Reference no: EM132538374

BSBMGT502 Manage people performance - Richmond School of Business

Assessment Task 1:

1. Explain the key provisions of the Fair Work Act 2009.

2. Explain the key provisions of each of the following Acts:
a. The Racial Discrimination Act 1975
b. Sex Discrimination Act 1984
c. Disability Discrimination Act 1992

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

4. Explain the use of modern awards in workplaces.

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.

6. Outline the purpose of an enterprise agreement and with which entity must the agreement be registered.

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

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

9. Explain two types of performance management systems that can be used at work.

10. In what form must an employer provide an employee with notice of termination.

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.

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

13. Under what circumstances is an employee entitled to redundancy pay?

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

15. Which circumstances must apply for the Fair Work Commission to determine that an employee has been unfairly dismissed?

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

17. As a manager, list three types of information that you could provide to staff to help them to develop their knowledge base.

Assessment Task 2: Work allocation project

Task summary
This assessment task requires you, in the role of Human Resources Manager of Boutique Build Australia, to meet with the Managing Director to discuss the company's human resources priorities for the upcoming year and as documented in the company's Strategic Business Plan. You will then need to develop a work plan for your team, as well as a risk assessment.

Carefully read the following:

Boutique Build Australia Pty Ltd is a boutique building company based in Sydney that specialises in the design and build of high-quality designer homes for the Sydney metropolitan and surrounding areas. The company has been operational for three years.

As the Human Resources Manager for the company, you are responsible for a small team of staff including the Human Resources Support Officer and the Learning and Development Coordinator. The Learning and Development Coordinator is a new appointment in place for the last two months.

As the Human Resources Manager, you are responsible for:
• Taking a key, and at times, leadership role in the development and implementation of generalist HR strategies, policies and projects.
• Identifying, designing and implementing general HR strategies and solutions to achieve agreed outcomes relating to: organisational design, organisational change, performance management, workforce and strategic planning and other generalist HR activities inclusive of effective negotiation and consultation with staff.
• Taking ownership of the HR results and outcomes.
• Providing high level, timely and professional advice to senior managers and staff, in interpreting and implementing human resource policy including change management; HR planning; industrial relations; retention, performance management; workplace health; and organisation development and change.
• Delivering a high level of proactive and reactive support, management and advice to managers and staff in employee relations, encompassing, equal employment opportunity/diversity case management.
• Leading developing and motivating a small team.
• Contributing as a HR team member to develop and/or enhance policies, procedures and systems to support HR ‘best practice".
• Representing and providing high level advice and support on internal and external forums and committees.
• Developing effective, collaborative relationships and networking with all internal clients and external stakeholders.
• Assisting the team to produce best practice learning aids and presentations
• Producing a quarterly review of people statistics and analysis for distribution to internal stakeholders

The Human Resources Support Officer is responsible for:
• Recruitment processes ensuring the needs of the business are met in addition to adherence to legislative and internal policy requirements.
• Delivery of inductions to new employees within the office meeting legislative compliance measures as well as equipping new employees with necessary orientation information.
• Management of WHS incident reporting identifying improvement processes to minimise repeat incidents.
• The facilitation of ergonomic assessments and report analysis resulting in recommendations for individual requirements.
• Liaison point for workers compensation claims between insurance company and staff.
• Implementation and maintenance of the Human Resources Information System.
• HR metrics and reporting.
• Assistance to the HR Manager in strategic HR projects.
• HR administrative support including tasks such as maintenance of personnel files; maintenance of HR specific records on the share drive; reporting requirements relating to surveys and performance management cycles etc.
• Other duties as required.

The Learning and Development Coordinator is responsible for:
• Contribute to the delivery and evaluation of training and education programs to staff
• Contribute to the design and development of resource materials for use in the delivery of education and training materials for use in the delivery of training programs to staff
• Ensure that records are kept and maintained of all training activities
• Report to and cooperate with Human Resources Manager
• Ensure that all Policies and Procedures are implemented and complied with

The company also employs the following staff:
Managing Director, Operations Manager, Marketing and Sales Manager, Sales Consultants (4), Office Manager, Human Resources Manager, Construction Manager, Site Manager (2), Production Draftsperson (2), 6 Carpenters and a range of contract staff, including plumbers, electricians, tilers, painters and plasterers.

