAN

After making the plan it is necessary that the both the parties are agreed on it or not. Because
sometimes employees are not ready for the plan which is prepared by the management. So it
work plan should be agreed by both the parties. There are always some risk while making the
plan or giving new role to the employees. As Kim is going to have new role in the business so
there are some risk which shall be bear by business or by Kim so when the both the parties are
agreed that they will bear this level of risk. In work plan there should be all the things regarding
work place or new role which saves time and money.

RISK MANAGEMENT PLAN

While making the plan we have to make risk management also because there are so many risks
in the future which will affect the working of the business. For Kim’s new role there are some
risks also regarding her training. Because the company don’t want to spend a lots of time on
training which slow down the process of the company. Risk management is very necessary for
the every company it helps the company to reduce the risk and increase productivity. Kim’s
manager also prepares the risk management while making the plan for the Kim. firstly manager
have to find out risk associated with the new role of Kim. Risk related to training, duration of
training, eligibility for the new role etc.

Employee Work Plan

KRA Activities/goals Measurement/KPIs Accountability/dependencies

Financial Optimum utilisation of It is measured how It is fully depends on the CFO

funds. Fund should be effectively we are using of the company Because
utilized in good funds and its results also. he/she issue the funds
manner. Business It is measured after the according to the task and then
wants to have good completion of project. evaluate the performance in
financial condition the project.
and want to increase
the profit as per the
projects.

Internal process The working It is measured on daily It is depends on the manager

environment of the basis because the because he/she is responsible
business should be workings of the employees for the internal process and to
peaceful and no are checked daily and give solve the conflicts among the
disputes should be them feedback and help employees
there. A proper them
schedule is been
followed by the
employees. Every
employee is assigned
by the task. Like
Kim’s new role she
should be properly
aware about her new
role.
 Customer A time to time It is measured after the This is depends on the
focus feedback from the product is served to the Customer Relation Manager
customers is customer. because CRM have to
necessary. So that we maintain good relationship
will make changes in with the customers.
our product according
to the need of the
customers. To retain
the customers and
attract the new
customers.

Development we should have to It is measured after the It comes under the training
develop skills and task is performed by the department.
learn new things so employee.
that it will helpful for
us in fulfilling the
demands of customer.

Appendix 3:Risk management plan template

Risk
Risk likelihood Risk impact Controls Monitoring Timelines Responsible

High Financial Finance of the Financial Monthly Finance

Financial health of the company health department
business

Training High Development Training and Training As per Training and

of the development process candidates development
employee qualification department
 High Selection of Human resource Selection of When HRM
Human the of the company the needed
resource employees employees

High Operation of Day to day Smooth For every Operation

Operational the business operation of the operations operation manager
business

Market High Competition Market Market of regularly Marketing

in the market competition of the company department
the company

Credit Moderate The person Borrowing going Credit monthly Finance

who being in to default capability department
defaulter

Liquidity Moderate Covert goods Selling of goods Market share monthly Marketing
in to cash of the goods department
 ASSESSMENT 2
PURPOSE
The development and progress of individual employees is important to Australian Hardware’s
future performance. Employment development opportunities are recognized and implemented
effectively.

TRAINING SESSION ROLE-PLAY

Fallen in the performance of the employees because they are far behind in targets. The
employees should be treating in positive and in good manner so that they feel motivated and
confident. Management should support the employees in every step and try to make them tension
free so that they will work with full efforts. Trying to make employee participations in the
management so that they can feel confident and exposure of the employee.

PERFORMANCE MANAGEMENT SYSTEM/POLICY

Scope:

The scope of this policy covers the performance management process by employees and
contractors of Australian hardware. The main aim is consistent employment practices and
principles are applied across the company. The employees must be developed systematically
based on the defined needs and that development should be cost effective.

Responsibility:

Responsibility for implementation of this policy should be done by the managers and employees
of Australian hardware.

Relevant Legislation:

PRIVACY ACT 1988

ANTI-DISCRIMINATION ACT 1977

FAIR WORK ACT 2009

AMENDMENTS AND DEVELOPMENT OPTIONS:

Management should revise the policy because then they are able to increase the performance of
the employees. Employees should get a rest after the working for some hours which fresh the
mind of the employees and then they will work in cool manner. Performance appraisal will be
there, formal and informal feedback should be there so that the employees can share their
problems and which may be solved by the management. Monitor every employee during work.
Set the goals for every employee according to his/her caliber. So they can do their work with full
perfections which is beneficial to the company to achieve its targets. Record the work of every
employee and then evaluate his/her work.
Few of the amendments are as follows:

