Bsbmgt 502 AT2 Design and train performance management systems PDF

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BSBMGT502 - Manage People Performance: Assessment Task 2 Design and train performance management systems Feedback Cover Sheet Student Name

Pushpinder Singh Lalit

Assessor Name

Orly Nave

Evidence Collected

Student Id

12018367

Benchmark Requirements Met YES

NO

1. Observation checklists: 

Role-play 2a: a training session to peer managers

☐

☐

☐

☐

☐

☐

Satisfactory ☐

Not Satisfactory ☐

2. Tasks: Amended performance management system documentation  Training planning documentation and presentation



Outcome Feedback To Student

Trainer Signature

Date

Students please note: Your results will be made available in your Student Portal. Your Trainer will also email you with feedback on your performance, including where gaps are identified. Please ensure you regularly login to your student portal and Stanley College email to check this information. All decisions, including Assessments Outcomes can be appealed. For more information please refer to our Complaints and Appeals Policy (available from Student Services team or via our website) Document Name: BSBMGT502 Assessment task 2 RTO : 51973 CRICOS Code : 03047E Location: NovaCore CMS\DMS\Academic Drive\Faculty\Business / Management \BSB15\BSB51915 - Diploma of Leadership and Management\BSBMGT502 - Manage people performance\Assessments\ Version: 2.1 Approved on: 07-02-2019 Review Date: 07-02-2021 Page 1 of 18

Assessment Task 2: Design and train performance management systems Submission details The assessment task is due on the ‘Assessment Cover Sheet’ specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor. You are required to download assessment materials and upload the completed assessments via the Stanley College Moodle LMS Login: https://sclms.moodle.school/login/index.php. All assessments to be submitted electronically with any required evidence attached. See specifications below for details.

Performance objective You will demonstrate skills and knowledge required to design and train others on performance management systems.

Assessment description In response to a simulated workplace scenario, you will design a performance management system and train peer managers.

Business Hub The ‘Business Hub provides opportunity to simulate role-plays in a realistic business environment which includes the following but is not limited to:

• Boardroom set up with LCD flat screen TV • WIFI connection • Conference phone • Laptop including MS Office software (Word, Excel, PowerPoint) • Boardroom table and chairs • IT facilities including audio to present and view from laptop

• Skype video conferencing capability • Private meeting space • Audio recorders for meeting records • Case Studies, Policies and Procedures for the applicable simulated business • Copies of relevant legislation • Stationary supplies (Pads and Pens) • Office equipment

Document Name: BSBMGT502 Assessment task 2 RTO : 51973 CRICOS Code : 03047E Location: NovaCore CMS\DMS\Academic Drive\Faculty\Business / Management \BSB15\BSB51915 - Diploma of Leadership and Management\BSBMGT502 - Manage people performance\Assessments\ Version: 2.1 Approved on: 07-02-2019 Review Date: 07-02-2021 Page 2 of 18

You are required to ensure the availability of the room prior your role-play.

Assessment introduction The assessment task includes two main sections: Procedure and Specifications. You are required to understand the difference between these sections: 

Procedure – this section describes all the requirements that need to submit step by step. You DO NOT need to answer in this part.



Specifications - this section specifies what the student MUST include as part of the assessment. You are required to insert an object (a document) under each of the requirements. To be deemed ‘Satisfactory’ for this assessment, all the requirements under the Specifications need to be submitted and completed in accordance with Stanley College’s ‘Student Handbook’ (under ‘Training and Assessment’ section).

Procedure 1. Review the Australian Hardware simulated business documentation provided to you by your assessor, particularly policies and procedures relevant to the current performance management system. 2. Review the scenario below.

