Reference no: EM132660308
SITXHRM006 Monitor Staff Performance - Victoria University
ACTIVITY 1A
Objective - To provide you with an opportunity to consult with and inform colleagues about expected standards of performance using appropriate communication
mechanisms
1. What is the best way to outline the standards of performance expected from an employee?
2. List three methods you can use to communicate with employees.
ACTIVITY 1B
Objective To provide you with an opportunity to monitor ongoing performance through regular performance appraisals and by maintaining close contact with the workplace and colleagues
1. WHAT IS THE OVERALL AIM OF MONITORING STAFF PERFORMANCE?
2. WHY IS IT IMPORTANT FOR EMPLOYEES TO KNOW THEIR PERFORMANCE IS BEING MONITORED?
3. WHAT DOES A PERFORMANCE APPRAISAL INVOLVE?
ACTIVITY 1C
Objective To provide you with an opportunity to regularly provide colleagues with guidance and support to enhance their work performance
List five aspects of providing colleagues with guidance and support.
ACTIVITY 1D
Objective To provide you with an opportunity to provide recognition and rewards for achievements and outstanding performance
1. Why is it vital to provide employees with recognition and rewards?
2. List three factors to keep in mind when designing your company's reward program.
ACTIVITY 1E
Objective To provide you with an opportunity to identify need for further coaching or training and organise according to organisational policies
List five types of coaching or training for employees.
ACTIVITY 2A
Objective To provide you with an opportunity to identify and investigate performance
problems
1. LIST FIVE PERFORMANCE PROBLEMS.
2. LIST THREE QUESTIONS TO ASK EMPLOYEES WHEN IDENTIFYING AND INVESTIGATING PERFORMANCE PROBLEMS.
ACTIVITY 2B
Objective To provide you with an opportunity to use feedback and coaching to address performance problems
1. List five requirements for coaching to be effective.
2. Explain what is meant by ‘corrective feedback'?
ACTIVITY 2C
Objective To provide you with an opportunity to discuss and agree on possible solutions with the colleague
1. List five possible solutions for performance problems.
2. List three topics your conversation with an employee - and the subsequent solutions you come up with - should cover.
ACTIVITY 2D
Objective To provide you with an opportunity to follow-up outcomes of informal counselling through review in the workplace
1. What is informal counselling?
2. List three types of workplace review.
ACTIVITY 2E
Objective To provide you with an opportunity to organise and conduct a formal counselling session when needed according to required procedures
1. List three problems that counselling sessions are ideal for addressing.
2. List three actions you may have to take prior to arranging a formal counselling session.
ACTIVITY 3A
Objective To provide you with an opportunity to implement formal performance management systems
1. List three performance management systems.
2. List three types of data that performance management systems can gather.
ACTIVITY 3B
Objective To provide you with an opportunity to conduct individual performance evaluations openly and fairly
Why is it important to conduct individual performance evaluations openly and fairly?
ACTIVITY 3C
Objective To provide you with an opportunity to complete and file performance management records
1. Why is it imperative to complete and file all performance management records after performance appraisals?
2. Explain what is meant by ‘concise documentation'.
3. List three ways of filing documents.
ACTIVITY 3D
Objective To provide you with an opportunity to agree on courses of action with colleagues and follow-up in workplace
List five courses of action you may agree with an employee.
SECTION A: SKILLS ACTIVITY
Objective: To provide you with an opportunity to show you have the required skills for this unit.
This activity will enable you to demonstrate the following skills:
• Reading skills to:
o review staff records and performance management documents
• Writing skills to:
o record potentially complex and sensitive information about staff performance
• Oral communication skills to:
o provide effective feedback, coaching and counselling to team members
• Problem-solving skills to:
o evaluate factors contributing to poor staff performance
• Teamwork skills to:
o monitor the performance of individuals and their effect on the team, and take corrective action to enhance whole of team performance.
Answer the activity in as much detail as possible, considering your organisational requirements.
1. Examine three different performance management documents relating to one employee, process the information and then write a one page report outlining:
• What the employee is doing well - supported with evidence
• What the employee needs to improve - supported with evidence
• How you and the employee could together address the employee's shortfalls.
2. Over the course of a 6 week period, conduct at least one informal counselling session with an employee who needs it. Be sure only to start with simple questions about how things are going and try to conduct the session in the form of a loose chat. You should also talk to the employee about the reasons why they are struggling to perform to the expected standard and how they could improve their performance. Write a one page report detailing:
• How you think the session went
• What you did well
• What you could improve for next time
• The extent to which you think the employee's stated reasons for underperformance are legitimate.
