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Assessment Task 1 BSBMGT502B Manage people performance

Performance management
project
Submission details

Candidates Phone
Rupinder Singh
Name No.
Assessors Phone
Name No.
Assessment
Site
Assessment
Time/s
Date/s
The assessment task is due on the date specified by your assessor.
Any variations to this arrangement must be approved in writing by
your assessor.
Submit this document with any required evidence attached. See
specifications below for details.

Performance objective

The candidate must demonstrate skills and knowledge required to


implementation performance management in a simulated workplace
context.

Assessment description

You will be assigned to a performance team of 3 people to plan,


monitor and review the performance of members of a team.
To do this, you and your 2 team members will need to create a
fictitious company with operational plan, a management role and
worker profiles.
Each performance team member will undertake a number of
activities to manage the performance one of the workers. This will
include management activities such as developing a work
allocations, identifying KPIs, participating in several coaching role
plays, undertaking performance reviews and proposing a
development plan for remedying poor performance by the worker
you are responsible for supervising.

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Assessment Task 1 BSBMGT502B Manage people performance

Upon completion, you will each be required to make a class


presentation of your outcomes. Your presentation should include an
overview of your role and the workers role, work allocations, KPIs,
the identified performance issues, an overview of the coaching
activities and development options you considered, and a review of
worker performance in relation to the expected KPIs.

Procedure

1. As a team, use the company you have created and complete


the operational and departmental goals of the operational
plan.
2. As a team, create and develop profiles for 3 different workers
in that company to be managed by you and your team mates
(Identify job roles and departments).
3. Have your facilitator approve your teams worker profiles.
4. You must then take responsibility for one of the workers and
be their manager.
5. Develop individual goals, KPIs and tasks for your worker and
document these in the workers performance management
plan.
6. Create three reasons why your worker is not achieving their
KPIs (performance issues). You can select the reasons from the
list below or develop your own:
high levels of absenteeism at performance team meetings
missing deadlines for task deliverables
poor team work
poor communication skills
7. Conduct 2 coaching role plays. This will require the
involvement of the other members of your Performance Team.
One team member must assume the role of your worker while
the other team member is an observer of the role play:
Brief the team members on the required performance
(KPIs) and performance issues you have identified for your
worker
Coach the team member (your worker) on the identified
performance issues while being observed
Prepare a performance development plan on the basis of
the outcomes of each coaching session
Prepare file notes from these coaching sessions to be
placed on the workers file

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Assessment Task 1 BSBMGT502B Manage people performance

Complete a reflection sheet and your observer completes


an observer sheet (refer attached templates)
8. Undertake a performance appraisal meeting with your worker
(with the same team member playing the role) and complete
the performance management and performance development
plans and record notes or the workers file.
9. Present your finding to the class at a time allocated to you by
your assessor.
Note: during the presentation, you will have access to data
projection equipment and whiteboards if required.

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Assessment Task 1 BSBMGT502B Manage people performance

Adjustment for distance-based learners:


This Assessment Task can be adjusted for distance learners.
Recommended adjustments are provided below.
The candidate should conduct the project as specified in the
Assessment Task, but may require adjustment in reporting,
presenting or interviewing, or other situations where the
assessor and candidate meet face-to-face.
The project team or group does not need to be fellow students
but can be comprised of friends, family, local club members,
workmates, and so on.
Interviews can be varied to take place by Skype or phone.
The presentation can be varied to take place by Skype
conference. If that is possible, the process followed does not
need to be varied greatly.
The learner should be encouraged to allow video (if using
Skype) so that others can see them while they are presenting.
The learner should email presentation material (PowerPoint
slides) to the assessor prior to the presentation.
Additional evidence (documents, photos, videos) may be
required and can be electronic but must conform to the format
guidelines provided to the learner.
A follow up interview may be required (at the discretion of the
assessor).
Evidence can be submitted electronically or posted in the
mail.

