BSBLDR522 Manage People Performance

Short Answer questions

Question 1

Question 1
Complete the table below: a.       Identify at least three services that Human Resource (HR) personnel can provide to support an organization’s employees’ performance development. b.      Briefly explain how the identified service supports employee performance development.
HR Service for Providing Support	Explanation of How the Service Supports Employee Performance Development
a.       Recruiting employees	The HR services that they provide to the organization include recruiting employees. It helps improve the human resource of the organization.
b.      Training employees	The HR services that they provide to the organization include training employees. It helps improve the quality of work of employees of the organization.
c.       Managing employees	The HR services that they provide to the organization include managing employees. It helps improve the efficiency of work of employees of the organization (Scarborough, 2016).

Question 2

Question 2
Access and review the Fair Work Act 2009: Fair Work Act 2009 https://www.legislation.gov.au/Series/C2009A00028 Ensure you access the most recently registered Act in the Series labeled ‘In force’. Answer the following questions about unfair dismissal and unlawful termination.

Identify the eight criteria that the Fair Work Commission must take into account in determining whether a dismissal was harsh, unjust, or unreasonable.

i.            Ethics ii.            Offense iii.            Arguments iv.            Profit v.            Coincidence vi.            Loss vii.            Discipline viii.            Fair trial

An employer is considered to have followed the due process for a dismissal if the employee was given procedural fairness. Define what procedural fairness means in the context of termination of employment.

Procedural fairness accounts for the fairness in the trial that was to be conducted for the employee. It contains giving a fair chance to the employee to present his side of the case (Aithal, 2017).

Identify the grounds on which employees cannot be terminated, as set out in s. 772(1) of the Fair Work Act 2009.

The grounds on which employees cannot be terminated are based on race, sex, color, and political opinion.

Question 3

Question 3
Complete the table below. a.       Identify the following sources of information that can be used to determine training and development needs: §  at least two examples of organizational documents §  at least two examples of individuals and/or groups to consult b.      Identify at least one type of information each source can provide regarding training and development needs.

Sources of information	Type of information each source provides
Organizational documents
Employment letter	Information regarding terms and conditions of the Employment.
HR policies	Information regarding HR employee policies of the organization.
Individuals or groups to consult
HR	Responsible for employee management.
Manager	Responsible for work management (Kurpayanidi, 2018).

Question 5

Question 5
Identify at least three appropriate training and development options to address the needs of the staff in each scenario presented below.

Scenario 1 A team member is required to begin using a type of equipment they have not used before.

a.       Observe b.      Learn c.       Implement

Scenario 2 A newly appointed team leader, with three direct reports, who does not have any previous people management experience.

a.       Observe b.      Learn c.       Implement

 Practical assessment

Task 1

EMAIL 1

To

Monica Lange

Subject- Performance report

Dear,

I am glad to know about your performance regarding the work. You are working hard for us. I would like to share certain feedback with you regarding your work. As you know that the customers are our priority and our policy is customer-centric. Hence, the services that you provide should also revolve around the customer’s needs and requirements. Your work should also reflect this. I hope you will make the required changes as soon as possible. We will provide you with the required training for that. Hope to see the required improvement soon (Ho, 2014).

Yours faithfully,

Center manager

EMAIL 2

To

John Ward

Subject- Performance report

Dear,

I am glad to know about your performance regarding the work. You are working hard for us. I would like to share certain feedback with you regarding your work. As you know that the customers are our priority and our policy is customer-centric. It requires a lot of energy and enthusiastic behavior to satisfy our customers. Hence, the services that you provide should display the same. I hope you will make the required changes as soon as possible. We will provide you with the required training for that. Hope to see the required improvement soon (Saunders & Lewis, 2017).

Yours faithfully,

Center manager

Task 2

Erica and nelson are our two volunteers

Role play 1

John: Hi Erica, how are you doing?

Erica: I am well. How are you?

John: I want to ask you about fitness.

Erica: I want to do routine checkups.

John: Good, you must improve on the strength training to gain more muscles.

Erica: Yes I have been working on that.

John: Alright, I hope you know that failing to will cause damage to your body.

Erica: Yes, I know. I will work on it for sure.

Role play 2

John:  Hi Nelson, how are you doing?

Nelson: I am well. How are you?

John: I want to ask you about fitness.

Nelson: I am on my weight loss journey.

John: How far have you progressed?

Nelson: Have lost a few pounds and o my way to losing more to achieve my target.

John: Alright, I hope you reach your target as failing to will be harmful to your health.

