BSBMGT502 Manage people performance

Introduction

For further information regarding assessment criteria including-

· Application of unit

· Elements and performance criteria

· Assessment requirements

· Modification History

· Performance Evidence

· Knowledge Evidence

· Assessment Conditions.

No pre-requisites for this unit.

To support your understanding of the assessment process and how to submit your assessment, we recommend that you review the Welcome Handbook available via Moodle. In the FAQs section, you find additional information on the assessment process, referencing materials and support.

We have provided the following resources to support you with your learning and assessments:

· Learner Guides: Information and examples aligned to the unit of competency that you are completing

· Resource Library: This includes additional materials, templates and readings to support you in your study

· Further websites to assist with your knowledge Handbook: Available via our resource library, a comprehensive list of websites to support your studies

Remember that as part of your course, a level of research will still be required but this will assist you to gain a deeper understanding of the application of your studies in a real-world application.

We have also provided forums on Moodle to assist you with queries that you might have in relation to your course and assessments.

Describe: Give a detailed account by recounting, characterising, outline and relating, in sequence, an event, situation, theory or point.

Explain: Clarify or elaborate on the facts. Focus on reasons how and why things happen or a why a particular point is important in the relevant context.

List: Using dot points, list a series of points, steps or stages that relate to the question.

Outline: Leaving out minor details, give an account of thing or a process outlining the main points of a topic.

Review: Provide a summary while analysing and commenting on the evidence, argument or other relevant points.

Summarise: Identify and interpret the most relevant features of a theory, discuss issue or detail, leaving out the finer details.

Develop: Involves the creation of the materials/activities/procedures to achieve the outcome. This is about designing and creating,

Implement: After materials/activities/procedures are developed, test all materials/procedures to determine if they are functional and appropriate for the intended audience.

Evaluate: ensures that the materials/activities/procedures achieve their desired goals and involves a detailed review including any recommendations for change and reasons.

The word counts have been provided as a suggested minimum response. In your qualification, a certain level of detail is required. If the word count says 80-100 words, and you provide 20, we will request for further detail.

If you provide 500 words, we will still review this but suggest to minimise the work on yourself. Trainer and assessors do have a tolerance that they apply when reviewing word counts but can request for further detail to be provided.

While cooperative effort and the sharing of information are encouraged, you must ensure your assignments and assessments are representative of your own effort, knowledge and skills. You must not take the work of others and present it as your own. Plagiarism may result in the assignment/assessment being deemed to be “not yet competent” by the assessor.

Students accused more than once of academic misconduct, including plagiarism, may be dismissed or cancelled from their course at the discretion of the National Training Manager.

Plagiarism can take several forms;

· Quoting from a book or an article without acknowledging the source

· Handing in someone else’s work as your own

· Stealing and passing off another person’s words or ideas and claiming them as your own

· Giving incorrect information about the source of a quotation or idea

· Downloading information from the internet without acknowledging the source

· Copying a section of a book or article and submitting it as one’s own work

· Presenting as a new and original idea or produce something which was derived from an existing source

If you are unfamiliar with how to reference, we recommend that you review http://www.citethisforme.com/harvard-referencing

Two types of citations are included:

In-text citations are used when directly quoting or paraphrasing a source. They are located in the body of the work and contain a fragment of the full citation.

Depending on the source type, some Harvard Reference in-text citations may look something like this:

"After that I lived like a young rajah in all the capitals of Europe…" (Fitzgerald, 2004).

Reference Lists are located at the end of the work and display full citations for sources used in the assignment.

Here is an example of a full citation for a book found in a Harvard Reference list:

Fitzgerald, F. (2004). The great Gatsby. New York: Scribner.*

National Training prefers that students utilises Harvard Style referencing. Generally, Harvard Reference List citations follow this format:

Books: Last name, First Initial. (Year published). Title. City: Publisher, Page(s).

Journals/publication: Last name, First initial. (Year published). Article title. Journal, Volume (Issue), Page(s).

Websites: Website name, (Year published). Page title. [Online] Available at: URL [Accessed Day Mo. Year].

The great thing with competency-based training is that you either deemed 'competent' (you can demonstrate the required skills and knowledge) or 'not yet competent' (at this time you haven't been able to demonstrate required skills or knowledge). The key word is "YET”.

Your trainer will provide you with feedback on your assessments so that you know what you have done well in your assessment and what you need to improve upon or fix. An "NYC" result does not mean that you have failed and that is it - you have the opportunity to try again. It could be that one question in your assessment was deemed not yet satisfactory and this is the only question that will require review.

For further information regarding Recognition of Prior Learning (RPL) and Credit Transfers (CT), please contact on our office on (03) 9674 0331

If you disagree with the assessment decision and result, you have the right to appeal and be reassessed if necessary. Details of the appeals process is contained in the Complaints and Appeals Policy & Procedure, provided to you prior to enrolment.

See Complaints and Appeals Policy & Procedure for more details.

This is a summative assessment. Summative assessments are a measure against a particular benchmark. It gives an indication of your competence against the benchmark and is often referred to as ‘assessment of learning.’

For this unit you will complete the following assessment activities:

You are to develop two (2) work plans to demonstrate how you would liaise with stakeholders in the workplace and plan a process for implementation of these requirements.

