AUSTRALIA HARDWARE STORE
TASK 1
Review the scenario:
Analyze organizational plans and policies
Organizational plans mainly focuses on maintaining and growing an effective human resource thro/ugh the efficient structure and design of the organization. As human resource general manager of Australia hardware, the organization must focus on the individuals itself. The key goal of the organization is to design the structure of the company in the best way in order to manage it in proper way and make out as much as possible profit.
Create objectives for performance management and develop integrated processes
Flourishing hardware stores plan their objectives with a unique vision statement that shows the proprietors long and short term plans for the company which includes contributions, values and growth. The main thing before doing anything is that the mission statement should not be merged and confused with vision statement. It is a self-reflection of the company which the owner will use for the future growth of the company. The objectives of the hardware store should be:
Customer service first – A large hardware company focuses on the customer needs first. Stakeholder of the organization should easily be able to catch the mission and vision of the organization clearly. The vision statement clearly defines the desire of the company towards the customer. The mission should be clearly defines the quality, products, pricing and services.
Employee satisfaction – many companies make long list for the goal of the company. But rather than anything, the company must strive to make a well-prepared mission and vision statement. The company must focus on the employee satisfaction for the eternal growth of the company (Holton & Baldwin, 2000).
consult with line managers and other management stakeholders to ensure support and smooth implementation
It is very important for any company to consult with the line manager and stakeholder to ensure the smooth functioning of the organization. Leave out the review of the stakeholder is just like leaving a identified risk. This is the way how another person will react to the particular situation. Before planning anything, identify suitable stakeholder to maintain the dignity of the hardware store. Stakeholder is the person who will pay or invest in your business (Holton & Baldwin, 2012)
Plan the effective implementation of performance management processes.
Performance management process is the broader concept than the annual review. It evaluates the employee’s performance which includes goal setting and training. Features of the performance management process are:
Performance criteria
Feedback and valuable training
Annual performance review
Career growth planning and development
Evaluation of performance
An organization must do proper management process for the successful growth of the organization.
Review
A company must work according to the strategic and operational plans. Some of the steps are given below:
Know your company – A person must understand the company in which he wants to make profit out of it. He/she must understand the need of the kind of category of the customer.
Incorporate strategies- incorporate the preference of customer and pricing policy will definitely help in the growth of the organization.
Stay compatible – To maintain its success, an organization must upgrade its technology and way of doing work.
Listen to the employees – A company must listen to its employees. while introducing new technology; manager must provide training to each individual for the smooth functioning of the company.
Objectives of the performance management process
To allow the individuals towards the achievement of desired performance standards. KPI helps in providing the reports timely to ensure the proper performance of the employee.
Motivating the employees by rewarding, appraising and bonus. KPI helps in measuring the performance so as to compare the performance.
Encouraging a two-way system of communication between the employees and supervisors to maintain the friendliness among them.
KPI is a valuable tool to measure the performance of the employees towards the common goal. This process indicates and helps the organization or team who are working on some project to measure the performance towards the desired goals. the objective of KPI is to give timely reports, cost effective.
Design a process (Key Performance Indicator)
Setting up of goal – In order to measure the performance of the employees, you need to understand the goal of the organization. It is quite difficult to compare the results without expecting anything in the present. It must have expected asset management, revenue, and profit. Indicators are not limited to the profit, it also focus on many areas.
Establish the needs of the company – an organization must ask itself that how much profit it needs to make, how many stakeholder should be add? Some indicators are needed to compare the results with the expected.
Identify the growth – An organization must identify or develop some indicator to understand how much have to be occurred and how much is occurring? For example; if the goal of the company to make 100 boxes per day but currently it is making 50 boxes per day, it means they are 50% active towards the goal.
Reviewing the indicators – indictors should not be fixed; it must changes over the time to make it more real. It helps the clear identification of the goal of the organization.