Nelson: Yes I understand. I will reach my goal on time (Alderson, 2015).

Team Member	Monica Lange
Team Member’s Position	Improving
Period of Plan	Start date 01/08/2022 End date 20/08/2022
Organizational Goals or Objectives	a.       To work in a customer-centric way b.      To provide more customer-centric services
Team Member’s Objectives	a.       Efficient working
	b.      Progressive working

Team Member	John Ward
Team Member’s Position	Improving
Period of Plan	Start date 01/08/2022 End date 20/08/2022
Organizational Goals or Objectives	c.       Customer satisfaction d.      Customer customization
Team Member’s Objectives	c.       Work enthusiastically
	d.      Work energetically

Task 3

Rosie and Olivia are our two volunteers

Role play 1

John: Hi Rosie, how are you doing?

Rosie: I am well. How are you?

John: I want to ask you about fitness.

Rosie: I am on my way to getting rid of belly fat.

John: That’s very beneficial for your medical condition.

Rosie: Yes, I am on that goal already.

John: Good, I am glad. I hope you know failing to do it will lead to serious implications for your health.

Rosie: Yes I know, I am working on it.

Role play 2

John: Hi Olivia, how are you doing?

Olivia: I am well. How are you?

John: I want to ask you about fitness.

Olivia: I am here to cure the backache that has been bothering me.

John: Yes, I know we have already provided you with the workout and diet chart.

Olivia: I am properly following all the recommendations to get early results.

John: I am glad; I hope you know failing to abide by the recommendation will affect your health.

Olivia: Yes I know, I will get that done on time (Maylor, et al, 2017).

Date of Monitoring Session:	11/08/2022
Actual Performance (Progress to date)	Monica Lange was previously working but now has started performing in a customer-centric way. John Ward was previously less enthusiastic at work but now has been working enthusiastically.
Strategies and Support Methods Implemented	Strategies Implemented			Support Methods Implemented
	1.      Patience 2.      Observation	Yes ¨ Yes ¨	No ¨ No ¨	1.      Training 2.      Guidance	Yes ¨ Yes ¨	No ¨ No ¨
Team Member’s Explanation	Monica Lange has started performing in a customer-centric way. John Ward has been working enthusiastically.

Workplace project assessment

Task 1

Team Member	Monica Lange
Team Member’s Position	Improving
Period of Plan	Start date 01/08/2022 End date 20/08/2022
Organizational Goals or Objectives	e.       To work in a customer-centric way f.        To provide more customer-centric services
Team Member’s Objectives	e.       Efficient working
	f.        Progressive working

Team Member	John Ward
Team Member’s Position	Improving
Period of Plan	Start date 01/08/2022 End date 20/08/2022
Organizational Goals or Objectives	g.      Customer satisfaction h.      Customer customization
Team Member’s Objectives	g.      Work enthusiastically
	h.      Work energetically

Task 2

Risk Describe two or more risks to meeting objectives.	Likelihood Refer to the scale provided later in this document.	Consequence Refer to the scale provided later in this document.	Overall Risk Rating Refer to the matrix provided later in this document	Priority Refer to the scale provided later in this document.	Treatment Option Select an option for each risk based on ratings.
a.       Customer-centric policy	3	0	1	M	Rare
b.      Enthusiastic behavior	4	1	0	L	Rare

Risk Rating Guide
Likelihood Scale
Level	Likelihood	Description
1	Rare	The event may occur in exceptional circumstances. Less than once in 2 years.
2	Unlikely	The event could occur at some time. At least once per year.
3	Moderate	The event will probably occur at some time. At least once in 6 months.
4	Likely	The event will occur in most circumstances. At least once per month
5	Certain	The event is expected to occur in all circumstances. At least once per week.

Consequence Scale
Level	Consequence	Description
0	Negligible	No Injuries. Low financial loss. Financial losses less than $1,000
1	Minor	First-aid treatment. Financial losses between $1,000 and $10,000
2	Serious	Medical treatment is required. Financial losses between $10,000 and $50,000. Moderate environmental implications. Moderate loss of reputation. Moderate business interruption.
3	Major	Excessive, multiple long-term injuries. Financial losses greater than $50,000. High environmental implications. Major loss of reputation. Major business interruption.
4	Fatality	Single death
5	Multiple Fatalities	Multiple deaths and serious long-term injuries.

