Gateway Business College BSBHRM512 Performance Management Assignment

This assignment solution addresses the unit BSBHRM512, focusing on developing and managing performance management processes. It begins with an assessment cover sheet and outlines the assessment instructions and schedule. The assignment includes several activities: Activity 1A involves analyzing a case study of Atlantis Corp to identify HRIS features and recommendations for performance management. Activity 1B focuses on designing methods and processes for developing key performance indicators (KPIs) for a receptionist role at Rex Storage, including allocating weightings to different attributes and skills. Activity 1C requires listing key features of a model performance management system. Activity 2A addresses identifying and monitoring performance, performance gaps, providing feedback and managing talent. The assignment covers various aspects of performance management, from strategic planning to practical implementation, providing a comprehensive overview of the subject matter. The document is intended for students to study and enhance their knowledge of performance management.

Assessment Cover Sheet
Student name: Student ID:
Unit code & name: BSBHRM512 Develop and manage performance management
processes
Qualification: BSB50615 – Diploma of Human Resources Management
Trainer name:
Date Due: 31.08.2019
Date submitted :
1st Attempt Result
(For the assessor) Competent Not Yet Competent
Assessor signature Date:
2nd Attempt Result
(For the assessor) Competent Not Yet Competent
Assessor signature Date:
3rd Attempt Result
(For the assessor) Competent Not Yet Competent
Assessor signature Date:
Comments
(must be included if
result is Not
Satisfactory)
Declaration:
 I hereby declare that no part of this assignment or product has been copied from any other student’s work or from any
other source except where due acknowledgement is made in the assignment.
 No part of the assignment/product has been written / produced for me by any other person except where
collaboration has been authorised by the trainer/assessor concerned
 I am aware that this work may be reproduced and submitted to plagiarism detection software programs etc. for
the purpose of detecting possible plagiarism (which may retain a copy on its database for future
plagiarism checking)
 I have read and I clearly understand GBC assessment, course progress and intervention policies.
Student signature: ______________________________________
Note: The assessor may not mark this assignment if the above declaration is not ticked and signed

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Assessment instructions
Overview
Assessment methods can be: Written tests Direct observation Product-based methods e.g. reports, role plays, work samples Questioning/ Interview Workplace simulation
All assessment tasks should be completed in the class room, unless approved by the assessor. Prior to commencing the
assessments, your trainer/assessor will explain each assessment task and the terms and conditions relating to the assessment
tasks. Please consult with your trainer/assessor if you are unsure of any questions. It is important that you understand and
adhere to the terms and conditions, and address fully each assessment task.. Your trainer/assessor will remain available to
support you throughout the assessment process.
Written Assessments
Written assessment tasks are used to measure your understanding and underpinning knowledge of the overall unit of
competency. While undertaking any written assessment tasks, please ensure that you type the following criteria in the space
provide in the columns: Address each question including any sub-points as per the instructions provided with each question in the column Demonstrate that you have researched the topic thoroughly Cover the topic in a logical, structured manner Your assessment tasks are well presented, well referenced
Please note:
All the written assessments are closed book When you have completed a written task you should print the assessment guide and submit it to your assessor No hand written or supplementary work will be accepted without the permission of the assessor.
Assessment Results
The result of each task will be either ‘satisfactory’ or ‘not satisfactory’. If unsatisfactory, you will be given the opportunity for
reassessment. Unsatisfactory written assessments will be returned to you for resubmission.
Competency outcome
Once you have satisfactorily completed all the tasks for this unit you will be awarded “Competent” (C) or “Not yet Competent”
(NYC) for the relevant unit of competency.
Additional evidence
If GBC, at its sole discretion, determine that it require additional or alternative information/evidence in order to determine
competency, you must provide us with such information/evidence, subject to privacy and confidentiality issues. GBC retain this
right at any time, including after submission of your assessments.
Assessment appeals process
If you feel that you have been unfairly treated during your assessment, and you are not happy with your assessment and/or the
outcome as a result of that treatment, you have the right to lodge an appeal. You must first discuss the issue with your
trainer/assessor. If you would like to proceed further with the request after discussions with your trainer/assessor, you need to
lodge your appeal, in writing, outlining the reason(s) for the appeal.
Special needs
Candidates with special needs should notify their trainer/assessor to request any required adjustments as soon as possible. This
will enable the trainer/assessor to address the identified needs immediately . If you feel you are not yet ready to be assessed or
that this assessment is unfair, please contact your assessor to discuss your options. You have the right to formally appeal any
outcome and, if you wish to do so, discuss this with your trainer/assessor.

