Planning Manager Training for Integrated Performance Management Processes

1.On reviewing the Australian Hardware stimulated business, the following information are being analyzed and provided. The organizational documents are being analyzed in order to understand the business. Those are; the business model, key personnel, required staffs, current staffs, recruitment options, skill retention strategy, training programs, policies and procedures, credit policies and others. It is highly crucial for developing three objectives for managing the performance in order to support the organizational strategies. These objectives must address the performance managing areas like KPI settings, performance monitoring, ongoing management, performance appraisals and others.

2.The Australian Hardware Company provides with a various range of trainings in order to meet the requirements of the business as well as developing the staff skills. However, the company needs to plan and implement their managerial trainings for managing the performances. The company needs to develop their sales trainings and community sensitive trainings. Certified trainers as well as professional experts must conduct training sessions with the managerial team in order to enhance their skills and abilities. The company must take care of the work health and safety policies of the employees for providing them with a secured and friendly working environment. 

In addition to this, adequate leadership trainings must be provided to the managers so that they can direct the employees for the organizational betterment. The company must focus on trainings and development procedures for the existing staff members as well. Performance management of the employees should focus on the individual goals of development in accordance with the business expectations. The company should also keep a track of their competitors and their strategies in order to enhance their budgets and plans. Moreover, the human resource manager of the company must take the employee benefits and appraisals into consideration, for enhancing their productivity.

3.

Session objectives Save Time On Research and Writing Hire a Pro to Write You a 100% Plagiarism-Free Paper. Get My Paper	Regular monitoring of the performances
Identifying the gaps of the performance
Providing feedback
Managing talent

Timeframe	Activity	Teaching or assessment strategy or approach to achieve session objectives	Tools/resources
Ten minutes	Monitoring the performances of the employees, staff members and others.	The management team should keep a track of the employees’ performances. One of the effective ways is to keep an eye on their works. Moreover, interacting with the employees may also help in understanding their competencies and in competencies. However, it can be a time taking procedure. In addition to this, checking and reviewing the employees work progress on a regular basis.	Self monitoring tools, spot check and installation of cctv cameras in order to track the activities of the employees.
Five minutes	Identifying the performance gaps of the employees and others.	Performance planning and reviewing the employees’ performances will give an idea of the gaps in their activities. In addition to this; performance evaluation, monitoring, facilitation and others will help in the performance development.	Monitoring tools, registering the employees’ issues, cctv cameras.
Five minutes	Providing feedback to the employees.	Feedbacks must be provided to the employees quite often. It is important to be fair and specific. This can be done by conducting interactive sessions with the employees. They must be motivated and encouraged to voice their opinions as well as views, without any fear.	Interactive sessions or team huddles can be conducted in the conference rooms. It can also be done by mailing the employees individually. Laptops and projectors are needed to serve this purpose.
Ten minutes	Managing employees’ talent.	In order to manage the talent of the employees and other staff members, the management team should identify the organizational goals and priorities, organizational drivers as well as challenges and more. Surveys can be conducted in order to identify the employees’ competencies and in competencies.	Installation of feedback machines, setting up of survey questionnaires and others.

Role Play between a senior executive and his manager

Senior Executive: So tell me Alice, how are you assessing the regular performances of the employees?

Manager: Well, the management team is keeping a track of the employee performances on a regular basis. One of the most effective ways is to keep an eye on their works. Moreover, interacting with the employees also helps in understanding their competencies and areas of improvement. However, as per my opinion, it can be a time taking procedure. In addition to this, we are checking and reviewing the employees work progress daily.  

Senior Executive: Impressive! But what are the tools you are using for this?

Delivering Pilot Manager Training to Wollongong Managers

Manager: Sir, we are using self monitoring tools, spot checking procedures and moreover, we have installed cctv cameras in order to track the activities of the employees. In addition to this, we have asked the employees to send their daily reports in order to monitor their performances.

Senior Executive: Very good Alice! What about identifying the performance gaps?

