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Assessment Task 1 (BSBHRM512) Assessment Task 1BSBHRM512 Develop and manage performance-management processes Develop performance management processes Submission details Candidate’s name Phone no....

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Assessment Task 1 (BSBHRM512)
Assessment Task 1    BSBHRM512 Develop and manage performance-management processes
Develop performance management processes
Submission details
    Candidate’s name
    
    Phone no.
    
    Assessor’s name
    
    Phone no.
    
    Assessment site
    
    Assessment date/s
    
    Time/s
    
The assessment task is due on the date specified by your assessor. Any variations to this a
angement must be approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications below for details.
Performance objective
You will need to demonstrate the skills and knowledge required to develop integrated performance management processes.
Assessment description
In response to a simulated business scenario, you will analyse business and operational plans and use information from key stakeholders to develop objectives and processes for performance management. You will then develop plans to implement processes. Finally, you will provide a written reflection on the activities you undertook to complete the assessment task.
Procedure
Part A
1. Review the following scenario:
    You are the new HR General Manager at Australian Hardware.
In order to help the organisation realise its strategic goals, you will need to ensure a coordinated and integrated approach to performance management across the organisation. You will need to:
· analyse organisational plans and policies
· create objectives for performance management and develop integrated processes
· consult with line managers and other management stakeholders to ensure support and smooth implementation
· plan the effective implementation of performance management processes.
In undertaking this activity you will be guided by your knowledge of building organisational capability and managing talent to achieve both shorter and longer-term organisational goals.
2. Review the Australian Hardware simulated business information provided in the Assessment Appendices and analyse the organisational documents – such as strategic and operational plans – in order to understand the Australian Hardware simulated business, including its vision and strategic objectives. Identify objectives and policies to be addressed in integrated performance management processes that you will develop for implementation.
3. Develop at least three objectives for performance management to support the Australian Hardware organisational strategy. These objectives could address areas of performance management such as KPI setting, ongoing performance monitoring and management and performance appraisals. Record these objectives in the first table in the planning template provided in Appendix 1.
4. Design a process – such as methods, a set of procedures or tools – to assist managers to develop KPIs for the employees reporting to them. Ensure that the performance management process is flexible enough to cover the range of employment situations that exist within the Australian Hardware simulated business.
5. A
ange with your assessor to role-play consultation with two managers (a line manager and the Chief Operating Officer) to ensure objectives, and processes for developing KPIs are understood, agreeable and feasible for managers to implement.
Ensure you act during your consultation in a way designed to ensure support for your processes. Be prepared to demonstrate your knowledge of the role of HR in building organisational capability, contributing to the development of a learning organisation, and achieving organisational success.
Note: As a result of consultation, you may need to amend your three objectives and your process – methods, procedures or tools – to meet the needs of various manager stakeholders.
6. Plan implementation of processes related to the objectives you have developed. You may use the template in Appendix 1 to record your plan. Ensure your implementation plan includes strategies to ensure concerns of stakeholders about KPI setting and performance appraisals are addressed. Ensure you include appropriate timeframes. Your schedule should cover one financial or calendar year.
Part B
1. Prepare a 1–2 page written reflection on the activities you have undertaken during this Assessment Task to develop performance management processes and plan implementation. Ensure you explain your planning choices with respect to:
a. relevance to specific organisational goals and the
oader role of performance management in building organisational capability
. characteristics of learning organisations
c. application of policies to your planning of processes
d. consideration and application of equal employment opportunity, privacy and confidentiality, diversity and anti-discrimination policies and legislation, as relevant to performance management
e. application of grievance procedures to your planning of processes
f. discussion of design options chosen or ruled out to build organisational capability and meet the needs of the organisation.
2. Submit the required documents for assessment as per the specifications below. Be sure to keep a copy for your records.
Specifications
You must:
· submit three objectives for performance management
· submit at least one example of a process for KPI setting, such as a procedure or tool
· participate in role-play/s with two managers
· submit implementation planning for performance management processes
· submit a 1–2 page written reflection of process undertaken to develop and implement performance management processes.
Your assessor will be looking for:
· analytical skills to ensure processes are practical and gather necessary information
· leadership skills to gain support for performance management processes across the organisation
· knowledge of characteristics of a learning organisation
· knowledge of policies and legislation relevant to performance management
· knowledge of grievance procedures
· knowledge of options in the design of performance management
· knowledge of role of performance management in relation to
oader human resources and business.
Adjustment for distance-based learners
· The role-plays can be adjusted for distance learning. The role-plays for this task can be varied to take place using Skype conferencing (or any other video conferencing tool available to both you and the assessor).
· No variation of the task is required.
· A follow-up interview may be required (at the discretion of the assessor).
· Documentation can be submitted electronically or posted in the mail.
Appendix 1 – Performance management planning template
Performance objectives
    Performance management objectives
    
    
    
    
    
    
    
    
    
Action plan
    Action
    Resources
    Strategy/tactics
    Timelines
    
    
    
    
    
    
    
    
    
    
    
    
    
    
    
    
© 2015 Innovation and Business Industry Skills Council Ltd    1st edition version: 1
    Page 1 of 5

Assessment Task 2 (BSBHRM512)
Assessment Task 2    BSBHRM512 Develop and manage performance-management processes
Implement performance management processes
Submission details
    Candidate’s name
    
    Phone no.
    
