Please complete the following activities and hand in to your trainer for marking.This forms part of your assessment for BSBMGT502: Manage people performance

Name: _____Hussain Hazzazi________________________________________________________

Address: _316/100 Plenty Road Preston 3072 ____________________________________________________________

_____________________________________________________________

Email: [email protected]_____________________________________________________________

Employer: student at RMIT _____________________________________________________________

Declaration

I declare that no part of this assessment has been copied from another person’s work with the exception of where I have listed or referenced documents or work and that no part of this assessment has been written for me by another person.

Signed: _____________________________

Date: _19/08/19 ___________________________________________________________

If activities have been completed as part of a small group or in pairs, details of the learners involved should be provided below;

This activity workbook has been completed by the following persons and we acknowledge that it was a fair team effort where everyone contributed equally to the work completed.We declare that no part of this assessment has been copied from another person’s work with the exception of where we have listed or referenced documents or work and that no part of this assessment has been written for us by another person.

Learner 1: ____________________________________________________________

Signed: ____________________________________________________________

Learner 2: ____________________________________________________________

Signed: ____________________________________________________________

Learner 3: ____________________________________________________________

Signed: ____________________________________________________________

Competency Record to be completed by Assessor

Learner Name: __Hussain Hazzazi________________________________________

Date of Assessment: __20th September, 2019_______________

Date of Result Advice:

The learner has been assessed as competent in the elements and performance criteria and the evidence has been presented as;

	Assessor Initials
Authentic	E. V. S
Valid	E. V. S
Reliable	E. V. S
Current	E. V. S
Sufficient	E. V. S

Learner is deemed: COMPETENT NOT YET COMPETENT(Please circle)

If not yet competent, date for re-assessment: Monday 16th December, 2019

Comments from Trainer / Assessor:

Dear Hussain,

Well done with your effort so far in unit BSBMGT502.

I have marked your assessment there are some questions that need to be re-visited and re-submitted.

Please see my feedback on the following:

Activity 2.2 - 2.4

Activity 3.1-3.5 – Question 8

Activity 4.1 – 4.6 – Questions 1 & 5

Skills & Knowledge Activity Question 4

Major Activity Question 4.

Let me know if you have any questions.

Regards Vicky Sanos

=NYC

__________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Assessor Signature: ________________________________________________________

Observation/Demonstration

Throughout this unit, you will be expected to show your competency of the elements through observations or demonstrations. Your instructor will have a list of demonstrations you must complete or tasks to be observed. The observations and demonstrations will be completed as well as the activities found in this workbook. An explanation of demonstrations and observations:

Demonstration is off-the-job

A demonstration will require:

Performing a skill or task that is asked of you

Undertaking a simulation exercise

Observation is on-the-job

The observation will usually require:

Performing a work based skill or task

Interaction with colleagues and/or customers

Your instructor will inform you of which one of the above they would like you to do. The demonstration/observation will cover one of the unit’s elements.

The observation/demonstration will take place either in the workplace or the training environment, depending on the task to be undertaken and whether it is an observation or demonstration. Your instructor will ensure you are provided with the correct equipment and/or materials to complete the task. They will also inform you of how long you have to complete the task.

The learners will need to demonstrate they can:

1. Allocate work

2. Assess performance

3. Provide feedback

4. 4. Manage follow up

You should also demonstrate the following skills:

Learning

Reading

Writing

Oral communication

Numeracy

Navigate the world of work

Interact with others

Get the work done

Activities

Activity 1.1

Estimated Time

45 Minutes

Objective

To provide you with an opportunity to consult relevant groups and individuals on work to be allocated and resources available.

Activity

There are three goals that impact on a manager's decision-making process.List and briefly explain each in your own words.

There are 3 goals impact on managers decision, which are :

1- Strategic Goal: Strategic objectives are the ultimate goals of the organization which tell what organization would achieve in the next 5 years. The goals are developed by a director when he does SWOT analysis. Strategic goals established after knowing the market need of products and what customer needs from organization products.

2- Tactical Goal: Tactical goals are such goals which support strategic objectives of the organization. These goals show what level of achievement is vital in the department to achieve the purpose of the organization. If strategic goals increase, then tactical objectives also increase. Manager decisions impact on these goals.

