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BSBPMG518 Manage project procurement

Assessment Task 4: Procurement procedures finalisation

Task summary
You are required to finalise the project's procurement processes, which includes writing a report on the effectiveness of their Procurement Management Plan.

Complete the following activities:

Grow Management Consultants' new website has been online for one month, and it has been a great success.
The same design has been applied to the company's emails, and the new email and communication system is functioning very well. All staff are using the new system without assistance.

You have received the following email from IT Biz Solutions

Dear Project Manager

With the website and the new communication system up and running, and although IT Bis Solutions will be maintaining the website for the next five months, it is time for me to give you a report on the project's progress.
As you will be aware, the new website has been very well received.
It is functioning well at all levels, and we have heard nothing but praise for its design.

What has become apparent, however, is that most of your company's hardware is not quite up to the job being asked of it. It is managing okay at this stage, but several of your workstations are too old to use most of the new communication system's functions. Also, most of the consultant's work laptops are so heavy that they don't take them with them when they visit clients: they take their private laptop, which is not a very secure practice.

Your server is just handling the increased traffic, but that should be reviewed in another month or so. This will most likely have to be replaced, too.

Naturally, IT Biz would like to make a bid on providing the needed equipment and installing it for Grow Management Consultants, but that is not why I have made the observations above. Your company needs to update its ICT hardware to keep up with the new website and communication systems, or the work we have done in this project won't be working optimally unless that is done.

In hindsight, it would have been good for us to evaluate your hardware as part of the contract negotiations, but it was not part of the original call for tender, so we just worked around it. If the issue was recognised earlier, we could have updated your software and hardware at the same time, which would have been much more economical than doing it in two steps.

Otherwise, we are very pleased with how the project has turned out and hope to continue to work together in the future.

Regards,
Project Manager
IT Biz Solutions

You are required to complete and submit a report on the project's procurement procedures as part of the project closure activities.

Complete the following activities:

12. Write a procurement closure report
As set out in the Grow Management Consultants' Project Management Policy and Procedures, you are required to write a report that includes the following:
• A review of project outcomes with respect to the effectiveness of procurement procedures as set out in the Procurement Management Plan
• At least two procurement management or processes lessons learned during the project
• Recommended at least two improvements to in procurement management or processes that could benefit future projects.

Use the Procurement Closure Report Template to guide your work.

13. Send an email to the Project Steering Group (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 their approval of the closure document.

BSBWOR502 Lead and manage team effectiveness

Assessment Task 1:

1. Explain the origins and the concept of the term group dynamics.
2. Explain three aspects of group dynamics that can have a negative effect on team performance.
3. Discuss in 3 to 4 paragraphs the phenomenon of social loafing in groups, its negative consequences and the effect of group size and culture.
4. Discuss three strategies for preventing social loafing in groups.
5. Discuss in a paragraph the phenomenon of Groupthink.
6. Outline three advantages and three disadvantages of group decision-making.
7. Discuss three team-building techniques, using examples to illustrate your answer.
8. Explain the concept of a team consensus.
9. Discuss two methods that can be used to assist teams to reach consensus.
10. Explain four simple steps for resolving a workplace dispute.
11. Explain why is it important to have an effective dispute resolution process?

Assessment Task 2: Team performance planning project

Task summary
As the Marketing and Communications Manager for Football South East Coast (FSEC), you are required to develop a team performance plan to support the new Operational Plan.

You will also be required to meet with your team to discuss and document team actions to achieve the Operation Plan. Actions will be recorded in the Team Performance Planning template.

Carefully read the following:

Football South East Coast is sporting association based in a small town on the NSW South Coast and is responsible for administration and development of football for the NSW South East Coast. The association employs a General Manager, Operations Manager, Marketing and Communications Officer, High Performance Athlete Development Officer, Marketing Officer, Promotions Office, Administration Manager and Receptionist.

FSEC's Vision is to be the number one sport played through South East NSW.

FSEC's Mission is to grow football by supporting members and the football community through, strong leadership, sound communication and the provision of a clear strategic direction that secures the sport's long-term prosperity.

Values listed in its current Strategic Plan include:
• Operating with trust and Integrity with each other, as well as with members and the community.
• Customer focus through appreciation of interests and passion of our members and the broader football community.
• Camaraderie through recognising the superior strength and efficiencies of good team work
• Innovation through best practice and change
• Openness and transparency in communicating with our members, customers and the broader community.

