BSBHRM512 LEARNER 3

Coordinate learning and develop

Review of performance data in Appendix 1
In my opinion, if an employee or a team is always low compared to the performance of other
colleagues in the company and continues to do so, we may find some obvious reasons
for these results.
This employee or the team has problems with it. By observing, we can see that this employee or
the team is different from other colleagues at work.
First, maybe this employee or this team has no passion for work. This often leads them to not
spend energy on their work but always think about things that are not related to work.
Second, the employee or the team lacks the ability to work. If they don't have the ability to get
the job done, even if they want to do a good job, it will affect the outcome of the work.
Moreover, the employee or the team itself did not take the initiative to change the poor
performance. If a person really wants to do something, there must be some change.
We look for reasons from the leadership.
First, the leadership did not pay attention to such low performance, which led to consistently
lower performance than other employees.
Second, the leaders paid attention to this situation but did not make an effective solution.
Maybe the leaders gave some help, but not enough to change their performance.
Third, there is not enough communication between leaders and employees. Or, communication
is invalid.
The above 6 reasons may lead to such a situation.
The solution is not difficult. Through the employee himself/herself and effective help from the
leader to solve the problem together, they need to communicate with each other
frequently to help the employee or team change the situation of low performance.

Report for the senior management team detailing

Name: Michael
Post: sales manager
Performance: Excellent
Weakness: Get Nervous sometime in a new environment
Strength: Handle any sorts of pressure
Performance rating:4 out of 5
Name: John
Post: Sales assistant
Performance: Good
Weakness: Get Nervous sometime in a new environment
Strength: Can work under pressure
Performance rating:4 out of 5

Name: Hira
Post: Staff trainer
Performance: Excellent
Weakness: Self criticism
Strength: Focused
Performance rating:5 out of 5

Overview of the Training Plan

This document defines the Training Plan for Australian Hardware. The Training Plan
is a working document. It is revised on a continuous basis as decisions are made and
issues are resolved. The document is organized as follows:

 Training Scope. Clearly states a list of the objectives and goals of the training,
as well as a list of assumptions.

 raining Offerings. Describes the offerings that define the training, including
the training groups, types of training, training approach, training curricula,
training schedule, and logistical information.

 Roles and Responsibilities. Presents the roles and responsibilities of the staff
responsible for preparing, conducting, and evaluating the training, and
includes a clear definition of the resources and a work plan.

 Contingency Plan. Identifies anticipated contingencies and details a plan for

each contingency.

 Training Material Design, Standards, and Guidelines. A copy of the Training

Material Design, Standards, and Guidelines that will be used to prepare the
training materials.
TRAINING OFFERINGS
The parameters for training staff on the use of Australian Hardware are specified.
The following offerings are described:

 Training Groups

 Types of Training

 Training Approach

 Training Curricula

 Training Schedule

 Logistical Information

The objectives of the training program are to build employees that are conversant with their
responsibilities at the workplace through the impacting of technical and relationship skills.
The program also aims at effectively utilizing the allocated resources of the company and
these will be depicted by the performance of the employees after and during the training
program. Lastly, the group wants to ensure that the training will not disrupt the running of
the business. The needs of the learners will be addressed through carrying out of interviews
and questionnaires that will explore their personal goals.  The goals of the employees should
be those that are consistent with the goals of the organization so that a crash does not
occur. The program will not apply to any extent counter the policies and the procedures
that are adopted by the company.

 Thus the strategies for the training program will comply with the proceedings, for instance,
ensuring a healthy working environment and abiding to the legal requirement as per the
employment laws (Walsh, 2015).The training methods that will be adopted will be the
classroom training, meeting, and training via the company’s portal or e-learning and through
benchmarks. The time frame for the training will be conducted within six months. All the
objectives of the organization will be carried out within the stipulated duration. Continuous
evaluation of the feasibility of the program will be conducted to ensure its effectiveness in
providing performance

Training outcomes

Description outcomes Target

Number of employees 388 5000
trained in new sales
model
Average assessment 80% 80%
score of trainee
completing the training
 Revenue per trained $25000 $30000
salesperson/month
Customer satisfaction 75% people are happy 95% satisfied
rating with our shopping
experience
Feedback from the Positive feedback Meet100% customer
customer satisfaction

