BSBMGT502 Case Assignment Project and Observation Sample Assignment

BSBMGT502

ASSESSMENT 1: CASE STUDY PROJECT & OBSERVATION

SCENARIO: I am the Hardware and Home wares Manager at the Australian Hardware Wollongong store. One of my customer service and sales representatives is taking a year’s absence. A garden products employee, Kim Smith, has been seconded to me after expressing an interest in the temporary hardware and home products position to her manager.

Appendix 1: Employee Position Description

Appendix 2: Employee Work Plan

Appendix – 3: Risk Management template

Role Plays

Agreed Work Plan

ASSESSMENT – 2: STUDENT INFORMATION

Task 2: Amended performance Management system Documentation:

Performance Management System:

Performance management system is the systematic approach to measure the performance of employees. It is a process through which the organization aligns their mission, goals and objectives with available resources (e.g. Manpower, material etc.), systems and set the priorities. The competency, skills and knowledge gaps are also identified through this process which can be improved by providing guidance, trainings, coaching and mentoring to employees or teams at different levels and designations. It optimizes the results through a roper channel and process which reduces the conflicts and grievances among teams or employees. Because each individual is clear about the expectations from his/ her role and put their efforts to meet performance standards.

Purpose of Performance Management System:

Managing employee’s performance is the key objective of establishing systematic Performance Management system in organization. These process servers’ six main purposes in the company:

1. Strategic: Performance managed system is a tool which should be align with overall organization goal followed through department goal and individual goals. In other words, the organizational strategic goals should be linked with each activity performed by every department or employee.

2. Administrative: Performance management system is also set the deciding factor of employee’s promotion, demotion, salary increment, transfer and terminations. It enables to identify the performers, non-performers or under performer employees in an organization. It merits the competency and skill level of employees. Hence, it clearly defines the administrative role as well and supports the management decisions.

3. Communication: It is the effective communication channel to inform employees about their goals, job responsibilities, key deliverables and performance standards. Further, it is also a structure method to indicate the key areas of improvement required by the employee in order to improvise his performance. In other words, it provides the platform to learn and train on skills, and knowledge for better performance and results.

4. Developmental: It is the structure method of communicating the positive feedbacks, improvement areas, and development plans. The manager can use various methods like training, mentoring, coaching etc. and them their team members to perform better.

5. Organizational Maintenance : Performance management system is the yardstick of measuring employee, department and organization achievements and evaluating the performance gaps through various tools and techniques. Hence, it maintains the health of the organization and its performance standards.

6. Documentation: The performance management reviews, feedback and forms should be documented and maintained periodically by every organization. It would enable them to look forward, set new targets, design developmental needs, design training and learning programs, and career progression of employee and for department. Hence, it helps in driving the organizational needs to desirable objectives.

Scope of Performance Management System:

Performance management is not a sporadic event but a strategic set of management policies and concrete actions. It is a systematic process resulting in constantly improving organizational effectiveness. It contributes to the effective management of individuals and teams in order to achieve high levels of organizational performance. Performance management establishes shared understanding about what is to be achieved and what approach is to be used to integrate and combine different policies and management systems in the organization so as to achieve the strategic goals. The approaches to completing this process cannot be copied; they are specific and depend on the context of the internal and external environment in which the company operates. Performance management is a management practice which includes the following phases:

· Planning work (setting goals, expectations and performance standards)

· Monitoring performance and providing feedback

· Developing the capacity to perform successfully

• Rating performance regularly

· Rewarding and encouraging good performance

Role & Responsibilities of Manager:

Primary Objectives of the Manager:

· Health and safety of the workforce.

· Carrying out and attaining the mission and the goals of the business unit managed.

· Development of a superior workforce.

· Development of the department.

· Development of an employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance.

· Personal ongoing self-development and personal growth as an employee.

Primary Responsibilities of a Manager

· Perform Human Resources Management

• Plan staffing levels

· Work with Human Resources staff to recruit, interview, select, hire, and employ an appropriate number of employees.

· Provide oversight and direction to the employees in the operating unit in accordance with the organization's policies and procedures.

· Coach, mentor, and develop staff, including overseeing new employee onboarding and providing career development planning and opportunities.

· Empower employees to take responsibility for their jobs and goals. Delegate responsibility and expect accountability and regular feedback.

· Foster a spirit of teamwork and unity among department members that allows for disagreement over ideas, conflict and expeditious conflict resolution, and the appreciation of diversity as well as cohesiveness, support, and working effectively together to enable each employee and the department to succeed.

· Consciously create a workplace culture that is consistent with the overall organizations and that emphasizes the identified mission, vision, guiding principles, and values of the organization.

· Lead employees using a performance management and development process that provides an overall context and framework to encourage employee contribution and includes goal setting, feedback, and performance development planning.

· Lead employees to meet the organization's expectations for productivity, quality, continuous improvement, and goal accomplishment.

