Reference no: EM132247981

Manage People Performance Assignment -

There are 2 forms of assessment or evidence gathering methods for this assignment.

ASSESSMENT 1: KNOWLEDGE ASSESSMENT

This assessment consists of eighteen (18) questions and is designed to assess your skills and knowledge of managing people performance. You are required to respond to each question correctly and in accordance with the instructions given.

Provide typed responses and may use various sources of information including textbooks, learning workbooks, other documents and the internet.

Questions -

1. There are three (3) main types of goals used by a manager in the decision-making process. Identify and discuss the purpose of each goal.

2. List the nine (9) steps recommended for efficient work allocation. Identify the appropriate stakeholder to consult with at each step.

3. Describe the essential communication skills that a manager should demonstrate when training, coaching or providing feedback to staff. List at least five (5) skills.

4. Performance requirements include performance standards, codes of conduct and performance indicators. What are performance standards and how are they assessed? (50-100 words).

5. Provide a definition of a Code of Conduct and describe the main points it should contain. (40-80 words).

6. Provide a definition of performance indicators. (30-60 words).

7. Name three (3) performance indicators, which could be applied to individual employees.

8. Discuss the strategies that you could put in place to minimise the consequences of an unforeseen negative event. Include a discussion of contingency planning. Write approximately 150 words.

9. What is a performance management system? (30-60 words).

10. What are the critical elements that constitute the performance management system? List at least 6 elements.

11. What is the critical industrial legislation that you must adhere to in your state when managing performance of employees? List at least eight (8).

12a. Please identify the relevant awards that you would use in a government workplace? List at least 3.

12b. What award would the staff of a Registered Training Organisation be covered under?

13. List five (5) ways of monitoring and evaluating staff performance.

14. Identify four (4) key principles in providing constructive negative feedback in the workplace.

15. When do you need to get advice and/or expertise from specialised human resource services to deal with performance issues? Provide at least 3 situations.

16. What are the options for staff development that a company can provide to ensure that employees:

(a) are current and up to date with technology, regulations and operational procedures?

(b) have the necessary skills and knowledge to progress their career options?

List four (4) options for each.

17 (a) What is the name of the legislation that addresses termination of employment?

(b) Explain the unlawful dismissal rules and due process (50-100 words)

(c) Who is covered by the unfair dismissal laws?

18. What is the correct process to dismiss an employee when the business has solid grounds for dismal? Give the steps.

ASSESSMENT 2: PRACTICAL ACTIVITIES

Overview - For this assessment you are required to complete five tasks to demonstrate that you have the skills and knowledge to:

• Allocate work
• Assess performance
• Provide feedback
• Manage follow up

Task 1: Allocating work

There are 3 parts to completing this task.

Part A - written questions

Part B - role play

Part C - written questions

Instructions: Carefully ready the following scenario and then respond to the tasks that follow.

Scenario -

You have just won a position as the Human Resources Manager at First RTO and one of your first tasks is to meet with the RTO's four trainers.

A couple of the trainers have complained that they have a greater workload than their colleagues. They have asked you to investigate the situation with a view to redistributing the work tasks to ensure fair allocation of tasks amongst all the trainers.

You have personally noticed that some trainers are always busy, and others do not seem to be as busy. So, you have decided to investigate the current situation before meeting with the trainers.

Part A - Written questions

1. How will you establish what the current situation and practices are and whether they are appropriate?

2. How might you go about communicating your findings?

Part B - Role play

For this task, you will be required to participate in a role play. Read the following scenario and then respond to the instructions that follow.

The situation -  

Your analysis of the trainer workload carried out at Part A above indicates that Trainers 3 and 4 have a lesser workload than Trainers 1 and 2.

You have now decided it is time to meet with the trainers and achieve agreement on three key outcomes. The three key outcomes you would like agreement on are as follows.

1. Identify the range of tasks performed by the trainer.

2. You want to discuss what would be appropriate performance standards, performance indicators for their roles and.

3. Agree on a Code of Conduct.

Information for the students:

The cast:

• You are to play the role of the Human Resources Manager
• Your assessor will organise Four of your fellow students to play the role of the First RTO trainers. They will be briefed on their individuals roles by the Trainer / assessor.