One of the organisation's key strategic goals is to improve participation in community football, specifically to increase the total number of players by 4% in 2018.
Another goal is to increase the participation of girls aged between 5 and 18 by 2% in 2018.

These goals have been translated into an Operational Plan for the organisation.
As the Marketing and Communications Manager, you are responsible for the following key result areas: Membership Growth, Programs and Events and Volunteer Development.

Complete the following activities:

1. Send an email to the team (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 them to review it.
The email text should also invite them to attend a performance planning meeting.

Your email should include the date and time of the meeting, as well as the duration.
You will need to send your email at least 5 working days prior to the meeting.

Attach your Operational Plan to the email.

Your team members will be organised by your assessor, and will include at least two other students as well as your assessor to represent the other FSEC positions.

2. Conduct a meeting with the team.
Prepare for a meeting with your team to discuss the new Operational Plan and to develop a team performance plan by reviewing the organisational information provided to you above, as well as the Operational Plan. Familiarise yourself with the Team Performance Plan Template, as you will be completing this document after the meeting.

As communications manager, you are required, as a minimum, to cover the following during the meeting:
• Provide an introduction to the meeting, including the purpose of the meeting
• Indicate to all team members that it is important for them to take an active role in the planning meeting so that their ideas for implementing the strategic plan and associated goals for the upcoming 12 months will be taken into consideration and included in the team performance planning framework.
• Ensure that all team members have read the Operational Plan that you sent in the email. Give them the opportunity to ask questions if anyone needs clarification. You should explain to the team any parts of the Operational Plan that are not understood.
• Work with your team on each section of the performance planning template. Ask your team for ideas and write them up on the white board.

During the meeting, your assessor (in the role of a staff member) will raise a workplace concern during the team performance planning session. Concerns or problems that are outside your authority will have to be discussed with the General Manager. Tell the team that you will get back to them shortly with a response.

During the meeting, you will need to demonstrate 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.

3. Send an email to the General Manager (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should summarise the meeting, and explainthe workplace concerns in a few paragraphs.

4. Complete your team performance plan
Following the meeting, complete the Team Performance Plan Template, incorporating the feedback that you received from the other meeting participants.

5. Send an email to the team (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.

Assessment Task 3: Professional development policy and procedure project

Task summary
This assessment task requires youto develop a simple policy and procedure for professional development for Football South East Coast, as the organisation does not currently have one.

Carefully read the following:

Football South East Coast does not currently have a professional development process in place and would like to introduce one to ensure the professional development of all staff members.

A budget of $1,000 per annum is to be allocated to professional development for each staff member is.

Complete the following activities:

1. Develop professional development policy and procedures for Football South East Coast
Conduct research by identifying and reviewing a range of professional development policies and procedures that have been developed in similar scenarios.
The document should be approximately 2 pages

Your policy and procedures should include, as a minimum, the following:
• Purpose of the policy
• Scope of the policy - who it applies to
• Types of professional development that may be undertaken
• Process for identifying professional development needs
• Criteria for determining whether the professional development opportunity is appropriate
• Budget allocated to each staff member
• Process for documenting and evaluating outcomes from professional development

2. Send an email to the team (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 the benefits to the team of participating in professional development.

Assessment Task 4: Reward and recognition project

Task summary
This assessment task requires you to research and report on reward and recognition schemes that can be implemented for Football South East Coast staff.

Assessment Task 4 Instructions

Carefully read the following:

After 12 months, data shows that your team has exceeded the percentage increase in the number of new football players, and you have decided to recognise your team for their efforts.

Complete the following activities:

1. Select reward and recognition schemes
Using the Internet, research both informal and formal staff reward and recognition schemes and make notes on what you find.

Choose and develop at least five examples that would be appropriate for your team in the case study.
1. TAKING CARE OF THE FAMILY:
Google - Surely you've heard all about Google's outdoor sports facilities, free food and more, but there's another perk that should be noted. If a U.S. employee passes away while working for the tech giant, the employee's spouse or domestic partner receives 50% of the deceased's salary, no matter how long or short his tenure, every year for the next decade.

2. GIVING FREE VACATIONS:
This is one thing that we noticed to be a trend throughout the top 100 companies list. For example, Ultimate Software, the developer of people-management software such as Quicken Loans treats workers to a free vacation every two years.