Role Play –
While consulting with the line manager and the chief manager, I found KPI is feasible for the further growth of the organization. KPI means key performance indicator. Both manager agree upon the KPI of hardware store which are set the goal first to let the employees know what they have to do, then establish the needs of the company then review the indicators which is the most important part of the organization (Wang, 2012).
Implementation
ACTION
RESOURCES
STRATEGY
TIMELINES
Employee participation
Meetings should be conducted
Share strategy with each employee
1 month
Skills
trainers
Train the employees whenever needed
12 months
Process or technology
Style of working
It should be upgraded over the time
12momths (whenever needed)
Part 2
During this assessment the manager has develop the strategic and operational plan for the smooth functioning of the organization. We have developed a suitable plan for the organization to maintain its stability. It allows the individuals towards the achievement of desired performance standards. Implementation of the plan is as important as developing the plan. KPI process helps in understanding the strength and weakness of the organization (Wang, 2012).
TASK 2
Part A
Review the Australian Hardware simulated business information provided in the Assessment Appendices.
The Australian hardware wants to conduct a training session for their employees and workers who involves in the performance management system. Training is very important for the growth of the company (Nunnally, 2009).
Review the full scenario
Training is very important part for the growth of the company. Excellent managers are bot born, they are made. When an individual has thrown into the role of manager, she has to be go with the proper training to train the employees later on (Nunnally, 2009).
With the help of the performance management training of the managers, a company expects success, priorities and performance, employee’s expectations. Training helps in the 50% less turnover of staff, higher customer satisfaction, employee commitment, high profit. Training helps the managers to learn how to manage the performance of the employees. Maintaining a good relationship with the employees not only helps in individual performance but also helps in the success of the company. Manager must know the requirement of the company.
(a) Plan session:
Performance management system helps in maintaining the regular monitoring of the employees performance. Regular monitoring of employees performance helps in the better growth of the company.
Regular Monitoring fills the performance gaps which restrict the future f=growth of the organization.
It is very important to take the feedback from the employee if they have any problem regarding the working atmosphere.
Everybody individual has some talent. By regular monitoring of the performance helps managing the bright talent and terminate the individuals who have less knowledge (Nunnally, 2009).
(b) Managing talent
This feature is very important for the growth of any organization. evry individual is nourished with some talent. It depends on the company that how they used this talent. Talent can sort by monitoring the performance on daily basis, by giving proper training, and by appraising the unique talent. Training is the good tool to managing the talent or to find the unique talent in the employees.
(c) Documentation
It is good to record the regular performance of the employees. The record will help the manager to know which employee is doing well or which employees are not working well.
(d) Provide feedback
An organization must give adequate time to manager to watch the performance of the employees to provide better feedback to them. Providing feedback would help the company for its smooth functioning.
Deliver training
The training session must include regular monitoring of the performance, watch the reason for the performance gap, provide feedback, and managing talent. Monitoring is necessary for the growth of the organization. For the Australian hardware, maintain a good relationship with the employee’s is very important (Wang, 2012).
PART B
Review the scenario
When an employee is not working properly, it seems like he is not comfortable with the given responsibilities. There are certain ways to handle these type of employees are:
Manager must set up a private meeting which should be away from the other employees.
Manager must question employee that if he is aware of his poor performance. The manager also let him know that his performance is 0 percent tolerance.
Manager must try to motivate and stay focused (Nunnally, 2009).
Manager must end the private meeting with positive and motivating note.
To: Audrey Wu
Subject: about the policies and procedure of the company
Hello Mr. Audrey
I would like to talk upon the importance of giving feedback to the employees. Feedback is very important perspective which should be given to employee’s on time, feedback can motivate the employee’s to work toward the common goal. It is good to intervene the employees for the good thing. Employees must know if they are doing the work is right or not. In the company, to lessen the turnover of the talented employee’s, feedback, training and intervention is important (Cheng, 2006).
PART C
The ways to evaluate the performance of the employees:
Employee’s participation – every staff person must be evaluated on regular basis. These plans are made in the presence of all employees that show transparency. This gives the employees ideas about how they are performing (Locke, 2007).