Resources: You will need:

• Access to business technology.
• First RTO Human Resources Policy and Procedure (this will be provided to you by your trainer).
• Duty statement for Trainer and Student Support Officer (this will be provided to you by your trainer).
• First RTO performance standards (this will be provided to you by your trainer).

Time:

• You have 60 minutes preparation time.
• Read the situation information above and note down the activities you are required to do.
• Work out the approach you are going to take with your trainers. You may wish to make some notes for yourself to act as a guide.
• You have 30-45 minutes for the role play.

Participate in the role play and complete the following tasks

As the Human Resources Manager you are to:

1. (a) Meet with the trainers to discuss the list of tasks below with them.

(b) Seek their views and add any additional tasks that they believe are involved in their job.

(c) Identify any tasks they believe should be done by someone else.

(d) Update the list accordingly.

List of Tasks -

• Conduct training for Diploma of Business.
• Conduct training for Diploma of Leadership and Management.
• Conduct training for the Cert IV in Business.
• Conduct training for Cert IV in Tourism.
• Assess the students for each Unit of Competency for the Diploma of Business.
• Assess the students for each Unit of Competency for the Diploma of Leadership and Management.
• Assess the students for each Unit of Competency for the Cert IV in Business.
• Assess the students for each Unit of Competency for the Cert IV in Tourism.
• Develop PowerPoint slides for all sessions.
• Develop detailed lesson plans.
• Conduct five hours scheduled individual support sessions each week.
• Interview students who are not meeting the course progress criteria.
• Enter the student's results into the Student Management System data base.
• File students' assessments results for archiving purposes.

2. Now that you have confirmed the work that the trainers do you are to seek their input and confirm the performance standards listed below required for the role as a trainer.

As a group develop and agree on what the key performance indicators for each of the performance standards listed will be.

Complete the table below by documenting the performance indicators against each performance standard for First RTO's trainers.

Trainer Performance Standards	Key Performance Indicators
Effective classroom management with high level of student engagement
Accurate student assessment system
All students achieve academic progression
Student satisfaction rating over 80%
Compliance with standards and regulations that impact training
Compliance with First RTO job requirements

3. You must now develop, agree on and document a Code of Conduct for your trainers. You may use the sample code of conduct, which is included as Appendix 4 of this assessment as a guide only.

4. Seek and record each trainers view on their work objectives and any thoughts they have on how to achieve them and how many shifts they would like to work next semester. You will need to use this information for the next assessment task.

Part C - Risk Assessment

1. In keeping with the importance First RTO places on becoming a market leader you are to conduct a risk analysis of the training and assessment activities. A risk assessment template and matrix has been included to assist with this activity. Describe how you are going to mitigate the risks and list contingency actions.

Review the training and assessment processes to ensure consistency with:

• Legal requirements
• First RTO's Risk Management Plan (available from your trainer)

Use the templates in Appendix 2.

2. Taking into account each trainer's skill base and interests, develop a work plan for the next semester. It should allocate work in a way that is efficient, cost effective and outcome focused. Work may be allocated to the Student Support Officer if appropriate. Your assessor will give you a copy of the Duty Statement for the Student Support Officer.

Use the Work Plan template in Appendix 2 to assist you.

3. Use the data provided below and the list of trainer tasks and work objectives and preferences you discussed with the trainers at your meeting.

A. Next semester the following classes are going to be conducted:

• Diploma of Business - 2 classes
• Diploma of Leadership and Management - 1 class
• Cert IV in Business - 1 class
• Cert IV in Tourism - 1 class

B. Trainers are all employed on a contract basis and under the award they are able to train for 27 hours per week. They have three (3) hours per week set aside for marking assessments. (This is never enough.)

C. Students attend class full time for 20 hours per week.

Task 2: Developing performance management processes

There are 2 parts to completing this task.

