BSBLDR522 Manage people performance assignment

This assessment pack requires the learner to manage all aspects of people performance. To complete this comprehensive assessment, the learner must complete 3 assessment tasks. For a task to be considered satisfactory, all elements of it must be complete. On completion of the 3 tasks, the learner will demonstrate that they can:

Allocate work

Assess performance

Provide feedback

Manage follow up

Introduction

All students who have nominated a third party for their course must provide a completed third-party evidence collection form for this unit. You can nominate a third party here.

Download the third party evidence collection form for this unit here. Ask your nominated and approved third party to complete the form and submit the completed evidence collection form with your assessment.

NOTE: This assessment must be undertaken only using the John Readings case study organisation and cannot be undertaken based on your workplace.

Assessment Task 1 Short Answer Questions

For this assessment you are required to complete detailed responses for each question to confirm your knowledge of managing the performance of your team. Responses can be based on your own work experiences or using:

John Readings (Case Study)

Task 1 Specifications

Written responses to thirteen questions

For this assessment, you will need to answer all the questions which are listed below.

Your response to each question must be detailed and where possible workplace examples should be provided to demonstrate how you have applied the knowledge in a work context.

If not currently employed, examples of how you would apply this knowledge in a workplace situation using John Readings is required.

Create a table like the one below and use it to provide a brief overview of three legislations which directly impact on the management of people in the For each legislation, give an example of how you would apply each when managing the performance of individuals in your team.

Legislation	Overview	Example

Outline the process you should follow when assessing and managing the performance of your (Provide bullet point steps detailing each stage of the process)

List four types of support which can be provided to your team to assist them with managing their own performance and professional Provide examples demonstrating how you would apply each.

Using bullet points, list the process which should be used when managing poor performance in your workplace.

Define the term unlawful dismissal in respect to the workplace and provide an example of:
1. An unlawful dismissal
1. A lawful dismissal

Under the Fair Work Act 2009, who is covered by the unfair dismissal laws?

Under current legislation what are six actions which are considered as harsh, unjust, or unreasonable when determining if a dismissal was unreasonable?

Discuss five methods which can be used to document performance management on a continual basis in the workplace?

Outline the steps which must be taken to ensure that all documentation related to performance management is recorded and stored according to legislative and organisational requirements.

It is important that all workers are employed under the provisions, as set by the correct award or List three sources of information, how you would access it and how you ensure that you are using the correct award or agreement for particular staff within your industry or organisation?

Provide an overview of the ten National Employment Standards (NES) and when they apply within an organisation.

Provide an overview of what should be included in a risk management plan to address performance management in the workplace.

Outline two human resource support services you could engage to assist with managing the performance of teams and individuals in the workplace.

Now that you have completed your first assessment task, save your work and continue on with Assessment Task 2.

Assessment Task 2 Portfolio

You are required to manage people performance for:

John Readings (Case Study)

Task 2 Specifications

Risk Analysis

Email Meeting notification

Simulation with Assessor

Duty Statement Store Managers

Work Plan Store Managers

Performance Management Procedure

Simulation with Assessor

Underperformance Plan John

Email to Human Resources

Simulation with Assessor

Scenario

You have recently been employed as part of the management team at John Readings bookstores. In your role you are responsible for the daily operations within the sales division of the business.

As part of your role, you must manage the performance of your team within the division and ensure that all set KPIs, targets and organisational objectives are being monitored, reported and met in accordance with the policies and procedures set by the organisation.

Each member within your team has set performance measures which must be monitored and reviewed continually as the impact of not meeting these measures could slow down sales, resulting in the loss of productivity, output, and profit for the business.

Since your commencement you have reviewed existing practices and have identified areas for improvement as well as gaps in current processes which will require further development and implementation.

You have met with the management team where it was agreed that you would take the lead in establishing and implementing the required changes using your team as a pilot. Upon review of your changes the processes will be rolled out across the whole organisation.

You will need to consult and manage all relevant personnel and ensure that you document your results using appropriate feedback mechanisms.

The team within your division consists of:

Jamal Abram Store Management

David Jones Senior Supervisor

Store Managers

Lim Lao

Kelly Clark

Janelle Osborne

Angelo Giovenko

Mitchell Evans

It is critical to the operations of the business that all teams are capable and are able to meet the established KPIs and sales targets.

You have noted that there is some confusion regarding who is responsible for what and there is no clear direction regarding the management of performance across the stores.

Whilst conducting your review you have also identified the following:

There are no specified breaks for the team and often staff are either working past the allowed times or not taking breaks at all.

