BSBMGT502: Manage people performance

Activities

Complete the following activities individually or in a group (as applicable to the specific activity and the assessment environment).

Activity 1A

Estimated Time

25 Minutes

Objective

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

1. Identify five methods of workplace consultation.

2. Specify four types of resources which should be considered during workplace consultations.

Activity 1B

Estimated Time

20 Minutes

Objective

To provide you with an opportunity to identify how to develop work plans in accordance with operational plans.

1. Specify five details which should be included in operational plans.

2. Specify five requirements which should be met when establishing operational plans.

Learner’s signature

Activity 1C

Estimated Time

30 Minutes

Objective

To provide you with an opportunity to identify how to allocate work in a way that is efficient, cost effective and outcome focused.

1. Create a skills matrix including a variety of tasks which may be completed by members of your workforce.

2. Specify five rules that should be followed when allocating work.

Activity 1D

Estimated Time

45 Minutes

Objective

To provide you with an opportunity to identify how to confirm performance standards, Code of Conduct and work outputs with relevant teams and individuals.

1. What are performance standards?

2. Give five examples of aspects that may be considered when establishing performance standards.

3. What should be specified by a professional code of conduct?

4. Give five examples of expectations that may be included within a code of conduct.

5. Identify one example of a work output.

Activity 1E

Estimated Time

30 Minutes

Objective

To provide you with an opportunity to identify how to develop and agree performance indicators with relevant staff prior to commencement of work.

1. Write a paragraph detailing the purpose and characteristics of performance indicators.

2. Give five examples of performance indicators relevant to your organisation.

Activity 1F

Estimated Time

25 Minutes

Objective

To provide you with an opportunity to identify how to conduct risk analysis in accordance with the organisational risk management plan and legal requirements.

1. What are the main steps that should be followed when conducting a risk analysis?

2. Give four examples of risk assessment tools and template documents.

Activity 1A to 1F checklist – for assessor

This should be used by the trainer/assessor to document the learner’s skills, knowledge and performance as relevant to the unit activity. Indicate in the table below if the learner is deemed satisfactory (S) or not satisfactory (NS) for the activity or if reassessment is required.

Learner’s name
Assessor’s name
Unit of Competence (Code and Title)
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the competency of the learner?			Yes No (Please circle)
Has sufficient evidence and information been provided by the learner for the activity?			Yes No (Please circle)
Comments
Provide your comments here:
The learner’s performance was:	Not yet satisfactory	Satisfactory
If not yet satisfactory, date for reassessment:
Feedback to learner:
Learner’s signature
Assessor’s signature

Activity 2A

Estimated Time

20 Minutes

Objective

To provide you with an opportunity to identify how to design performance management and review processes to ensure consistency with organisational objectives and policies.

1. Identify three requirements which should be fulfilled by an effective performance management system.

2. Detail three types of employee performance reviews.

Activity 2B

Estimated Time

25 Minutes

Objective

To provide you with an opportunity to identify how to train participants in the performance management and review process.

1. Specify five ways of training participants in the performance management and review process.

2. Identify five aspects of the performance management and review process which may be covered during training.

Activity 2C

Estimated Time

25 Minutes

Objective

To provide you with an opportunity to identify how to conduct performance management in accordance with organisational protocols and time lines and explain why it is important to monitor and evaluate performance on a continuous basis.

1. Specify five ways of monitoring employee performance.

2. Identify five characteristics of good performance measures.

3. Explain why it is important to monitor and evaluate performance on a continuous basis. (Max 50 words)

Activity 2A - 2C checklist – for assessor

Learner’s name
Assessor’s name
Unit of Competence (Code and Title)
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the competency of the learner?			Yes No (Please circle)
Has sufficient evidence and information been provided by the learner for the activity?			Yes No (Please circle)
Comments
Provide your comments here:
The learner’s performance was:	Not yet satisfactory	Satisfactory
If not yet satisfactory, date for reassessment:
Feedback to learner:
Learner’s signature
Assessor’s signature

Activity 3A

Estimated Time

20 Minutes

Objective

To provide you with an opportunity to identify how to provide informal feedback to staff on a regular basis.

1. Give four examples of informal feedback.

2. Specify five steps that should be followed when providing constructive feedback.

Activity 3B

Estimated Time

30 Minutes

Objective

To provide you with an opportunity to identify how to advise relevant people where there is poor performance and take necessary actions.

