Introduction

This assignment is prepared to show and elaborate the understanding of the unit Managing People
Performance. As an assignment requirement I have chosen a recruitment company to explain my
understanding on this topic. I will be playing role as a manger of a recruitment company called
“Drake Australia”.

The main business operation of the company is to provide human workforce to their clients based
on their requirement. As this is a very competitive market continuous interaction with clients and
contractors is very crucial for the successful operation of the business. The better the relation with
clients, the better the company performance. Hence, there are certain employees working within
Drake to ensure that the client’s requirement is met on time. Currently we have a team of 6
including myself looking after the company overall operation. Being the manager of the company,
my main role is to manage my employee’s performance and develop a performance plan to meet
company objectives and goals.

Objective of the plan

The main objective of this plan is to allocate tasks to individual employees to perform based on their
skills and knowledgeto get the maximum output and finally achieving company mission and vision.
This will also ensure that all employees meet their set target and their performance is up to the
mark.

Key task of the Plan

The key task of the plan is to assess the knowledge and skill set of workers in order to allocate the
tasks that need to be performed by each individual. The major task is to make sure that right person
is assigned to perform the right job. Also, this workplan helps employees to keep a track of their
performance and do not miss any task that needs to be performed. Once the workplan is ready each
employee has a clear mindset on what is expected from them by the company and they can perform
very well.

Resources needed to complete the Workplan

We need certain resources to perform any task. Similarly, in order to complete the workplan various
resources are required for our employees. Firstly, since Drake is a recruitment company we need to
be in regular contact with our clients. This will require resources like telephone, internet, computer
and laptops other call assistant gadgets like headphones etc. Those will be all covered as a whole in
company budgets. Apart from budget to complete the workplan itself we need to have memberships
to online marketing platforms like seek, LinkedIn, Jora etc. To keep a track of our work in progress
we need to have a management software so that we can know where we stand as per the workplan.
This software or system will allow us to generate crucial reports that can be used as a guidance to
meet the workplan.
 Key Roles Performance expectations

Since 5 employees are working under my management, I have allocated the work as per their skills
and knowledge they acquire. I have allocated 3 employees for recruitment process and 2 for Payroll
process. I have set a benchmark of 100 jobs for each recruitment staff for each week.

Employee Monday-Tuesday Wednesday-Thursday Friday-Monday Tuesday- Thursday-Friday

Name Wednesday
Check on the Follow up with clients Do regular contact Do a regular Generate the
emails and act and get an update on with clients worksite visit in performance
on any new job any new requirement. through call and order to follow up report and see if
orders. email to get an with past recruit. all required tasks
update on have been
contractor performed.
performance.
Jack See if any new See for any possible If any temporary Perform an Based on the
contractors have new client to grow contractor is
interview with performance
Rebecca applied for a job. business. required by the possible report prepare a
IF yes provide client to becandidates for job new workplan
Ali company details to permanent, then ordered and for next week.
convince them for make a contract to select the right
Govind agreement. finalise thecandidate for the
process. job.
(Recruitment) Record and keep Provide regular Update the record If no correct
the details of any internal training to and keep in contact candidates
new potential develop employees’ with theavailable for the
contractors in skills and knowledge. contractors. required job then
the “Contractor advertise it on
pool”. the job search
platform like
LinkedIn, seek
etc.
Ram Get the weekly Process the Once all finalised Check if any Make an
time sheet from timesheets and make a payment to contractors were adjustment
(Payroll) the contractor calculate all tax and the contractors paid wrong and if payment either
and record them. super that is account. yes get the under/over
associated. proper payment.
supporting to
ensure its paid
correctly.
Work Plan Risk
I have allocated the above task to my employees for the fortnight. Since no job is risk free, here are
some work plan risks that may arise for the employees during their operation:

1) A sudden or emergency technical failure can hinder the amount of time that employees are
spending on our client to grow the business.
2) Medical emergency can lead to short of staff and any may affect the flow of task and
recruiters will be behind their schedule.
3) Client can sometime have a job that is hard to fill but recruiter should still maintain the good
relation despite the unsuccessful recruit.
4) There might be a situation where we have a job request for more contractors than what we
have in our contractor pool.

