diff_months: 16

BSBLDR522 Manage People Performance Assessment

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Added on: 2023-02-22 11:03:29
Order Code: CLT297005
Question Task Id: 0
  • Subject Code :

    BSBLDR522

  • Country :

    Australia

Task 1: Knowledge questions

Questions

1. Explain the key provisions of the Fair Work Act 2009.
This act protects certain rights that include workplace rights. These rights engage in industrial activities right under this they will be free from unlawful discrimination in the workplace(Addo, et al., 2020).

2. Explain the key provisions of each of the following Acts:

a. The Racial Discrimination Act of 1975
This act is related to the unfair discrimination happening with the person in society (James, 2018). The Racial Discrimination Prevention Act of 1975 encourages legal equality for all persons regardless of race, colour, national or ethnic background.

b. Sex Discrimination Act 1984
The Sex Discrimination Act 1984 is indeed an Act of the Australian Parliament that outlaws discrimination in a variety of sectors of public life based on sex. They treat each person equally in the workplace without gender discrimination.

c. Disability Discrimination Act 1992
This act is related to a disabled person that is prohibited discrimination against people with disabilities in education, employment, and good services filed. This Act also permits the Australian human rights commission to grant temporary exemptions from the provision.

3. Explain the purpose of the National Employment Standards and the 10 minimum entitlements.

The National Employment Requirements (NES) are the minimum employment standards that include the following: Maximum weekly work hours - 38 hours a week, plus suitable extra hours. Requests for flexible hours - Certain employees may request a modification in their working conditions. Also, these are the 10 minimum entitlements of NES are:

  • Maximum weekly hours of work
  • Requests for flexible working arrangements
  • Parental leave and related entitlements
  • Annual leave
  • Personal/carer's leave and compassionate leave
  • Community service leave
  • Long service leave
  • Public holidays
  • Notice of termination and redundancy pay
  • Provision of a Fair Work Information Statement

4. Explain the use of modern awards in workplaces.
Modern Awards operate in combination with National Employment Standards to offer the foundation for employees on critical workplace concerns such as salary.

5. Identify at least two examples of modern awards using the Fair Work Ombudsman website. Write down the name of the award and the minimum wages under the award and minimum working hours.
The two examples of modern awards using the Fair Work Ombudsman website are:

  • This will focus on the hours of work.
  • Another importance of using the modern awards using the Fair Work
    Ombudsman website is to maintain the breaks of an employee in the company.

The name of the award and the minimum wages under the award and minimum working hours are:

  • Banking, Finance and Insurance Award 2020
  • Aboriginal and Torres Strait Islander Health Workers and Practitioners and Aboriginal Community Controlled Health Services Award 2020

6. Outline the purpose of an enterprise agreement and with which entity must the agreement be registered.
The purpose of an enterprise agreement and with which entity must the agreement be registered. It is between one or more national employers and their employees as specified in the agreement.

7. Outline minimum terms and conditions that must be included in an enterprise agreement.
The minimum terms and conditions that must be included in an enterprise agreement are:

  • The relationship between each employer and employee must be covered by the agreement.
  • The deduction from wages for any purpose authorized by an employee must be covered in the agreement

8. Explain the process of performance management and the purpose of using performance management systems in the workplace.

Process - Managers and workers collaborate to plan, monitor, and analyze an employee's job objectives and overall significant approach to the business through performance management.
Purpose - Performance management enables executives to track and guide employee performance in real time.

9. Explain two types of performance management systems that can be used at work.
There are several types of performance management systems.
General Appraisal: Year-round engagement between the management and the employee.
360-Degree Appraisal: Employee feedback on other workers.

10. In what form must an employer provide an employee with notice of termination?
All leaving workers must be given UC-61. Employers must offer a copy of their termination notice to employees and notify them that they can submit a prepared statement disagreeing including its content.

11. Under the Fair Work Act, what amount of notice must be given to employees who have worked for a company for less than one year?
An employer is obligated to offer at least one month's prior notice or remuneration instead of that to a worker who has accumulated a minimum of one year of continuous employment before termination (Potter, 2019). The notification must be delivered in writing specifying the cause of retrenchment.

12. List two types of employees to whom notice of termination would not need to be provided.

  • Resignation
  • Job abandonment.

13. Under what circumstances is an employee entitled to redundancy pay?
Redundancy pay is a payment made to an employee when their company no longer requires them to execute their job.

14. Explain at least three circumstances that can constitute unfair dismissal.

  • The three circumstances that can constitute unfair dismissal
  • Fair Work Act 2009
  • Section 385 Act
  • Fair Work Commission Act

15. Which circumstances must apply for the Fair Work Commission to determine that an employee has been unfairly dismissed?
Termination of employment is governed by Commonwealth workplace legislation. These guidelines specify whether an employee's termination was unlawful or unjust, what entitlement an employee is owed after their work, and what must be done when a worker is terminated due to redundancy.

16. Outline five ways of that staff can develop skills at work

  1. Communication
  2. Business planning
  3. Management Creativity
  4. Flexibility
  5. Leadership management

17. As a manager, list three types of information that you could provide to staff to help them to develop their knowledge base.
They have to introduce personal development and other information for the staff management.
The staff information and the other details in the development.
They have to focus on company management and other details management.

18. List the information that can generally be found in a risk management plan. Include at least four different types of information.
Risk management is the practice of minimizing hazards to minimize their influence on a company's health. Any action or omission that raises a company's exposure to circumstances that might diminish revenue, lead it to collapse, or harm its reputation is considered a business risk (Claus, 2019).

