fbpx

BSBMGT502 Manage People Performance

BSBMGT502 Manage People Performance

Assessment Task 1 Instructions

Provide answers to all of the questions below:

1.Explain the key provisions of the Fair Work Act 2009.

2.Explain the key provisions of each of the following Acts:

a. The Racial Discrimination Act 1975

b. Sex Discrimination Act 1984

c. Disability Discrimination Act 1992

3.Explain the purpose of the National Employment Standards and the 10 minimum entitlements.

4.Explain the use of modern awards in workplaces.

5.Identify at least two examples of modern awards using the Fair Work Ombudsman website. Write down the name of the award and the minimum wages under the award and minimum working hours.

6.Outline the purpose of an enterprise agreement and with which entity must the agreement be registered.

7.Outline minimum terms and conditions that must be included in an enterprise agreement.

8.Explain the process of performance management and the purpose of using performance management systems in the workplace.聽

9.Explain two types of performance management systems that can be used at work.

10.In what form must an employer provide an employee with notice of termination.

11.Under the Fair Work Act, what amount of notice must be given to employees who have worked for a company for less than one year.

12.List two types of employees to whom notice of termination would not need to be provided.

13.Under what circumstances is an employee entitled to redundancy pay?

14.Explain at least three circumstances that can constitute unfair dismissal.

15.Which circumstances must apply for the Fair Work Commission to determine that an employee has been unfairly dismissed?

16.Outline five ways of that staff can develop skills at work

17.As a manager, list three types of information that you could provide to staff to help them to develop their knowledge base.

Assessment Task 2: Work allocation project

Boutique Build Australia Pty Ltd is a boutique building company based in Sydney that specialises in the design and build of high quality designer homes for the Sydney metropolitan and surrounding areas. The company has been operational for three years.

As the Human Resources Manager for the company, you are responsible for a small team of staff including the Human Resources Support Officer and the Learning and Development Coordinator. The Learning and Development Coordinator is a new appointment in place for the last two months.

As the Human Resources Manager, you are responsible for:

聽聽聽聽聽聽聽聽 Taking a key, and at times, leadership role in the development and implementation of generalist HR strategies, policies and projects.

聽聽聽聽聽聽聽聽 Identifying, designing and implementing general HR strategies and solutions to achieve agreed outcomes relating to: organisational design, organisational change, performance management, workforce and strategic planning and other generalist HR activities inclusive of effective negotiation and consultation with staff.

聽聽聽聽聽聽聽聽 Taking ownership of the HR results and outcomes.

聽聽聽聽聽聽聽聽 Providing high level, timely and professional advice to senior managers and staff, in interpreting and implementing human resource policy including: change management; HR planning; industrial relations; retention, performance management; workplace health; and organisation development and change.

聽聽聽聽聽聽聽聽 Delivering a high level of proactive and reactive support, management and advice to managers and staff in employee relations, encompassing, equal employment opportunity/diversity case management.

聽聽聽聽聽聽聽聽 Leading developing and motivating a small team.

聽聽聽聽聽聽聽聽 Contributing as a HR team member to develop and/or enhance policies, procedures and systems to support HR 鈥榖est practice鈥.

聽聽聽聽聽聽聽聽 Representing and providing high level advice and support on internal and external forums and committees.

聽聽聽聽聽聽聽聽 Developing effective, collaborative relationships and networking with all internal clients and external stakeholders.

聽聽聽聽聽聽聽聽 Assisting the team to produce best practice learning aids and presentations

聽聽聽聽聽聽聽聽 Producing a quarterly review of people statistics and analysis for distribution to internal stakeholders聽

The Human Resources Support Officer is responsible for:

聽聽聽聽聽聽聽聽 Recruitment processes ensuring the needs of the business are met in addition to adherence to legislative and internal policy requirements.

聽聽聽聽聽聽聽聽 Delivery of inductions to new employees within the office meeting legislative compliance measures as well as equipping new employees with necessary orientation information.