Part A - design a performance management and review process

Part B - participate in a role play

Resources needed - First RTO's Performance Management and Review Policy - Your assessor will provide you with a copy of this

The situation -

Performance management is the process of creating a work environment in which people are enabled to perform to the best of their abilities. As part of your role as Human Resources Manager, you are asked to develop a performance management and review process for the trainers. It should be a simple process that covers all the major components involved in performance management and review. The process is to support First RTO's objectives of providing an outstanding learning experience and being a leader in its field.

PART A - You are to design the performance management and review processes you will use to assess performance of the training team.

1. Design the performance management and review process and include a template for a Performance Review and Performance Development Plan for Trainers. You may do this with your training team but must write up your own process.

2. Determine the strategy and describe the process you will use to monitor and evaluate performance on a continuous basis throughout the project.

3. Develop a schedule for conducting performance reviews.

Part B - Role play

The situation -

You have now developed your performance management and review process and senior management has asked you to conduct a training session to introduce it to the management team.

Instructions to student - You are now to train First RTO's management team in the performance management and review process you have developed.

You are to:

1. Prepare a training session for the managers and other relevant staff to assist them to understand the new system you have developed and how they will monitor performance and identify and correct performance gaps.

You may wish to use the Training Session Planning Sheet template in Appendix 3 to guide you.

An effective training session typically requires the following steps:

• Step 1: Define your objectives.
• Step 2: Clarify key topics and related concepts.- what ideas do you want to cover?
• Step 3: Organize the learning materials - any handout materials needed?
• Step 4: Plan presentation techniques - how will you share the information? e.g PowerPoint slides?
• Step 5: Involve the audience - ask them questions, encourage them to ask you questions.
• Step 6: Keep to time.

2. Conduct the training session, based on your plan, with the management team on how to implement the performance management and review process you have developed.

3. Provide a copy of the training session planning sheet and your PowerPoint presentation slides to your assessor.

Your training session will be observed by your assessor. Ensure you clearly explain the role of managers in monitoring performance and identifying and correcting performance gaps. The session should go for about 10 - 15 minutes.

Task 3: Assessing performance

Instructions - Read the scenario below and then provide written answers to the following five (5) questions

Scenario -

It is now a few months since you began as Human Resources Manager of First RTO and you are asked by your manager to do a self - assessment of your leadership style and the strategies that you use to lead the group.

Questions

1. Why might the manager want this information and what might they be going to use it for? (50-80 words).

2. Why is this information useful when planning for the future? (20-50 words).

3. How could you use information such as this with your Human Resource team members? (20-50 words).

4. You not only need to monitor and evaluate performance of yourself on a continuous basis but also that of your team. How will you go about it? (30-60 words).

5. If you come across poor performance who would you need to advise?

Task 4: Providing Coaching

There are 3 parts to completing this task.

Part A - answer the case study questions.

Part B - participate in a role play.

Part C - respond to 3 written questions.

Read the situation below and respond to the tasks that follow.

The situation:

You have been appointed as the new manager at Pharmacy Warehouse.

The good news is that sales and customer satisfaction across the twelve national Pharmacy Warehouse shops have exceeded expectations.

The bad news is that both the safety record and the morale of the warehouse team is low.

You decide to personally visit the warehouse team and investigate the situation.

Your investigation confirms that morale is very low. Several weeks ago, a member of their team was injured when a wall of stock fell on him due to a shelf breaking into pieces.

After WorkSafe Australia investigated the incident it was concluded that the company hired to supply and build the shelving did not fulfil its duty of care in installing fit for purpose materials. As a result, both the supplier and Pharmacy Warehouse were fined. Staff have developed a negative attitude towards the organisation for hiring the company who erected the shelves.

You also notice that staff have a casual attitude to carrying out their work and are not always following safe work practices. For example, you see that some staff do not always wear the correct PPE, and you saw one staff member carry a large load of boxes without using a trolley.

You decide the poor manual handling issue needs to be dealt with quickly.

Part A - Case study

Answer the following case study questions.

Your first aim as the new manager is to identify ways in which to change the current negative attitude of staff towards the company.