3. BIG MONEY INCENTIVES:
Hilcorp Energy Company promised staff in 2010 that if the company doubles its production rate and reserves by 2015, every employee will get a check for $100,000. An earlier met goal rewarded 400 employees with $50,000 toward a new car.

4. SAYING THANK YOU!:
Often times, employees just want to be recognized for their good work. A simple "Good Job" from the CEO can go a long way. Employees at NetApp often get a chance to receive special recognition. Vice Chairman Tom Mendoza asks managers to notify him when they "catch someone doing something right," and then calls 10 to 20 employees every day to thank them.

5. REWARDING SAFETY:
Chesapeake Energy paid out more than $8 million in "safety bonuses" in 2011 to more than 6,000 employees across the company for following safe work practices.

6. KEEPING EMPLOYEES HEALTHY:
At JM Family Enterprises, health and wellness centers staffed by doctors, nurses, and other health care professionals now function at eight locations of this Toyota distributor, providing primary care, wellness exams, complete physicals, vaccines, and lab tests at little to no cost to employees.

7. ON-SITE PERSONAL MASSAGES & MENTAL HEALTH RESOURCES:
Employees at Mayo Clinic can get massages while its Arizona facility's "stress-free zone" offers resources to cope with work anxieties.

8. HAVING FUN AT THE OFFICE:
Stryker, a medical-device manufacturer, keeps things light by offering Ping-Pong tables on-site and having "pie-your-manager" competitions.

9. RELOADABLE GIFT CARDS:
Producers Assistance Corporation, in an attempt to refresh their safety program, chose reloadable gift cards as an incentive. Here's how it works: when an employee takes an action, like attending a safety meeting, points are loaded onto their card. The lure of point collecting (and spending) has focused employees back on doing the right thing to be safe. After a 6-month trial, participation had more than doubled and there was a significant decline in the incident rate.

10. TUITION REIMBURSEMENT:
Intel offers $50,000 for tuition reimbursementandan eight-week paid sabbatical every seven years, which 4067 employees took advantage of just last year.

11. EMPLOYEE APPRECIATION WEEK:
The insurance giant Aflac hosts an annual six-day appreciation week; last year it included theme park visits, film showings, skating, and daily giveaways.

12. IMMEDIATE VACATION TIME:
Hasbro, the world's second-largest toy company, enhanced its vacation policy by giving new employees three weeks off in their first year instead of having to wait five years.

13. PROFIT-SHARING PLAN:
Seventy-eight percent of Robert W. Baird & Co. is owned by non-senior management. All hourly and salaried associates enjoy annual profit-sharing contributions from a pool that represents 10% of Baird's pretax net operating income.

14. OFFSITE EMPLOYEE ACTIVITIES:
GoDaddy sets money aside every month that is used to take employees off-site for activities during paid work hours. This isn't a once a year thing, either. They do this once a month, EVERY month. Recent GoDaddy expeditions included: whitewater rafting, gold panning, cooking classes, and trapeze classes. The employees obviously love it, and who wouldn't?

15. THE MONTHLY HERO:
Zappo's has a rather unconventional "recognition" program in place. Their program is called the "Monthly Hero" program and here's how it works. Every month, every Zappo employee is given $50 they can "give" to a coworker as a bonus and as a way of to recognize that coworker for doing a great job and being awesome. Once a month Zappo executives pick a name from the workers that were given the $50 bonus and dub him/her the "Monthly Hero." The company then proceeds to throw a mini-parade to announce the monthly hero through a rolling sound system that's accompanied by noise makers and playing of the song "I Need A Hero" by Bonnie Tyler. If all that wasn't amazing enough, the monthly hero then wins a covered parking spot, a $150 Zappo's gift card, and a cape to proudly wear!Good response

2. Send an email to the General Manager (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 reward and recognition schemes that you have identified and seektheir feedback and approval to move forward with the project.

Indicate which of the schemes you think would be most appropriate for the FSEC team as per the scenario and why.

You will be assessed on whether your email addresses the required content as described, as well as the clarity of your email.

Dear General Manager,
I would like to take this opportunity to present my proposal for an updated reward and recognition program for the employees here. I believe, it will be necessary to achieve the strategic goals of the association and sustain it. The salient features of the plans that I have developed have been included below:
1. Public Recognition:
• Announcement on Social Media
• Celebration of Appreciation
• It will help in employee engagement as well as community engagement
2. Tangible Rewards:
• Gift Cards for stores that offer sponsorship to the games could be arranged for good performers.
3. Offer educational Opportunities
• For volunteers in the 18-28 age groups we can offer educational opportunities for diploma courses for them to be able to better improve themselves.
I hope that you find these programs acceptable. I would be waiting for your feedback on the same.