聽聽聽聽聽聽聽聽 Management of WHS incident reporting identifying improvement processes to minimise repeat incidents.

聽聽聽聽聽聽聽聽 The facilitation of ergonomic assessments and report analysis resulting in recommendations for individual requirements.

聽聽聽聽聽聽聽聽 Liaison point for workers compensation claims between insurance company and staff.

聽聽聽聽聽聽聽聽 Implementation and maintenance of the Human Resources Information System.

聽聽聽聽聽聽聽聽 HR metrics and reporting. 鈥ㄢ

聽聽聽聽聽聽聽聽 Assistance to the HR Manager in strategic HR projects.

聽聽聽聽聽聽聽聽 HR administrative support including tasks such as maintenance of personnel files; maintenance of HR specific records on the share drive; reporting requirements relating to surveys and performance management cycles etc.

聽聽聽聽聽聽聽聽 Other duties as required.

The Learning and Development Coordinator is responsible for:

聽聽聽聽聽聽聽聽 Contribute to the delivery and evaluation of training and education programs to staff

聽聽聽聽聽聽聽聽 Contribute to the design and development of resource materials for use in the delivery of education and training materials for use in the delivery of training programs to staff

聽聽聽聽聽聽聽聽 Ensure that records are kept and maintained of all training activities

聽聽聽聽聽聽聽聽 Report to and cooperate with Human Resources Manager

聽聽聽聽聽聽聽聽 Ensure that all Policies and Procedures are implemented and complied with

The company also employs the following staff:

Managing Director, Operations Manager, Marketing and Sales Manager, Sales Consultants (4), Office Manager, Human Resources Manager, Construction Manager, Site Manager (2), Production Draftsperson (2), 6 Carpenters and a range of contract staff, including plumbers, electricians, tilers, painters and plasterers.

The workforce is predominantly male with the only four females employed (the Office Manager and the three Human Resources positions).聽

The company鈥檚 vision as stated in its Strategic Plan is to be the best boutique home builder in Australia. Its values are listed as quality, innovation, leadership, respect and honesty and reliability.聽

Complete the following activities:

1.聽聽聽聽聽聽聽聽聽聽聽聽 Meet with the Managing Director (your assessor).

Review the case study information above, as well as the Strategic Plan prior to attending attend a meeting with the Managing Director (your assessor).

The purpose of the meeting will be to discuss the development of a work plan for your team for the coming year to ensure that operational objectives for 2018 鈥 2019 are met as outlined in the organisation鈥檚 Strategic Business Plan. Make notes on any questions that you have.

The Managing Director will discuss the following information with you:

聽聽聽聽聽聽聽聽 Overall strategic goals

聽聽聽聽聽聽聽聽 Operational objectives

聽聽聽聽聽聽聽聽 Resources available

During the meeting, you will need to demonstrate effective communication skills including:

聽聽聽聽聽聽聽聽 Speaking clearly and concisely

聽聽聽聽聽聽聽聽 Using non-verbal communication to assist with understanding

聽聽聽聽聽聽聽聽 Asking questions to identify required information

聽聽聽聽聽聽聽聽 Responding to questions as required

聽聽聽聽聽聽聽聽 Using active listening techniques to confirm understanding

2.聽聽聽聽聽聽聽聽聽聽聽聽 Develop an action plan

After the meeting, you will need to develop an action plan for the human resources team based on the meeting discussion.

Use the Human Resources Action Plan Template to guide your work.

The plan you develop should take into account all of the information provided to you at the meeting and include:

聽聽聽聽聽聽聽聽 Actions (focused on achieving operational objectives and must take budget into consideration to ensure cost effectiveness)

聽聽聽聽聽聽聽聽 Priority

聽聽聽聽聽聽聽聽 Timelines

聽聽聽聽聽聽聽聽 Responsibilities (ensuring that task are allocated as appropriate to the staff member鈥檚 level of responsibility and to maximise efficiency in terms of completing groups of similar actions)

聽聽聽聽聽聽聽聽 Performance indicators

You will also need to develop a risk assessment to assess the likelihood of negative events preventing the company in meeting the actions as specified in the work plan you have developed and the likely consequences of such events.

