SCBIT_Han Na KIM) Assessment Task 2 BSBMGT502B

SCBIT_Han Na KIM) Assessment Task 2 BSBMGT502B - BSBMGT502B...

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BSBMGT502B Manage people performance BSB51107 Diploma of Management ASSESSMENT Student Name: Student ID No: Group Student Name: (other member of Group) Trainer/Assessor Name: Term and Year: Term 4B, 2015 Course: BSB51107 Diploma of Management Unit Code and Name: BSBMGT502B Manage people performance Overview of Assessments Assessment Method Assessment Number and Description Assessment Mapping Project Scenario, Role Play, Observation Assessment 1 Elements: 1 and 2 Performance Criteria: All Project / Scenario Assessment 2 Elements: 3 and 4 Performance Criteria: All In this Unit of Competency, to achieve the overall grade of “Competent” a student must satisfy all assessment items AND must satisfy all Elements and Performance Criteria. Assessment Task 2 version: 1 Page 1 of 11
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BSBMGT502B Manage people performance Assessment Task 2- Project Scenario (cont) Assessment Task 2 version: 1 Page 2 of 11
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BSBMGT502B Manage people performance Performance objective For this assessment you must demonstrate knowledge and understanding of the process required to terminate a difficult employee. Assessment Task 2 version: 1 Page 3 of 11
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BSBMGT502B Manage people performance Assessment description After reading the provided case study that relates to the discipline and termination of an employee, you are required to develop a clear argument to support the decision of Fair Work Australia, conduct a risk analysis and consider relevant policies and procedures, legislation and performance management issues to support your argument. You are required to produce a written report for your manager as to why your organisation lost the case. Assessment Task 2 version: 1 Page 4 of 11
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BSBMGT502B Manage people performance Procedure 1. Read and analyse the Case Study – Sam’s Termination (Appendix). 2. Prepare a report that outlines and discusses: a. The reasons the organisation lost its unfair dismissal case with Fair Work Australia The reasons the organisation lost its unfair dismissal case with Fair Work Australia The employer failed to follow a formal disciplinary process. There was no impartial investigation carried out. There were no records of any notes provided by the employer to back the claims that there had been meetings and reviews. The only written evidence produced was the termination letter. The original version of the medical certificate was not produced in the hearing by the company. Sam produced a verified copy of her medical certificate in the hearing along with email evidence from the Human Resources department confirming that the medical certificate had been received by the organisation and entered into its files. No documented evidence of any meetings or coaching sessions had been kept by the employer. No performance management review or development plans were presented by the employer.
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