Performance Management Process

Performance Management Process

Referencing Styles : APA | Pages : 40

There are two parts to this assignment BSBHRM512: Assessment 1 What you have to do You will need to conduct research into Performance Management Systems (PMS) and how these support the organisation. You should research widely and include a bibliography with your assessment to support your recommendations. If you provide direct quotes you should reference these both in text and with a reference list. There are 2 parts to Assessment

1. Part 1 should be approximately 2000 words. Refer to the report writing guide under the Assessment tab on the OLS for this unit. . Task Part A Star Industries is a company on the move. They are experiencing growth in their industry and have plans to open operations interstate and in South East Asia. You can read more about STAR on the STAR intranet link. The General Manager would like to ensure all STAR policies and procedures align with company goals, vision and mission.

Lately there have been some performance issues internally and he has discovered the performance management system appears to be inadequate. You’ve received the following email from Ben Russell, CEO Star Industries. FROM: Ben Russell, CEO TO: General Manager, Human Resources SUBJECT: Performance Management Processes we’ve been thinking more since my return from the conference about a presentation on ‘Learning Organisations’, which I found stimulating. It seems to me that if STAR is to grow and develop, we should move to become a learning organisation. With our increasing emphasis on team building and individual flexibility, we’re on the right track. We also need to do more in areas like sharing information and skills. It occurred to me that the new PM system will play a key role in our move.

It will help us in a number of ways by managing individual and team performance and promoting excellence. Ben Russell Prepare a FORMAL REPORT for Ben detailing the following; (use the points as headings in the body of your report). A. The need for an appropriate Performance Management System (PMS) and the goals of a PMS B. Legislative requirements to take into account C. The processes and documentation of a PMS and how these will support the goals of the organisation (refer to Best Practice) D. (i) The relevant policies currently used by Star Industries & strategic objectives that support the implementation of an integrated PMS. (ii) The role of the PMS in relation to the broader HR & Business Objectives E. The process of implementation including consultation and communication mechanisms F. Role of coaches and mentors and skills required G. Training required for (i) Managers and (ii) staff on the use of the PMS H. Monitoring mechanisms

I. Evaluation mechanisms Part B Review STAR’s current performance management policies and procedures attached and draft 2 new policies and procedure. Include sample documents (e.g. Performance agreement plan, performance evaluation form) where necessary. 1. General Policy on Performance Management and Development; A. Policy statement B. General procedures including time frames, use of action plans, methods for the development of Key Performance Indicators and for Performance management session by the manager. 2. Performance Counselling A. Policy statement B. Procedures for counselling and discipline including escalation of issues C. Procedures for dealing with grievances including mediation Checklist I have: • Prepared a formal report • Provided two policy and procedures documents • Included a bibliography BSBHRM512: Assessment 2 What you have to do There are two parts to Assessment

2. You’ve received the following email from Ben Russell, CEO Star Industries. FROM: Ben Russell, CEO TO: General Manager, Human Resources SUBJECT: Performance Management Process – learning and development Thank you for your initial report and draft policies. I’m particularly interested in looking at the learning and development our supervisors and team leaders need in managing performance. Could you please develop a strategy to this effect? You might consider areas such as: • Collaborative goal-setting • Giving and receiving feedback • Managing Teams • Self-management • Participative decision-making • Interpersonal and organisational communication we are sure there are others and part of the work I need you to do is to identify the learning and development gaps for managers in making effective use of STAR’s Performance Management System. I’d appreciate a draft of this strategy by the end of the month. Ben Russell Task Part A Your task is to develop a Learning and Development strategy for supervisors and team leaders in managing performance using STAR’s Performance Management System. Use the bolded headings to structure your strategy and answer the dot points under each heading. Part A should be approximately 1500 words. Title Learning and Development Strategy for managing performance using STAR Industries Performance Management System. Objectives • Why is the learning and development strategy required? • What’s the purpose of the strategy? • Who are the target group? What learning and development gap is the strategy aimed at filling?

 List the characteristics of a learning organisation the strategy will address. Learning Framework • List the learning and development needs of the target group covering the skills, knowledge and experience required to perform their people management responsibilities. • Based on your analysis of the learning and development needs develop a Learning and Development Plan (using the template below) to be implemented over the next 12 months. Attached this completed template to your strategy. • Consider the attached proposal from CTF (Appendix 1) to provide some training aligned to your strategy. Based on CTF’s proposal and your identified learning and development needs which aspects of your Learning and Development Plan will you consider contracting to CTF to deliver? Justify this approach. • Outline the methods that will be used to ensure compliance with quality assurance standards & to negotiate remedial action with providers where necessary. • Outline the resources (physical, financial and human) required to implement this plan. Recommendations • List the action you want the CEO to approve. Learning and Development Plan for Supervisors and Team Leaders in Managing People Performance at STAR Industries What Learning and Development needs in priority order Why Link to objective in the L&D Strategy When Date, Time and Duration Who Which members of the target group will participate? Where Location How Mode of delivery (e.g. workshop, on-the-job, networking, qualification, mentoring, coaching, buddy, etc) Training Provider Who will deliver the learning and development? Monitoring Methods to ensure compliance with quality assurance standards & negotiate remedial action with providers where necessary Evaluation What report are prepared to advise appropriate managers on progress and success rates of activities   Part B Part B should be approximately 500 words. 1) You’ve received the following email from Gary Denver, Plant Manager NSW. FROM: Gary Denver, Plant Manager NSW TO: General Manager, Human Resources CC: Al Perez, GM Manufacturing SUBJECT: Advice Regarding Maintenance Supervisor we’ve noticed a few problems with John Thompson, Maintenance Supervisor’s performance over recent weeks. He has been taking long lunches, particularly on a Friday and at times we have smelt alcohol on his breath. He also hasn’t been completing the end of shift reports which are required to be counter-signed by me and filed on the computer system. John has been with STAR for 15 years and has generally been a good performer. What action can I take to address this underperformance? Gary Denver a) Prepare advice to Gary on the steps he needs to take to develop a performance improvement plan with John. 2) You’ve now received the following email from John Thompson, Maintenance Supervisor following his meeting with Gary Denver about his performance. FROM: John Thompson, Maintenance Supervisor NSW TO: General Manager, Human Resources CC: Al Perez, GM Manufacturing SUBJECT: Advice Regarding Maintenance Supervisor I’ve worked for STAR for 15 years and never been told I’ve done a bad job. In fact most people I meet reckon I’m a good bloke and I keep the peace between the boys. All of a sudden John has a problem with me. Sometimes on a Friday we have a bit of a get together at the pub. He asked if I had been drinking alcohol over lunch, and I said, ‘Yes, but just a couple’. It’s never been a problem before. He also went on about me not completing the end of shift reports. I’ve delegated this to one of the boys on the line because they know what’s been done each day. I’m very upset at how John has handled this this. He could have had a chat with me. He’s gone and made this all formal and I don’t trust his approach. What can I do? a) The matter is at a point where mediation must now occur. Prepare a document to give to Gary and John on the steps that will be followed as you work with them to mediate this grievance. Checklist I have: • Completed ALL questions in this assessment task • Attached a completed learning and development plan • Included a bibliography

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