Regards,
Marketing and Communications Manager.

3. Send an email to the team (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should thank them for their efforts in achieving the strategic goals and give the details of the reward and recognition scheme that you are introducing.
Dear Team,
I would like to take this opportunity to present my proposal for an updated reward and recognition program for the employees here. You have been instrumental in achieving these strategic goals. I believe, however, that to achieve the strategic goals of the association and sustain it, it will be necessary to have adequate reward and recognition schemes. The salient features of the plans that I have developed have been included below:
1. Public Recognition:
• Announcement on Social Media
• Celebration of Appreciation
• It will help in employee engagement as well as community engagement
2. Tangible Rewards:
• Gift Cards for stores that offer sponsorship to the games could be arranged for good performers.
3. Offer educational Opportunities
• For volunteers in the 18-28 age groups we can offer educational opportunities for diploma courses for them to be able to better improve themselves.
Feel free to send in your feedback or questions on the same.

Regards,
Marketing and Communications Manager.Good response

Assessment Task 5: Managing underperformance project

Task summary
You are required to roleplay the Marketing and Communications Officer at FSEC and conduct a meeting with the Marketing Officer to discuss their under-performance and to identify solutions to address the issue.

Assessment Task 5 Instructions

Carefully read the following:

Two staff at FSCE have lodged complaints with you, the Communications Officer, about the Marketing Officer's work.

The staff complain that Jackie is often talking to friends on her mobile and so when the office phone rings they answer the phone. Even when Jackie can see they are trying to answer queries that directly relate to her work, she does not end her personal call. This not only takes other staff member's time in answering such calls, but also then to make notes for Jackie on the call.

The staff have said that the behaviour is recent, and until recently Jackie has always been hard-working and reliable.

You need to meet with Jackie to discuss the issue and identify realistic solutions.

Complete the following activities:

1. Send an email to the Communications Officer (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should request her to attend a meeting with you to discuss her work.
Include the date and time of the meeting.

Read the following guide about managing underperformance. You will be assessed on your demonstration of the skill referred to under key points for employers to remember.

2. Conduct the meeting with the Communications Officer (your assessor).
Conduct the meeting with Jackie, explaining to her what the problem is, why it is a problem, how it impacts on the workplace and why there is a concern.

At the meeting, you are required to:
• Explain the purpose of the meeting
• Explain to Jackie what the problem is and outline her work responsibilities and the need to achieve these.
• Explain how this behaviour impacts on the workplace and why it is a concern. Ensure that you focus on the issue not the person.
• Demonstrate your interpersonal and communication skills by:
o Keeping your communication open and clear
o Listening to Jackie and confirming and clarifying information shared
o Asking questions to confirm information
o Emphasizing Jackie's strengths as set out in the scenario information
• Discuss and agree on a solution, using your skills to come up with realistic and creative solutions.

Problem:
As you (Jackie) are using personal phone during office hours, and ignoring the office phone call, you actions are impacting on results, it is also effecting on other people, and its not ethical to do so, as you were hardworking and your contribution helped the company in growing.
In the work place, to keep the work environment health we all have work like a team and work towards a goal.
If you have any problems or issues at workplace please don't hesitate to bring to our notice we always there to discuss and find a solution.

3. Send an email to the Communications Officer (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

The email text should summarise the meeting, and the solution agreed to.

BSBPMG512 Manage project time

Task summary

This assessment task requires you to create a Work Breakdown Structure, a Project Management plan, and a Project Schedule in consultation with your team and to review documents based on team feedback.

6. Review your Project Management Plan
Include the input from the other project team members to revise the plan, establishing baselines for each item.

7. Review your Program Schedule
Use your draft schedule and the input from the other project team members to revise your Program Schedule, establishing a baseline schedule for the project.

8. Send an email to all project team members (your assessor).

BSBPMG515 Manage project human resources

Assessment Task 1: Human resources management project

As Project Manager of Boutique Build Australia's attendance at an upcoming Home Show, you are required to write a project human resources briefing report.You will then meet with their General Manager to negotiate part of their report. You are also required to allocate staff to positions at the Home Show stand.