    Assessor’s name
    
    Phone no.
    
    Assessment site
    
    Assessment date/s
    
    Time/s
    
The assessment task is due on the date specified by your assessor. Any variations to this a
angement must be approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications below for details.
Performance objective
You will need to demonstrate the skills and knowledge required to facilitate the implementation of performance management processes through the delivery of training to managers.
Assessment description
In response to the Australian Hardware simulated business scenario, you will develop and implement training for managers who are responsible for performance management. The training will need to be consistent with processes developed in Assessment Task 1 as well as consistent with Australian Hardware policies and procedures.
You will then answer a series of email questions in order to support a manager through the process of performance managing an employee.
Finally, you will provide a written reflection to evaluate the effectiveness of the performance management processes you have developed, trained managers in and implemented.
Procedure
Part A
1. Review the Australian Hardware simulated business information provided in the Assessment Appendices.
2. Review the following scenario:
    You are the Human Resources General Manager at Australian Hardware. You have recently planned the implementation of integrated performance management processes.
You will now need to plan and deliver manager training to assist managers to implement performance management.
Your training will need to be consistent with any processes you developed in Assessment Task 1 as well as being consistent with Australian Hardware policies and procedures. For example, if you outlined a process of biannual performance review in Assessment Task 1, your training session should not present information that is contradictory to the biannual review process.
Manager training is to be implemented nation-wide. As a first step, you will plan and deliver pilot manager training to the Wollongong managers.
The learners include:
· mangers aged 25–50 years
· managers who like to observe others before doing
· managers who have requested lots of activities.
You will then need to support managers to performance manage employees in accordance with organisational policies and procedures.
Finally, you will need to continually evaluate the effectiveness of processes against objectives for performance management.
3. Use the template provided in Appendix 1 to plan training for Wollongong managers. Remember to plan objectives for the training and to monitor success against objectives (plan to conduct some form of test or evaluation of the training). Remember to plan strategies for winning the support of managers for implementing processes. You will plan a 20–30 minute session that:
a.
iefly outlines the main features of the performance management process, such as:
i. regular monitoring of performance
ii. identification of performance gaps
iii. providing feedback
iv. managing talent
. focuses on one of these four aspects of the process and give examples, introduce tools, or demonstrate skills
c. addresses storage of performance management documentation in accordance with recordkeeping policy
d. allows adequate time for managers to practise and to provide feedback.
4. Deliver training, making sure to:
a. outline the main features of the performance management process (as listed in the previous step)
. meet the needs of your learners
c. present information that is consistent with processes you outlined in Assessment Task 1 and consistent with Australian Hardware policies and procedures
d. use a range of facilitation methods to cater for differences in learning style
e. follow the timeframe you outlined in the session plan.
Part B
1. Review the following scenario:
    A manager contacts HR with the following enquiry:
Hi
One of my sales staff is consistently late, displays poor attitude and has performed below agreed level on his last two performance appraisals. The employee does not agree with the rating I have given him, however.
I have tried clarifying targets and coaching. Nothing seems to work. Maybe I’m just not delivering feedback in the right way. It’s hard not to be frustrated and I do get angry sometimes. Actually, I feel let down and hurt because I have tried to develop the potential I once saw in this employee.
This te
ible situation is now affecting team morale.
What should I do next? I think I might need to let the employee go.
Audrey Wu
Housewares Manager, Wollongong
2. Write an email to Audrey Wu, Wollongong’s Housewares Manager to:
a. outline positive approaches to giving feedback and coaching
. outline appropriate intervention options
c. outline a process for dispute resolution
d. outline the process for terminating the employee in case intervention is unsuccessful
e. outline the process for recordkeeping to ensure adherence to policies and legislative requirements.
Ensure you refer to any relevant policies and legislation, including specific reference to anti-discrimination, privacy and industrial relations legislation.
Part C
1. Prepare a written reflection in which you:
a. evaluate your
Answered Same DayFeb 28, 2020BSBHRM512Training.Gov.Au

Solution

Ckreta answered on Mar 06 2020
119 Votes
Coordinate learning and development
    
The provided case scenario states that there are different requirements agreed to by senior management team and HR at Australian Hardware that has assisted their sales staffs in enhancing their performance level (Goldberg and et.al., 2014).
The senior management team and HR at the company predicted 4,000 sales staff to be trained that includes seven salespeople per product team and four products teams per store.
· They also require 30 trainers that trained one person from the team at one time.
· It must focus on face-to-face training.
· Summary of initial training outcomes
From the performance data of the company, it has been reviewed that company has targeted around 4000 employees of the sales staffs within the company but the training outcome was 367 that have trained in new sales model. On the other hand, it targets 4000 employees to get trained in the sustainability practices, but the outcome was 270 employees that states that training imparted to the employees were ineffective within the organisation.
Along with this, target outcome of training was around 80%, but the actual outcome was 90% that is more as compared to the target activities (Rojot, 2016).
It has been assessed that training outcome was positive within the organisation as it has supported the manager in successful implementation of the...
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