Unit of competency: / BSBMGT502 Manage People Performance
Student’s full legal name/ID:
Assessor’s name:
ASSESSMENT INSTRUCTIONS
Overview
Prior to commencing the assessments your assessor will explain each task and the terms and submission of your task. Please consult your assessor if you are unsure of any questions. It is important that you understand adhere to the terms and conditions and addresses fully each task. If any task I not fully address than your assessment task will not be marked. The assessor will support you throughout this process.
Written work
The assessment tasks are used to measure your understanding and underpinning skills and knowledge of this unit of competency. When answering please ensure you address each criteria and sub point, demonstrate your research each of the questions and cover the topic in a logical and structured manner.
Active participation
It is a condition of enrolment that you actively participate in your studies. Active participation is completing all tasks on time. If you do not participate you will be required to report to Student Services Coordinator
Plagiarism
Plagiarism is taking and using someone else's thoughts, writings or inventions and representing them as your own. Plagiarism is a serious act and may result in a student’s exclusion from a course. When you have any doubts about including the work of other authors in your assessment, please consult your trainer/assessor. The following list outlines some of the activities for which a student can be accused of plagiarism:
- Presenting any work by another individual as one's own unintentionally
- Handing in assessments markedly similar to or copied from another student
- Presenting the work of another individual or group as their own work
- Handing in assessments without the adequate acknowledgement of sources used, including assessments taken totally or in part from the Internet
If it is identified that you have plagiarised within your assessment task, then we will organise a meeting to discuss this with you.
Copyright
You must be careful when copying the work of others. The owner of the material may take legal action against you if the owner's copyright has been infringed. You are allowed to do a certain amount of copying for research or study purposes. Generally, 10% or one chapter of a book is acceptable, where the participant is studying with, or employed by, an educational institution.
Competency Outcome
There are two outcomes of assessments: S=Satisfactory and NS = Not Satisfactory. You will be awarded C=Competent if you have completed all tasks.
Assessment appeals process
If you feel that you have been unfairly treated during the assessment and you are not happy with your assessment and you are unhappy with the outcome you have a right to lodge an appeal. You must first discus with your trainer/assessor. If you would like to proceed further with the request you need to lodge an appeal to the Course Coordinator in writing outlining the reason(s) for the appeal.
Special Needs
Candidate with special needs will have their request for adjusts to suit these needs addressed immediately.
Application of the unit
This unit applies to all managers and team leaders who manage people. It covers work allocation and the methods to review performance, reward excellence and provide feedback where there is a need for improvement. The unit makes the link between performance management and performance development, and reinforces both functions as a key requirement for effective managers. This is a unit that all managers/prospective managers who have responsibility for other employees should strongly consider undertaking.
Elements / Performance Criteria / Assessment Tasks- Allocate work
- Assess performance
- Provide feedback
- Manage follow-up
Required Skills & Knowledge
Evidence of the following is essential: /
- documented performance indicators and a critical description and analysis of performance management system from the workplace
- techniques in providing feedback and coaching for improvement in performance
- knowledge of relevant awards and certified agreements.
Assessment Task 1: Allocate work
This task will give candidates an understanding of how to consult with relevant groups and individuals on allocating work, developing work plans, confirming performance standards, code of conduct, developing and agreeing on performance indicators and being able to conduct risk analysis in accordance with organisational and risk management plan and legal requirements.
1.Refer to an organisation you are familiar or one your assessor has discussed with you. List three (3) goals which could impact on a manager’s decision making process. List these three goals and describe each one in detail. (Guide 50 to 80 words).
Goals / Explanation of the goals- Read the scenario below and the sample of a “Work Plan Template” below and answer in the questions in small groups. Your assessor will observe your communication skills and how you engage with others in your class and provide you with feedback.
Scenario
Zanzibar is a small hospitality company based in Sydney. The Manager has decided that to stay on budget he would like to reconcile receipts and expenses monthly and annually. Therefore he has decided to ensure that each staff member collaborates and is responsible for handing in receipts and expense report by a certain due date. Staff before have been uncooperative and not always handing in their expenses on time therefore he was unable to reconcile expenses monthly to give to this manager.
WORK PLAN TEMPLATEGoal / To be more organized and help department stay on budget by reconciling receipts and expenses monthly and annually.