The workforce is predominantly male with the only four females employed (the Office Manager and the three Human Resources positions).

The company's vision as stated in its Strategic Plan is to be the best boutique home builder in Australia. Its values are listed as quality, innovation, leadership, respect and honesty and reliability.

Complete the following activities:

1. Meet with the Managing Director (your assessor).
Review the case study information above, as well as the Strategic Plan prior to attending attend a meeting with the Managing Director (your assessor).

The purpose of the meeting will be to discuss the development of a work plan for your team for the coming year to ensure that operational objectives for 2018 - 2019 are met as outlined in the organisation's Strategic Business Plan. Make notes on any questions that you have.

The Managing Director will discuss the following information with you:
• Overall strategic goals
• Operational objectives
• Resources available

During the meeting, you will need to demonstrate effective communication skills including:
• Speaking clearly and concisely
• Using non-verbal communication to assist with understanding
• Asking questions to identify required information
• Responding to questions as required
• Using active listening techniques to confirm understanding

2. Develop an action plan
After the meeting, you will need to develop an action plan for the human resources team based on the meeting discussion.
Use the Human Resources Action Plan Template to guide your work.

The plan you develop should consider all of the information provided to you at the meeting and include:
• Actions (focused on achieving operational objectives and must take budget into consideration to ensure cost effectiveness)
• Priority
• Timelines
• Responsibilities (ensuring that task are allocated as appropriate to the staff member's level of responsibility and to maximise efficiency in terms of completing groups of similar actions)
• Performance indicators

You will also need to develop a risk assessment to assess the likelihood of negative events preventing the company in meeting the actions as specified in the work plan you have developed and the likely consequences of such events.

Save this document as Completed Human Resources Action Plan.

3. Write a risk management plan
Review the Risk Management Plan Template and complete the risk assessment table. Save this document as Completed Risk Management Plan
4. Send an email to your assessor.
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachment and ask for the place, date and time of a meeting so you can discuss these documents with your team.

Attach your Completed Human Resources Plan and Completed Risk Management Plan to the email.

5. Meet with the team to discuss the work plan and allocate tasks
Meet with your work team to discuss the work plan, allocate tasks and confirm performance standards and work outputs as per your plan, as well as agree on performance indicators for tasks.

As you have also decided that this is a good opportunity to remind staff of Code of Conduct requirements, you should review the Code of Conduct provided to you ahead of the meeting so that you are able to explain key requirements to staff.

At the meeting:
• Introduce the meeting, including the purpose of the meeting.
• Provide a copy of the work plan.
• Explain that the work plan is based on the Strategic Business Plan objectives.
• Go through each of the actions, responsibilities, timelines and performance indicators.
• Explain the key themes of the Code of Conduct and employee responsibilities.

During the meeting, you will need to demonstrate the effective interpersonal and communication skills including:
• Team building techniques including clear explanation of goals and outcomes
• Asking questions and listening to responses to clarify understanding
• Active listening skills
• Respecting and acknowledging the views of others
• Non-verbal communication skills that encourage discussion and feedback, for example, nodding, smiling, eye contact.

Assessment Task 3: Performance management system project

Task summary
This assessment task requires you to develop policy and procedures for performance management for Boutique Build Australia. While the organisation currently has a performance management policy, it is outdated and needs revising.
Following this you are also required to conduct a 30-minute training session for Boutique Build Australia managers on the new performance management policy and procedure.

Complete the following activities:

1. Develop performance management policy and procedures
Conduct research by identifying and reviewing a range of performance management policies and procedures from other organisations.

Then develop a performance management policy and procedure for Boutique Build Australia that addresses all the following:
• Purpose of the policy
• To whom the policy applies
• Number of times a year that a performance review is to occur for each employee.
• Summary of purpose of performance reviews
• Simple step-by-step procedure for organising and conducting the performance review meeting.
• Templates used to record performance
• Identifying performance gaps and providing feedback

The policy and procedures must be written in your own words and be clear and concise. As a guide your policy and procedure should be approximately 2 pages.