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Table of Contents
Assessment Schedule .................................................................................................................. 4
Activity 1A................................................................................................................................... 5
Activity 1B ............................................................................................................................................... 6
Activity 1C ............................................................................................................................................... 8
Activity 2A ............................................................................................................................................... 9
Activity 2B ............................................................................................................................................. 10
Activity 3A ............................................................................................................................................. 12
Activity 3B ............................................................................................................................................. 13
Interview ............................................................................................................................................... 14

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Assessment Schedule
Week 1 Activity 1
Week 2 Activity 2
Week 3 Activity 3
Week 4 Interview

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Activity 1A
Estimated time 60 minutes
Objective To provide you with an opportunity to analyse organisational strategic and
operational plans to identify relevant policies and objectives to be addressed in
integrated performance-management processes; and develop objectives for
performance-management processes to support organisational strategy and goals
and to build organisational capability.
Case study
Read the case
study and write
your answer in
the space
provided
assuming
yourself as HR
Manager
presenting the
report to the
Management or
the
stakeholders
Atlantis Corp is an Australian (Sydney) based organisation specialising in corporate IT
support services including search engine optimisation, online marketing solutions
and web site development. The company was established in August 2013 and is in
expansion mode with a plan of opening another office in Queensland within 2
months and adding 30 more staff members in the new office. The HR operations for
the organisation will be administered from Sydney head office. You are working as an
HR manager and you have been assigned to make a list required features in the HRIS
system emphasising effective performance management system.
Discuss any 4 features of HRIS you would require/suggest for Atlantis Corp. Minimum
80 words
Discuss one recommendation of HRIS system from the market for Atlantis Corp.
Minimum 40 words
1. Accessible on the go.
HRIS system should be web or cloud based and accessible on the go.
2. Attendance Management.
The HRIS system should be able to effortlessly record, track, calculate, benchmark and report
on absences and holiday absences of the business.
3. Self Service.
HRIS system should let employees to securely log-in, update and maintain their details on the
system.
5. Powerful Reporting.
HRIS system should be taking all the manual effort out of reporting and should have a library
of template based reports.
Zenefits
It is a HR SaaS platform designed specifically for small and midsize businesses. The Zenefits
People Platform includes a robust offering spanning HR, Benefits, Payroll, Wellbeing and
Performance apps and combines with advisory services and tightly integrated partner apps to
radically simplify HR administration.

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Activity 1B
Estimated
time
30 minutes
Objective To provide you with an opportunity to design methods and processes for line
managers to develop key performance indicators; and develop organisational
timeframes and processes for formal performance-management sessions.
Read the case
scenario given
and the
relevant
information
underlined
and provide
your answer
in the table
including the
weightage for
each activity
area as per
the scenario
information
Scenario information
Organisation: Rex Storage
Position title: Reception/Front Office Executive
Key activity area Knowledge needed Skills needed Attributes needed
Meeting people Organisational
information
Interactive Positive outlook
Greeting people Linguistics Basic interaction Initiative
Telephone calls Information
technology
Technical Flexibility
Keeping messages Industry norms Writing Dedication
Receiving
deliveries
Company structure Administration Flexibility
Closing office Company policy Basic technique Diligence
Emergency Company policy Awareness Discipline
A receptionist position at Rex Storage exists as per the competency terms in the table above. The
management has allocated the receptionist with the main duty of meeting people as that is the
first point of contact similarly attending the phone calls is also receptionist job as no one else
would be available on reception. As a part of the role Receptionist has to close the office and turn
on the alarms and ensure the premise is empty every time before the close of the doors.
Desirably the receptionist should be well presented as it has to greet people; the candidate
should also have some working knowledge of maintaining call registers and working on Microsoft
outlook. In the case where no one from the HR and administration is available at the front office
than the receptionist has to deal with the accepting the deliveries and some emergency
situations. The candidate is not essentially required to have any OHS or first aid qualification but
it would be an advantage.
Populate the following table with the information provided in the table and the
information provided above by allocating the weightage for each competency.

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Key activity
area Attributes needed Skills needed Weighting
Meeting
people
Greeting
people
Telephone
calls
Keeping
messages
Receiving
deliveries
Closing
office
Emergency
Positive Outlook
Initiative
Flexibility
Dedication
Flexibility
Diligence
Discipline
Interactive
Basic interaction
Technical
Writing
Administration
Basic Technique
Awareness
Likely
Likely
Important
Important
Important
Important
Very much important

