Well-structured HRM2604 Assignment 5 (ANSWERS) Semester 2 2024 - DISTINCTION GUARANTEED. (DETAILED ANSWERS - DISTINCTION GUARANTEED!)....PERFORMANCE THAT SELLS
Oliver King works at a large real estate agency called Red Arrow. The agency has been in business for many years and is well established. ...
HRM2604 Assignment 5 (COMPLETE ANSWERS) Semester 2 2024 - DUE 29 October 2024
HRM2604 Assignment 5 Semester 2 2024 I Due 29 October 2024
HRM2604 Assignment 5 (COMPLETE ANSWERS) Semester 2 2024 - DUE 29 October 2024
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Performance Management Practices (HRM2604)
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HRM2604
Assignment 5 Semester 2 2024
Unique Number:
Due Date: 29 October 2024
QUESTION 1
The results approach to measuring performance would be most suitable for Oliver’s job at
Red Arrow. In the scenario, the agency determines the best salesperson by calculating the
highest number of properties sold each year, which aligns directly with a results-based
performance metric. The commission-based pay structure, which rewards agents with 20%
of the sale price for each property sold, further supports a results-driven performance
measurement.
This approach focuses on the outcomes or the actual sales Oliver can close, rather than
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INTRODUCTION
This assignment explores key concepts of performance management,
developmental planning, and coaching styles within a real estate agency setting. The
scenario focuses on Oliver King, a newly hired estate agent at Red Arrow, who is
guided by his supervisor, Felicity, as he embarks on his new career. The questions
that follow aim to critically assess Oliver’s performance using various performance
measurement approaches, determinants of performance, and one-on-one appraisal
methods. Additionally, the assignment examines Oliver's need for a Personal
Development Plan (PDP) and the developmental activities that can assist him in
achieving his career objectives. Reward incentives and coaching styles are also
analyzed, providing insights into how Red Arrow's policies impact employee
motivation and growth. This analysis will highlight the importance of structured
performance management and how it influences employee success and
organizational outcomes.
QUESTION 1
The results approach to measuring performance would be most suitable for Oliver’s
job at Red Arrow. In the scenario, the agency determines the best salesperson by
calculating the highest number of properties sold each year, which aligns directly
with a results-based performance metric. The commission-based pay structure,
which rewards agents with 20% of the sale price for each property sold, further
supports a results-driven performance measurement.
This approach focuses on the outcomes or the actual sales Oliver can close, rather
than solely evaluating his behavior or competencies. Since real estate sales rely
heavily on generating successful transactions, using a results-based approach
provides a clear and objective metric for evaluating performance, which in this case
is the number of properties sold. Moreover, since Oliver is still learning, assessing
his progress through tangible sales figures allows him and his supervisor to track his
growth in a quantifiable way, which is essential for his development in a sales-driven
role like real estate.
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