Specifications

The project deliverables must include:


completed operational plan and policies relevant to the
coaching sessions and presentation
completed performance management plan
evaluations from each coaching session (1 for each of 2
coaching sessions)
performance appraisal meeting notes or recordings
completed performance development plan
final presentation including:
a. description of the identified work tasks and KPIs and
relevant policies

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Assessment Task 1 BSBMGT502B Manage people performance

b. identify three performance issues and possible solutions


for meeting or areas for coaching (including informal
coaching)
c. overall performance review of the team in terms of KPIs

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Assessment Task 1 BSBMGT502B Manage people performance

Operational Plan

Operational Goals Department Goals Progress

Goal Focu KPI Reason/ Departme Deliverabl Goal KP Due 1 2 3 4 5 6


Bar nt e
rier
s
Lack of Purchasing Purchasing at pur End of mo Littl go bet be
training department least 20% of cha every der e od ter st
Time mobile phone se2 week ate bit
deadli end of every 2% imp
ne , Lack of week rov
sources em
Purcha
Sales ent
sing of
at
mobile Selling Selling of sale End of
least
phone department product 10 every
50
To increase 2 ph every day % day
mobile
profitability ph per Marketing Advertise the start of
by 20% month department product every
month

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Assessment Task 1 BSBMGT502B Manage people performance

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Assessment Task 1 BSBMGT502B Manage people performance

Performance Management Plan

Name/Position: Manager: Review


Peter(senior manager) Period:
30 days

Reference from Key result area Indicator of By Statu


Operational Plan Success/Perform When s
ance Repor
t

Purchasing Purchasing Purchasing raw End good


department stock for material for 13 of
making 12 mobile phone ever
mobile phone ywee
end of week k

Selling Sale at least 14 laptop sale Ever aver


department 2mobile every per week y day age
day

Marketing Advertise the Advertise the Starti comp


department product product ng of etent
because because mont
everybody can everybody can h
know about that know about that

Managers comments Signature


Employees performance should Date 26th of dec.
be according to company
expetions due to efforts of the
staff

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Assessment Task 1 BSBMGT502B Manage people performance

Coaching Session 1 Observers Evaluation Sheet

Phone
Coachs Name Sanat
No.
Phone
Listeners Name Rupinder Singh
No.
Assessment Site Jabin hopkin
Coaching Date/s 12/08/11 Time/s
Phone
Employees Name
No.
Satisfactor
Standard of performance y

Yes No

Did the coach utilise the GROW model for coaching his or Yes
her employee?

Did the coach identify the performance issue? Yes

Did the coach utilise a number of communication skills to Yes


reflect and clarify the employees answers?
Active Listening
Clarifying
Summarising

Did the coach ask probing questions? Yes

Did the coach allow the employee time to think before Yes
replying to questions?

Did the coach use body language cues to help put the Yes
employee at ease?

Did the coach acknowledge the employee during the Yes


coaching session using positive feedback?

Did the coach provide constructive feedback to the Yes


employee during the session?

Did the coach provide strategies for continuous Yes


improvement for the employee?

Did the coach identify his or her strengths and weaknesses Yes
as a coach/manager?

Did the coach identify areas for self improvement? Yes

Comments/feedback to coach
It was perfect that coaching give new idea and improvement in project work

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Assessment Task 1 BSBMGT502B Manage people performance

and learn new idea


By the time we need more coaching it will help more

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Assessment Task 1 BSBMGT502B Manage people performance

Coaching Session 1 Coachs Self Reflection Sheet

Coachs Name Sanat Phone No.


Listeners Name Rupinder Singh Phone No.
Assessment Site Jabin hopkin
Coaching Date/s 12/08/11 Time/s
Employees Name Phone No.

Respond to these questions with your feelings and thoughts about


coaching. What was your initial reaction to the coaching exercise?
When I did attend the coaching classes and I spent extra time and
efforts on these exercise

What was your overall assessment of your performance as a coach?


Give reasons for this assessment.
Overall performance was fine and it help to get new idea it

What do you think were some of your strengths during the exercise?
It increase communication skill and behaviour

What do you think were areas where there was room for
improvement?
In Sales department

What kind of strategies can you think of to help improve your


coaching skills?
Flexibility, provide feedback, cooperate, remain calm and in control.
good communicate .

What do you think will be the cost of not implementing new


strategies into your role as a manager?
If we do not implement on strategies it would be bad effect on the
organization as well as manager and employees.

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Assessment Task 1 BSBMGT502B Manage people performance

What are some valuable skills that you have learned today to help
you in your role as manager/coach?
There are some valuable skill that learn from coaching good
listening ,goal setting ,guidance
Skill ,management skill and feed back .

