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BSBMGT5028 Manage People Performance: Diploma of Business
BSBMGT5028 Manage People Performance: Diploma of Business
Diploma of business
Nora Gyenes 12826
Q1. Work plans in accordance with the organisational plans
Q2. Allocate work in a way that is efficient and cost effective, aimed at ensuring
outcomes are achieved as a manager when allocating work, it is important:
Q3. Confirm performance standards, a code of conduct, work outputs, develop at least
one individual work plan for the team.
To confirm performance standards managers need to:
- The task is that needs to be performed and the minimum standard to complete the task
- Know what the task is that need to be performed and the minimum standards to
complete the task
- Pay more attention to the important jobs first
- Determine which actions will be a minimum standard of acceptable performance
standards used should be achievable, clear, realistic, agreed to specific time-framed and
measurable understood etc.
Q4. Conduct a risk analysis and determine whether or not the goals are realistic
(Apppendix Two)
Quantifiable Risk Analysis
Owners Customer
Management Staff
Staff Management
Customer Owners
Contingency plan1
-Communicating and collaborating plans with others to develop deadlines
- Allocating work in a way that is efficient effective and outcome focused
- Develop and agree performance indicators with relevant staff prior to commencement
Contingency plan2
Develop and agree KPI with relevant personnel prior to commencement of work
- Confirm performance standards, code of conduct and work out puts with relevant
personnel and individuals
- use of constructive communication techniques in the workplace
- Allocate work to people with the experience, skills and knowledge
- Know what your staff are doing including
Q7. Using individual work plan created in point 3, outline how you would measure
performance
In relation to point 3 where the goal was to increase productivity by 5%, achieve high level of
internal/ external customer satisfaction, develop key performance.
Indicators an conduct risk analysis where an individual workplan was developed in order to
accomplish desired goal. Therefore measuring performance would be accomplished desired
goal. Therefore measuring performance would be accomplished through the subsequent:
a., Reviewing organisational goals associated with preferred results
b., Specifying and prioritising the goals and results required
c., Identifying SMART and specific measures
d., Classifying performance standards, key performance indicators and key result areas
e., Conducting performance planning meetings
f., Making sure that managers, employees and other people involved in the performance
management and review process know how to analyse results effectively in order to make
informed decisions.
Special cases/ Interim reviews A surveyor might conduct an evaluation for all
managers and staff performance at anytime
whereas special case can be made to either
recognise unusually outstanding performance
or prevent unsatisfactory performance. As
well an employee may also request an
evaluation of his/ her performance at anytime
if she/ he believes it would be beneficial
Performance planning/ Review meetings At Sunny Side Pizzeria Western Outlet all
internal employees are entitled to a meeting
with the surveyor to discuss their
performance over the 12 month period. After
receiving a written performance evaluation an
employee must request a follow- up meeting
with the surveyor to discuss the performance
evaluation. This meeting will take place within
14 days of the request unless there are
exceptional circumstances.
· Coaching Plan
Additional items
- One-on-one training
- Off job training/ short course
Next steps
- Monitor trainee’s performance during working time
- Agree on the above coaching plan
- Set dates where the coaching activities will be conducted
- Monitor process
- Provide timely and constructive feedback.
Developed procedures for the following:
Handling poor performance Ongoing monitoring and
reviewing
Terminations Following the law
Recruitment Develop up-to-date job
description
Recognition from feedback Periodic reviewing
Coaching plan Timely analysis of performance gaps
Q9. The team member in number 3 that you have developed an individual work plan for is
not performing to the KPIs. Explain how you would consult with the team member and
design a coaching plan (Perform a role play if this assists you).
Consulting with the relevant team member the proceeding steps will be followed to ensure
compliance with Fair Work Act guidelines and protocols and these are the subsequent:
6. Be corporative
7. Remain professional
8. Staying focus
HR Professional Consulted:
Position:
Feedback Respond
1. Schedule a confidential meeting with Design date, place, day and time should
the employee be confirmed with underperformance
staff members at the Pizzeria