3- Operational Goal: These relate to teams in departments. These goals determine at the lowest level of the organization. The manager established the roles and responsibilities of each employee and decided on how to manage them.

20/09/2019

Satisfactory Result

Regards

Vicky Sanos

Case study exercise: In groups of three or four, discuss how you would allocate work and resources on a project to refurbish a new office for an organisation and note this down.

To refurnish a new office for an organization:

1- I first make a proper plan and define different milestones.

2- setting milestones

3- I allocate resources to each milestone.

4- Make a WBS of a project and work divide into small iterations. When work divides into small portions, then I assign work to each team member separately and allocate resources according to their work. One member is responsible for the purchase; he purchases supplies for the office. The second person is responsible for dealing with suppliers. The third person is responsible for the documentation of the whole project. To allocate resources and work manager should first make a proper plan.

20/09/2019

To confirm, This was conducted in class during training and Hussain participated adequately in the group activity.

Satisfactory Result

Regards

Vicky Sanos

Activity 1.2 -1.6

Estimated Time

1 Hour

Objective

To provide you with an opportunity to develop work plans in accordance with operational plans; allocate work in a way that is efficient, cost effective and outcome focussed; confirm performance standards, Code of Conduct and work outputs with relevant teams and individuals; develop and agree performance indicators with relevant staff prior to commencement of work; and conduct risk analysis in accordance with the organisational risk management plan and legal requirements.

Activity

Using your knowledge of your department and the nine steps of the allocation work plan, explain how your department allocates their resources.

In each step of this process, provide an example on how you believe the plan was researched, the stakeholders who were consulted and how work was allocated.

Do you believe that the plan that you organisation uses could be enhanced?Give examples of how you believe the system could be improved.

1. Providing clear instruction

----------------------------------------------------------------------------------------------------------------------------A good manager triggers their team members and open door of opportunities for staff. In the organization, the manager should provide explicit guidance to their staff members; in these instructions its clearly mention what goal and objective is and what is a task.

Example

In an organization, there is a channel through which team members interact with each other and share their ideas and problems. There is a hierarchy in the organization if a team member has any problem, then they resolve by consulting with other team members. If the problem does not address, then share the problem with the team leader. If the problem still unsolved, then he/she directly communicate with the manager. This communication style is best for organization. Team leader allocate work to staff and monitor whole team after completion of milestone team leader responsible to report manager on team performance. There is no need to improve plan of organization.

-------------------------------------------------------------------------------------------------------------

2. Identifying the consulting with key stakeholders

-------------------------------------------------------------------------------------------------------------------------------A stakeholder is an essential part of the organization. A stakeholder is a character who is a user of product and services and directly or indirectly affected by the actions of the organization. There two types of stakeholder one is an external group and individual and second is internal group and individual.

External group and individual include companies, suppliers, trainers, and network providers. A manager must consult with external group and individual before starting any project. Whereas Internal group, individual staff and team members. They help in work and give feedback.

Example

When organization start any project then manager and leaders consult with companies, suppliers and trainers for sponsorship and help in project like suppliers’ supply equipment’s of project. The work is divided between suppliers in which manager give detail about equipment’s which they need during development of project. On the other hand, manager allocate work to team leaders and team leaders further allocate work and resources to project development team. This way is best to allocate work and resources because team leader knows every team member expertise and skills.-----------------------------------------------------------------------------------------------------------------------------------------20/09/2019

Satisfactory Result

Regards

Vicky Sanos

3. To make sure that work is allocation in alignment with operational plans

---------------------------------------------------------------------------------------------------------------------------------To allocate work, first manager generates an operational plan for the project. In the team, many people have various skills and expertise. The manager should allocate work according to skills and knowledge, not according to availabilities. Make sure that team complete task within the estimated budget and time.

With external stakeholders like suppliers and the company’s management should consult before starting the project. Give them a brief about project goals, objectives, and services.

Example

When starting a project, contract with external parties and suppliers. In this contract, each rule mentioned. Allocate work to the team according to the operational plan and milestones and clearly define the estimated time of a task.

4. To allocate work as per the organisation’s policies and procedures and cost effectively – In this step you are to discuss what would happen if too many staff were off work sick and a large demand for an order needed to be processed.How would the resources be re-allocated?