1. Identify five possible causes of poor performance.

2. Specify four rules that should be followed when addressing under-performing employees.

3. Identify five actions that may be taken when addressing poor performance.

Activity 3C

Estimated Time

20 Minutes

Objective

To provide you with an opportunity to identify how to provide on‑the‑job coaching when necessary to improve performance and to confirm excellence in performance.

1. Identify three requirements that should be fulfilled by effective coaches.

2. When should excellence in performance be confirmed?

Activity 3D

Estimated Time

25 Minutes

Objective

To provide you with an opportunity to identify how to document performance in accordance with the organisational performance management system.

1. Give five examples of documentation which relate to performance management.

2. Refer to your organisational style guide and give five examples of elements that should be included within documents relating to performance.

Activity 3E

Estimated Time	25 Minutes
Objective	To provide you with an opportunity to identify how to conduct formal structured feedback sessions as necessary and in accordance with organisational policy.
	Specify eight rules that should be followed when providing formal feedback on performance.

Activity 3A-3E checklist – for assessor

Learner’s name
Assessor’s name
Unit of Competence (Code and Title)
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the competency of the learner?			Yes No (Please circle)
Has sufficient evidence and information been provided by the learner for the activity?			Yes No (Please circle)
Comments
Provide your comments here:
The learner’s performance was:	Not yet satisfactory	Satisfactory
If not yet satisfactory, date for reassessment:
Feedback to learner:
Learner’s signature
Assessor’s signature

Activity 4A

Estimated Time

20 Minutes

Objective

To provide you with an opportunity to identify the purpose of writing and agreeing on performance improvement and development plans in accordance with organisational policies.

1. What is the purpose of developing performance improvement and development plans?

2. Identify five elements that should be included within performance improvement and development plans.

Activity 4B

Estimated Time	15 Minutes
Objective	To provide you with an opportunity to identify assistance that might be sought from human resources specialists, where appropriate.
	Specify five types of assistance that may be provided by human resources specialists.

Activity 4C

Estimated Time

25 Minutes

Objective

To provide you with an opportunity to identify how to reinforce excellence in performance through recognition and continuous feedback.

1. Identify five ways of recognising positive employee contributions.

2. What are the steps that should be followed when giving constructive feedback?

Activity 4D

Estimated Time

30 Minutes

Objective

To provide you with an opportunity to identify how to monitor and coach individuals with poor performance and provide support services where necessary.

1. Identify five ways of monitoring employee performance.

2. Specify four benefits of one-on-one workplace coaching.

3. Identify three means of support which may be arranged for underperforming employees.

Activity 4E

Estimated Time

20 Minutes

Objective

To provide you with an opportunity to identify how to counsel individuals who continue to perform below expectations and implement the disciplinary process if necessary

1. Identify five counselling skills that should be demonstrated during sessions with employees.

2. Which options may be considered if an employee’s performance doesn’t improve after being giving a final written warning?

Activity 4F

Estimated Time

25 Minutes

Objective

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

1. Identify five examples of serious misconduct as specified by the Fair Work Regulations of 2009.

2. Give three examples of unfair dismissal.

Activity 4A-4F checklist – for assessor

Learner’s name
Assessor’s name
Unit of Competence (Code and Title)
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the competency of the learner?			Yes No (Please circle)
Has sufficient evidence and information been provided by the learner for the activity?			Yes No (Please circle)
Comments
Provide your comments here:
The learner’s performance was:	Not yet satisfactory	Satisfactory
If not yet satisfactory, date for reassessment:
Feedback to learner:
Learner’s signature
Assessor’s signature

Summative Assessments

The summative assessments are the major activities designed to assess your skills, knowledge and performance, as required to show competency in this unit. These activities should be completed after finishing the Learner Guide. You should complete these as stated below and as instructed by your trainer/assessor.

Skills, knowledge and performance may be termed as:

Skills – skill requirements, required skills, essential skills, foundation skills
Knowledge – knowledge requirements, required knowledge, essential knowledge, knowledge evidence
Performance – evidence requirements, critical aspects of assessment, performance evidence.

Section A: Skills Activity

The Skills Activity is designed to be a series of demonstrative tasks that should be assessed by observation (by the assessor or third party, depending on the circumstances).

It will demonstrate all of the skills required for this unit of competency – your assessor will provide further instructions to you, if necessary.

Section B: Knowledge Activity (Q & A)

The Knowledge Activity is designed to be a verbal questionnaire where the assessor asks you a series of questions to confirm your competency for all of the required knowledge in the unit of competency.

