BSBMGT502 – Management people performance

Assessment 2 - project
Shorting training session
Goal-setting and performance measurement processes
the goal setting will involve employees into parts of the decision in regards to performance
measurement as well as other project to ensure of the company maintain realistic and
attainable objectives at the company.
Formal and informal feedback
Manager will now owe duty to review and deliver both formal/informal feedback including
formal feedback towards quarterly basis revision of performance of each individual as well
as informal feedback where team meeting will be conducting on weekly basis where the
team will review current difficulties as well as customer complaints filed.
Performance appraisals
1. Formal feedback will be conducted on quarterly basis where it includes individual
scorecard to be reviewed against settled gaols for 4 perspectives
2. Informal feedback will be in relation to weekly team member by the team in
reviewing current difficulties and concerns together
Monitoring training and development
Training hours required will be conducted based on the requirements of performance gap in
the company as well as mandatory training such as WHS safety as well as knowledge
maintenance including POS and other software to maintain productivity at workplace.
Recordkeeping needs and requirements
Manager will own the duty in maintaining all documents related and recording requirements
to be met at industry standards level.
Amendments made to current system
Employees will be a part of decision-making process.
Purpose of new system
1. What to achieve? Higher implementation success due to all parties are being part
and gain involvement in making a decision towards the company.
2. What possible problems does it address? Allowing the company to avoid planning
unrealistic goals without acknowledging both physical and financial capacity at the
company
3. How system is designed to achieve that purpose? The procedures will allow
company in taking into an accounting of overall stakeholders in regards to decision-
making area as well as performance measurement

Revised policy and procedures for performance management

Performance management systems
Employee representatives will be a part of management meeting as well as part of designing
strategic direction of the company including performance measurement setting

Monitoring
Manager will owe duty to formal and informal feedback where
 BSBMGT502 – Management people performance
Assessment 2 - project
1. Formal feedback will be conducted on quarterly basis where it includes individual
scorecard to be reviewed against settled gaols for 4 perspectives
a. Financial
b. Internal process
c. Customer focus
d. Learning and development
2. Informal feedback will be in relation to weekly team member by the team in
reviewing current difficulties and concerns together
a. Review customer complaints
b. Current difficulty
c. Upcoming events/promotions/offers

Evaluation
Evaluation method will be measured against recorded documents at the company including
a) Sales transaction per employee/team/department
b) Customer complaints
c) Employee attendance at training
d) Employee training results
e) Employee transaction on time (count from start and end time of transaction)
Providing feedback on performance
Feedback will be provided on quarterly basis at performance revision against scorecard in
ensuring that employee are gradually improving as settled in target.
Record keeping policy
All documents must be kept and stored in secure and locked storage at the company.
a) Only management or relevant personnel have access to unamended document
b) All documents must be kept at least 2 years.

Performance measurement
Employee may appeal their results of performance revision If they feel that the session was
unfair, dishonest and unequal through lodgement via HR@australianhardware.org.au
Issues including

 Harassment, bullying, undue influence

 Unfair and no transparency in assessment
 Personal biased (if proven with documents)
Staff development
Staff are required to participate in professional development activities as part of employment
contract and to meet minimum required training hours.
Staff options
Special consideration may be offered for training hours attendance waiving under
management and supervisor consideration.