Manager: Sir, I think performance planning and reviewing the employees’ performances will give an idea of the gaps in their activities. In addition to this; performance evaluation, monitoring, facilitation and others will help in the performance development. However, the monitoring tools are used and issues of the employees’ are being registered.

Senior Executive: Perfect! But Alice, tell me are you keeping a track of their feedbacks? 

Manager: Yes of course! We are providing them with feedbacks and also, we are keeping a track of their issues and opinions. Also, I consider that it is important to be fair and specific. This is done by conducting interactive sessions with the employees. I feel that they must be motivated and encouraged to voice their opinions as well as views, without any fear.

Senior Executive: Great going Alice! Lastly, please tell me how you are managing the employees’ talent. Are you maintaining a documentation regarding their policies?

Manager: Yes Sir! We have installed feedback machines and also set up survey questionnaires and asked them to fill those out. This had helped us in managing the talent of the employees and other staff members. Moreover, we made sure the team members should identify the organizational goals and priorities, organizational drivers as well as challenges and more. Surveys helped in identifying the employees’ competencies and in-competencies.

Senior Executive: Perfect approach Alice! I am happy that your team has undertaken such useful initiatives to understand the employees’ performance level. However, you can introduce new and innovative database monitoring tools for managing their performances. Otherwise, you are going on the perfect track.

Manager: Thank you Sir, for your valuable feedback. We will work in accordance with that. Have a nice day!

4.

Figure: Training program and development model

(Source: Created by Author)

In order to develop a training program it is important to set a learning objective. This helps in gaining an understanding of the training type and style, needed for the organization. The trainer should keep in mind that the learning style is highly crucial for the development of the training programs. Moreover, many training programs include various methods of delivery. It can be a web based training session, vestibule training, mentoring sessions and others. In addition to this, the trainer should also prepare a budget and keep a track of the expenses required for the overall training. The content must be prepared in the beforehand and the audiences are to be selected. Furthermore, it is to be kept in mind that how much time is required for the development of the training and what is the deadline. The training session must be followed by an interactive session, where the employees will give feedback regarding the effectiveness and efficiency of the program.

Supporting Managers to Performance Manage Employees

 

Figure: Training procedure

(Source: Created by Author)

Basic requirements for delivering training sessions;

• Establishing ground rules.
• Rehearsing the material.
• Selecting a suitable training mode.
• Selection of the venue.
• Welcoming the participants.
• Facilities like pens, notepads, whiteboard, sticky notes, markers and others.
• Group or individual presentations will prove to be beneficial.
• Refreshments and breaks in between the training programs.
• Being well organized and punctual will benefit the session.
• Keeping the participants active by conducting interactive and question-answer sessions. The session is not only about the trainer delivering speech. It is also about engaging the trainees and letting them share their views and opinions. Conducting group presentations and discussions will also help in understanding the competencies and in competencies of the trainees.
• Developing a strategy in order to deal with disruptive behaviors.
• It is unethical to copy a presentation from other trainers; therefore, avoiding plagiarized work is highly important.
• Gathering feedback from the participants is immensely necessary as it helps in understanding the effectiveness of the training program.
• In the end, the trainer should thank the audiences and acknowledge them for participating enthusiastically and positively.

1.The manager of the company can undertake several disciplinary procedures which exist in this context. If an employee’s work or attendance or conduct is falling below the standards of the workplace, an oral warning must be given at the first stage. The warning will be removed after six months, after observing his/her performance level. In the second stage, if the employee still does not improve a written and formal warning must be given to him/her by the senior department. Written warning is more impactful and if the employee fails to improve himself/herself, the senior management team can take actions against him/her. However, it can be removed after nine months of continuous observation and keeping a track of his/her performance level.