Task/s / Collaboration needs / Resource needs / Date due and frequency / Anticipated obstacle / Solution / Progress
Create budget binder with tabs for each member of the department.
Review expenses from last year to agree upon budget categories.
Create a tab for each department member.
Develop Excel spreadsheet with budget categories. / Each staff member gives me receipts and expense report using policy copies by the 3rd Tuesday of each month. / Binder, tabs, ruler, marker, Excel spreadsheet.
Time during a department meeting to review the budget categories and process with the staff. / 4th Tuesday of each month.
Complete binders by 6/3/15. / Not receiving expense reports and receipts on time from staff members. / Set up electronic reminder on calendars for each staff member for the Thursday prior and on the due date.
a)Explain how the manager would consult and give clear instructions to each of the staff members.
b)Explain how the manager would ensure that the work allocation is aligned to the organisation’s operational plan.
c)Explain how the manager would confirm each staff member’s performance standards and code of conduct (e.g. agreed set of rules relating to employee behavior/conduct).
d)Explain the meaning of performance indicators and what performance indicators would the manager have to put in place to ensure that each staff member is working towards the agreed goals?
e)Explain why you should conduct risk analysis when implementing goals?
f)Based on the scenario above, conduct a risk analysis of the likelihood of a negative event preventing the manager from reaching its goals and the likely consequence of such an event on organisational performance. Document your answer below.
g)Once risks have been identified and quantified, there are a number of mitigation strategies you can implement to manage the risk. Explain what these mitigation strategies could be.
Assessment Task 2: Assess Performance
1.In this task, you will be able to demonstrate your ability to design performance management and review processes to ensure consistency with organizational objectives and policies. Refer to the job description below and complete the following activities.
Job Description for Administrative Clerk
Purpose of the position
The Administrative Clerk is responsible for providing administrative and clerical services in order to ensure effective and efficient operations.
Scope
The Administrative Clerk reports to the Senior Administrative Officer and is responsible for providing administrative and clerical services. Providing these services in an effective and efficient manner will ensure that municipal operations are maintained in an effective and efficient manner.
Responsibilities
Provide administrative support to ensure that municipal operations are maintained in an effective, up to date and accurate manner
Main Activities:
Type correspondence, reports and other documents
Maintain office files
Open and distribute the mail
Take minutes at meetings
Distribute minutes
Coordinate repairs to office equipment
Provide support to Council to ensure that Council is provided with the resources to make effective decisions
Main Activities:
Maintain confidential records and files
Maintain records of decisions
Arrange for payment of honorariums
Research and assist with the preparation of motions, policies and procedures
Review and edit reports to the Board
Prepare correspondence for Board members
Prepare documents and reports on the computer
Schedule Board meetings
Prepare agendas for Board meeting
Administrative Assistant
Prepare packages for Board meetings
Attend board meetings
Record minutes and submit minutes for approval
Provide receptionist services
Main Activities:
Greet and assist visitors
Answer phones
Direct calls and respond to inquiries
Perform other related duties as required
Scenario
As a Manager, one of your responsibilities is to assist in the development of a management plan for members of your team. Sally has recently been employed in your organisation as an Administration Clerk.
Christine, a member of your HR team is unclear about what review procedures are sufficient for Sally. To assist Christine, you are to consult with your team and determine the Key Performance Indicators should be for this role as shown in the Job Description provided above.
a)Explain your understanding of a Performance Management System
b)Develop a Performance Management Plan for the position in the job description provided above. You can use the template attached as Appendix “A”.
c)What skills did Sally need to demonstrate to prove she was the person for the job?
d)Based on the skills in 3 above, briefly outline the performance requirements, standards and measures required. Consult and negotiate with your colleagues in your class.
e)Develop an individual performance plan. You can use Appendix “B” to complete this activity.
f)How will you track the performance plan you completed in Appendix “A”? Should it be formal or informal? Explain why?
g)Reflect on this performance management plan. What were you hoping to achieve by using the performance management plan?
h)What should you do to make this performance management plan work effectively?
- This task will give you an opportunity to train your colleagues in the performance management and review process, conduct performance management in accordance with your organisational protocols and timelines and monitor and evaluate performance on a continuous basis. Individually or in pairs read complete the activity.’