Coin method- This is the best method to measure the performance of the employees. It measures both sides of the business whether the negative side or positive side which helps in the success of the organization (Nunnally, 2009).
Lunch meeting – manager must try to conduct lunch meeting so that each employee gets comfortable with the kind of feedback they get I the fun mood (Becker & Gerhard, 2013).
TASK 3
Review the full scenario
It is requirement for any organization to conduct training. It helps in reducing the staff turnover and disputes. There is a positive relationship between the training and attitude. When a company gives training to a senior department, it means that it is giving training to the full department. Sometimes managers don’t know what they have to do, so it is very important to conduct training sessions. Training gives the clear idea of the goal of the organization by which the staff has to work (Cheng, 2001).
According to the training outcomes report:
The target of the Australian hardware store to train the employee’s is 4000 but they have given training to only 367 people who is very less and harmful for the organisation. The target was 90 % completed which was 80% expected. This is the good indicator for the growth of the company. 45% of the staff gets skilled through training but it has to be increased. Revenue pertained staff is $2000 which is expected to be high. There is less awareness and interaction with customer which has to be increased day by day. Customer satisfaction should be increased to get maximum results (Davenport, 2006).
Review
It is requirement for any organization to conduct training. It helps in reducing the staff turnover and disputes. There is a positive relationship between the training and attitude. When a company gives training to a senior department, it means that it is giving training to the full department. Sometimes managers don’t know what they have to do, so it is very important to conduct training sessions. Training gives the clear idea of the goal of the organization by which the staff has to work (Becker & Gerhard, 2013).
Training outcomes:
Training provides job satisfaction and dignity for the work among the employees.
Training provides the capacity to adapt new technology in easy way.
Training helps in reducing the staff turnover and disputes (Cheng, 2001).
Strategy of the training:
Meet the company seniors and determine the vision and mission of the company.
Evaluate the needs by comparing the human resource key goals and company goal.
Develop a suitable training plan for the managers and staff (Wang, 2012).
Obtain the support of the management to implement the plan.
Schedule a meeting with the individuals to implement the plan.
Modification of contract
Contract modification may happen for a large number of reasons. Some of the reasons are:
To change the duration of the contract.
To change the quantity items in the contract (Wang, 2012).
To change the terms and conditions of the contract (Locke, 2007).
To add or less the number of items in the contract.
A contract can be modified whenever needed (Davenport, 2006).
Progress of managers:
Managers must understand the value of monitoring the performance of the employees. It helps in reducing the staff turnover and disputes. There is a positive relationship between the training and attitude. Sometimes managers don’t know what they have to do, so it is very important to conduct training sessions. Training gives the clear idea of the goal of the organization by which the staff has to work (Becker & Gerhard, 2013).
References:
Becker B., Gerhard B. (2013). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39, 779-801.
Cheng E. W. L., Ho D. C. K. (2001). The influence of job and career attitudes on learning motivation and transfer. Career Development International,6, 20-27
Chiaburu D. S., Teklab A. G. (2005). Individual and contextual influences on multiple dimensions of training effectiveness. Journal of European Industrial Training, 20, 282-290. Retrieved from http://www.jstor.org
Locke E. A. (2007). The nature and causes of job satisfaction. In Dunnette M. D. (Ed.), Handbook of industrial and organizational psychology (Vol. 1, pp. 1297-1343).
Nunnally J. C. (2009). Human theory. New York, NY: McGraw-Hill.
Wang C. H. (2012). Learning behavior, learning satisfaction, and learning performance in Internet class (Unpublished master’s thesis).
Holton E. F., Baldwin T. T. (2000). Making transfer happen: An action perspective on learning transfer systems. Advances in Developing Human Resources, 8, 1-6.
Davenport T.H. (2006). Competing on Analytics. Harvard Business Review, 84(1), 98-107.