 Providing training for employees to help in all environments

 Appreciate the outstanding employees with rewards and gifts
 Carrying out weekly/monthly performance reviews
 Monitoring individual performance yearly basis and honoring with rewards
 Allowing employees to communicate their career development goals
 Valuating record keepings weekly, monthly and quarterly
 Ensuring employees completing their responsibilities and targets on time
 Ensuring that all the employees are maintaining the records
 Conducting personal assessments and formal review meetings
 Following policies and regulations according to the legislation
 Ensuring on meeting the requirements weekly and monthly basis

TRAINING PLANNING DOCUMENTATION

Training of the employees should be done in the way so that they learn more things in less time
by giving presentations which impact psychologically. It is attractive way of training and
employees are actively takes part in it. live examples, videos, interaction with the employees etc.
all these things has been use in training so that the employee learn all the things which are to be
use in their job role. Which helps the management also because then the work will be done
effectively and efficiently. In presentation there should be use of graphs, data, and meaning full
information so that the employee learns fast as comparison to lectures and theoretical knowledge.
Training should be given to employee for enhancing skills and which makes an employee
skilled.

Training is very much helpful in achieving the organizational goal. Because training is given to
the employees according to the roles in organization. As in Australian Hardware simulated
business they have to revise their training process to increase the performance of the employees
so they can achieve their targets and helps in achieving the organizational goals.
 ASSESSMENT 3

ROLE-PLAY

Here, we explain about the expectations which we have from Kim and her degraded
performance. Organisation has so much expectation from the sales staff if they are not achieving
their targets so that it is very bad to organization because due to it the performance of the
company goes down. So the sales staffs have to perform their task on time which is beneficial to
the organizations and to the employees. Company set the target according to the caliber even
though Kim is not achieving the targets. There is a big gap between the set target and actual
performance. If she achieves the targets then there is good scope for promotion.

COACHING PLAN

In coaching firstly we will provide lectures and presentation classes to give them theoretical
knowledge and teach them in good way so that they can work with full efforts. Videos and live
examples are used to teach the employees. He/she is monitored while work so that mistakes can
be finding and should be correct on the spot. All this will affect the employee so much and
he/she will feel motivated and confident.

PERFORMANCE EXPECTATIONS:

Performance of any employee can be developed by solving the issues with them and give them a
proper training so that he/she will work effectively. Performance of the employees is developed
by giving them a proper instruction of the work, make them aware about their new work role and
monitor him/her until they do work with full expectations.

REALITY OF EMPLOYEE’S PERFORMANCE

While giving job to the employee so his/her training is based on the role and according to his/her
capability. All these things are in the agreement with the employee so that employee is fully
aware about his/her training process. Because this training will train him/her according to their
role in the business. And this will be good to the employee and to the organization because all
the work will be done in proper way.

Coaching plan template

Coaching phase Notes/questions/planning

Goal and The targets are not achieved by the Kim so that she requires training.
performance Her targets are getting low at this stage her targets should be
expectations increase.

Reality of actual Target is $8000 in a month but she achieved on $ 5000 on average
performance which is too low.
Opportunities to Employees have to learn seriously because they take it in casual way
develop which is harmful to them and to the organization. Employee had to
use full efforts.

Willingness to Sometimes employee has to show his full willingness and do

develop and commitment that he/she will do it but due to lack of efforts he/she
commitment didn’t fulfil his commitment.

Performance development plan template

Reference from Key result area Indicator of Status report/results

operational plan success/
performance

Target should be sales and When she Result is good when she will
set by in new marketing of the achieved approx. achieve $7000 below it unsatisfied.
manner product $7000 and target
is $8000. But
current
performance is
$5000

Development Development of When employee When they do it on time then good,

employee do their work if before time then very good, if
before time after time so there is need of
support to the employee

Training To train the When they do Increase in productivity or they

employees work with full start achieving the targets.
efforts and no
mistake will be
there.

Motivation and Helps in building When they They start giving help to the other
attitude towards confidence in the actively and employees also.
the organization’s employees. voluntarily takes
goal part in the tasks.
PERFORMANCE DEVELOPMENT DOCUMENTATION

1. Monitoring every employee during work

2. Setting goals and targets weekly and monthly
3. Management should provide support to the employees
4. Performance appraisals should be given to the employees who perform well and reach
targets on time
5. Formal and informal feedback weekly report
6. Resting after the working hours helps employees to relax

FORMAL PERFORMANCE DEVELOPMENT DOCUMENTATION

The targets and goals are set as per the market. The targets and goals are set monthly and will be
monitored regularly. We set audits and check the profits and loss for the current year. Then, set
the targets and goals for the next six months based on the finished targets.
 ASSESSMENT 4

Question 1: Monitoring and coaching

How could variables such as recognition and continuous feedback help reinforce excellence
in performance? Give two examples that could work at Australian Hardware to affect
performance.