Carefully read the following:

Boutique Build Australia was established in 1990 and 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 employs approximately 50 staff including the CEO, Operations Manager, Human Resources Manager, Marketing and Sales Manager, Customer Service Officers (6), architects (2), Site Managers (3) and a large team of tradespersons, some of whom are employed, and some are contractors.
The personnel are generally managed as three overlapping teams: administration, sales, and on-site.

The company is in a period of growth andhas opened an office in Brisbanewith the goal of expanding into the Sunshine Coast and the Gold Coast over the next five years.

At a recent executive meeting, it was decided that Boutique Build Australia should participate in the upcoming Australian Home Show in Brisbane on a weekend in about three months' time. It will run from Friday through Sunday, from 10am to 5pm, and be widely publicised in the media.

It is hoped that a strong presence at the show will attract the interest of potential customers. The company's ongoing expansion also means that more tradespeople will be needed to work on new building projects. The show provides a great opportunity to make contact with many qualified tradespeople who attend the show. We would like to have at least three courtesy staff at the booth at all times, collecting details of potential customers and tradespeople. Ideally, these would be current Boutique Build office staff, who will be familiar with the company's range of products and services. The data collected will then be given to the sales and marketing team.

This data is to be collected using two documents that have been used in previous projects, Customer Data Collection, and Team Member Data Collection.

It has been decided that several of Boutique Build's tradespeople will build a kitchen in the congress stand, using some new material and new designs from our architects. This will, hopefully attract, a lot of traffic to the stand. The company's Master Builder will oversee the new kitchen's construction and the training of the selected tradespeople. It will be vital that the tradespeople building the kitchen are able to speak with members of the public (and other tradespeople) to describe the work they do. As the stand will be quite small, a maximum of two tradespeople will be able to work on the kitchen at a time. It has been estimated that two tradespeople can build the kitchen in about 18 hours.

As Human Resources Manager, you will be managing the Home Show project, reporting to the company's General Manager. You will also be in attendance at the Show, to manage the staff attending the stand. Several of the management team will also be in attendance at the Home show but will be involved in the ongoing running of the stand.

The staff selected to work on the stand will be directly answerable to the Project Manager, but the Master Builder will be in frequent attendance at the stand to keep an eye on the kitchen constriction, and the administration Manager will assist the courtesy staff with any questions that are outside their expertise.

Complete the following activities:

1. Write a draft project HR briefing report
In order to commence the planning of human resources for the event, you are required to write a briefing report to provide to the General Manager that includes the following:
• A Work Breakdown Schedule should be created to set out the project organisation and structure.This will allow you to align individual and group competencies with project tasks.
• The personnel resource requirements for the show
• The expected staffing levels
• The individual tasks that will be expected of the staff members
• The competencies expected of staff.
• Project role descriptions. These role descriptions will be circulated among Boutique Build's staff to see how many are interested in working on the stand during the Home Show. Ensure that these are written clearly, and in a language suited to the personnel you wish to have working at the stand. The role descriptions should include, as a minimum:
o Authority level
o Task responsibilities
o Performance measurement criteria
o Training plan
o A request that interested staff should contact the Human Resources Manager and explain why they would like to be involved in the project.

You are also expected to explain the following in the briefing report:
• Your strategies for preparing and managing the staff who will work at the stand.
• Human resource management methods, techniques and tools that you will use to prepare the staff for their roles. These should include at least one training session for the selected staff, and include any staff skills training techniques, such as roleplays, that could contribute to their performance at the Home Show.
• Techniques for managing and improving staff performance that you intend to use with the selected staff, such as observation and assessment, or mentoring.
• The criteria that will be used to measure individuals' performance, and the processes that will be used to determine these.

2. Send an email to the General Manager (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 seek their feedback and the time, date and place of your meeting.

3. Meet with the General Manager (your assessor) to negotiate project job descriptions.
You are required to demonstrate that you are able to negotiate the wording of the job descriptions. That will involve discussing what you have written, and then incorporating your General Manager's input into the document.

During the meeting, 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

4. Review your briefing report.
Incorporate the General Manager's suggestions into an updated version of your briefing report.

Name this Revised Briefing Report.

5. Allocate personnel to the project.
Assume that your project role descriptions have been sent to Boutique build staff, and many administration staff and tradespeople have expressed interest in working on the Home Show stand. The staff's responses have been recorded in the Staff List, and each applicant's line manager has given a brief summation of their abilities.