· Provide effective performance feedback through employee recognition, rewards, and disciplinary action, with the assistance of Human Resources, when necessary.

· Maintain employee work schedules including assignments, job rotation, training, vacations and paid time off, telecommuting, cover for absenteeism, and overtime scheduling.

· Maintain transparent communication. Appropriately communicate organization information through department meetings, one-on-one meetings, and appropriate email, IM (Instant Messaging), and regular interpersonal communication.

Role & Responsibilities of Employee:

Complying With an Employee Role Definition: Employee roles depend on the scope of the job as defined by the employer's manual and training and as they are explained when the employee accepts the position. It is the job responsibility of human resources personnel to provide all relevant information about the requirements of a position during a new employee's onboarding process. It is the employee's responsibility to listen and to read and absorb this information to prepare for employment with the company.

Employee Safety Responsibilities: It is the employer's responsibility to provide a safe workplace, but it is the duty of each employee to listen and to read and understand the information provided about how to work safely and comply with company and federal safety requirements. Some of these safety requirements are based on rules and regulations coming from the Occupational Safety and Health Administration, which crafts safety rules that are industry specific as well as those that are applicable to all sectors.

Moral and Professional Responsibilities: The actions of an employee reflect on that employee's company, so employees are responsible for behaving in ways that are beneficial to the companies that employ them and, at the very least, they should not do any unnecessary damage to their employer's reputation.

Performance review guidelines:

The employee’s performance is monitored and evaluated oft throughout the year. The performance review encompasses three elements:

· As per Australian Hardware Wollongong store Management System.

· Excellent written and verbal communication skills and the ability to utilize a range of software applications.

· Effective prioritization of projects and meeting of timelines.

· All team members are accountable for Key Result Areas to assist the organization to meet their strategic goals and intent. Team members will be required to work with all stakeholders and each other to support the community to receive services that are innovative, excellent and of a high quality.

· Associate annual formal review discussion

· A six-month follow-up discussion

· All tasks are undertaken in a proficient and timely manner including demonstrated use of initiative in undertaking designated tasks.

· Working knowledge of positions within the section overall are developed to provide support and

· Continuous observance of the employee’s performance.

· These elements feature among the subsequent technique.

Training Session:

Introduction to the most options of the performance management system

Goal Setting:

a) Organizational Goals: Organizational goals are strategically set objectives that outline expected results and guide employees' efforts. 3 types of organizational goals are strategic, tactical, and operational goals. Purposes of organizational goals are to provide direction to employees of the organization.

b) Employee Goals: Employee goals are target results for an employee's performance. These are typically derived from the current business goals, strategy and objectives of your organization. Setting and achieving goals keeps employees looking forward to new accomplishments and rewards, pushing their performance to ever-increasing heights. The best goals include each of four vital components; great employee goals are specific, time-bound, measurable and reasonably attainable.

c) Financial Goals: It is natural for geographic point goals to include those related to finances. Whereas creating short- and long-term cash goals, it's important to let workers comprehend the vision and build ways in which during which for each staff person to participate.

Performance Measuring Process:

Formal & Informal Feedback:

Feedback is typically positive or constructive.

Give regeneration to acknowledge and reinforce actions or behaviors you price and need to continue.

Provide constructive feedback to identify actions or behaviors that weren’t effective and provide alternatives or suggestions for improvement for the subsequent time the case arises.

Offering steering on improvement is critical; whereas not it, the persons UN agency is visiting be unsure on the thanks to avoid the identical or similar issues among the long run.

Charting Progress :

Performance appraisals are typically accustomed chart progress. Examination performance appraisals from one benchmark quantity to a special offers every the company and thus the employee with measurable marks of improvement, lack of improvement or regression in job performance areas. This information is valuable for human resources. Payment can increase, demotions, promotions and terminations are all parts which can be tied to the progress reflected in performance appraisal information.

Recordkeeping:

· Employee certification certificates and licenses - copies of permits, registrations and licenses workers should do their jobs

· Employee resumes and job applications

· Performance reviews - similarly as assessments of staff performance and agreements between you and your staff

· Position statements and job advertisements

· Shopper records - personal details, merchandise purchased and merchandise enquiries that are useful for locating new customers

· Shopper complaints - details of complaints relating to merchandise, service, staff or the remainder, and steps taken to resolve them

· Details of any disputes with various businesses - similarly as but you went relating to resolution disputes

· Quotes given and won - specifics of jobs and time spent on them to help with future quoting

· Details of advertising campaigns and success - to form it easier to repeat advertisements and prepare future advertising campaigns

· Insurance policies - typically review and update your business insurance, significantly once your business grows or changes.