In your report, you may talk about broad topics of conversation you covered with the employee but make sure that you do not disclose any personal details about the employee that would identify them to anyone else. Everything they say should remain confidential.
3. Choose three staff members to speak to about their team's overall performance, and identify:
• One individual whose performance levels exceed the expected standards
• One individual whose performance levels fall below the expected standards
• The reasons why each individual is doing so well/falling behind
• The corrective action you could take to help the individual who is falling behind
• The recognition you could provide the employee is doing well, which would in turn encourage the rest of the team to improve their performance.
Write a one-two page report detailing what you have learned and the conclusions you have come to with regards to what kind of corrective action you will take and what kind of recognition you will provide.
SECTION B: KNOWLEDGE ACTIVITY (Q & A)
Objective: To provide you with an opportunity to show you have the required knowledge for this unit.
The answers to the following questions will enable you to demonstrate your knowledge of:
• Role and importance of monitoring staff performance and providing feedback and coaching
• Key elements of performance standards and performance management systems:
o methods of collecting performance data
o methods of interpreting performance data
o processes for performance appraisal interviews
o type of assessment:
» self
» peer
» team
o productivity indicators
• Forms of guidance and support to enhance staff performance:
o advice on training and development opportunities
o confirmation of organisational objectives and key performance requirements
o ensuring adequate resources are applied
o opportunity to discuss work challenges
o providing confirmation and corrective feedback
o representing staff interests in other forums
o support with difficult interpersonal situations
• Potential solutions to staff performance issues:
o additional training
o adjusting workload
o agreeing on short-term goals for improvement
o assisting with problems outside of the workplace
o reorganising work practices
• Performance appraisal practices:
o reasons for performance appraisal
o format for, and inclusions of, performance appraisal documents
o methods of appraising performance
• Specific organisation:
o procedures for performance appraisal interviews
o procedures for formal performance management and counselling sessions:
» formal notification to staff member and management
» invited participation of appropriate people
» organisation of appropriate location for counselling session
o grievance procedures.
Answer each question in as much detail as possible, considering your organisational requirements for each one.
1. List three features of feedback and coaching.
2. List three requirements for the methods of collecting performance data.
3. List five methods of providing colleagues with guidance and support.
4. List five possible solutions for performance problems.
5. What does a performance appraisal involve?
6. Why is it important to follow your organisation's specific guidelines on conducting informal counselling sessions?
SECTION C: PERFORMANCE ACTIVITY
Objective: To provide you with an opportunity to demonstrate the required performance elements for this unit.
This activity will enable you to demonstrate the following performance evidence:
• Monitor the effectiveness of staff in relation to at least six of the following standards of performance:
o adherence to procedures
o cost minimisation
o customer service standards
o level of accuracy in work
o personal presentation
o productivity
o punctuality
o response times
o team interaction
o waste minimisation
• Provide supportive feedback and guidance for improving standards of performance to above staff
• Conduct structured performance appraisals and formal counselling and training sessions for staff members, in line with established organisational procedures
• Recognise outstanding performance according to organisational policies
Answer the activity in as much detail as possible, considering your organisational requirements.
1. Over the course of one week, use a range of methods to monitor three employees' performance levels.
Specifically, you should assess their:
• Adherence to your organisation's policies and procedures
• Interaction with colleagues and customers
• Attention to accuracy of work
• Personal presentation
• Punctuality
• Productivity
• Waste and energy minimisation.
2. At the end of the week-long period of monitoring staff, sit down with the employees and provide each one with three pieces of feedback/advice for improving their work performance, based on what you have discerned.
3. Conduct performance appraisals with the employees you have been monitoring over the week, being sure to:
• Select an appropriate time and location for the performance appraisal
• Prepare an opening statement
• Let the employees know how their work is contributing to the organisation
• Give the employees the chance to speak about any issues/challenges they are facing
• Help the employees identify any skills and competencies that need to be improved
• Agree targets with the employees for the future.
If learners wish, they may combine questions 2 and 3 so that the performance appraisal includes the delivery of feedback and advice.
At the end of a one month period, provide three different awards to recognise different achievements/positive behaviours. The awards may be for anything they choose. For instance, they could be for punctuality and attendance, or for going ‘the extra mile' during a particular task. Whatever the rewards are for, be sure to make everyone eligible for the awards and explain why the recipients are receiving them.
Note: Just need the answers of section A - Question 2, 3 and Section C Complete
Attachment:- Monitor Staff Performance.rar