-----------------------------------------------------------------------------------------------------------------------------When the manager allocates task, then he should be aware of organization sources and period to complete the task. When making a schedule, make sure quality and productivity not effected due to a tight schedule. If too many staff were off work sick and a significant demand for an order needed to be processed, then the manager should relocate work. Increase the working hours of team members and reward them on these extra working hours.

Example

A company making products from plastic. Internal and external suppliers chosen for supplying good quality plastic to the company. The demand for products increases within a tight timeframe. When manger contact with the regular supplier then manger found that supplier unable to supply plastic on time. Supplier referred another supplier. As a project manager its isresposibilty of manager when choose any supplier then must sign contract form these suppliers so they not leave job on tight time frame.

-------------------------------------------------------------------------------------------------------------

5. Communicating and collaborating plans with others. - What communication processes are in place?Are they sufficient for your needs?Give an example for your answer

-------------------------------------------------------------------------------------------------------------------------------------Communication is the most crucial part of organizational success. The way of communication is varied according to need and requirements.

Example

Communication process changed according to the situation. In usual routine manger prefer that staff send email and share problems and ideas. In case of emergency staff directly call to a manager for their issues----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

6. Confirming performance requirements

----------------------------------------------------------------------------------------------------------------------------Performance requirements are a list of responsibilities that group or individual should complete within the expected time. Performance requirements are a list of each team members job. In performance requirements, list date is mentioned in which task is completed and mentioned standards of performance that should be met------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

7. Following performance indicators

-------------------------------------------------------------------------------------------------------------------------A performance indicator is used to measure the progress of organization. Performance indicator reflects organization goals. There are two kinds of indicator in organization one is financial second is non-financial---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

8. Developing individual work plans

--------------------------------------------------------------------------------------------------------------------Any project broken down into small event and work is divided into small tasks. These small tasks allocate to an individual or group to achieve objectives and goals.

9. Undertaking risk analyses in accordance with the organisation’s risk management plans and legal requirements.

---------------------------------------------------------------------------------------------------------------------Risk is always connecting with all project; if risks are not mitigated at start of a project, then it causes project failure and project termination. The manager should develop a mitigation plan for risks and apply these mitigation strategies throughout the development of the project

20/09/2019

Satisfactory Result

Regards

Vicky Sanos

Activity 2.1

Estimated Time

45 Minutes

Objective

To provide you with the chance to design performance management and review processes to ensure consistency with organisational objectives and policies.

Activity

What is a performance management system?

-------A performance management system is used to manage the performance of groups. It provides documents and process that guide workers on how to perform, and performance management system also contain feedback regarding performance issues.

20/09/2019

Satisfactory Result

Regards

Vicky Sanos

Job Description

Purpose of the position

The Administrative Clerk is responsible for providing administrative and clerical services inorder to ensure effective and efficient operations.

Scope

The Administrative Clerk reports to the Senior Administrative Officer and is responsible forproviding administrative and clerical services. Providing these services in an effective andefficient manner will ensure that municipal operations are maintained in an effective andefficient manner.

Responsibilities

1) Provide administrative support to ensure that municipal operations are maintained in aneffective, 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

2) Provide support to Council to ensure that Council is provided with the resources to makeeffective 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

3) Provide receptionist services

Main Activities:

· Greet and assist visitors

· Answer phones

· Direct calls and respond to inquiries

4) Perform other related duties as required

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 Assistant.

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.

Develop a Performance Management System for the position in the job description provided above.

----------Sally joins the organization as an administrative assistant. Sally is responsible for Prepare packages for Board meetings, Attend board meetings and Record minutes and submit minutes for approval.

What skills did Sally need to demonstrate that she was the person for the job?

----Sally need following skill for this job:

Sally should good speaker, communicate in effective manners so she can attend a board meeting, and perform their task efficiently.

She should be a sound recorder and record every minute of meeting for approval.

Based on the skills in 3, briefly outline the performance requirements, standards and measures required.Consult and negotiate with the team.

------------------------------------------------------------------------------------------------------------------Performance requirements for this job are that she writes down all points of meeting and provide excellent packages for meeting to make meetings more successful. Standers are that is always present in all meetings and communicate with others to share the best ideas and give feedback on meeting discussion.------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Develop an individual performance plan.

------Manager improves individual performance plan by allocating work to an individual. The manager meets with employees; both should be agreed to a performance plan for the estimated time frame. Goals are clearly defined in an individual performance plan.