Save the document as Performance Management Policy and Procedures.

2. Develop training presentation
Prepare a training session for your managers.

Prepare for the training session by developing a PowerPoint (or another presentation program) presentation, including notes within your slides to assist you in conducting the session.

The presentation should address the key points in the new performance management processes that you developed in the previous activity.

You will also need to research effective communication skills for Managers for use in conducting performance reviews.

You should prepare a minimum of 8 Power Point slides that include visuals and images to add interest.

Save the file as Performance Management Presentation

3. Send an email to your assessor.
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should introduce and summarise the contents of the attachments, ask them for their feedback, and ask for the place, date and time of your training session.

Attach your Performance Management Policy and Procedures and Performance Management Presentation to the email.

4. Conduct the training session.
Now conduct the training session as per your preparation, provide the opportunity for questions and feedback.

You will need to demonstrate effective communication skills including:
• Speaking clearly and concisely
• Using non-verbal communication to assist with understanding
• Asking questions to identify required information
• Responding to questions as required
• Using active listening techniques to confirm understanding

Assessment Task 4: Managing performance project

Task summary
This assessment task requires you to prepare for and participate in two roleplays.
In the first roleplay, you are required to provide information feedback to a staff member about their workplace performance.
In the second roleplay, you are required to conduct a formal performance review for the same staff member.

Complete the following activities:

Role-play A:

Complete the following activities:

1. Prepare for the meeting with Jamie
To prepare for the meeting with Jamie you are required to:
• Research the STAR model of giving feedback and develop and practice a script that you can use at the meeting with Jamie. Your script should also include positive comments on Jamie's performance to date. You will not be required to submit your script and you should talk without referring to the script at the assessment.
• Research ways of improving writing style and make notes on at least five tips to talk through at the meeting with Jamie.

2. Meet with Jamie (your assessor)
At the meeting with Jamie, provide positive feedback on Jamie's performance to date and then using the STAR model of feedback to outline the areas where improvement is required as per the script you have developed.

Talk through the five tips you have identified to improve writing style.

During the meeting, you are required to demonstrate effective communication skills including:
• Speaking clearly and concisely
• Using non-verbal communication to assist with understanding
• Asking questions to identify required information
• Responding to questions as required
• Using active listening techniques to confirm understanding

Role play B:
It is now six months later, and it is time for Jamie's performance review, Conduct a performance review with Jamie as set out below:
• Send an email to Jamie informing of her of the date and time of the performance review and
explaining that the performance review template that will be used. Attach a copy to the email.
• Conduct the performance review in a maximum time of 30 minutes.
• Use effective communication skills for performance management.

Your assessor will roleplay Jamie during the performance review.

3. Prepare for the meeting with Jamie
To prepare for the meeting with Jamie you are required to:
• Review the Performance Review Guidance and Performance Agreement Template so that you can go through each aspect of Jamie's performance according to these.
• Research potential learning and development opportunities for Jamie based on the performance assessment information provided to you. You will discuss these at the performance review.
• Develop and practice a script to use at the performance review meeting with Jamie. Ensure you review all the information that you will need to cover at the meeting so that you can prepare your script accordingly.

4. Send an email to Jamie (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should introduce and summarise the contents of the attachment and give them the place, date, time and expected duration of the meeting.

Attach the Performance Agreement Template to the email.

5. Conduct the meeting with Jamie
At the performance review you will be required to:
• Explain the purpose of the performance review.
• Discuss your rating of Jamie's work against each item in the checklist.
• Ensure you emphasise areas where Jamie has done well and others where improvement is required.
• Respond to any questions.

In consultation with Jamie, agree on areas of improvement and indicate that a learning and development plan will be documented. Make notes for inclusion in the performance review template.

During the performance review, use the effective communication skills for performance management that you identified in Assessment Task 3.

6. Document the performance review agreement
Following the performance review, document the performance review in the performance review template.

Save this document as Completed Performance Agreement

7. Send an email to Jamie (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should introduce and summarise the contents of the attachment and indicate that this is the documented version of their performance review.

Attachment:- Manage people performance.rar