Document Name: BSBMGT502 Assessment task 2 RTO : 51973 CRICOS Code : 03047E Location: NovaCore CMS\DMS\Academic Drive\Faculty\Business / Management \BSB15\BSB51915 - Diploma of Leadership and Management\BSBMGT502 - Manage people performance\Assessments\ Version: 2.1 Approved on: 07-02-2019 Review Date: 07-02-2021 Page 3 of 18

It has been noted by senior management that employee performance has generally fallen behind targets. Particular areas of concern are sales revenue and customer satisfaction. Looking at the results of organisational climate measures taken by Australian Hardware’s HR team, employees complain of: ● the lack of apparent management commitment to training and advancement ● the lack of meaningful rewards and recognition ● the lack of management presence and ongoing feedback on work performance.

A large proportion of employees, 45%, always or often feel disengaged from work; their sense of self-confidence and optimism is low. There is a high risk of the organisation being unable to attract, retain and enact a succession plan if trends continue. You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store. As the most knowledgeable manager on matters of performance management, you have been asked to deliver a short training session (15–20 minutes) on the current performance management system and your plans to improve the current system to take account of HR information. Your managerial audience is generally familiar with the current system, but would benefit from a refresher as an introduction to learning about your approved amendments.

3. Arrange with your assessor: a. a time and place to role-play the training b. a timeframe and format requirements for submitting supporting documentation, as set out in the specifications below. 4. Make appropriate amendments (use a different colour for the amendments) to the performance management system to address the identified deficiencies. For example, the amendments addressed the need for:  ongoing feedback  more engagement by managers  rewards and recognition focus on development and advancement of staff 5. Plan a short training session to convey the important features of the current performance management system and your amendments. Your amendments have been approved and are supported by senior management for piloting at the Wollongong store. Ensure you cover the following in your session: a. Introduction to the main features of the performance management system in place, including:

Document Name: BSBMGT502 Assessment task 2 RTO : 51973 CRICOS Code : 03047E Location: NovaCore CMS\DMS\Academic Drive\Faculty\Business / Management \BSB15\BSB51915 - Diploma of Leadership and Management\BSBMGT502 - Manage people performance\Assessments\ Version: 2.1 Approved on: 07-02-2019 Review Date: 07-02-2021 Page 4 of 18

i.

goal-setting and performance measurement processes (e.g. consultation, performance scorecards and peer reviews of performance)

ii. formal and informal feedback iii. performance appraisals iv. monitoring training and development v. recordkeeping needs and requirements b. Discussion of the amendments you have made to the current system, including a focus on developing potential through positive development options rather than on identifying and correcting performance weaknesses (focusing on strengths to build a sense of confidence and self-efficacy) c. Prepare to answer questions on the amendments you have made, particularly the purpose of your system (What do you hope to achieve? What problems does it address?) and how your amended system is designed to achieve that purpose. 6. Complete Role Play 2: Deliver a 15–20 minute training session on the performance management and review process. Lead others by gaining support for your amended system: explain and argue for the benefits of your amendments. For example:    

used positive and professional language encouraged others to ask question welcomed input explained and argued for the benefits of amendment

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. 7. Submit supporting documentation to your assessor in accordance with the agreed timeframe, format and the below specifications.

Specifications You must: ● participate in a training session role-play ● submit amended performance management system documentation, such as revised

policy or procedures for performance management ● submit training planning documentation, and presentation materials, such as

PowerPoint presentation and any handouts provided.

Document Name: BSBMGT502 Assessment task 2 RTO : 51973 CRICOS Code : 03047E Location: NovaCore CMS\DMS\Academic Drive\Faculty\Business / Management \BSB15\BSB51915 - Diploma of Leadership and Management\BSBMGT502 - Manage people performance\Assessments\ Version: 2.1 Approved on: 07-02-2019 Review Date: 07-02-2021 Page 5 of 18

Your assessor will be looking for demonstration of your ability to: ● describe performance management systems, including monitoring, evaluation,

providing feedback on performance ● train participants (managers) in performance management systems to allow them to

implement the system with their own staff ● describe how to keep records and documentation in accordance with the

organisational performance management system ● list performance measurement systems utilised within the organisation ● describe staff development options and information.