Section C: Performance Activity

The Performance Activity is designed to be a practical activity performed either in the workplace or a simulated environment. You should demonstrate the required practical tasks for the unit of competency and be observed by the assessor and/or third party, as applicable to the situation. If the third party is required to observe you, you will need to make the required arrangements with them.

If necessary for the activities, you should attach completed written answers, portfolios or any evidence of competency to this workbook.

Section A: Skills Activity

Objective: To provide you with an opportunity to show you have the required skills for this unit.

This activity will enable you to demonstrate the following skills:

Learning
Reading
Writing
Oral Communication
Numeracy
Navigate the world of work
Interact with others
Get the work done.

Answer the activity in as much detail as possible, considering your organisational requirements.

This skills-based activity will require you to undertake one-on-one coaching with an employee who hasn’t been meeting organisational performance expectations. You should use language and structure to explain expected standards of performance. It will be necessary to set appropriate tasks and monitor the employee to ensure that they are adhering to organisational policies and procedures.

This activity will need to be observed, and a signed record of this observation (completed by the assessor or third party) should be uploaded in your answer. It should detail what was done, when it was done, the time it was completed in, the completed actions and the overall outcome of the tasks.

This skills based activity will require you to create a performance improvement plan for an employee within your organisation. It will be necessary to gather, interpret and analyse relevant text in organisational documents relating to the employee. You will also need to ensure that the improvement plan is written in accordance with organisational expectations.

This skills based activity will require you to perform a risk analysis in accordance with the organisational risk management plan and legal requirements. You should consider different aspects of risk related to the work that is allocated to team members. It will be necessary to extract and evaluate mathematical information embedded in a range of tasks and text relating to the risk analysis. You should gauge the levels of risk and suggest possible means of risk minimisation.

Summative Assessments: Section A checklist

This should be used by the trainer/assessor to document the learner’s skills, knowledge and performance as relevant to the summative assessment. Indicate in the table below if the learner is deemed satisfactory (S) or not satisfactory (NS) for the activity or if reassessment is required.

Learner’s name
Assessor’s name
Unit of Competence (Code and Title)
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the competency of the learner?			Yes No (Please circle)
Has sufficient evidence and information been provided by the learner for the activity?			Yes No (Please circle)
Comments
Provide your comments here:
The learner’s performance was:	Not yet satisfactory	Satisfactory
If not yet satisfactory, date for reassessment:
Feedback to learner:
Learner’s signature
Assessor’s signature

Section B: Knowledge Activity (Q & A)

Objective: To provide you with an opportunity to show you have the required knowledge for this unit.

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

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.

What do the 10 standards of the Australian Fair Work Act of 2009 relate to?

Can you identify three terms that are specified within the fair work act or certified (enterprise) agreement which applies to your business?

Can you provide five examples of key performance indicators which relate to your organisation?

Can you identify five potential reasons for unfair dismissal?

Can you identify three staff development options which may be considered for the purpose of achieving performance standards?

Summative Assessments: Section B checklist

Learner’s name
Assessor’s name
Unit of Competence (Code and Title)
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the competency of the learner?			Yes No (Please circle)
Has sufficient evidence and information been provided by the learner for the activity?			Yes No (Please circle)
Comments
Provide your comments here:
The learner’s performance was:	Not yet satisfactory	Satisfactory
If not yet satisfactory, date for reassessment:
Feedback to learner:
Learner’s signature
Assessor’s signature

Section C: Performance Activity

Objective: To provide you with an opportunity to demonstrate the required performance elements for this unit.

This activity will enable you to demonstrate the following performance evidence:

Consult with relevant stakeholders to identify work requirements, performance standards and agreed performance indicators
Develop work plans and allocate work to achieve outcomes efficiently and within organisational and legal requirements
Monitor, evaluate and provide feedback on performance and provide coaching or training, as needed
Reinforce excellence in performance through recognition and continuous feedback
Seek assistance from human resources specialists where appropriate
Keep records and documentation in accordance with the organisational performance management system

Answer the activity in as much detail as possible, considering your organisational requirements.

This practical activity will require you to consult relevant stakeholders in order to identify work requirements, performance standards and agreed performance indicators for a specific group of employees within your organisation. You should use the gathered information to develop work plans and allocate work for the achievement of desirable workplace outcomes.

This ongoing practical activity will require you to monitor, evaluate, and provide feedback based upon employee performance and established work plans. You should measure the employee’s performance against agreed work requirements, standards and indicators. The findings of your evaluation and assessment should be documented in accordance with the organisational performance management system. You should also seek the assistance of human resource specialists for improvement in accordance with organisational expectations.