There is no formal training or induction given to ensure all staff understand their role and responsibilities.

There are no duty statements, work plans or specific individual goals and KPIs

Hours of work are not stated, and this often results in confusion when someone has not arrived or has left at a certain time.

Performance reviews are not conducted and there are no rewards or recognition given.

There is minimal communication between management and the teams regarding work requirements and responsibilities.

To complete this assessment, you will need to read the case study provided above and complete all activities and tasks.

Read and familiarise yourself with the John Readings case study organisation here and the general vision, values and business goals here.

In order to better understand current processes and areas of risk within the stores, you must consult with your team and develop several key documents which can then be utilised when assessing and managing performance.

Using the case study provided, you must address each point listed below and create the necessary portfolio of documents.

Each document will need to be professionally formatted to meet the expectations of business documentation. If necessary, conduct research on different formats and styles before developing each document. Address each point below in detail:

The first step is to conduct a risk analysis based on all the information you have been provided with in the Case Study and Background Develop and submit a completed Risk Analysis as part of your portfolio of evidence.

The risk analysis can be in a table or written format but must:

Identify each area of concern outlined in the case study

Assess the risks and effects

Include the probability, impact and risk ranking

Determine the controls and actions required

Before developing any new processes, it is important to consult with your team to establish how the work will be allocated and the resources which will be needed.

Draft an email to the team (listed in the case study), notifying them of a meeting to be held regarding the current processes.

In the email:

Specify dates, times and topics to be covered in the

You must also demonstrate your effective communication skills by encouraging your team to actively participate in the meeting.

Book an appointment with your Assessor to undertake the meeting at John Readings (as a simulation). All members of the team have responded to your email and the meeting has been The Assessor will play the role of the team during the role play.

To prepare for the simulation:

You must review the case study documentation and the risk analysis you have completed as this will form the basis of consultation with the team on how best to allocate work to ensure performance is managed effectively in the future.

Ensure that you address all criteria listed below and that your responses are clear, detailed and reflect the appropriate tone and vocabulary for the context.

The simulation with your Assessor must be 30 minutes in duration.

NOTE: the information you discuss will be needed to address your next question. During the simulation call you will need to demonstrate that you have:

Discussed the risk analysis and key areas of concern identified in the case study and how you have met organisational and legal

Outlined the award and classification level for store managers which need to be adhered to

Discussed at least three points from within the award which must be applied to address the issues listed in the case study and risk

Confirm:

The key performance standards (KPIs) (at least 3) which must be met

Key aspects of the Readings Code of Conduct which all teams need to adhere to.

Explained how the work will be allocated to ensure it is cost effective and outcome focussed and improve efficiencies to address the issues which have been identified.

Applied effective oral communication skills to provide clear information and encourage input and feedback from the team.

When you are ready to complete this task, schedule a simulation call appointment with your Assessor.

A follow-up interview may also be required (at the discretion of the assessor).

Once you have completed your simulation, continue working through this Learner Assessment Pack.

Having conducted the meeting, you will need to develop duty statements for your team. Using the case study, you must create, complete and submit a duty statement for store managers at John Readings.

To complete this task, create a Duty Statement document with headings for each point listed below and address in detail with relevance to the case study:

Job title, the relevant division and/or branch and/or section, and the location

Award and classification level, and any registered industrial agreement applicable to the rol

eEmployment status, e., permanent or fixed term, part- time or full-time

The number of ordinary hours to be worked each week

To whom the role reports

An indication of the direction and supervision to which the role will be subject

Requirements and expectations in respect of the Code of Conduct, workplace diversity policies and Workplace health and safety legislation and policies relevant to the business.

Based on the duty statements it is important to provide work plans to the team to ensure consistency across all stores.

Develop and submit a work plan to cover the store managers and their teams. In addition to the store manager who is full time, each store has three (3) part time employees who work various shifts to ensure there is sufficient coverage for Monday to Saturday. You must include:

Store operating hours

Part time team member working hours per week

Store managers hours per

Your plan must allow for appropriate breaks and changes in work structure for the managers and teams to meet specific requirements such as breaks and complying with the award. Ensure that each team member has the appropriate breaks and change of duties with minimal disruption to the overall operations (e.g., rotation to ensure effective coverage at all times in the store).

Now that you have a better understanding of the roles and responsibilities of your team you can establish the processes needed to assess and manage their performance. There are no defined performance management and review processes currently in place at John Readings.

For this task you must develop and submit a performance management procedure which is compliant with all legislative requirements and meets the expectations of the organisation.