Adjustment for distance-based learners ● No changes to the assessment procedure or specifications are required. ● Role-plays may be conducted via video or teleconferencing. ● Documentation may be submitted electronically. ● A follow-up interview may be required (at the discretion of the assessor).

The Australian Hardware Performance management policy

Purpose Employees’ development and progress is the basis for the future performance of Australian hardware. Australian hardware not only provides professional development opportunities, but also helps individuals by monitoring and supporting their growth and development.

Document Name: BSBMGT502 Assessment task 2 RTO : 51973 CRICOS Code : 03047E Location: NovaCore CMS\DMS\Academic Drive\Faculty\Business / Management \BSB15\BSB51915 - Diploma of Leadership and Management\BSBMGT502 - Manage people performance\Assessments\ Version: 2.1 Approved on: 07-02-2019 Review Date: 07-02-2021 Page 6 of 18

Goal: Provide appropriate training programs to improve employees if necessary Employee improvement opportunities are effectively and efficiently recognized and implemented. Systematic development of employees based on specific needs, unnecessary development is cost-effective and meets agreed standards. Consistent methods and principles for staff development apply to the entire organization.

Scope The scope of this policy covers performance management processes by Australian hardware employees and contractors.

Responsibility The implementation of this policy is the responsibility of the employees of Australian Hardware. More information on roles and responsibilities is addressed in this policy.

Relevant legislation This policy is guided by the procedures defined by industrial law, rewards and contracts of employment applicable to Australian Hardware. Among others they include privacy act 1988, fair work act 2009 and anti-discrimination act 1977.

Roles and responsibilities Managers

Employees

Monitor individual performance throughout the year and record important events and observations

openly and honestly participate in formal review discussions complete their personal assessment

Document Name: BSBMGT502 Assessment task 2 RTO : 51973 CRICOS Code : 03047E Location: NovaCore CMS\DMS\Academic Drive\Faculty\Business / Management \BSB15\BSB51915 - Diploma of Leadership and Management\BSBMGT502 - Manage people performance\Assessments\ Version: 2.1 Approved on: 07-02-2019 Review Date: 07-02-2021 Page 7 of 18

of significance related to performance. It's both positive and negative

and send it to the person in charge at the request

Refer to these performance management guidelines when performing tasks, such as setting goals, defining performance indicators, assigning work, and developing workflows.

participate in identified training and development plans, as agreed with their manager

offer employees the opportunity to participate and contribute to their professional and personal development

to achieve the performance objective

give their opinion on the positive and negative performances Conduct a formal performance review discussion every six months evaluated by their manager

provide the information and documentation requested by their manager regarding their performance and activities use performance management documentation to record formal and throughout the evaluation period informal performance assessments establish appropriate partnerships

provide employees with access to training and development as outlined in the individual's performance development plan provide assistance to employees throughout the reporting period enable employees to communicate their career development goals ensure that employees carry out their responsibilities in accordance with the performance management policy and process Consult with employees for information on objectives and key performance indicators Document Name: BSBMGT502 Assessment task 2 RTO : 51973 CRICOS Code : 03047E Location: NovaCore CMS\DMS\Academic Drive\Faculty\Business / Management \BSB15\BSB51915 - Diploma of Leadership and Management\BSBMGT502 - Manage people performance\Assessments\ Version: 2.1 Approved on: 07-02-2019 Review Date: 07-02-2021 Page 8 of 18

Record formal and informal performance reviews using performance management documents

Procedure of performance review The performance of the employee will be monitored and evaluated regularly throughout the year as follows  a formal annual review discussion  a six-month follow-up discussion 

continuous monitoring of the employee's performance.

1. Annual formal review discussion The annual discussion is a key step in the performance evaluation process. This step essentially consists of gathering all the information and evaluated throughout the year relating to the employee's performance. However, there should be no surprises in this discussion; it is only a summary and review of informal and formal reviews throughout the year.  The key elements of the annual discussion are:  reflect on the performance during the year  clarify the main responsibilities of the role and review the job description  discuss successes and areas for improvement  set agreed goals and performance standards for the next six months  agree on key areas of development for effective performance of the role.