  • Risk Identification
  • Risk Analysis
  • Response Planning
  • Risk Mitigation

19. List four examples of organizational of human support services.
The four examples of organizational human support services are: Advocacy

Task 2: Project

Activities

Complete the following activities:

1. Carefully read the following:

This project requires you to manage the performance of two team members and one team. As part of the assessment, you will:

  • understand your organisation's performance management requirements.
  • allocate work to team members and your team.
  • manage the performance of your team and individual team members.

Vocational education and training is all about gaining and developing practical skills that are industry relevant and that can help you to succeed in your chosen career. For this reason, we are giving you the choice to base this project on your own business, one you work in or a familiar with, or you can use the case study provided. This will mean that you are applying your knowledge and skills in a relevant, practical and meaningful way to your own situation!
If you are using your own business, it is important that you are able to access enough information for your chosen business in order to be able to do your assessment. You are required to manage the performance of one team and two individuals. The team members must be able to perform work tasks related to the operational plan. As a minimum your organisation must have an operational plan, a risk management plan and policies and procedures relevant to performance management and communication. You must also have access to data or information to monitor, evaluate and provide feedback to the team members (take a look at Section 3 of your Project Portfolio for more information).
If you are using the case study, the information required to complete this assessment is contained in the Simulation Pack.
You will need to communicate with team members and a colleague/superior. Your communication may be either directly with actual staff members or fellow students/your assessor can play the roles of relevant people/parties. Communication can be in any appropriate format (e.g., face to face, video conference, email) as long as it meets the requirements outlined in the Project Portfolio
You will be collecting evidence for this unit in a Project Portfolio. The steps you need to take are outlined below.

2. Preparation

Make sure you are familiar with the organisation you are basing this assessment on and have read through the necessary background information (either your own business, or the case study provided in the Simulation Pack). If you're basing this assessment on your own choice of business, have your business approved by your
assessor.

3. Understand performance management requirements

Complete Section 1 of your Project Portfolio. To do this, you need to:

  • explain how your role supports people performance management and the daily operations of your organisation.
  • describe the roles and responsibilities of your team and two team members.
  • identity and summarise the legal requirements to perform your role, allocate work and manage/review people performance.
  • identify and summarise organisational requirements for your role, work allocation and people management:
    • including as a minimum the operational plan, risk management plan, performance management policies and procedures and communication protocols)
    • considering performance review, feedback (formal and informal), performance improvement opportunities, underperformance and rewards and recognition.
  • review your organisation's performance management and processes according to the legislation, organisational objectives and policies.

4. Allocate work

Consult with a relevant person or group (e.g. the CEO or executive team) regarding work that must be allocated to staff.

Your consultation should include a discussion:

  • of operational requirements (outlined in the operational plan) for the next 12 months (including time frames).
  • of work you are responsible for (that must be allocated within your team).
  • of the resources which are available to do the work.
  • to develop and agree on the required performance standards and KPIs. Consultation can take place in any appropriate format (e.g. email, telephone call, executive team meeting, meeting with the CEO etc.) as long as it adheres to your organisation's requirements, policies and procedures.

Start with completing Section 2 of your Project Portfolio. To do this, you need to:

  • develop work plans to efficiently allocate work to your team and two team members.
  • plan to meet with your team and team members.

You may need to meet separately with individual team members depending on the nature and location of your team and the work that is required (e.g. you may be required to keep KPIs confidential and as such they cannot be discussed in a group).

Make sure you have all the required resources ready for your meeting (e.g. printout of policies and procedures).

Meet with your team and team members to:

  • discuss the work that must be done by your team as a whole.
  • discuss work that must be done by individual team members.
  • explain the expected performance standards and KPIs.
  • provide training on the performance management and review processes.

5. Manage performance.

Assume the work plans have been implemented. You must now manage and monitor performance, providing informal feedback and coaching where required.

If you are using the case study, assume that it is July 2021. Additional information complete this step is contained in the Simulation Pack.

If you are using your own organisation, make sure you have the enough information to fulfil the requirements in the Project Portfolio.

Start completing Section 3 of your Project Portfolio. To do this, you need to:

  • manage the individual team member and whole team performance according to the timelines outlined in your work plan and your organisation's policies and procedures.
  • monitor individual team member and team performance.
  • provide informal feedback and coaching to team members.

Assume a period of time has passed. Team members, and individuals in your team have performed some (or all) the work tasks outlined in your work plan. If you are basing this assessment on your own business, you need suitable information to evaluate performance and provide formal feedback. The information must indicate that:

  • at least one team member has performed poorly
  • at least one team member or the team as a whole has demonstrated excellent performance.

If you are using the case study, assume that it is November 2021.

Continue working on Section 3 of your Project Portfolio. To do this, you must:

  • evaluate the performance of the two individual team members and your team against performance standards and KPIs.
  • document individual team members' performance according to your organisation's performance management system.
  • keep record of the documented performance according to your organisation's performance management system.
  • identify any actions required to:
    • address a team member's ongoing poor performance
    • to recognise the continued excellent performance of a different team member.

If relevant, initiate the previously identified action to either address poor performance (e.g. ask the team member if there are any external factors contributing to their poor performance) or reinforce positive (e.g. discuss bonus or salary increase).
Each meeting should take approximately 20 minutes. It may take place with actual people who work forfare associated with your chosen organisation. Alternatively, classmates or your assessor may play the role of one or more team members.
This can either be viewed in person by your assessor or you may like to video record the session for your assessor to watch later. Your assessor can provide you with more details at this step. Make sure you follow the instructions below and meet the timeframes allocated. If this session is not viewed in person by your assessor, you will attach proof of the meeting to Section 3 of your Project Portfolio As you discuss performance and areas requiring development, make sure you influence the direction of the conversation. You will be assessed on this.

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  • Uploaded By : Katthy Wills
  • Posted on : February 22nd, 2023
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