Coaching Session 2 Observers Evaluation Sheet

Coachs Name Sanat Phone No.

Listeners Name Rupinder Singh Phone No.


Assessment Site Jabin hopkin
Coaching Date/s 12/08/11 Time/s

Employees Name Phone No.

Satisfactor
Standard of performance y

Yes No

Did the coach utilise the GROW model for coaching his or Yes
her employee?

Did the coach identify the performance issue? Yes

Did the coach utilise a number of communication skills to Yes


reflect and clarify the employees answers?
Active Listening
Clarifying
Summarising

Did the coach ask probing questions? Yes

Did the coach allow the employee time to think before Yes
replying to questions?

Did the coach use body language cues to help put the Yes
employee at ease?

Did the coach acknowledge the employee during the Yes


coaching session using positive feedback?

Did the coach provide constructive feedback to the Yes


employee during the session?

Did the coach provide strategies for continuous Yes


improvement for the employee?

Did the coach identify his or her strengths and weaknesses Yes
as a coach/manager?

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Assessment Task 1 BSBMGT502B Manage people performance

Did the coach identify areas for self improvement? Yes

Comments/feedback to coach
It was perfect that coaching give new idea and improvement in project work
and learn new idea
By the time we need more coaching it will help more

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Assessment Task 1 BSBMGT502B Manage people performance

Coaching Session 2 Coachs Self Reflection Sheet

Coachs Name Sanat Phone No.


Listeners Name Rupinder Singh Phone No.
Assessment Site Jabin hopkin
Coaching Date/s 12/08/11 Time/s
Employees Name Phone No.

Respond to these questions with your feelings and thoughts about


coaching. What was your initial reaction to the coaching exercise?
When I did attend the coaching classes and I spent extra time and
efforts on these exercise

What was your overall assessment of your performance as a coach?


Give reasons for this assessment.
Overall performance was fine and it help to get new idea it

What do you think were some of your strengths during the exercise?
It increase communication skill and behaviour

What do you think were areas where there was room for
improvement?
In Sales department

What kind of strategies can you think of to help improve your


coaching skills?
Flexibility, provide feedback, cooperate, remain calm and in control.
good communicate .

What do you think will be the cost of not implementing new


strategies into your role as a manager?
If we do not implement on strategies it would be bad effect on the
organization as well as manager and employees.

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Assessment Task 1 BSBMGT502B Manage people performance

What are some valuable skills that you have learned today to help
you in your role as manager/coach?
There are some valuable skill that learn from coaching good
listening ,goal setting ,guidance
Skill ,management skill and feed back .

Performance Development Plan

Name/Positio Manager: Review


n: Period:
Peter(senior 30 days
manager)
Skills to be How skills are to be Priority By Skills
developed: developed: (H,M,L) Whe gaine
n? d
(Y/N)

Technical skill Training (for impairment) high 1 yes


week

communication Writing skill, Medium 1 no


communication skill week

Lack of Providing them proper high 2 yes


experience training session week

Lack of Providing them proper low 3 yes


knowledge notes and resources week

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Assessment Task 1 BSBMGT502B Manage people performance

Managers comments Signature


Employees are leering and gaining
knowledge, they are improving in
communication skills.
Date 26th of Jan.

Staff members comments Signature


We are happy because they are
improving
Date 28th of Jan.
So they are satisfied.

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Assessment Task 1 BSBMGT502B Manage people performance

Performance Review note

1. Purchasing department
This department is purchasing stock for making mobile
phone and It make
12 mobile phone every end of week. This department is
purchasing raw material for .
13 mobile phone and company review about the target in the
end of every week.
Company find in the last that procedure is going on very good.

2.Selling department
After purchasing, this department do train their employees it is
more beneficial for
company and employees. So employees of this department
sales 2 mobile phone
every day, it means 14 mobile phone per week. The company
give the feedback that
The average of selling department is good.

3. Marketing department
This department is advertising regarding sales . In this
department company
Introduce about company product through media advertising
and newspaper.
Company analyse and review the target in the starting of every
month. Company find
That through these efforts company development has been
moderate.

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Assessment Task 1 BSBMGT502B Manage people performance

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Assessment Task 1 BSBMGT502B Manage people performance

Attach additional notes as required.

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