For example, Sally performance plan contains the time and date of meeting which she attends. It also responsibility of sally to record essential points of meeting and get approval form board.

How will you track the performance plan you completed in Appendix Eight?Should it be formal or informal?Why?

--------The best way to track performance of employee is that check report of actual work and a work plan planned for her work. Compare both report and check either employee follow plan or not. Check is there any variance between plan work or actual work. This variance should be positive if this variance is negative its mean employee does not meet performance standards. Meeting should be set with each employee which enable employee and manager to make assessment about performance, employees share their problems and also get feedback form employees. This is formal way because in meeting both manager and employees able to talk and give feedback.

-------------------------------------------------------------------------------------------------------------20/09/2019

Satisfactory Result

Regards

Vicky Sanos

Reflect on this performance management plan.What were you hoping to achieve by using the performance system?

-----Performance management plan is necessary for individual to achieve the organizational expectations and standards to complete task within estimated time and budget. Without performance management plan manager does help to keep employees on track and identify where they need help and any gap training. Because of this performance management plan manager manage performance of individual employee and achieve objective and goal which associate with performance of employees.

What should you do to make this system work?

------By integrating the performance management system into the organization’s overall planning cycle. managers play a vital role in implementing the system. It needs to correlate with the organization’s strategic and operational objectives.

20/09/2019

Satisfactory Result

Regards

Vicky Sanos

Activity 2.2 - 2.4

Estimated Time

30 Minutes

Objective

To provide you with an opportunity to train participants in the performance management and review process; conduct performance management in accordance with organisational protocols and time lines; and monitor and evaluate performance on a continuous basis.

Activity

Succession planning is the process of identifying people within an organisation who have the potential to fill future management and leadership positions.

Case study exercise: You have been asked to choose a member of your team who can learn all aspects of your job (with succession planning in mind). With a person from your group acting as the identified person, 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.

Training Plan for:Dept:Date : Comment by eudokia sanos: Dear Hussain, Please complete the table as a hypothetical situation in your workplace where you identify a person’s skills and knowledge and what they need to develop on, or be trained on to help develop higher level of skills and knowledge to be a manager or leader of a team (job promotion) Please resubmit Regards Vicky Sanos =NYS

Dear Hussain,

Please complete the table as a hypothetical situation in your workplace where you identify a person’s skills and knowledge and what they need to develop on, or be trained on to help develop higher level of skills and knowledge to be a manager or leader of a team (job promotion)

Please resubmit

Regards

Vicky Sanos

=NYS

What training is needed	Business need solved	Priority link to Business Strategic Plan	Time Needed	Planning Needed	Budget & Notes

Use the Performance Management Timeline todetermine how the succession planning arranged above can be planned, including reviews, training and how the team leader can measure their performance.

Performance Management Timeline

General

All staff members participate in the performance review process, and all members receive a written report of their performance of one year.

Probationary staff

Probationary staff receives their performance report during time of their probationary period. Second performance evaluation report generated before confirming permanent status for an employee.

Special cases/interim reviews

Manager conducts an evaluation of employee performance in special case. Special case means when manager reorganize some employee give outstanding performance or unsatisfactory performance. Some time employee also requests for their performance evaluation when employee believe that his performance evaluation is beneficial.

Performance planning/review meetings

In review meeting employee conduct a meeting with evaluator to discuss performance. This meeting held after receiving written performance evaluation, employee request for follow-up meeting with evaluator or manager. This meeting should be taking place within 14 days of request.

Documentation

Every employee has personal file in organization and Performance evaluation report are kept in personal file of employee to keep record of every employee’s performance.

What behaviours should the team leader demonstrate?

Team leader is a person who lead whole team and performance of team is dependent on team leader. Team leader behaviour not aggressive with team. Team leader should motivate their team and clearly describe goals and objective to their team.

Activity 3.1-3.5

Estimated Time

1 Hour

Objective

To provide you with an opportunity to provide feedback.

Activity

Feedback is important because it allows/provides management and staff information on areas where they can improve.

Using the information that you have developed in Activity 2.1-2.4, answer the following questions.

1. Why are you assessing this staff member?

------------------------------------------------------------------------------------------------------------------Assessing staff members according to their performance evaluation report. Employees are rewarded whose performance is outstanding. It is important to give feedback to staff on daily basis and then they improve their performance.

