Reference no: EM132167007
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Deliver a 15-20-minute training session. Lead others by gaining support for your amended system: explain and argue for the benefits of your amendments.
Note: For example, you could demonstrate amendments to the existing performance management system by amending existing processes in response to the scenario and then using these amendments in a training presentation. You could present these amendments on PowerPoint slides or create a revised performance management flow chart to present to managers.
1. Deliver a 15-20-minute training session.
Lead others by gaining support for your amended system: explain and argue for the benefits of your amendments.
Note: For example, you could demonstrate amendments to the existing performance management system by amending existing processes in response to the scenario and then using these amendments in a training presentation. You could present these amendments on PowerPoint slides or create a revised performance management flow chart to present to managers.
Part -2
Given answers are okay but you have missed to relate Q 6 and 7 and write a role play.
Please prepare role play here as well.
Q 6 Prepare the formal performance development documentation for the employee. Use the Performance Development Plan template provided (Appendix 3), in accordance with the Australian Hardware performance management policy.
The focus of part of the role-play (done immediately after the coaching session) is to formally establish with the employee the performance issues, remedial steps and work goals for the next performance review period.
7. Participate in a 10-15 minute role-play. Ensure you complete the following:
a.Conduct a coaching session where you:
i.discuss performance expectations
ii.establish and clarify the reality of the employee's performance: describe how performance was monitored and measured; your evaluation of the gap between expectations and their performance; and discuss previous feedback given (Assessment Task 1).
iii.recognise achievements, attitude and positive aspects of performance
iv. discuss opportunities for growth and meeting expectations
v.establish willingness of the employee to take concrete steps.
b.Complete formal performance development documentation, where you:
i.set targets and review dates for the next performance review
ii.complete performance management recordkeeping for HR (Appendix 3), including signatures. Refer to the performance management procedures followed with the employee.
Attachment:- Assessment-Task.zip