Effectiveness of existing performance management

Assignment Help HR Management
Reference no: EM132184196

Assessment Task - Case Study and Role Play

Part A

Please review the following scenario and answer the questions that follow.

You are the Human Resources General Manager at Australian Hardware. You have recently planned the implementation of integrated performance management processes.

You will now need to plan and deliver manager training to assist managers to implement performance management.

Your training will need to be consistent with any processes you developed in Assessment Task 1 as well as being consistent with Australian Hardware policies and procedures. For example, if you outlined a process of biannual performance review in Assessment Task 1, your training session should not present information that is contradictory to the biannual review process.

Manager training is to be implemented nation-wide. As a first step, you will plan and deliver pilot manager training to the Wollongong managers.

The learners include:
- mangers aged 25-50 years
- managers who like to observe others before doing
- managers who have requested lots of activities.

You will then need to support managers to performance manage employees in accordance with organisational policies and procedures.
Finally, you will need to continually evaluate the effectiveness of processes against objectives for performance management.

1. Use the ‘Learning and development session plan' template provided in Appendix B to plan training for Wollongong managers. Remember to plan objectives for the training and to monitor success against objectives (plan to conduct some form of test or evaluation of the training). Remember to plan strategies for winning the support of managers for implementing processes. You will plan a 20-30 minute session that:
a. briefly outlines the main features of the performance management process, such as:
i. regular monitoring of performance
ii. identification of performance gaps
iii. providing feedback
iv. managing talent
b. focuses on one of these four aspects of the process and give examples, introduce tools, or demonstrate skills

c. addresses storage of performance management documentation in accordance with recordkeeping policy
d. Allows adequate time for managers to practice and to provide feedback.

2. Deliver training through role play, making sure to:
a. outline the main features of the performance management process (as listed in the previous step)
b. meet the needs of your learners
c. be consistent with processes you outlined in Assessment Task 1 and with the Australian Hardware policies and procedures
d. use a range of facilitation methods to cater for differences in learning style

Part B

Please review the following scenario and answer the questions that follow.

A manager contacts HR with the following enquiry:
One of my sales staff is consistently late, displays poor attitude and has performed below agreed level on his last two performance appraisals. The employee does not agree with the rating I have given him, however.
I have tried clarifying targets and coaching. Nothing seems to work. Maybe I'm just not delivering feedback in the right way. It's hard not to be frustrated and I do get angry sometimes. Actually, I feel let down and hurt because I have tried to develop the potential I once saw in this employee.
This terrible situation is now affecting team morale.
What should I do next? I think I might need to let the employee go. Audrey Wu
Housewares Manager, Wollongong

1. Write an email to Audrey Wu, Wollongong's Housewares Manager to:
a. outline positive approaches to giving feedback and coaching
b. outline appropriate intervention options
c. outline a process for dispute resolution
d. outline the process for terminating the employee in case intervention is unsuccessful
e. outline the process for recordkeeping to ensure adherence to policies and legislative requirements.

Ensure you refer to any relevant policies and legislation, including specific reference to anti- discrimination, privacy and industrial relations legislation.

Part C

1. Prepare a 1 page written reflection in which you:

a. self- evaluate your own performance
b. evaluate the effectiveness of existing performance management processes, particularly in terms of:
i. the level of guidance for dealing with underperforming staff
ii. their ability to help managers achieve the short- and long-term strategic aims of the organisation
c. recommend timeframes for regular evaluation of performance management processes.

Your reflection should be in a report format. Remember to evaluate processes in light of your knowledge of the characteristics of learning organisations and the broader role of HR in achieving business objectives.

Part D

Please review the following scenario and answer the questions that follow.

You are the Human Resources General Manager at Australian Hardware.

Three months of pilot training has been delivered by an external training provider to sales staff, and you are reviewing the effectiveness of the training that has been provided so far. Data gathered so far indicates the training is failing to meet targets. You will need to develop strategies and a training schedule to ensure that the provider, Train Your Way Up, delivers effective training. You will also need to renegotiate the implementation of training with Train Your Way Up.

Consider the following training requirements agreed to by senior management team and HR at Australian Hardware.
- 4,000 sales staff to be trained, including the following characteristics:

an average of seven sales people per product team
four product teams per store
138 stores
30 trainers required
only one person from each team may be trained at any one time
sessions require one-day, face-to-face training
staff need to be completely up-skilled and performing to targets within six months.

First, however, you will need to prepare a report for the senior management team to explain the results and your planned actions, one of which is to ensure line managers participate in regular monitoring and support of employees to apply sales training on the job.

1. Review the performance data in Appendix B of this assessment task and prepare a 1-2 page report for the senior management team detailing:
a. training outcomes
b. your interpretation of the performance data
c. interventions you will undertake to rectify issues
Support your planned interventions with reference to Australian Hardware as a learning organisation and addressing performance gaps to achieve specific organisational objectives and broader long-term goals.

2. Using the ‘Training strategy and schedule' template in Appendix B, develop a training strategy and schedule to be used by Train Your Way Up to deliver future training. Take particular care to include activities to ensure that line managers monitor the employee's application of sales training. Prepare to discuss strategies in negotiations with training supplier in order to incorporate these into a revised agreement.

3. Arrange with your assessor to renegotiate service agreement with training supplier.

4. Renegotiate training agreement with training supplier. Using the previously negotiated agreement provided in Appendix B and your planned training strategy and schedule (which you completed in step 5) as a basis, renegotiate the agreement with the supplier.

Ensure you modify the agreement in Appendix B, ‘Training strategy and schedule' template and include a schedule for monitoring against objectives.

Attachment:- Assessment 2.rar

Reference no: EM132184196

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12/3/2018 2:32:03 AM

• Introduce key performance management focus areas • identify performance gaps, provide feedback or manage talent using appropriate methods or activities as described in session plans. • Include activities and demonstrations to satisfy learning styles/ needs, including: a) demonstrating the task/activity before requiring managers to practice b) Providing lots of activities. • Deliver training in a way designed to achieve objectives, i.e., activities have a valid relationship to objectives • Follow timeframe in session plan • Include recordkeeping procedures in training session, for example refer to secure storage, completeness, and potential access by employees.

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