Reference no: EM132456607

BSBMGT502 Manage People Performance - Mentor Education

Exercise 1: ACTIVITY

Task 1
Your task is to choose 1 person who could be employed by your company and complete the following:

Question 1. Allocate their work load and tasks (please discuss their roles and their performance measures for at least 3 tasks)
Question 2. Then you are to discuss how you would assess their performance for each of the listed tasks and discuss the measures used to assess
Question 3. Then you are to discuss how you would manage follow up discussing all aspects from developing a performance improvement plan to termination

Task 2
For this task you must research and answer each of the following questions in your own words:
Question 1. Outline relevant legislative and regulatory requirements
Question 2. Outline relevant awards and certified agreements
Question 3. Explain performance measurement systems utilised within the organisation
Question 4. Explain unlawful dismissal rules and due process
Question 5. Describe staff development options and information
 
Exercise 2: THIRD PARTY REPORT

The following task must be demonstrated in conditions that are safe and replicate the workplace. Noise levels, production flow, interruptions and time variances must be typical of those experienced in the tax (financial) advice services field of work and include access to:
• Office equipment, technology, software and consumables
• Relevant legislation, regulations and codes of practice

Your task is to manage people performance in a workplace environment over a period of time. In order to demonstrate your ability to manage performance you will be required to consistently and effectively:

Question 1. Consult with relevant stakeholders to identify work requirements, performance standards and agreed performance indicators

Question 2. Develop work plans and allocate work to achieve outcomes efficiently and within organisational and legal requirements

Question 3. Monitor, evaluate and provide feedback on performance and provide coaching or training, as needed

Question 4. Reinforce excellence in performance through recognition and continuous feedback

Question 5. Seek assistance from human resources specialists where appropriate

Question 6. Keep records and documentation in accordance with the organisational performance management system
To provide evidence of the above you are to choose one person and complete the following activities:

Question 7. Determine the work they are required to do

Question 8. Develop a work plan for the person ensuring work is allocated efficiently and in a cost effective manner

Question 9. Confirm the performance standards required

Question 10. Discuss performance standards with the person

Question 11. Conduct a risk analysis

Question 12. Design a performance management and review process for this person

Question 13. Discuss the performance management and review process with the person to ensure they understand

Question 14. Conduct a performance management activity with this person after you have monitored their performance over time

Question 15. Provide feedback to the person about their performance

Question 16. Discuss poor performance with relevant people

Question 17. Provide coaching and mentoring and support services as required

Question 18. Document the persons performance

Question 19. Develop a performance improvement and development plan for the person with assistance as required

Question 20. Provide recognition when performance is excellent

Question 21. Provide counselling for the person when performance does not improve and implement disciplinary processes where necessary

Question 22. Terminate staff as required
Where these steps are not possible to demonstrate (such as terminating a person) you should provide a procedure that outlines how this process would take place.

Exercise 3: MULTIPLE CHOICE QUESTIONS

Answer the following questions and submit with your assessment.

Question 1. Highlight which of the following personnel must be fully trained in the performance management system so that they understand how to complete their areas of responsibility.
(A) Managers
(B) Team members
(C) Human resource specialists
(D) All of the above

Question 2. Performance monitoring is concerned with following up on team member's work to gather information as to what they're doing, if they have enough resources, if there are any issues and what they're excelling at. This can be done via which of the following methods:
(A) Checking the CCTV footage
(B) Watching what they do on the 1st of each month
(C) Analysing KPI results
(D) Asking them if they have done a good job

Question 3. Johari Window, created by Luft and Ingham (1950), is used to help team members understand the value of self-disclosure, and encourage team members to give and accept feedback. The leader should look to increase which of the four areas?
(A) The Arena
(B) The Blindspot
(C) The Facade
(D) The Unknown

Question 4. Poor performance cannot be ignored. It must be identified and communicated accordingly. Who should be informed in order to correct poor performance and also stretch team members to work to their full potential?
(A) Customers
(B) The entire team
(C) Management
(D) The individual team member

Question 5. Coaching can take many forms. A well-documented method of coaching on the job is the GROW method. What does GROW stand for?
(A) Goal, Realistic, Options, Way forward
(B) Goal, Reality, Options, Written
(C) Goal, Reality, Obstacles, Way forward
(D) Goal, Reward, Options, Way forward

Question 6. Performance should be documented. When a team member is terminated on the basis of their performance, these records will be used if the case is brought to the fair claims tribunal. Which of the following records should be kept?
(A) Performance review forms
(B) Coaching forms
(C) Counselling notes
(D) All of the above

Question 7. The performance review is concerned with discussing performance against the responsibilities and goals set. When conducted properly performance reviews can result in real benefits to both the organisation and the team member. Which of the following guidelines should be applied when conducting performance reviews?
(A) Argue, look to find a common ground
(B) Discuss behaviour that you have not directly observed.
(C) Make the review process about remuneration.
(D) Finish with measurable outcomes and a clear direction for the next review.

Question 8. Managing poor performance is one of the biggest challenges leaders face in business today. With increased litigation cases it is imperative that leaders get it right. Support services may be required in some cases. Support services may include:
(A) All of the following
(B) Time with manager to help better understand desired performance standards.
(C) Human resource specialists for issues beyond management control.
(D) Professional counselling services.

Question 9. A performance counselling session is conducted to help the team member understand the performance gap, reiterate the required performance standard and put a plan in place to rectify the poor performance. According to Cole (2005), counselling should follow which of the three different phases?
(A) Exploration, Understanding, Addressing
(B) Exploration, Understanding, Action
(C) Explaining, Understanding, Addressing
(D) Explaining, Understanding, Action

Question 10. It is lawful for an employer to dismiss an employee if it is a genuine redundancy or if the dismissal is consistent with the Small Business Fair Dismissal Code or if the dismissal would not be considered.........?
(A) Harsh, Unintentional or Unreasonable
(B) Harsh, Unethical or Unreasonable
(C) Harsh, Unjust or Unreasonable
(D) Harsh, Understandable, Unreasonable

Attachment:- Manage People Performance.rar