1. Identify at least three stakeholders who may be able to assist you in changing the low morale of staff.

2. What are the staff development options available to give the team more skills? Provide at least four.

3. What needs to happen to build the team members' morale?

PART B - Role Play

Instructions - Read the following situation and then respond to instructions that follow.

The situation -

As a result of what you have seen, particularly the manual handling practices, you decide you need to provide more regular and frequent informal feedback to staff and to provide on-the-job coaching when necessary to improve staff performance and safety.

Instructions: You are to -

1. Prepare an on-the-job manual handling coaching session. In Appendix 5 there is a template you can use to assist you in the planning process

2. Provide informal feedback to the warehouse staff member you saw lifting boxes and parcels incorrectly

3. Conduct an on-the--job coaching session to train them in correct manual handling.

A simple on-the-job coaching session involves the following steps. You: -

• Explain the purpose of the training/coaching session.
• Demonstrate the skills to the staff member and explain each step as you do.
• Ask the staff member to do the activity.
• Provide supportive feedback on their first performance and listen carefully to any comments/questions.
• Gave them time to practice, as needed.
• Observe them perform the task and provide constructive feedback.
• Follow up performance as needed.

Participate in the role play, ensuring that you:

1. Provide constructive feedback on the way the staff member was undertaking manual handling activities when you saw them in the warehouse

2. Conduct the on-the-job coaching session as per the steps above.

The cast:

• You are to play the role of the team leader providing the feedback and conducting the on-the-job coaching session.
• Your assessor will play the role of the staff member to whom you are providing the feedback and coaching.

Resources: You will need:

• Access to a number of large boxes (empty, your assessor can provide these for you)
• Coaching session template (Appendix 5)
• Human Resources Policy and Procedure (this will be provided by your assessor)

Part C - Written Questions

Respond to the three written questions below.

Questions -

1. How can you determine whether any of the training, coaching or mentoring that was provided is successful?

2. Determine a strategy and schedule for reinforcing excellence in performance of your staff through recognition and continuous feedback.

3. What support services could you provide to assist in addressing poor performance? Provide at least 3.

Task 5: Providing Feedback

There are 2 parts to completing this task.

Part A - You will need to participate in a role play.

Part B - You will need respond to the case study questions.

Carefully read the situation below and then respond to the tasks that follow.

The situation: After three months, one member of your Pharmacy Warehouse customer service team is not responding to the changes made internally and still displays their negative attitude.

Three customers have complained about the person being unhelpful. Three staff members have complained that the person is not pulling their weight and as a consequence they have to work harder.

Their negative attitude is also having an impact on the rest of the team and they are not meeting their monthly sales target.

You decide it is time to undertake performance counselling with the team member.

Part A - Role Play

Instructions - You are to conduct a performance counselling session with the team member. The issues with the staff members performance are that they are:

• Often late to work and late back from breaks.
• Their attitude to customers is not to the high standard expected by Pharmacy Warehouse.
• There have been three comments from customers that the staff member was not helpful when they were seeking guidance.
• Other staff members have commented that the staff member is slacking off and as a result they have to work harder.
• The team member is not meeting their monthly sales target.

Participate in the role play with your assessor:

During the role play you will need to:

1. Set and maintain a positive attitude

2. Be co-operative, professional and focused

3. Seek clarification

4. Agree on a performance improvement plan

5. End on a positive note

6. Prepare a written summary of the meeting and its outcomes

The cast:

• You are to play the role of the team leader conducting the performance counselling.
• Your assessor will play the role of the staff member whom you are performance counselling.

PART B -

Read the case study and then respond to the question that follow.

Case Study - It has been revealed that Pharmacy Warehouse does not have an adequate policy for the termination of employees.

You continue to be concerned about the attitude of one of the employees and fear that you may need to terminate their employment. You realise that you need to find out the legal requirements for terminating staff with a view to establishing appropriate policies and procedures for the organisation.

In accordance with legal and organisational requirements, discuss what you will need to do to terminate a member of your team's employment. If necessary, set the procedure out in a flow chart. You should refer to Fair Work Australia when providing your response.

You should write 200 - 300 words.

Attachment:- Assignment File.rar