Even after this, if the employee fails to improve himself/herself a final written warning must be given by the higher authorities of the workplace, in the third stage. This will extend up to a period of twelve months or more, based on the circumstances. The final written warning will give a brief detail of the issues created by the employee. Failing to improve can lead him/her to severe consequences and the last stage of disciplinary procedure. However, in the last or fourth stage, if the employee still fails to improve, the higher authorities have the power to terminate him/her. The senior department will impose a dismissal or short of dismissal. This occurs in severe stages, when the employee fails to meet the requirements and standards of the work, even after continuous warning. 

2.To Audrey Wu,

House wares Manager, Wollongong

Subject: Regarding employee training and coaching

Respected Sir,

Hope you are doing well. I have received your mail and found that you are facing some issues with one of your employees. Even after trying so hard, it is sad to see that he have not changed a bit. Well, if nothing seems to work, we can approach to the higher authorities. However, I feel that the employee have that potential in him, to give the company his best. If he gets back to his form, he will do well for the company. Therefore, I feel that he deserves a few more chances. You need to keep an eye on his activities and what is letting him down. If required, we can conduct training sessions for the employee, with the assistance of some certified trainer or professional expert.

Continually Evaluating Effectiveness of Processes

However, even after this, he shows no improvement, our team will take certain steps. Firstly, an oral warning will be given to him. The warning will be removed after six months on the basis of his performance level. Secondly, a written warning will be given to him and it can be removed after nine months, keeping his performance under observation. Thirdly, a final written warning will be given to him, if he shows no willingness to improve, which can extend up to twelve months of observation. Lastly, if the employee still shows no sign of improvement, the higher authorities have the power to dismiss or terminate him. Therefore, it is your duty to convince him to give the company his best. We will conduct a session with him this week for further details and make him understand the consequences.

Thank you,

Rachel Green,

Human Resource Manager 

1.

1. On evaluating the performance, it is important to have a clear idea of the competencies and in competencies. Being the Human Resource Manager of a company is not that easy. It is important to keep a record of all the employees’ well being and work health and safety. According to me, feedback is a major component for any individual’s or departmental success. The performance evaluation programs must be designed in order to create a verbal or written dialogue between the employees and the managers regarding job expectations or results. Therefore, in my opinion, such strategies will help in demonstrating the commitment of an employee for the organizational excellence or success.
2. i) Unfocused, underperforming or disengaged employees can hamper the business’s progress or growth. It is important to monitor each and every performance or activity of the employees in order to keep them on the right track. Instead of scolding or reprimanding, it is more useful to give direct feedback to the employees for his/her effort. Moreover, the managers must encourage and motivate them to voice their opinions, which will make them feel valued. It is important to plan and create organizational goals together. In addition to this, interacting and listening to them will enhance their confidence as well as performance level.
3. ii) Employees can help the managers in a huge way, while planning for long term and short term strategies. The employees can set individual goals and place in front of the managers. This will help them getting involved with the company’s norms and policies. Moreover, setting up of SMART goals will benefit the company on the long run. In addition to this, employees can work in groups, by maintaining peace and harmony, which will help them, fulfill their targets before the deadline. This in turn, will benefit the company to a huge extent.
4. The timeframe for regular evaluation of performance management processes have been discussed below;

Narrow span of control
Average span of control	Eight employees
Average time to control one written review	One hour
Average time to discuss with the employees	One hour
Administrative time to set up meetings with the employees	Half an hour

Figure: Time estimation

(Source: Created by Author)

Eight employees multiplied by two hours per employee and added with half an hour of the administrative time to set up meetings with the employees, which gives 16.5 hours of time for individual manager for completing the performance reviews.

Wider span of control
Average span of control	Twenty five employees
Average time to control one written review	One hour
Average time to discuss with the employees	One hour
Administrative time to set up meetings with the employees	One hour

 Figure: Time estimation

(Source: Created by Author)

Twenty five employees multiplied by two hours per employee and added with one hour of the administrative time to set up meetings with the employees, which gives 51 hours of time for individual manager for completing the performance reviews. 

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Handling Employee Performance Issues

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