Save this document as Completed Human Resources Action Plan.

3.聽聽聽聽聽聽聽聽聽聽聽聽 Write a risk management plan

Review the Risk Management Plan Template and complete the risk assessment table.

Save this document as Completed Risk Management Plan

4.聽聽聽聽聽聽聽聽聽聽聽聽 Send an email to your assessor.

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachment and ask for the place, date and time of a meeting so you can discuss these documents with your team.

Attach your Completed Human Resources Plan and Completed Risk Management Plan to the email.

5.聽聽聽聽聽聽聽聽聽聽聽聽 Meet with the team to discuss the work plan and allocate tasks

Meet with your work team to discuss the work plan, allocate tasks and confirm performance standards and work outputs as per your plan, as well as agree on performance indicators for tasks.

As you have also decided that this is a good opportunity to remind staff of Code of Conduct requirements, you should review the Code of Conduct provided to you ahead of the meeting so that you are able to explain key requirements to staff.

At the meeting:

聽聽聽聽聽聽聽聽 Provide an introduction to the meeting, including the purpose of the meeting.

聽聽聽聽聽聽聽聽 Provide a copy of the work plan.

聽聽聽聽聽聽聽聽 Explain that the work plan is based on the Strategic Business Plan objectives.

聽聽聽聽聽聽聽聽 Go through each of the actions, responsibilities, timelines and performance indicators.

聽聽聽聽聽聽聽聽 Explain the key themes of the Code of Conduct and employee responsibilities.

During the meeting, you will need to demonstrate the effective interpersonal and communication skills including:

聽聽聽聽聽聽聽聽 Team building techniques including clear explanation of goals and outcomes

聽聽聽聽聽聽聽聽 Asking questions and listening to responses to clarify understanding

聽聽聽聽聽聽聽聽 Active listening skills

聽聽聽聽聽聽聽聽 Respecting and acknowledging the views of others

聽聽聽聽聽聽聽聽 Non-verbal communication skills that encourage discussion and feedback, for example, nodding, smiling, eye contact.

Assessment Task 3: Performance management system project

Complete the following activities:

1.Develop performance management policy and procedures

Conduct research by identifying and reviewing a range of performance management policies and procedures from other organisations.

Then develop a performance management policy and procedure for Boutique Build Australia that addresses all of the following:

Purpose of the policy

To whom the policy applies

Number of times a year that a performance review is to occur for each employee.

Summary of purpose of performance reviews

Simple step-by-step procedure for organising and conducting the performance review meeting.

Templates used to record performance

Identifying performance gaps and providing feedback

The policy and procedures must be written in your own words and be clear and concise. As a guide your policy and procedure should be approximately 2 pages.

Save the document as Performance Management Policy and Procedures.

2.Develop training presentation

Prepare a training session for your managers.

Prepare for the training session by developing a PowerPoint (or another presentation program) presentation, including notes within your slides to assist you in conducting the session.

The presentation should address the key points in the new performance management processes that you developed in the previous activity.

You will also need to research effective communication skills for Managers for use in conducting performance reviews.

You should prepare a minimum of 8 Power Point slides that include visuals and images to add interest.

Save the file as Performance Management Presentation

3.Send an email to your assessor.

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachments, ask them for their feedback, and ask for the place, date and time of your training session.

Attach your Performance Management Policy and Procedures and Performance Management Presentation to the email.

4.Conduct the training session.

Now conduct the training session as per your preparation, provide the opportunity for questions and feedback.

