Assignment First

assignment first:给Kim绩效管理的建议

Kim的项目经理是我寻求绩效管理建议的内部资源。因为项目经理会更了解Kim的需求和需要改进的地方,所以我会选择通过这种方法来了解Kim。我要接触的外部资源是一个在员工绩效管理方面有着丰富经验的个人专业人士。在专业人士的建议下,弥合差距并为Kim的成长提供建议是可行的。


assignment first :给Kim绩效管理的建议

作为对Kim的一种建议,我将选择使用我们用来评估每位员工绩效的指标,以及从她的项目经理和HR那里获得的结果/反馈。根据澳大利亚硬件公司的绩效管理政策,2009年《公平工作法》应适用于对其表现不佳的通知(澳大利亚硬件公司,2013年)。这个法案将使我能够解释我们用来评估每一位员工的分析类型。支助服务将包括个人成长导师、奖励和评价。有关的奖励将是根据作用和财政情况作出的评价。

为了终止Kim Smith,将提交反馈、绩效管理结果、招聘协议和Kim的回复。在终止前显示公司遵循的指标和道德原则。将阐述讨论员工绩效的组织政策,以便在实施公平工作法时,我的决定在伦理上是正确的(Australian Hardware, 2013)。因残疾、种族、性别或缺乏证据而解雇员工是违法的。当员工没有得到适当的培训,这也是一个非法的解雇规则,因为这可能是她表现不佳的原因。


assignment first :给Kim绩效管理的建议

Project manager of Kim is the internal resource that I would approach for performance management advice. As the project manager would know Kim better on the needs and areas that require improvement, I would choose to gain understanding of Kim through this approach. The external source that I would approach is an individual professional who has a rich experience in performance management of employees. With the advice from the professional, it is feasible to bridge the gap and counsel Kim for growth purpose.


assignment first :给Kim绩效管理的建议

As a means to counsel Kim, I would choose to make use of the metrics we use to rate every employee on their performance and also the results/feedbacks obtained from her project manager and HR. Under the performance management policy of Australian Hardware, the Fair Work Act 2009 shall be applied to notify of her poor performance (Australian Hardware, 2013). This act will enable me to explain the type of analysis we follow to evaluate every employee. Support services would include individual mentor for growth, rewards and appraisal. The relevant award would be appraisal in terms of role and finance.

To terminate Kim Smith, feedbacks, performance management results, recruitment agreement and Kim’s responses will all be submitted. Metrics followed by the company along with ethical principles are displayed before termination. The organizational policy that discusses on employee’s performance will be stated so that when Fair Work Act is applied, my decision will be ethically right (Australian Hardware, 2013). It is unlawful to dismiss an employee due to disability or race or gender or lack of proofs. When the employee does not get proper training, it is also an unlawful dismissal rule as that could be the reason for her poor performance.