Interpretation of the performance data

Based on the performance, it can be assessed that new HR General Manager of Australian
Hardware needs to understand the strategic goals of the company, as by understanding the
strategic goals it is possible to achieve the goals. Moreover, from the perspective of HR
General Manager it is necessary to develop an integrated approach to manage the
performance of the organization. The company should focus on development of
organizational plans as well as policies to ensure the improvement of organizational
capability and attain the short-term as well as long-term goals. In addition, the company
should discuss with line managers and stakeholders to ensure their support in terms of
achieving organizational goals.

Australian Hardware is a leading business across Australia, which has around 140 stores
within the nation. The company has also expanded its business in other places. The mission
as well as vision of the company is to become a leading Hardware company and make a
strong position in the Australian market within 5 years. Moreover, the strategic approach of
the company is also to raise the profitability and maintain market share along with ensuring
quality of products as well as services. Another strategic objective is to improve the
reputation of the company in Australia. To manage and enhance the performance of the
company, from the perspective of HR General Manager, it is necessary to discuss with line
managers, employees and stakeholders related to the implementation of the effective plan
as well as policies (Australian hardware, 2013). The implementation plan related to the
performance management is also integrated with management functions such as training
program, health and safety working environment, financial control and recruitment
planning for managing the performance. Moreover, the company majorly focuses on
aligning the role of its employees and managers with the organizational goals to develop
effective performance management process. In addition, performance management process
of the company has a significant effect on the improvement of profitability as well as
economic growth. In this regard, it can be evaluated that by managing business
performance, it has the opportunity to increase its sales value and attain the organizational
goals (Australian hardware, 2013).

The strategy of Australian Hardware is to raise the sales revenue and maintain the
operational cost. Another strategy is to set up reputed company and increase the popularity
of the company. Based on these strategies, the short-term as well as long-term goals have
been developed through which it can be possible to enhance the performance of the
organisation (Australian Government, 2012; Vuksic & Hlupic, 2007). Therefore, in order to
attain these strategies, it is necessary to implement three major objectives for performance
management, which are listed underneath.

 To improve the capability of the organization to perform well and attain the
organizational goals
 To satisfy the demands of customers by providing quality assurance products
 To enhance the performance of managers as well as employees for the improvement
of organizational performance

In order to manage the performance along with the attainment of the short-term as well as
long-term organizational goals, Australian Hardware needs to focus on development of
effective performance management process. During the time of developing performance
management process, it is essential to focus on performance management system through
which it can manage the performance of employees as well as the organization. The design
process most appropriate for the company is depicted below for better understanding.

Strategies in negotiation with training supplier

Time frame Activity: Teaching or Resources

assessment strategy
(training/assessment,
or approach to
coaching or other
support, monitoring achieve training
objectives

1 months Customer Take feedback from Create a feedback

satisfaction the customers form

4 weeks Customer rating Take feedback from Online or website

the customers

3 weeks Marketing plan To increase the Hire expertise

sales

5 weeks New technology To meet customer Contacting big large

needs and scale industries
satisfaction

Appendix 3

Service agreement

1. Service agreement dated:8 January 2015

 Between
Train your way up
Service agreement sponsor: Jan powers

And
Australian hardware human resources
Sponsor: Human resource manager

Scope of services
1. Welcome the customer
2. Meet customer needs
3. Customer satisfaction
4. Provide adequate service to the customer and meet their needs
5. Maintain customer relationship and take feedback from the customer
regarding the services and the goods

Service Scope
Sales model training 4000 employees
Training on 4000 employees
sustainability policy

Fees and payment terms

Service Fee Payment term

Training cost $300,000 Paid after the completion of

training i.e. third quarter

Service level targets

Service Performance standard and time frame

Customer satisfaction training 4000 employees by end of 4th quarter
Market satisfaction 4000 employees by end of 4th quarter

Monitoring and reporting

Service Report Timing

Customer satisfaction Completed 4 weeks
training
Market satisfaction training Completed 3 weeks