20/09/2019

Satisfactory Result

Regards

Vicky Sanos

2. On what functions, skills, behaviours, or activities is this assessment based?

-----It required to soft skill, to be more flexible with answered that is provided by candidate and increase the confidante by putting a trust cycle between employee and managers.

20/09/2019

Satisfactory Result

Regards

Vicky Sanos

3. On what standards is this assessment based?

-----This assessment is based on individual work plan standards and industry. In individual plan goals and objectives are clearly define and staff performance evaluate according to plan.

20/09/2019

Satisfactory Result

Regards

Vicky Sanos

4. What are the facts of the situation?

-----Every employee need feedback on their performance. Feedback is a process through which employee improve their performance and share their problems with leaders and manager.

20/09/2019

Satisfactory Result

Regards

Vicky Sanos

5. What do you plan to do with the results of your feedback?

------------------------------------------------------------------------------------------------------------------After getting feedback form leaders and manager employee should improve their work according to feedback. Feedback ensure that they are performing according to expectation of organization. Change plan according to feedback if needed.

20/09/2019

Satisfactory Result

Regards

Vicky Sanos

6. What methods will be used to give feedback to the team leader?

--------There are many methods of giving feedback. The best method is to conduct meeting with team leader and share problems, discuss general performance issue and identify important area. In meeting two person directly communicate with each other and this is best way to give quick positive feedback to help them improve.

20/09/2019

Satisfactory Result

Regards

Vicky Sanos

7. Provide feedback to your appointed team leader to say that he/she is underperforming and requires more one-on-one training. The team leader is intimidated about the position. You need to build the team leader’s skills and knowledge to motivate the team leader and build his/her confidence.

Feedback:

You are most skilled person for this job and hope you will manage all work with your expertise and skills. Hope you perform your best and give best results to organization. After complete training you know how to use your skills and how to lead staff with your expertise.

Conducted in pairs in class

20/09/2019

Satisfactory Result

Regards

Vicky Sanos

8. Develop a coaching plan addressing these issues

Dear Hussain, Comment by eudokia sanos: Dear Hussain, Please complete the coaching plan below according to the feedback you have provided above. Please resubmit Regards Vicky Sanos =S

Please complete the coaching plan below according to the feedback you have provided above.

Please resubmit

Regards Vicky Sanos

=NYS

Coaching Plan

Name: ____________________________________

Manager: __________________________________

Date of meeting: _____________________________

Areas where excellence in performance has been demonstrated

You are performing best in requirement gathering process with stakeholders and clients. You gather all requirements completely and understand what customer want and what their needs.

Performance areas needing improvement

You need to improve your estimation skills. You not clearly estimate time and cost of your task. Use estimation software to improve your estimation skill and performances.

Additional items (i.e. training and professional development needed)

Make sure you completely focus on work performance. Not involved in private issues and be professional. Personal issues are not your concerns even it effects performance. Only focus on professional work.

Next steps

8. The informal feedback that the team leader has received does not seem to be working. With your team, develop a more structured feedback session that addresses the team leader’s needs and organisational policy.

There is some good quality of leaders, make sure you have all these qualities:

 Expert leaders can delegate task efficiently and increase work productivity.

 Employee trust on leader and work harder for company values.

 Good leader fine tuning existing process and role to increase productivity of team.

9. The informal feedback that the team leader has received does not seem to be working.With your team, develop a more structured feedback session that addresses the team leader’s needs and organisational policy.

Dear Hussain,

Please complete question 9 above.

Please resubmit

Regards Vicky Sanos

=NYS

10. Use the seven key elements of coaching by Larson and Richburg (2000) to analyse whether the plan that you have worked together to fulfil is effective.If you find a lacking in any area, may recommendations on how you may close the gap.

Dear Hussain,

Please complete question 10 according to the gap you find from question 9 avove.

Please resubmit

Regards Vicky Sanos

=NYS Comment by eudokia sanos: Dear Hussain, Please complete question 10 according to the gap you find from question 9 avove. Please resubmit Regards Vicky Sanos =NYS

Context:

Coach provides best solution of problems within context of organization. Coach should completely understand issues according to culture and competitive demand of organization.