You are required to review the National Camper Trailers Pty. Ltd. NCT Business Plan, HR Strategic Plan and HR Operational Plan. These documents will provide you with the necessary consultation and knowledge to develop the following required Work Plans.

Develop two (2) Work Plans.

· Work Plan: For a Position Description; and

· Work Plan: For a formal Warning Process.

· Allocate work in a way that is efficient

· Cost-effectiveness

· Outcome focused

· Confirm standards and code of conduct

· Work outputs with related teams and individuals

· Agreed performance indicators with relevant staff prior to commencement of work

· Risk analysis in accordance with the organisational risk management plan (Likelihood v’s Consequence)

Assessment Workbook – BSBMGT502 5 | Page Version 3.3

Heather, the HR & WHS Manager has asked you to design a Performance Management and Review Procedure for National Camper Trailers.

Review Fairwork Performance Management tools in the attachments.

Using them as a reference, design your own Performance Management and Review Procedure.

We recommend that you utilise the template below and update each point provided.

However, if developing your own template, please ensure that you include the following:

· Processes are consistent with NCT organisational objectives and policies you reviewed in Assessment 1 – Project

· Explain performance measurement systems utilised within the organisation

· Conduct performance management in accordance with organisational protocols and time lines

· Explain how the monitoring and evaluation of performance will be on a continuous basis

· How performance will be documented in the performance management system

· How formal structured feedback sessions will be conducted - If necessary

· Describe staff development options and information

· Outline relevant legislative and regulatory requirements

· Outline relevant awards and certified agreements

· Explain unlawful dismissal rules and due process

National Camper Trailers (NCT) recently conducted a customer survey to evaluate product quality and staff service provided. It was reported that one of NCT staff members, Craig Norton from the sales department, was rude to a customer and wouldn’t return the customers calls after the sales transaction was processed.

It was discovered in follow up conversations and meetings with Craig that he found the customer (who was Asian) was difficult to understand and when questioned Craig said “I won’t tolerate wasting 5 minutes of my life I can’t get back talking to that. I got the sale, what more do you what?”

Using the Performance Management and Review Procedure you developed in Part A, document performance in accordance with the organisational performance management system and document a formal structured feedback session you will conduct with Craig. In addition, document formal structured feedback with Craig’s manager to ensure their team is fully aware for organisations expectations.

Note: Refer to; Fairwork Tool 2 – Performance -review-discussion-plan

Develop two (2) formal structured feedback sessions

3) Feedback session with Craig to identify the issue and set actions

4) Feedback session with Craig’s manager (Gary Luck) to identify the issue and set actions

Upload Documents

Section 1

Develop a Performance Improvement and Development Plan

Damian has only been with NCT for four (4) months and is a member of the assembly and fit-out team.

It has been identified through your recently implemented Performance Management and Review Procedure that an employee of National Camper Trailers, Damian Townsend, is not meeting his agreed KPI’s. His KPI is a conservative minimum of one (1) a week.

In the last month Damian has been floundering at his work station and only completed two (2) full fit-outs in that time. His colleagues are averaging 2.4 per week.

Develop a Performance Improvement and Development Plan for Damian Townsend in accordance with organisational policies.

1) Monitoring, evaluation and feedback arrangements of the individual will be performed

2) Coaching and training arrangements of individual

3) Support services

4) Section for Damian to agree to this plan.

Unfortunately, after a further four (4) weeks Damian’s productivity has not improved, and his appointed mentor/ coach has reported that Damian is disengaged and not motivated to perform.

Damian is not honouring agreed meetings with the mentor/coach or agreed targets. It is reported that Damian has provided no reasonable excuse for not turning up to a meeting, he says he “Forgot” even when he was reminded five (5) minutes before the meeting and then disappeared.

Describe how you would counsel Damian who is performing below expectations and outline in detail the disciplinary process you would implement. (80-120 words)

Describe the process you would follow to terminate staff in accordance with legal and organisational requirements where serious misconduct occurs or ongoing poor-performance continues (As is the case with Damian) (100-200 words)

In managing peoples’ performance, it’s important to keep good records and document in accordance with the organisational Performance Management System.

List below five (5) documents you would need to record and document on Damian’s employee file.

Outline below, each of the following five (5) legislative and regulatory requirements in relation to managing performance (100-200 words)

Explain below, performance measurement systems that would be utilised within an organisation (60-100 words)

In your own words, explain below unlawful dismissal rules and due process (30-60 words)

List and describe three (3) staff development options and information you could implement in an organisation. (20-40 words each)

When developing a Work Plan, who might you need to consult with to determine the correct processes, requirements and agreed performance indicators? (50-100 words)

How might this consultation occur?

Describe in detail, how you would train participants in the Performance Management and Review process you have designed in Assessment 1 Part B (80 - 100 words)

Describe how you would provide Performance Management informal feedback to staff on a regular basis. (60-100 words)

Describe how you would advise relevant people where there is poor performance and take necessary actions (60-100 words)

Describe how you would provide on-the-job coaching when necessary to improve performance and to confirm excellence in performance (60-100 words)

In reference to Case Study PART C Section 1 (initial Development of Performance Improvement and Development Plan). Would you seek human resource specialists in this scenario? If so, describe what you would seek assistance on. (40-80 words)

Describe how you would reinforce excellence in performance through recognition and continuous feedback. (40-80 words)

***End of Assessment***