Key Performance Indicators KPI’s

Recruitment
Placements to Goal

The number of placement (recruitments) that is required to meet the set goal for a definite time
period gives us the placements to goal. This KPI will help consultants to clearly identify the number
of placements to be made in order to reach the monthly, quarterly or yearly target. or annual target.

Time to Fill

Time to fill gives us the idea about the time that has been taken to find a placement for the job
order. This is measured as number of days between the job order received and a possible candidate
accepting the job offer. This KPI helps management to determine the efficiency and effectiveness of
the consultant.

Margin/Placement Fee

A temporary margin or a permanent placement fee are revenue streams for all recruitment
agencies. By measuring and tracking your average temporary margin or placement fee for growth
we can clearly see how the company is performing. This is also very useful to assist for revenue
projections, measure overall discounting and market conditions.

PAYROLL
Time to Resolve Errors

Payroll as a function is a service department first—and its customers are your contractors. A recent
benchmarking review from the American Productivity & Quality Centre (APQC) revealed a wide gap
between the time it takes top versus bottom performers to fix payroll errors, with the most
responsive organizations resolving errors in as few as two days and the worst performers taking up
to 10 days to fix things.
Employee Evaluation

Drake Australia Pty. Ltd.

Employee Information
Name
Jack Gibbs Employee ID
261477
Recruitment consultant 10/02/2020
Job Title Date
Department HR Manager Pravesh Bhattarai

Ratings
1 = Poor 2 = Fair 3 = Satisfactory 4 = Good 5 = Excellent
Job Knowledge
Jack has a deep knowledge on the company operation and activities. He has been a
Comments
consultant for more than 10 years and his experience is an asset to the company.
Work Quality
His experience can be seen when he does any job placements. He is always there to
Comments
provide the clients with right people with right skills and knowledge.
Attendance/Punctuality

Comments Always punctual and worship what he does. He is very energetic with a can-do attitude
person.
Communication/Listening Skills
With his long experience he knows when to talk and when to listen. Also, he is a good
Comments
listener and can convey or persuade his listener with very good verbal skills.
Overall Rating(average the rating numbers
above)

Evaluation
ADDITIONAL COMMENTS Jack is very reliable employee with excellent work ethics. His 10 years’ experience
in the field has sharpen his ability to make new clients and grow the business
overall.

GOALS To regularly contact clients in relation to the candidate’s performance and find
(as agreed, upon by new clients and improve sales and company growth. Recruitment team has a set
employee and manager)
goal to fill 500 jobs each week in minimum.

Verification of Review
By signing this form, you confirm that you have discussed this review in detail with your supervisor. Signing this form does not necessarily
indicate that you agree with this evaluation.

Employee Signature Jack Gibb Date 10/02/2020

Manager Signature PraveshBhattarai Date 10/02/2020

 Task -2
Conduct and Communicate a Performance Review

Employee Appraisal form

Company Name Drake Australia Pty Ltd
Department Human Resource (Recruitment)
Employee Details
Name of employee Jack Gibb
Age 39
Position Senior Recruiter(consultant)

How Long has the employee worked for the company?

Jack started his Drake journey from 15 August 2010 as an assistant consultant.

Has this employee effectively carried out his/her roles and responsibilities during the period he worked in the
department?
Jack has carried out his roles very smoothly and caught up with the company rules and policies in no time. He showed his
great work ethics and hard work and was even nominated for Employee of the year and won.

Has he/she ever been Promoted?

Since his commencement as an assistant consultant, Jack has climbed up the ladder to become a consultant, Client relation
manager and eventually currently working as a senior Consultant.

Is this employee qualified for the position held?

Jack is very much qualified and have vast knowledge and skills on what he needs to perform. His performance seems to be
improving every year.

How do you assess this employee work ethics?

