Question 1: Monitoring and coaching
Consider the following scenario:
You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store. You consider the organisation's performance management policy and resolve to undertake some research into ways to improve the system or its implementation.
Answer the following
- How could variables such as recognition and continuous feedback help reinforce excellence in performance? Give two examples that could work at Australian Hardware to affect performance.
- How would you apply Australian Hardware procedures to monitor and coach individuals, specifically those with poor performance?
Question 2: The legal context of performance management
Consider the following scenario
You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store. You are concerned about your application of performance management and want to work according to legal requirements.
Answer the following:
- For three of the following areas, what are the relevant pieces of legislation applicable to performance management at Australian Hardware?
- equal employment opportunity
- anti-discrimination
- competition and consumer protection
- privacy
- industrial relations
- health and safety (OHS/WHS)
- environmental issues.
For each piece of legislation identified above, identify at least one requirement relevant to performance management at Australian Hardware.
Question 3: Seeking advice
Consider the following scenario.
You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store. One of your customer service and sales representatives, Kim Smith, is consistently not meeting performance expectations. You have tried setting goals in consultation with the employee, ongoing coaching and feedback. You have conducted two formal performance reviews. You are not sure what else you can do.
Question 4. Counselling and support
Consider the following scenario.
You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store. One of your customer service and sales representatives, Kim Smith, is consistently not meeting performance expectations. You have decided to counsel the employee to alert her of poor performance in a formal way and to inform her that dismissal may be an option for the future if her performance does not improve.
Answer the following:
- What steps would you take to counsel the employee in accordance with organisational policy and relevant legislation for disciplinary meetings?
- What legislation is the most relevant in this scenario?
- What is the relevant award for the employee's role at Australian Hardware?
- What support services could you offer the employee?