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Managing People Performance in Australian Hardware: Role Play and Training Session

This assignment is a summative assessment for the BSB51915 course on managing people performance. It involves project work, role-play, and PowerPoint presentations. The assignment focuses on managing the performance of staff, including work allocation, performance review, coaching, and feedback. The assignment also explores the link between performance management and development. There are no recommended prerequisite units for this competency.

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Added on  2022-11-13

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This document discusses the role play and training session for managing people performance in Australian Hardware. It includes a coaching session, performance development plan, and risk management plan. The document also covers relevant legislation and support services for employees.

Managing People Performance in Australian Hardware: Role Play and Training Session

This assignment is a summative assessment for the BSB51915 course on managing people performance. It involves project work, role-play, and PowerPoint presentations. The assignment focuses on managing the performance of staff, including work allocation, performance review, coaching, and feedback. The assignment also explores the link between performance management and development. There are no recommended prerequisite units for this competency.

   Added on 2022-11-13

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Running head: MANAGEMENT
Managing people performance
Name of the student:
Name of the university:
Author note:
Managing People Performance in Australian Hardware: Role Play and Training Session_1
1MANAGEMENT
Table of contents
Assessment task 1......................................................................................................................2
Task 2.........................................................................................................................................5
Task 3.........................................................................................................................................7
Task 4:........................................................................................................................................9
References................................................................................................................................11
Appendices...............................................................................................................................12
Appendix 1...........................................................................................................................12
Appendix 2...........................................................................................................................14
Appendix 3...........................................................................................................................15
Appendix 4...........................................................................................................................17
Managing People Performance in Australian Hardware: Role Play and Training Session_2
2MANAGEMENT
Assessment task 1
4. Role play 1
Characters: Hardware and Homewares Manager, garden product manager and store
manager
HHM: Accept my warm welcome, sir.
GPM and SM (collaboratively): Thank you.
HHM: Without wasting time, let’s get directly into the discussion.
GPM: Yes, sure. Please go ahead.
HHM: You must know the situation in which you have been hired. As it a crisis period, both
of you have to expose productive performance, so that we can accomplish the goals.
GPM: Yes, we have come to know about it from the sources.
HHM: Let me inform you that the employee would be on six months training period, where
his performance would be measured on the basis of several parameters.
SM: Can you specify it further?
HHM: See, as per the current trends, the sales representative was expected to generate
$10,000 monthly. So, for you also the target remains the same.
GPM: Oh I see!
HHM: Can you tell me the strategies that you have developed for reaching to the target?
SM: Till now, I have not developed any strategy. However, understanding the situation would
help me to strategize my activities.
HHM: I am really concerned, whether it would be a productive method for restoring balance
in the situation. But I have no option than relying on you. (Turning to GPM): What about
you, sir?
GPM: I have planned to evaluate the performance of the employee through checklists and
templates.
Managing People Performance in Australian Hardware: Role Play and Training Session_3
3MANAGEMENT
HHM: That’s a productive answer. But let me tell you that the time is very limited, so you
have to really work hard. Regular feedbacks would be taken from you regarding the
performance of the employee. Apart from this, let me make it very clear to you that Ethical
Code of Conduct would be strictly applied. If violation is detected, serious action would be
taken against you. Therefore, to avert such situation, I request you to cooperate with us.
GPM: We assure you that we would extend our cooperation and work according to the
expectations. (To this, SM exposes his agreement)
HHM: Thank you so much. Be in contact for the latest updates. That’s all for the session,
thank you for your valuable time.
(GPM and SM shakes hand with HHM to expose their acknowledgement)
5. Role play 2
Characters: Homeware and hardware manager and garden product employee, Kim
HHM: Hi, Kim
Kim: Hello, sir.
HHM: Please take your seat, Kim
Kim: Thank you, sir.
HHM: Do you know why you have been called?
Kim: Well...The customer sales representative is taking one year leave, which has adversely
affected the productivity of the company. Therefore, in replacement, I have been hired.
HHM: You have correctly pointed out. What do you think why have we hired you?
Kim: Well.....I think I can act as a vital agent for the company in terms of accomplishing the
targets.
HHM: I appreciate your confidence.
Managing People Performance in Australian Hardware: Role Play and Training Session_4

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