It is important to note that there must be evidence of direct relevance to specific legislations, regulations and codes of practice which directly impact on performance management.

Create a document titled Performance Management Procedure which has the appropriate subheadings listed below and detail the procedures for each section. You can use bullet points to create step by step processes where appropriate.

Sub-headings to be included in your Performance Management Procedure are:

The Purpose

Scope include relevant legislative requirements and awards Processes to be included in the procedure must include:

Supervision and assistance available (HR specialists)

Performance Review Process

Rewards and Recognition and Training

Managing Underperformance (include relevant legislative requirements with reference to unlawful dismissal)

Documenting performance (include relevant legislative requirements and awards)

Termination in accordance with legal and organisational requirements, in the case of serious misconduct.

Scenario

The performance procedures have been in place for several months now, but the management team are still not applying the procedures correctly.

As part of the ongoing performance management of the team it is important to conduct a further session with the team to address the issues in general and review the procedures which have been implemented to ensure all managers understand what is required.

Book an appointment with your Assessor to undertake the meeting at John Readings (as a simulation). With the new performance management procedures developed it is essential that all members of the team understand the performance management and review processes you have developed.

For this activity you need to meet with the team and provide training and coaching in the new processes. The Assessor will play the role of the team during the role play.

To prepare for the simulation:

You must review the procedures you have developed and make notes on key points you need to train the team in. This will ensure that performance is managed effectively in the future and the processes are consistent across all John Reading Book Stores.

Ensure that you address all criteria listed below and that your responses are clear, detailed and reflect the appropriate tone and vocabulary for the context.

The simulation with your Assessor must be 30 minutes in duration. During the simulation call you will need to demonstrate that you have:

Outlined the key steps which need to be followed to conduct the Performance Review Process

Discussed the rewards and recognition plan for John Readings

Outlined the process for managing underperformance

Explained how these processes will ensure that the standards of performance at John Readings will be met.

Applied oral communications skills to coach the staff and explain the processes using tone, language and structure to suit the team.

When you are ready to complete this task, schedule a simulation call appointment with your Assessor.

A follow-up interview may also be required (at the discretion of the assessor).

Once you have completed your simulation, continue working through this Learner

For this task you will need to read the following scenario and complete all points listed below.

Scenario

Following the meeting with the managers you have been monitoring the team to ensure they are implementing the procedures correctly.

You have noticed that John Ardan, who is the warehouse manager seems to be struggling with his warehouse team as there are reports he is not following up on performance issues such as team members continually arriving late and not being performance managed. Several of the warehouse team members have approached you regarding this issue and feel that John is not setting an example for them to follow and those who do the right thing are having to work longer hours due to those who are not meeting the performance standards.

In all other aspects of his role, John is meeting his KPIs and targets for ensuring all stock is distributed in line with organisational standards. His general rapport with his team is excellent.

You have arranged a meeting with John to discuss his performance as a manager and establish ways in which you can provide additional training or support

The scenario above has established that you have followed the necessary guidelines and practices required when commencing performance management of an employee.

To prepare for the meeting with John you need complete the Underperformance Plan which can be downloaded here.

Complete the plan and ensure that you have:

Confirmed the reason for the meeting

Provided background information such as the steps so far regarding training and support for management you have provided to implement the new performance management procedure.

Outlined how you will continue to assist and monitor Johns performance and the frequency in which you will meet and monitor his progress.

You must also notify Human Resources of the situation. Draft an email to Human Resources requesting their assistance on how to best proceed with your plan and what other information or specialist advice could be sought to resolve this situation

Book an appointment with your Assessor to undertake the meeting at John Readings (as a simulation). For this task you will need to meet with John to conduct his performance review. The Assessor will play the role of John during the role play.

To prepare for the simulation:

You must review the procedures you have developed and make notes on key points you need to discuss. This will ensure that performance is managed effectively in the future and the processes are consistent across all John Reading Book Stores.

Read and familiarise yourself with the Performance Review Discussion template provided here as this must be completed and submitted as part of this task.

You must complete every section in the template and if possible, add extra information which relates to the organisation if necessary.

Ensure that you address all criteria listed below and that your responses are clear, detailed and reflect the appropriate tone and vocabulary for the context.

The simulation with your Assessor must be 30 minutes in duration. During the role play you will need to demonstrate that you have:

Discussed and completed all sections of the Performance Management and Review Template

Sought input and feedback from John regarding the review

Conducted the meeting in a professional manner

Used clear and specific language to clarify and discuss any points within the

Provided additional coaching for at least one area discussed as part of the

When you are ready to complete this task, schedule a simulation call appointment with your Assessor.

