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Choice Academic College Page 37 of 53RTO 41177 | CRICOS 03625FJune 2018 version: 1.0
Assessment Task 3BSBMGT502 Manage people performanceProcedure1Review the Australian Hardware simulated business documentation provided toyou by your assessor, particularly the performance management andperformance appraisal processes.2Review the scenario below:You are the Hardware and Homewares Manager at theAustralian Hardware Wollongong store. Kim Smith has beenon your team for the past six months. It is now performancereview time. You will need to provide Kim with feedback onher performance since she was seconded to you from thegarden centre. You are less than satisfied with Kim’s performance, but stillhope you will be able to get her to focus on areas she needsto develop in and help her improve her performance to meetthe expectations for the role. It is particularly disappointingthat after providing her with feedback and setting goals at theoutset, she has not lived up to her commitment. You allowedher to reduce her sales targets, but she has not made anysustained effort to develop herself to perform to a satisfactorylevel. She is even failing to reach the low targets set for theinitial six-month period.While Kim has not performed to expectations, she has madesome effort to learn the required product information. Youwould like to recognise her efforts, while not downplaying thefact that the organisation needs and expects more from theirsales staff.You will need to discuss and agree upon what developmentsteps to take. You have another experienced and high-performing staff member in the hardware and homewaresdepartment who has agreed to act as a mentor to Kim. Youalso have money in the budget for 30 hours of sales trainingfor Kim if she is willing to be trained.You will need to follow the Australian Hardware policy andproceduresforperformance management, includingrecordkeeping.Choice Academic College Page 38 of 53RTO 41177 | CRICOS 03625FJune 2018 version: 1.0
Assessment Task 3BSBMGT502 Manage people performance3Arrange with your assessor or class peers and be observed by the assessor:aa time and place to role-play a coaching session/performance appraisalba timeframe and format requirements for submitting supportingdocumentation, as set out in the specifications below.4Review the employee’s Performance Scorecard (Appendix 1). You need to havea full understanding of this score card to be able to develop your meeting withthe employee.5Plan an informal coaching session for the employee. Use the Coaching Plantemplate provided (Appendix 2) or a coaching planning model of your owndesign. The focus of this part of the role-play should be on collaborating with theemployee to identify performance gaps and taking positive measures to closethose gaps. This may mean further training, having a buddy system put inplace, weekly check in meetings. This may be three weeks to 12 weeks as youneed to decide on the 6Prepare the formal performance development documentation for theemployee. Use the Performance Development Plan template provided