“Succession planning is the process and identifying internal people with the potential to fill key leadership positions in the company. “ (Wikipedia,2011) You have been asked to choose a member of your team to learn how to learn all aspects of your job. With a team member, acting as leading hand, discuss the skills that are required to perform your job and discuss their skills. Identify the variances in the skill level and determine what training is needed to bring their skills and knowledge to the level of manager within your organisation. You can use the template below to complete this activity.
Training Plan for:Department: / Date:
What training is needed / Business need solved / Priority link to business’s strategic plan / Time needed / Planning needed / Budget and notes
Assessment Task 3: Provide feedback
Instructions to the students
In this task you will learn how to provide feedback to staff on a regular basis, advise people of poor performance, provide on-the-job coaching and document performance in accordance with the organisational performance management system. Ensure you read each question in detail and provide detailed answers. You must demonstrate your ability to conduct research and have engaged with others in your class to discuss these questions.
3.1 Refer to the assessment task 2 and discuss why you should be assessing this staff member? (Guide: 2 paragraphs)
3.2 Explain what methods will you use to give feedback to the team member? Give three methods.
3.3 What will you do with the results of your feedback and why? (Guide: Two or more paragraphs).
3.4 Explain the importance of conducting structured formal feedback in accordance with organisational policy and procedures. Refer to relevant legislation in your answer.
3.4 Read the scenario below and complete this task.
Scenario
Your team leader is underperforming and requires more one-on-one training. The team leader is intimidated about the position. You need to build the team leaders skills and knowledge to motivate the team leader and build his/her confidence.
a)Use the template and develop a coaching plan to build the team leaders skills and knowledge.
COACHING PLANName:
Manager:
Date of meeting:
Employee activities
Areas where excellence in performance has ben demonstrated
Performance areas needing improvement
Success Measures
Additional items (i.e. training and professional development needed)
Milestones
Target Dates
b) Use the seven key elements of coaching by Larson and Richburg (2000) to analyse whether the plan that you have worked together to fulfill is effective by completing the table below. If you find a lack in any area, make recommendations on how you may close the gap.
Context:Clarity:
Commitment:
Course of action:
Confidentiality:
Chemistry:
Assessment Task 4: Manage Follow Up
Instructions to the students
In this task you will learn how to how to write and agree on performance improvement and development plans, seek assistance from human resources specialists, reinforce excellence in performance through recognition, monitor and coach individuals, provide support, counsel individuals and terminate staff in accordance with legal and organisational requirements.
Read the scenario below and either individually or in pairs, complete the following;
Scenario
John Smith works a sales representative for a large retail company. Peter Wayne his manager has noticed that John’s performance over the past 6 months has declined. He seems to be demotivated and there has been a number of complaints from other sales representatives about John’s behavior. John’s sales figures has declined and some of his customers had gone to other companies as they were not happy with the service John was providing.
4.1Explain how you would approach John to address the issues surrounding his performance. (Guide: 2 paragraphs)
4.2Explain what steps you would have to take to write and agree on performance improvement and development plans in accordance with organisational policies. (Guide: 2 paragraphs)
4.3What support services and specialist/s would you need to consult in order to review and put together a performance management plan for John? List at least three (3).
4.4How can Peter reinforce excellence in performance through recognition and continuous feedback?
4.5In this task, you are required to develop a Performance Management plan for John. You can use “Appendix C” to complete this task.
4.6Read the scenario below and complete this activity and using your knowledge of counseling an coaching coach John. Your colleague will act as the team member and your assessor will observe your coaching skills and complete the “Observation Checklist”.
Scenario
After three months, John is still not making any effort to respond to the improvement plan to improve their skills. He is still negative and this is not having a good impact on the rest of the team.
4.7Explain how you engaged with John and explain to him his poor performance and get John’s support and “buy-in” during the coaching session.
4.8Explain how you would handle any resistance to change and to the coaching session. (Give three examples)
4.9If John continues to underperform after you have given him all the required support what disciplinary actions could you put in place? What rules and regulations would you have to be aware of when implementing a disciplinary action? (Guide: 100 to 200 words or half a page). If the space below is not enough, type up your answer and attach it to the assessment task.
4.10Read the scenario below and complete this activity.
Scenario
John even after the coaching and counseling session still has not improved. His performance is still regarded as poor and his department has lost revenue again. You have decided to write a report to your General Manager explaining John’s performance and recommend that you would like to terminate John’s employment. Your organisation does not have procedures on how to terminate an employee.