Clarity:

Leader should clearly define objective and goals, what is expected to change and give brief about coaching process.

Commitment:

There is contract between organization and leaders, leaders support organization changes and organization support leader.

Course of Action:

Leader and coach develop a plan in which goals and objectives are clearly define. In this plan strategies are also defined with the help of these strategies’ leader become more efficient.

Coachability:

Coaching is varying with situation. Sometime coaching is very effective, in some cases, coaching would not be productive.

Confidentiality:

Coach must be trustable.

Chemistry:

Leaders and coach report any issue and interact with each other to secure relationship.

Activity 4.1-4.6

Estimated Time

1 Hour

Objective

To provide you with an opportunity to write and agree on performance improvement and development plans in accordance with organisational policies; seek assistance from human resources specialists where appropriate; reinforce excellence in performance through recognition and continuous feedback; monitor and coach individuals with poor performance; provide support services where necessary; and counsel individuals who continue to perform below expectations and implement the disciplinary process if necessary.

Activity

Case study exercise: The new sales figures are in and they are not good. All feedback shows that the fault is not due to the product, as the customers have advised you that the product exceeds their expectations, not only in terms of quality performance but also in terms of price.

You personally visit your team and find that morale is very low. Several weeks ago, a member of their team was killed when a wall of parts fell on them when a shelf snapped. After WorkSafe closed down the factory for a week, it was re-opened. The company hired to supply the shelving and build it did not maintain its duty of care to provide safe equipment. Both the client and to a lesser degree the company was fined.

Staff had reported the shelving and the company had failed to take the correct action. Your first aim is to suggest ways in which to change this negative attitude.As this is outside your field of knowledge, identify what HR experts will be able to assist you in changing the negative morale of staff.

As a group exercise – choose a member of the group to act as your HR contact, a trainer, and a member of the work team and answer the following questions.

1. Consult with your HR contact on the above issue and discuss what you can do to help your team and their performance at work.

Make recommendations in regards of ways in which the team has more control of the environment. What training could you provide the team to give them the skills to take more control of their environment?

---------------------------------------------------------------------------------------------------------------------Innovation in team come from inspirations. Team manager should provide balancing budget and schedule to team members. Leader should be set priorities, role and goals for their team members. Leader have clear vision and he/she know about team work on daily basis. Leader help in increasing the productivity of team members. To reach higher performance level leaders of team willing to take risks. When start a new year it is best to look back. Streamline process done between team member and leader. In this process team members and leader focus on problem and barrier that create problem in doing work and try to fix these problems. Leaders done brainstorming of every team member to understand about problems.—

Dear Hussain,

Please complete the question above based on the Case Study provided and not as a generic answer.

Please resubmit

Regards Vicky Sanos

=NYS Comment by eudokia sanos: Dear Hussain, Please complete the question above based on the Case Study provided and not as a generic answer. Please resubmit Regards Vicky Sanos =NYS

2. What recognition do you believe that team members should be given to build confidence and morale?

----Motivation is most important factor for successful team. Manager should be motivational who motivate their team in difficult and tough time. Manger should take feedback from all team members and allow then to share their ideas for organization success. Allow every employee to freely talk. If one employee done any mistake, then it’s not necessary that he/she always done same mistake may be next time his/her performance is outstanding. So always motivate team with good words and rewards.

Satisfactory

Regards Vicky Sanos

3. How can you determine whether the training, coaching or mentoring is successful?

Include feedback discussions with both the trainer and the team member to further investigate this.

Satisfactory, you may also consider whether the employee is demonstrating their improvements when they are working on the job.

Regards Vicky Sanos

------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Any employee who is not performing well and not meeting their performance expectation should be given training and coaching. There are some steps that manager should do determine training, coaching and monitoring is successful or not

4. What support services should the team be supplied with?

------ There are some support services that should be supplied to team. These services provided to employees who are in difficulties. This is usually paid by employees. These services provided in difficult situation just like in case of death, divorce, family issues and depression.

Satisfactory, you have listed important issues that employees may need support on, however, you may also consider areas to improve performance on the job with skills, computer knowledge techniques etc…

Regards Vicky Sanos

After three months, two members of your team are not making any effort to respond to the changes made internally and have not taken advantage of the opportunities to improve their skills. They are still negative and this is not having a good impact on the rest of the team.

