Read the short case study below and answer the following questions. Case Study Fair Work Australia (FWA) has found it was unfair for HJ Heinz Company Australia to dismiss a sales manager who refused to be performance-managed because he feared it was designed to trigger his exit from the company. Graphic scales have been used as means of appraisal. After the performance is evaluated, the ratings are discussed with the concerned employees by their immediate boss who counsels them. The ratings aroused to influence promotions and salary adjustments the employees and also as a criterion for assigning further rating for them. Recently ten employees of the company called on the company's president to express their dissatisfaction with the ratings they had received. Their ratings were comparatively low, and they had been denied annual increments in salary. The aggrieved employees argued that their ratings did not accurately represent their qualifications or performance. They insisted that new performance rater and appraisal system should be introduced in Heinz. They expressed their opinion that employees should organize union and insisted that their remuneration and performance review policies should be revised. 1. Suggest and discuss two new performance review methods for HJ Heinz Company to modify the performance management policy of the company (4 marks). 2. The employees are thinking of organizing union. Describe how could union assist the employees in Heinz (4 marks). 3. Discuss the role of diversity management and human resource activities in countering the issues faced by the employees in Heinz (4 marks). 4. Based on the issues occurred in Heinz, design a suitable training program for their HR staff by preparing a brief training plan that include: - a. Training objectives (2 marks) b. Training contents and activities (3 marks) c. Training resources needed (1 mark) d. Evaluation methods (2 marks)