Review the Staff List and decide which staff members would be most appropriate to work at the stand during the show.

Review the Recruitment, Selection and Induction Policy and Procedures to ensure that your staff allocation is in accordance with this.

Use the Staff Allocation Report Template to write a short report on why you have chosen each of the staff on your list. Refer to the Recruitment, Selection and Induction Policy and Procedures when appropriate.

6. Send an email to the General Manager (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.

Assessment Task 2: Human resources training

Task summary
You must prepare for, and then conduct, a personnel training session as set out in your briefing report.

This assessment is to be completed in the simulated work environment in the RTO.

Complete the following activities:

1. Prepare for project personnel training.
Review the case study scenario and your HR briefing report.

Spend some time thinking about how the stand would look, and any health and safety issues that you think that the staff member should know about.

The induction and training session should last for about 30 minutes, as the staff are already familiar with Boutique Build's products and services.

Print out a copy of both the Customer Data Collection and the Team Member Data Collection documents so you can demonstrate these to the staff.

2. Conduct a personnel training session.
Your assessor and at least one other student will roleplay the staff members you have selected to work at the stand during the Home Show.

During the training session, you should:
• Use the human resource management techniques and tools that you included in your briefing report.
• Show the staff how to use the Customer Data Collection and the Team Member Collection documents and explain why these are being used. Demonstrate how to approach someone who is looking at the stand and ask for their details.
• Explain the criteria that will be used to measure staff performance, and the processes that will be used to determine these.

During the training session, 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 3: Project staff management

Task summary
In this assessment task,you are required to speak with an employee in response to underperformance issues that have arisen at the Australian Home Show in Brisbane. This will be undertaken as a roleplay with your assessor.

Carefully read the following:

On Saturday morning Anna Armstrong arrived at the stand ten minutes late.

During the morning Anna was seen talking with friends, sharing photos on their mobile phones.
Several times you pointed out attendees who were looking at the stand and the brochures but hadn't been approached by a staff member for their details.

Anna then returned from lunch break ten minutes late.

The team at the stand has been busy, and you have heard other team members speak in a disparaging manner about Anna's performance.

Complete the following activities:

1. Meet with Anna (your assessor).
You are required to roleplay a meeting with Anna to discuss her performance, and to overcome shortfalls that have been noticed.

At the meeting:
• Point out the unacceptable behaviour
• Describe clearly what the expected behaviour is.
• Reinforce how important the data collection for Boutique Build's expansion plans.
• Point out that working at the stand is considered to be normal working time, and a negative assessment will carry over to their work conditions in the office.

At the end of the meeting, tell Anna that you will stay at the stand close to them for the next hour or so, modelling the behaviour that you expect of them.
You should also provide some counselling where necessary or refer Anna to someone who has the skills to help her.

During the meeting, 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. Write a short performance report on your exchange with Anna.
The company's Recruitment, selection and induction Policy and Procedures requires a record of the conversation to be submitted to Human Resources for filing.

The text of the email should include a short report on Alex's behaviour at the show, what you discussed with them at the meeting, and how their subsequent behaviour was.

3. Send an email to your Human Resources Assistant (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce the situation, and summarise the contents of the attachment
The email text should also ask them to file it in Anna's personnel file.

Assessment Task 4: Finalise human resource activities

Task summary
You are required to assess the human resource activities at the Home Show in a project report. You will also have to formally disband the project team.

Carefully Read the following:

The Australian Home Show has just finished, and the Boutique Build stand was very successful. Staff at the stand received many compliments on the way that the new kitchen was built in the stand. Anna continued working on the stand efficiently following your talk with her and an hour's mentoring.

Attendee numbers were much larger than expected due to a reduction in banks' mortgage rates in the week prior to the show. The details of 550 customers were taken during the show. Many tradespeople attended the show, too, interested in what the current trends were. The details of 160 tradespeople were taken during the show

Boutique Build Australia's project management policy and procedures require a short report be sent to the General Manager following the successful conclusion of every project, and that the Project Manager officially disbands the project team by email.

Complete the following activities:

1. Send an email to the General Manager (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

The email text should:
• Summarise conclusions you have drawn about the project's performance
• Identify and document human resource issues and recommended improvements

2. Send an email to the project team (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

Attachment:- team effectiveness.rar