Star Beverages Australia: Employee Performance Review

Brief Overview of the Organisation

Star Beverages Australia is a family owned business which aims to bring the most celebrated, unique and high-class international wines to its customers. The company primarily operates as an importer but strives to introduce established brands in the Australian market which can gain the trust and confidence of local customers over time. The company has a focused marketing strategy because it establishes each brand in the market through an extensive marketing and communications effort. Some renowned brands that the company imports include Henri Abele, Sensi, Andeluna and Terra Noble. Since its inception a decade ago, the business has sold over 5 million bottles (Star Beverages Australia, 2020). 

The objective of the company is to continue its growth trajectory and build a wider client base in Australia while fostering long-term client relationships and a high level of customer loyalty. The purpose of this discussion is to present an employee performance and development review manual for the family owned business, highlighting the needs and requirements of the company in order to ensure that it can meet its long-term objectives. 

Description of Stages in Employee Review Process

The employee review process consists of various steps that should be successfully followed by a human resources manager in order to provide productive feedback against the performance of employees. The first step in the employee review process is to inform the employees about the commencement of the performance appraisal period. This allows employees to understand that they will be receiving a performance plan document that would need to be filled out and submitted to the manager.

Once employees receive the performance plan worksheet, the next step is to ask them to fill out the necessary information that staff members need to input. This worksheet identifies the competencies of employees based on the roles and responsibilities highlighted in their job description and asks them to conduct a self-assessment. Additionally, the performance plan document also includes a section on goal setting whereby the employee is expected to set goals for the coming year and identify whether the goals set in the last year were successfully met. As noted by DeNisi and Murphy (2017), goal setting is essential to ensure that the strategic objectives of the firm align with the goals that each employee and department is expected to deliver. 

Once an employee completes the performance plan it is submitted to the supervisor online. The supervisor can then access the form and provide his or her comments accordingly. All relevant documents related to the employee’s performance are stored on the central human resources portal including the performance plan from last year. The supervisor will then complete the form and submit it. Subsequently, the supervisor will invite the employee to conduct a performance review meeting where the rating provided to the employee by the supervisor will be discussed. This is a one on one meeting where both the individuals can have a productive discussion about the employee’s performance and future goals. At the end of the meeting, the supervisor and the employee will formally sign-off on the performance rating and the employee will receive a corresponding increment in salary or promotion, in line with the company policy.