2. Review the scenario below: You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store. Kim Smith has been on your team for the past six months. It is now performance review time. You will need to provide Kim with feedback on her performance since she was seconded to you from the garden centre. You are less than satisfied with Kim’s performance, but still hope you will be able to get her to focus on areas she needs Choice Academic College Page 35 of 50 RTO 41177 | CRICOS 03625F June 2018 version: 1.0
Assessment Task 3 BSBMGT502 Manage people performance to develop in and help her improve her performance to meet the expectations for the role. It is particularly disappointing that after providing her with feedback and setting goals at the outset, she has not lived up to her commitment. You allowed her to reduce her sales targets, but she has not made any sustained effort to develop herself to perform to a satisfactory level. She is even failing to reach the low targets set for the initial six-month period. While Kim has not performed to expectations, she has made some effort to learn the required product information. You would like to recognise her efforts, while not downplaying the fact that the organisation needs and expects more from their sales staff. You will need to discuss and agree upon what development steps to take. You have another experienced and high- performing staff member in the hardware and homewares department who has agreed to act as a mentor to Kim. You also have money in the budget for 30 hours of sales training for Kim if she is willing to be trained. You will need to follow the Australian Hardware policy and procedures for performance management, including recordkeeping. 3. Arrange with your assessor or class peers and be observed by the assessor: a. a time and place to role-play a coaching session/performance appraisal b. a timeframe and format requirements for submitting supporting documentation, as set out in the specifications below. 4. Review the employee’s Performance Scorecard (Appendix 1). You need to have a full understanding of this score card to be able to develop your meeting with the employee. 5. Plan an informal coaching session for the employee. Use the Coaching Plan template provided (Appendix 2) or a coaching planning model of your own design. The focus of this part of the role-play should be on collaborating with the employee to identify performance gaps and taking positive measures to close those gaps. This may mean further training, having a buddy system put in place, weekly check in meetings. This may be three weeks to 12 weeks as you need to decide on the 6. Prepare the formal performance development documentation for the employee. Use the Performance Development Plan template provided Choice Academic College Page 36 of 50 RTO 41177 | CRICOS 03625F June 2018 version: 1.0
Assessment Task 3 BSBMGT502 Manage people performance (Appendix 3), in accordance with the Australian Hardware performance management policy.
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