You will need to demonstrate effective communication skills including:

Speaking clearly and concisely

Using non-verbal communication to assist with understanding

Asking questions to identify required information

Responding to questions as required

Using active listening techniques to confirm understandingAssessment Task 4: Managing performance project

Complete the following activities

Role-play A:

Jamie is the learning and development officer at Boutique Build Australia. Jamie has been with the company for two months and so far, has shown that she is hard working and responsible. Up until this point, Jamie has mainly been delivering training and education to staff, as well as organising professional development. Jamie has recently been allocated a task to develop a new health and safety manual for staff. Jamie has developed the first chapter of the manual and has provided it to you for review. The content seems okay, but Jamie鈥檚 writing style is confusing and difficult to understand.

As Jamie鈥檚 supervisor, you need to meet with her to provide feedback on her work, expected performance, and provide some coaching.

Complete the following activities:

1.聽聽聽聽聽聽聽聽聽聽聽聽 Prepare for the meeting with Jamie

To prepare for the meeting with Jamie you are required to:

聽聽聽聽聽聽聽聽 Research the STAR model of giving feedback and develop and practice a script that you can use at the meeting with Jamie. Your script should also include positive comments on Jamie鈥檚 performance to date. You will not be required to submit your script and you should talk without referring to the script at the assessment.

聽聽聽聽聽聽聽聽 Research ways of improving writing style and make notes on at least five tips to talk through at the meeting with Jamie.

2.聽聽聽聽聽聽聽聽聽聽聽聽 Meet with Jamie (your assessor)

At the meeting with Jamie, provide positive feedback on Jamie鈥檚 performance to date and then using the STAR model of feedback to outline the areas where improvement is required as per the script you have developed.

Talk through the five tips you have identified to improve writing style.

During the meeting, you are required to demonstrate effective communication skills including:

聽聽聽聽聽聽聽聽 Speaking clearly and concisely

聽聽聽聽聽聽聽聽 Using non-verbal communication to assist with understanding

聽聽聽聽聽聽聽聽 Asking questions to identify required information

聽聽聽聽聽聽聽聽 Responding to questions as required

聽聽聽聽聽聽聽聽 Using active listening techniques to confirm understanding

Role play B

It is now six months later, and it is time for Jamie鈥檚 performance review,

Conduct a performance review with Jamie as set out below:

聽聽聽聽聽聽聽聽 Send an email to Jamie informing of her of the date and time of the performance review and explaining that the performance review template that will be used. Attach a copy to the email.

聽聽聽聽聽聽聽聽 Conduct the performance review in a maximum time of 30 minutes.

聽聽聽聽聽聽聽聽 Use effective communication skills for performance management.

Your assessor will roleplay Jamie during the performance review.聽

1.聽聽聽聽聽聽聽聽聽聽聽聽 Prepare for the meeting with Jamie

To prepare for the meeting with Jamie you are required to:

聽聽聽聽聽聽聽聽 Review the Performance Review Guidance and Performance Agreement Template so that you are able to go through each aspect of Jamie鈥檚 performance according to these.

聽聽聽聽聽聽聽聽 Research potential learning and development opportunities for Jamie based on the performance assessment information provided to you. You will discuss these at the performance review.

聽聽聽聽聽聽聽聽 Develop and practice a script to use at the performance review meeting with Jamie. Ensure you review all the information that you will need to cover at the meeting so that you can prepare your script accordingly.

2.聽聽聽聽聽聽聽聽聽聽聽聽 Send an email to Jamie (your assessor).

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachment and give them the place, date, time and expected duration of the meeting.

Attach the Performance Agreement Template to the email.

3.聽聽聽聽聽聽聽聽聽聽聽聽 Conduct the meeting with Jamie

At the performance review you will be required to:

聽聽聽聽聽聽聽聽 Explain the purpose of the performance review.

聽聽聽聽聽聽聽聽 Discuss your rating of Jamie鈥檚 work against each item in the checklist.

聽聽聽聽聽聽聽聽 Ensure you emphasise areas where Jamie has done well and others where improvement is required.

聽聽聽聽聽聽聽聽 Respond to any questions.

In consultation with Jamie, agree on areas of improvement and indicate that a learning and development plan will be documented. Make notes for inclusion in the performance review template.