A follow-up interview may also be required (at the discretion of the assessor).

Now that you have completed your second assessment task, save your work and continue on with Assessment Task 3.

Assessment Task 3 Project

You are required to report on the effectiveness of the activities for:

John Readings (Case Study)

Task 3 Specifications

Simulation with Assessor

Completed Performance Management Review form

Completed Underperformance Plan

Email to Human Resources

Termination letter

Scenario

Having now established the roles and responsibilities of the team and the procedures which need to be followed, you have implemented improvements including the development of duty statements and a performance management procedure.

Management have requested that you conduct the performance reviews for your team and also address the issues regarding a particular team member, Mitchell Evans, who has been underperforming for several weeks.

The organisation is using a Performance Review Discussion template here which you will need to use when completing your reviews.

To complete this assessment, you will need to read the case study provided and complete all activities and tasks.

Book an appointment with your Assessor to undertake the meeting at John Readings (as a simulation). For this task you will need to conduct a performance review with one of the team The Assessor will play the role of the team member during the role play.

To prepare for the simulation:

Read and familiarise yourself with the Performance Review Discussion template provided here as this must be completed and submitted as part of this task.

You must complete every section in the template and if possible, add extra information which relates to the organisation if necessary.

Ensure that you address all criteria listed below and that your responses are clear, detailed and reflect the appropriate tone and vocabulary for the context. The simulation with your Assessor must be 30 minutes in duration.

During the simulation call you will need to demonstrate that you have

Discussed and completed all sections of the Performance Management and Review Template

Sought input and feedback from the team member regarding the review

Conducted the meeting in a professional manner

Used clear and specific language to clarify and discuss any points within the

Provided additional coaching for at least one area discussed as part of the review.

When you are ready to complete this task, schedule a simulation call appointment with your Assessor.

A follow-up interview may also be required (at the discretion of the assessor).

Once you have completed your simulation, continue working through this Learner Assessment Pack.

For this task you will need to read the following scenario and complete all points listed below.

Scenario

You have a team member named Mitchell Evans who has been underperforming for several weeks. You have spoken to him verbally, with little success.

His underperformance is impacting on the organisation and other team members as he is causing unrest amongst the team due to the additional pressures this is creating.

You have followed all legal and organisational requirements, based on your Performance Management Procedure and have provided him with a written warning as well.

You have since been approached by another team member who has informed you that Mitchells wife is quite ill and that this may be the cause of his under-performance which has included increased time off, late arrivals, and not being focused on his specific job tasks.

The scenario above has established that you have followed the necessary guidelines and practices required when commencing performance management of an employee.

You have conducted a further meeting with Mitchell (factoring the information regarding his personal issue).

Based on this further meeting, you need to complete the Underperformance Plan which can be downloaded here.

Complete the plan and ensure that you have:

Confirmed that you have had a meeting with Mitchell to discuss his continued under-performance and detail the information you have provided him (use your knowledge of what is expected at this stage of the performance management process)

Detailed your recommendations to support and assist Mitchell to ensure that he meets his specified tasks and how you have factored his current Include the additional support and coaching which will be provided.

Outlined how you will continue to assist and monitor Mitchells performance and the frequency in which you will meet and monitor his progress.

You must also notify Human Resources of the situation. Draft an email to Human Resources requesting their assistance on how to best proceed with your plan and what other information or specialist advice could be sought to resolve this situation

For this task you will need to read the following scenario and complete all points listed below.

Scenario

Having implemented the performance management plan and ensured that Mitchell has received ongoing guidance and support, the situation has continued to deteriorate.

Mitchell continues to come late to work or not turn up at all without notifying the store and the meeting with Mitchell resulted in him walking out and not returning to the workplace.

Both the Human Resource department and you have tried on several occasions to phone Mitchell and have also emailed him to try and make contact to discuss the situation, but he has not responded.

You have followed the performance management procedures and senior management have decided that Mitchell has not met his obligations and following the steps which have been taken which included counselling and written warnings it is time to terminate his employment.

Based on the scenario, complete the following tasks to complete the termination process for Mitchell:

Prepare a formal letter to Mitchell detailing the termination process which meets the disciplinary process at John Readings.

Draft an email to Mitchel and the HR department and attach the Provide Mitchell with the purpose of the email and steps which are now being taken to finalise his employment at John Readings.

Now that you have completed all assessment tasks, you are ready to SUBMIT ALL your work for assessment.

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BSBLDR522 Manage people performance assignment

Learner Assessment Pack (LAP)