5. Use your knowledge of counselling to develop a counselling session to address these issues.

------------------------------------------------------------------------------------------------------------------Performance problem generate many issues at workplace in such cases professional counsellor play important role to resolve these issues. Sessions are effective because they involve whole team and groups and identify their behaviour and activities which cause problem. Counsellor directly communicate with those members who not making any effort to respond to the changes made internally and have not taken advantage of the opportunities to improve their skills, try to solve their personal issues and make sure their behaviours do not effect rest of team performance.

Dear Hussain, please complete the counselling plan template to meet the question requirements for question 5 above.

Regards Vicky Sanos

=NYS

Appendix Seven: Counselling Plan

Counselling Session Plan

1.Schedule a confidential meeting with the employee

2. Set and maintain a positive attitude

3. Be cooperative, professional and focused

4. Seek clarification

5.End on a positive note

6. Prepare a written summary

7. Follow up with the employee

-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Activity 4.7

Estimated Time

45 Minutes

Objective

To provide you with an opportunity to terminate staff in accordance with legal and organisational requirements where serious misconduct occurs or ongoing poor-performance continues.

Activity

Your organisation does not have procedures on how to terminate an employee.

Access the FairWork Australia site URL Address: www.fwa.gov.au

1. Discuss what you will need to do to initiate and terminate a member of your team’s employment.If necessary, set the procedure out in a flow chart.

--- There are few things that keep in mind when terminate an employee from organization:

 Write down everything before terminate employee. Documentation tale some time but it is most important because documentation support our decisions.

 Communicate with employee and try to solve issue before terminating any employee. Start from begging and explain their performance issue and how their performance effect organization goals.

 Conduct a written counselling. It outlines the area that employee should need to improve.

 When all else fail then there is time to terminate employee. Before termination review all documents. Contact with counsel and HR department and share decision with HR department, if HR department support manager decision then give proper resignation latter to employee and clear his/ her all accounts.

Satisfactory

Regards Vicky Sanos

Skills and Knowledge Activity

Estimated Time

1 Hour

Objective

To provide you with an opportunity to demonstrate your knowledge of the foundation skills, knowledge evidence and performance evidence.

Activity

Complete the following individually and attach your completed work to your workbook.

The answers to the following questions will enable you to demonstrate your knowledge of:

· Learning

· Reading

· Writing

· Oral communication

· Numeracy

· Navigate the world of work

· Interact with others

· Get the work done

· Outline relevant legislative and regulatory requirements

· Outline relevant awards and certified agreements

· Explain performance measurement systems utilised within the organisation

· Explain unlawful dismissal rules and due process

· Describe staff development options and information.

Answer each question in as much detail as possible, considering your organisational requirements for each one.

1. How would you communicate expected standards of performance, effective feedback and to coach staff who need development?The feedback is communicated time to time to keep the performance effective and efficient who require the development. Also, the following ways are followed to communicate the expected performance stands feedback to the coach staff.

Pay that forward

Be specific

Never wait for the review

Make is single or one on one

Ending with the positive note

Use communication channel or method

Focus on the efforts of staff

Always focus on the performance of staff not on their personality

Satisfactory

Regards Vicky Sanos

2. How would you use risk management skills to analyse, identify and develop mitigation strategies for identified risks?The risk management skills are used before the project started because during the project risk may affect the whole project. So, before project start risk are mitigate by preparing the risk management plan. In risk management plan, first risks are identified then risk exposure and impact is calculated and they can be classified according to their impact and then their mitigation strategies are proposed. During the project risk are monitored if they are occurred then risk mitigation strategies are adopted if that fails then contingency plan is followed to overcome them.

Satisfactory

Regards Vicky Sanos

3. How would you ensure a planned and objective approach to the performance management system?The planned and objective approach to performance management system is ensure by measuring the performance of the work and task. Performance is measure using the variance method. If variance is negative, then corrective actions is taken. However, during project variance is calculated for each task and activity and where result is negative then effective and efficient decision is made.

Satisfactory

Regards Vicky Sanos

4. Document your company’s policies, or an organisation that you can use as an example, on Work Health and Safety, environmental issues, equal opportunity, industrial relations and anti-discrimination.The health safety and welfare policies which are currently in place are:

Ensure that contractors, team member, and workers can understand their roles and responsibilities to contribute the safety, health, and welfare in the working environment.