During the performance review, use the effective communication skills for performance management that you identified in Assessment Task 3.

4.聽聽聽聽聽聽聽聽聽聽聽聽 Document the performance review agreement

Following the performance review, document the performance review in the performance review template.

Save this document as Completed Performance Agreement

5.聽聽聽聽聽聽聽聽聽聽聽聽 Send an email to Jamie (your assessor).

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachment and indicate that this is the documented version of their performance review.Assessment Task 5: Disciplinary and termination project

Carefully read the following:

Janice is a new Administration Assistant at Boutique Build Australia. She has been with the company for 3 months. Janice鈥檚 work is of consistently high standard, but she is also consistently late for work.

You have mentioned this to Janice informally, but her punctuality hasn鈥檛 improved. The situation is also impacting client鈥檚 calls, as Janice is not there to answer the phone, which is a key part of her duties. Now you need to formally meet with Janice to discuss the situation.

Janice鈥檚 official start time is 9am and her finish time is 5.30pm with 30 minutes for lunch.

In the last week Janice has arrived at work at the following times:

聽聽聽聽聽聽聽聽 Monday: 9.05 am

聽聽聽聽聽聽聽聽 Tuesday: 9.25 am

聽聽聽聽聽聽聽聽 Wednesday: 9.20 am

聽聽聽聽聽聽聽聽 Thursday: 9.10 am

聽聽聽聽聽聽聽聽 Friday: 9.30 pm

Janice has also been offered access to a counsellor with whom the company has an ongoing arrangement. As far as you know, she hasn鈥檛 accessed this service.

Complete the following activities:

1.聽聽聽聽聽聽聽聽聽聽聽聽 Prepare for meeting

This assessment task requires you to assume the role of the Human Resources Manager and provide formal feedback to Janice (role-played by your assessor) about her ongoing poor work performance and to offer counselling and support.

Before you commence this assessment, download and read the following guide about managing underperformance. You will be assessed on your demonstration of the skill referred to under Step 3 key points for employers to remember.

http://www.fairwork.gov.au/about-us/policies-and-guides/best-practice-guides/managing-underperformance

Summarise the correct procedure for termination of an employee as set out in the Fairwork Ombudsman website. Your summary should be about one page in length.

Save the document as Termination Procedure.

2.聽聽聽聽聽聽聽聽聽聽聽聽 Send an email to Janice (your assessor).

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

The email text should request her to attend a meeting with you to discuss her work.

Include a date and time for the meeting.

3.聽聽聽聽聽聽聽聽聽聽聽聽 Conduct the meeting

Conduct the meeting with Janice (with your assessor playing the role of Janice), explaining to her what the problem is, why it is a problem, how it impacts on the workplace and why there is a concern.

At the meeting you must:

聽聽聽聽聽聽聽聽 Explain the purpose of the meeting

聽聽聽聽聽聽聽聽 Explain to Janice what the problem is

聽聽聽聽聽聽聽聽 Explain how this behaviour impacts on the workplace and why it is a concern. Ensure that you focus on the issue not the person.

聽聽聽聽聽聽聽聽 Demonstrate your interpersonal and communication skills by:

o聽聽聽 Keeping your communication clear and simple

o聽聽聽 Listening to Janice and confirming and clarifying information shared

o聽聽聽 Asking questions to confirm information

o聽聽聽 Emphasizing Janice鈥檚 strengths as per the scenario information

聽聽聽聽聽聽聽聽 Offer support as required, including accessing company support services.

聽聽聽聽聽聽聽聽 Confirm that Janice needs to meet her contractual requirements.

4.聽聽聽聽聽聽聽聽聽聽聽聽 Send an email to Janice (your assessor).

Following the meeting, send a follow up email to Janice within 1 day of the meeting, summarising the meeting and the required actions. You must meet this timeline in order to demonstrate that you are able to meet timelines.

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

error: Content is protected !!