Risk Rating Matrix
		Likelihood
		Rare	Unlikely	Moderate	Likely	Certain
Consequences	Level	1	2	3	4	5
Negligible	0	0	0	0	0	0
Minor	1	1	2	3	4	5
Serious	2	2	4	6	8	10
Major	3	3	6	9	12	15
Fatality	4	4	8	12	16	20
Multiple Fatalities	5	5	10	15	20	25

Risk Priority Scale
Risk Rating	Risk Priority	Description
0	N	No Risk: The costs to treat the risk are disproportionately high compared to the negligible consequences.
1 – 3	L	Low: This may require consideration in any future changes to the work area or processes, or can be fixed immediately.
4 – 6	M	Moderate: This may require corrective action through the planning and budgeting process.
8 – 12	H	High: Requires immediate corrective action.
15 – 25	E	Extreme: Requires immediate prohibition of the work process and immediate corrective action.

Task 3

Date of Monitoring Session:	11/08/2022
Actual Performance (Progress to date)	Monica Lange was previously working but now has started performing in a customer-centric way. John Ward was previously less enthusiastic at work but now has been working enthusiastically.
Strategies and Support Methods Implemented	Strategies Implemented			Support Methods Implemented
	3.      Patience 4.      Observation	Yes ¨ Yes ¨	No ¨ No ¨	3.      Training 4.      Guidance	Yes ¨ Yes ¨	No ¨ No ¨
Team Member’s Explanation	Monica Lange has started performing in a customer-centric way. John Ward has been working enthusiastically.

Task 4

Date of Monitoring Session:	21/08/2022
Actual Performance (Progress to date)	Monica Lange was having difficulties in managing the performance of the customer by customizing the services in a customer-centric way. John Ward was previously less enthusiastic at work. He seems less energetic towards the work (Rubio & Jiménez-Parra, 2014).
Strategies and Support Methods Implemented	Strategies Implemented			Support Methods Implemented
	5.      Patience 6.      Observation	Yes ¨ Yes ¨	No ¨ No ¨	5.      Training 6.      Guidance	Yes ¨ Yes ¨	No ¨ No ¨
Team Member’s Explanation	Monica Lange has started performing in a customer-centric way. John Ward has been working enthusiastically.

Task 5

Skill or Knowledge areas to be Developed	Communication skills. Use of new equipment.
Development Objectives	To be more customer-centric. To be more knowledgeable and physically active.

Task 6

Development Strategies	Expected Completion Date	Measurement Criteria
Knowledge	1 Month	New equipment and machines
Persistence	1 Month	Pleasing the customers
Observation	1 Month	Resolving customer queries
Practice	1 Month	Dealing with customers

Task 7

Date of Monitoring Session:	11/08/2022
Actual Performance (Progress to date)	Monica Lange was previously working but now has started performing in a customer-centric way. John Ward was previously less enthusiastic at work but now has been working enthusiastically.
Strategies and Support Methods Implemented	Strategies Implemented			Support Methods Implemented
	7.      Patience 8.      Observation	Yes ¨ Yes ¨	No ¨ No ¨	7.      Training 8.      Guidance	Yes ¨ Yes ¨	No ¨ No ¨
Team Member’s Explanation	Monica Lange has started performing in a customer-centric way. John Ward has been working enthusiastically (Bleicher & Stanley, 2016).

 References

Aithal, P. S. (2017). Industry Analysis–The First Step in Business Management Scholarly Research. International Journal of Case Studies in Business, IT and Education (IGCSE), 1(1), 1-13.

Alderson, K. (2015). Conflict management and resolution in family-owned businesses: A practitioner-focused review. Journal of Family Business Management.

Bleicher, J., & Stanley, H. (2016). Digitization as a catalyst for business model innovation is a three-step approach to facilitating economic success. Journal of Business Management, (12).

Ho, J. K. K. (2014). A theoretical review on the professional development to be a scholar-practitioner in business management. European Academic Research, 1(12), 5393-5422.

Kurpayanidi, K. I. (2018). Questions of classification of institutional conditions, determining the structure of business management in Uzbekistan. ISJ Theoretical & Applied Science, 9(65), 1.

Maylor, H., Blackmon, K., & Huemann, M. (2017). Researching business and management. Bloomsbury Publishing.

Rubio, S., & Jiménez-Parra, B. (2014). Reverse logistics: Overview and challenges for the supply chain management. International Journal of Engineering Business Management, 6, 12.

Saunders, M., & Lewis, P. (2017). Doing research in business and management. Pearson.

Scarborough, N. M. (2016). Essentials of entrepreneurship and small business management. Pearson.