Jack has a great work ethics. He completes every task that’s been given to him very effectively. He even performs after
hours jobs when requested which determines his seriousness and loyalty towards his job.

Has this employee pursued further education/training since they joined the company?
Jack likes to broaden his horizons and has taken a lot of consultant training over the years. This has immensely improved
his performance.

Give your recommendation for the employee.

Jack is a very reliable and trustworthy employee. He has a strong mind-set to achieve what he has been put through and a
can-do attitude. Keep up the good work.
 Call for a Meeting

Minutes of Meeting
Schedule Staff Meeting
Venue Crown Conference centre
Date 14/02/2020
Meeting Time 11:00 am – 3:00 pm
Chair Pravesh Bhattarai
Attendance Jack Gibb, Rebecca, Ali, Govind, Ram & Pravesh Bhattarai
Apologies N/A

Following are the salient features of the meeting;

Item Notes and Actions
Acknowledge the Long service of Jack Congratulate and Appraise the 10 years’ service from Senior consultant
Gibb Jack Gibb.
Discuss on the performance of Review the performance of each employee based on the KPI discussed
employee and identify any performance gaps
Feedback provided to employees on Each individual was provided some feedback based on their performance
their performance and some recommendation on how to improve their performance

Training and Development Need to provide consultant training to some to enhance their
opportunities communication skills

Next Meeting Scheduled for 15/05/2020

SIGNED as a true and correct record of the meeting.

Feedback

The following feedback was provided to the employees during the performance review meeting:

 Need to be more professional during any client worksite visit and making calls to the clients.
 Review the timesheet to minimize any error in Payment to the contractors.
 Maintain a record of the job ordered on a timely basis in the system to generate more
precise and correct report.
 Need to do more frequent feedback and surveys in order to know the efficiency of the job
performed by recruited candidates in the worksite.
 Regular training and education to the candidates and consultants as well to allow them to
broaden their skill and knowledge.
 Some of the consultant can help payroll department during the rush hours when the
payment is being finalised by payroll.

Task-3

Performance Gaps

As part of the Performance review there were some performance gaps that were found from the
two weeks work plan that was provided to the employees. Here are the gaps that were discovered:

1) Recruiters were not able to meet their C&I target which is determined by the Call and email
that was performed to the clients.
2) Payroll team were unable to finalise the payment to the contractors on the normal cycle.
3) The recruitment team were able to meet their weekly job fill numbers of 1000 however we
saw two of our major client has provided no jobs during the week.
4) Technical issue was not addressed on time hence it could not be resolved on time.
Cause of the Performance gaps

Recruitment
Although recruitment team were able to achieve their benchmark of 1000 jobs each week the loss of
two major clients has drastically reduced the NR of the company. It was found that no regular
communication in regards to job request was performed and hence the client has gone to a new
recruitment company. C&I (calls and email) reports gives us the clear picture that continuous
correspondence was not performed as per the standard. The main cause of the issue was not
recruiters performing well but actually there was a technical error that IT cannot fix for a whole day
and hence the recruiters could not perform their daily performance.

Payroll
The main cause of the payroll performance gap was because of staff medical condition. One of the
payroll staff had medical condition that did not allow them to perform their job for a week. The
other staffs had done really well to get the job done but were behind schedule because of shortage
of staff.

Possible Solution for the gaps

Here are some possible solutions that can be helpful in managing those gaps:

1) Any technical errors occurred must be reported sooner and IT needs to resolve the issue in
no time. If the issue is serious there should be some backup so that the daily job activities
are not affected.
2) Back up of staff is required in case of medical emergency.
3) Regular call and emails should be done in to all the clients on a regular basis.
4) Generate a report which lists the clients from high to low Net Revenue (NR) generation. The
ones with high NR earning should be dealt with by the senior consultant to develop the good
relation.
5) Regular client worksite should be performed in order to check and evaluate the contractor’s
performance.
6) Regular feedback from clients and contractors should be taken in order to evaluate the
quality of the company performance.