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BSBMGT502 Manage people performanceBSBMGT502 Learner Instructions 1Submission DetailsStudents NameStudent IDGroupAssessor’s NameAssessment Date/s1.Review the Australian Hardware simulated business documentation provided to you by your assessor.2.Review the scenario below.You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store. One of your customer service and sales representatives is taking a year’s absence. A garden products employee, Kim Smith, has been seconded to you after expressing an interest in the temporary hardware and home products position to her manager.You will need to meet with Kim’s manager to discuss the secondment and Kim’s fitness for the role you have in mind. Youhave a role description for the position (Appendix 1). One of the main concerns you have is Kim’s ability to transfer the customerservice skills practiced and learned in the garden centre, and to learn new homewares-specific product and service knowledge. Probably one of the key determinants of whether the secondment will be a success will be Kim’s attitude to acquiring new skills and knowledge and persevering through a period of adjustment to her new work conditions. After meeting with Kim’s manager, you will need to meet with Kim to negotiate a work plan (Appendix 2), including two to three goals and KPIs, consistent with the organisation’s operations planning. You are prepared to accept that during a six-month transition period (one performance appraisal period) sales performance may be as much as 20% off target. Currently sales representatives in the hardware and homewares division are expected to generate $10,000 of revenue monthly. Other objectives and KPIs may be drawn from and negotiated on the basis of the role’s position description. Finally, you will need to identify and analyse two to three risks associated with the secondment and record the analyses (Appendix 3).
3.Arrange with your assessor: a.a time and place to conduct the two role-plays:i.a consultation with the garden products manager.ii.a meeting to set performance expectations with the seconded employee.b.timeframe and format requirements for submitting supporting documentation, as set out in the specifications below4.Carry out the role-play with the peer manager. Ensure you:a.Discuss your expectations for the employee and your needs forfilling the position with this resource:i.Discuss the position description.ii.Gather a sense of the employee’s aptitude.b.Gather informal feedback to relay to the employee that will allow the employee to start off with a realistic sense of the expectations of the position and how hard they may have to work to close any performance/skills/ knowledge gaps