Training Session Role Play:

ASSESSMENT TASK 3: STUDENT INFORMATION

Appendix 1: Performance Scorecard Kim Smith

Appendix 2: Coaching Plan template

Appendix 3: Performance Development plan

Task 3: Role Play with Employee

ASSESSMENT 4: STUDENT INFORMATION

Question 1: Monitoring and coaching

Consider the following scenario.

• How could variables such as recognition and continuous feedback help reinforce excellence in performance? Give two examples that could work at Australian Hardware to affect performance.

Answer: Variables such as recognition and continuous feedback can help reinforce performance because this kind of action provide employees with more knowledge about their feedback, while the recognition can provide employees with more motivation to keep going with their work. Feedback is very important in the performance because with the help of the feedback we are able to understand the current performance of the employee so that if he/she is doing according to the set performance if any deviation is there so correct it on the spot. Feedback from both sides helps the both in doing the work.

In Australian hardware feedback helps too much because we are revising the performance of Kim after 6 months if we do it on regular basis then it will good to the organization because then we will give instructions to the Kim according to it but right now her performance become too low so now Kim have to use their full efforts and takes time also which is not good to the organization.

• How would you apply Australian Hardware procedures to monitor and coach individuals, specifically those with poor performance?

Answer: In Australian hardware after training of the employee we will monitor until they do work with no mistakes and giving him support and help on every step to the employee. Coaching every individual those who have poor performance we will give training to them according to their last performance if it is too bad then we will start from beginning to train them according to their role.

Question 2: The legal context of performance management

Consider the following scenario.

For three of the following areas, what are the relevant pieces of legislation applicable to performance management at Australian Hardware?

• Equal employment opportunity
• Anti-discrimination
• Competition and consumer protection
• Privacy
• Industrial relations
• Health and safety (OHS/WHS)
• Environmental issues.

Answer:

In Australian hardware there are properly legislation are followed

Equal employment opportunity is given to the every candidate no one is discriminated on the basis of religion, caste, gender, etc.

They take care of environmental issues the working environment of the organization is peaceful and too good for every one employees do their work with full dedication and they help each other also.

Health and safety is also priority for us because healthy employees do work in full efforts and full efficiency so we are fully focused for the health of the employees.

• For each piece of legislation identified above, identify at least one requirement relevant to performance management at Australian Hardware.

An environmental issue in Australian hardware means the working condition in the company is good so that is helps to employees to achieve the target. Performance development is also done by the doing changes in the working condition sometimes due to bad working conditions the employees are unable to achieve the target. That’s why environment of the organization plays a very important role in performance management.

Question 3: Seeking advice

Consider the following scenario.

• Name any positions of an internal source you could approach for HR or performance management advice.

Kim is not meeting with her targets so she should be demoting the Kim after a discussion with HR so that she will be trained from beginning. So it will help Kim to start from new.

• Name one external source (individual professional, consultancy or government) of HR or performance management advice, particularly for managing poor performance.

An expert or any mentor from outside the business which will be with Kim for next one month and he/she will give advice to the Kim on every step and make her efforts for effective.

Question 4: Counseling and support

Consider the following scenario.

• What steps would you take to counsel the employee in accordance with organizational policy and relevant legislation for disciplinary meetings?

Employees who are not achieve their targets so we have to counsel our employees. Firstly we have to talk with the poor performer individually so then we will try to solve their issues if anything is related to the law then the organization have to follow the legislation so that the organization will help them and try to sort out the issues.

• What legislation is the most relevant in this scenario?

The relevant legislation is only giving the training to the poor performer because we can’t terminate them or before termination the organization has to give a notice so that the training is relevant.

• What is the relevant award for the employee’s role at Australian Hardware?

They are awarded regularly according to their performance on regular basis.

• What support services could you offer the employee?

We will start a new department for the employees for their training and it will keep their eyes on the poor performer and any type of issue employees can share with the department.

Question 5: Dismissal

Consider the following scenario.

• What is the process of termination in accordance with organizational policy and legal requirements? Summarize the details.

As we know that Kim is not meeting with her targets from last 6 months now we are going to terminate her and the procedure of the termination is:

Firstly we have to give a notice to the employee of 10 days if she start performing good then termination can be cancelled otherwise she is terminated due to simultaneous bad performance after the training and lectures also. So only a notice is sufficient for the termination of any employee.

• What are the relevant unlawful dismissal rules and due process that you must follow?

The unlawful rules of dismissal is the when the organization terminates the any employee with giving a notice to them or sudden termination of the employee. And this is must be adopt by our business also because due to employees like Kim who performing bad from last 6 months so it is necessary to terminate them on the spot.

Conclusion

In this assignment of Australian hardware we know how the organization tries to make their employees skilled and efficient like Kim the poor performer in the business so business try to give her all the types of support but at last when she is not performing the work even after training. So the organization follows a lawful step for the termination if it is continued then organization should adopt unlawful termination. The organization always tried that his employees should work properly. But sometimes employees didn’t do their work with full efforts so it becomes harmful to the company.