Providing the wide range of training along with Health, Safety and welfare handbook which can supplement the policy for all stakeholders in the project.

Take a reasonable step to ensure that work environment and with safe egress and access within the workplace.

Reasonable steps are taken to ensure that all equipment of a project is safe and working for the purpose intended.

Work placements are assessed for those who are undertaking the work experience or on a job to ensure that they provide the safety and healthy environment for work.

Undertake the risk management plan to mitigate and overcome the risk.

Dear Hussain, Comment by eudokia sanos: Dear Hussain, You are required to provide the workplace policies and WHS requirements and standards to maintain safety in the workplace at all times If you do not have access to the hospital please use the Monash University website policies and safety procedures via the link below: write about what the organisation’s policies are for Safety WHS, discrimination, bullying etc… https://www.monash.edu/ohs/report-incident-hazard Regards Vicky Sanos =S

You are required to provide the workplace policies and WHS requirements and standards to maintain safety in the workplace at all times

If you do not have access to the hospital please use the Monash University website policies and safety procedures via the link below: write about what the organisation’s policies are for Safety WHS, discrimination, bullying etc…

https://www.monash.edu/ohs/report-incident-hazard

Regards Vicky Sanos

Not yet satisfactory

=NYS

5. Identify three relevant awards and certified agreements. What are the benefits of attaining them?

PMI Fellow Award: Highest and most prestigious awards provided by PMI (Project Management Institute) for the services to profession and organization.

PMI Eric Jennet PM Excellence Aware: Outstanding contribution to the practices and profession of PM.

PMI Young Professional Awards: Honors young professional who have made the great impact in the advance project management in an organization along with advancing knowledge.

Satisfactory

Regards Vicky Sanos

6. What performance measurement systems are utilised in your organisation that tou can use as an example?

As already discussed, approach to performance management system is ensure by planning and measuring the performance of the work and task. Performance is measure using the variance method. If variance is negative, then corrective actions is taken. However, during project variance is calculated for each task and activity and where result is negative then effective and efficient decision is made to improve and support the employees.

n, or another organisation that you can use as an example?

Satisfactory

Regards Vicky Sanos

7. As in the question above, what options do staff have for development and where can they find this information?

Staff have different option for development as they can track the performance development. Also, comparison of initial cost and time value. EVM given below provide details about schedule and cost performance along with their assessment of project major parts and overall. Earned value management we can used to measure the performance, problem identification, identify different area related to project, estimate cost, resources and time required to complete project.

Satisfactory

Regards Vicky Sanos

Major Activity

Estimated Time

1 Hour

Objective

To provide you with an opportunity to demonstrate your knowledge of the entire unit.

Activity

This is a major activity – you should let the learner’s know whether they will complete it during class or in their own time.

You must individually, answer the following questions in full to show your competency of each element;

1. Allocate work

2. Assess performance

3. Provide feedback

4. Manage follow up

1. What do you have to consider when allocating work?

While allocating the work team member experience and expertise is consider because always right peoples are chosen for the right jobs. The experience and expert don’t require the training but when the new peoples are hire and work is allocated to them, they can take long time for training.

Satisfactory

Regards Vicky Sanos

2. How would you assess performance?

There are different ways to assess the performance:

• Execution level demonstration

• Work quality observations

• Creativity level.

• Amount of improvement consistently.

• Feedback of client and peer.

• Generated outcome

• Feedback response

• Ability for taking the ownership

Satisfactory

Regards Vicky Sanos

3. What is the difference between formal and informal feedback?

Formal feedback consists of meeting and reviews formal performance written feedback, whereas informal feedback will be communicated verbally casually for every communication and interactions as well as independently for the formal mechanisms.

Satisfactory

Regards Vicky Sanos

4. What is involved when managing follow up? (Discuss using all of the criteria).

Follow-up as the spin-off project: the project which builds or exploit the work earlier and repeat something which can be done already. Follow-up as an internal supervision for the project completed: the continuous activity monitoring by the developer and implementer of project and the improvement possible for the project existing.

Dear Hussain,

You have referred to the ‘spin-off project’; however, please refer to what managing following up when you are managing an employee’s performance in a workplace.

Please re-submit.

Regards

Vicky Sanos

=NYS