Feedback is very important in the performance because with the help of the feedback we are able
to understand the current performance of the employee so that if he/she is doing according to the
set performance if any deviation is there so correct it on the spot. Feedback from both sides helps
the both in doing the work. In Australian hardware feedback helps too much because we are
revising the performance of Kim after 6 months if we do it on regular basis then it will good to
the organization because then we will give instructions to the Kim according to it but right now
her performance become too low so now Kim have to use their full efforts and takes time also
which is not good to the organization. So proper feedbacks is very necessary to the company
because it shows the current situation of the company.

How would you apply Australian Hardware procedures to monitor and coach individuals,
specifically those with poor performance?

In Australian hardware after training of the employee we will monitor until they do work with no
mistakes and giving him support and help on every step to the employee. Coaching every
individual those who have poor performance we will give training to them according to their last
performance if it is too bad then we will start from beginning to train them according to their
role.

Question 2: The legal context of performance management

For three of the following areas, what are the relevant pieces of legislation applicable to
performance management at Australian Hardware?

1. Equal employment opportunity

2. Anti-discrimination Act 1977
3. Competition and consumer protection Act 2010
4. Privacy Act 1988
5. Industrial relations Act
6. Health and Safety (OHS/WHS)
7. Fair work Act 2009

In Australian hardware there are properly legislation are followed

Equal employment opportunity is given to the every candidate no one is discriminated on the
basis of religion, caste, gender, etc. We take care of environmental issues the working
environment of the organization is peaceful and too good for every one employees do their work
with full dedication and they help each other also.
Health and safety is also priority for us because healthy employees do work in full efforts and
full efficiency so we are fully focused for the health of the employees.

For each piece of legislation identified above, identify at least one requirement relevant to
performance management at Australian Hardware.

An environmental issue in Australian hardware means the working condition in the company is
good so that is helps to employees to achieve the target. Performance development is also done
by the doing changes in the working condition sometimes due to bad working conditions the
employees are unable to achieve the target. That’s why environment of the organization plays a
very important role in Performance management.

Question 3: Seeking advice

Name any positions of an internal source you could approach for HR or performance
management advice.

Kim is not meeting with her targets so she should be demoting the Kim after a discussion with
HR so that she will be trained from beginning. So it will help Kim to start from new.

Name one external source (individual professional, consultancy or government) of HR or

performance management advice, particularly for managing poor performance.

An expert or any mentor from outside the business which will be with Kim for next one month
and he/she will give advice to the Kim on every step and make her efforts for effective.

Question 4: Counseling and support

What steps would you take to counsel the employee in accordance with organisational
policy and relevant legislation for disciplinary meetings?

Employees who are not achieve their targets so we have to counsel our employees. Firstly we
have to talk with the poor performer individually so then we will try to solve their issues if
anything is related to the law then the organization have to follow the legislation so that the
organization will help them and try to sort out the issues.

What legislation is the most relevant in this scenario?

The relevant legislation is only giving the training to the poor performer because we can’t
terminate them or before termination the organization have to give a notice so that the training is
relevant.

What is the relevant award for the employee’s role at Australian Hardware?

They are awarded regularly according to their performance on regular basis.

What support services could you offer the employee?

We will start a new department for the employees for their training and it will keep their eyes on
the poor performer and any type of issue employees can share with the department.

Question 5: Dismissal
What is the process of termination in accordance with organisational policy and legal
requirements? Summarize the details.

As we know that Kim is not meeting with her targets from last 6 months now we are going to
terminate her and the procedure of the termination is –

Firstly we have to give a notice to the employee of 10 days if she start performing good then
termination can be cancelled otherwise she is terminated due to simultaneous bad performance
after the training and lectures also. So only a notice is sufficient for the termination of any
employee.

What are the relevant unlawful dismissal rules and due process that you must follow?

The unlawful rules of dismissal is the when the organization terminates the any employee with
giving a notice to them or sudden termination of the employee. And this is must be adopt by our
business also because due to employees like Kim who performing bad from last 6 months so it is
necessary to terminate them on the spot.

Conclusion
In this assignment of Australian hardware we know how the organization tries to make their
employees skilled and efficient like Kim the poor performer in the business so business try to
give her all the types of support but at last when she is not performing the work even after
training. So the organization follows a lawful step for the termination if it is continued then
organization should adopt unlawful termination. The organization always tried that his
employees should work properly. But sometimes employees didn’t do their work with full efforts
so it becomes harmful to the company.