2. six-month follow-up discussion The follow-up discussion provides managers and employees with the opportunity to review goals, standards and development plans to: Document Name: BSBMGT502 Assessment task 2 RTO : 51973 CRICOS Code : 03047E Location: NovaCore CMS\DMS\Academic Drive\Faculty\Business / Management \BSB15\BSB51915 - Diploma of Leadership and Management\BSBMGT502 - Manage people performance\Assessments\ Version: 2.1 Approved on: 07-02-2019 Review Date: 07-02-2021 Page 9 of 18

 discuss the progress of the performance plan or establish a plan  Change standards and objectives, if necessary.  establish that progress is on track  identify changes that affect the achievement of objectives and standards

3. Continuous monitoring of the employee’s performance Continuous performance monitoring is captured by the following: Documentation: The performance assessment documentation provides an important guide for recording the expected standards, defined objectives, and agreed performance development plans. It is important to use the correct forms to maintain the integrity of the information and to help the manager and employees ensure that the review is done properly. Timely: Employee performance should be formally reviewed every 12 months, followed by a follow-up review within six months. A new plan should be completed at each annual evaluation discussion.

4. Review discussion The frequency of review discussions depends on each individual. The manager will reduce the frequency of formal review discussions to achieve good longterm performance. If performance issues are identified, the discussion will take place monthly until the performance issues are resolved.

5. Training program After discussions, the manager will make the decision to provide appropriate training to employees. All employees will have the same opportunities in accordance with the anti-discrimination law. Training documents Date: 21/06/2020 Time: 9.00am Location: Wollongong Store Document Name: BSBMGT502 Assessment task 2 RTO : 51973 CRICOS Code : 03047E Location: NovaCore CMS\DMS\Academic Drive\Faculty\Business / Management \BSB15\BSB51915 - Diploma of Leadership and Management\BSBMGT502 - Manage people performance\Assessments\ Version: 2.1 Approved on: 07-02-2019 Review Date: 07-02-2021 Page 10 of 18

Purpose: Sales revenue and customer satisfaction

Primary Job Factors

Performance Expectations

Method of Evaluation

Actual Performance

Development

25-35 training hours

Employee involvement in basic training to achieve service goals

Less than 15 hours of training or nonparticipation in workshops

Product knowledge

Sales of $10,000 a Able to explain month each product to the customer

$5,000

Checkout operator Complete sales transaction in 2 mins

Capable of completing the point-of-sale system in a limited time.

Customer service focus

5/10 score Understand the needs of the client and provide expert advice.

7/10 score

Average time: 5mins

Customer Feedback and Surveys

Document Name: BSBMGT502 Assessment task 2 RTO : 51973 CRICOS Code : 03047E Location: NovaCore CMS\DMS\Academic Drive\Faculty\Business / Management \BSB15\BSB51915 - Diploma of Leadership and Management\BSBMGT502 - Manage people performance\Assessments\ Version: 2.1 Approved on: 07-02-2019 Review Date: 07-02-2021 Page 11 of 18

Document Name: BSBMGT502 Assessment task 2 RTO : 51973 CRICOS Code : 03047E Location: NovaCore CMS\DMS\Academic Drive\Faculty\Business / Management \BSB15\BSB51915 - Diploma of Leadership and Management\BSBMGT502 - Manage people performance\Assessments\ Version: 2.1 Approved on: 07-02-2019 Review Date: 07-02-2021 Page 12 of 18

Document Name: BSBMGT502 Assessment task 2 RTO : 51973 CRICOS Code : 03047E Location: NovaCore CMS\DMS\Academic Drive\Faculty\Business / Management \BSB15\BSB51915 - Diploma of Leadership and Managemen...