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Activity 1C
Estimated time 15 minutes
Objective To provide you with an opportunity to ensure performance-management processes
are flexible enough to cover the range of the organisation's employment situations;
consult with key stakeholders about the processes and agree on process features;
and gain support for implementation of the performance-management processes.
Write your
answer in the
space provided
as per the
instructions
given
Provide a list of 10 key features a model performance management system should
have?
You may refer to your current workplace for the information.
1. Instant feedback - Ability to offer performance-related feedback anywhere, anytime
2. Performance vault - The right performance management software will also include a vault
of sorts, capable of storing feedback, career development progress, check-ins with
management, and peer recognition in a single location.
3. Dynamic goals - Having the ability to create dynamic goals within a performance
management software is a must.
4. Clear measurements - All performance management software solutions should include
clear, easy to interpret measurements of objectives.
5. Social Recognition - Strong performance management software also includes the ability to
recognize achievements of employees on a social level.
6. Job-based reviews - Employers should have the ability to create and customize
assessments for their teams or employees that are job-specific.
7. Customizable reporting - Performance management software should also include a
customizable reporting feature, giving employers the ability to generate various reports based
on performance evaluation needs.
8. Integration - A performance management software solution should integrate into other
technology components of the business, offering data sharing of relevant information when it
is needed.
9. Succession planning - Performance management solutions that work best for employers
must also have features relating to succession planning for the organization.
10. Actionable insights - A performance management software must present employers with
actionable insights that can be used in several aspects of employee evaluations.

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Activity 2A
Estimated time 60 minutes
Objective To provide you with an opportunity to identify and monitor performance,
performance gaps, provide feedback and manage talent; to ensure that performance
is monitored regularly and that intervention occurs as required and complies with
organisational policies and legal requirements; and support line managers to counsel
and discipline employees who continually perform below standard.
Write your
answer in the
space provided
as per the
instructions
given
In measuring employee performance briefly discuss any 5 KRA’s that are commonly
accepted and acknowledged. Minimum 40 words
What benefit do performance management tools (PerM) provide for organisations to
effectively manage, monitor and assess employee performance? Describe the use of
(PerM) tools and how they contribute to organisational performance and
productivity. Minimum 60 words
What are the different organisational barriers to effective employee improvement?
Explain any 6. Minimum 80 words
1. Personalized for each employee
2. Focused on long term employee career aspirations
3. Described by how actual performance will be measured/evaluated
4. Allowed for both Descriptive & objective assessment with free flow of qualitative inputs
5. Weighted according to priority as per employee’ s job responsibilities
1. Consistency
2. Motivation
3. Morale and retention
4. Organizational impacts
5. Training needs
6. Firing risks
Performance management is the activity and set of processes that aim to maintain and
improve employee performance in line with an organization’ s objectives. Performance
management software is a tool designed to help managers write accurate job profiles and
expectations, create relevant objectives that align with the company's goals and mission,
document performance, and write appraisals.
1. Resistance to change from the stakeholders involved.
2. Lack of Direct Leadership
3. A Focus Solely on Individual Rather than Team Success
4. Lack of Value for Learning Itself
5. Short-Term Focus
6. Too much organized and planning

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Activity 2B
Estimated
time
60 minutes
Objective To provide you with an opportunity to articulate dispute resolution processes where
necessary, mediating between line managers and employees; provide support to
terminate employees who fail to respond to interventions according to organisational
protocols and legislative requirements; ensure recorded outcomes of performance-
management sessions are accessible and stored securely, according to organisational
policy; and regularly evaluate and improve all aspects of performance-management
processes in keeping with organisational objectives and policies.
Write your
answer in the
space provided
Read the
question and
put an X as
your selection
in the
corresponding
column by
identifying the
gap area
Identify and discuss three personal barriers that can directly contribute to employee
underperformance? Minimum 40 words
Put X in the column as you most suited answer in
the table;
Performance
Gap Skills Gap
a. A number of employees are inputting data
into the computer incorrectly as they were not
taught how to do this in their induction
training.
b. A number of employees are not placing client
records into files correctly as they believe the
file format is too complicated.
c. Many employees are not completing weekly
reports as they were unaware that they were
required to do so.
d. An organisation’s line managers are not
managing staff well as they have poor people
management skills.
e. Many employees are failing to proofread their
reports as they believe that this should be
done by secretarial staff.
f. Many employees are failing to up-sell to
clients because they are unsure as to how to
introduce the topic of additional products into
conversations with clients.
1. Multitasking is a barrier to productivity.
2. A lack of communication causes conflict between staff members and personnel that
prohibits the completion of certain duties.
3. If the company applies employee policies inconsistently, it can pose a barrier to staff
productivity.

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Write your
answers in the
space provided
as per the
instructions
g. Wait staff in a restaurant often do not add
drinks to a customer’s bill because they do not
know how to do that without deleting meals
from the bill.
h. Accounting staff in an organisation are failing
to call customers whose accounts are
overdue, as they feel they are not paid well
enough to tolerate customer abuse.
i. Employees in a call centre are not finishing
calls within three minutes (as required by
performance standards) as they believe it is
rude to cut customers off.
j. Teachers in a primary school are failing to
assess students’ progress regularly because
they are too busy dealing with students’
behaviour.
Identify and list at least 5 steps that are involved in managing employee
underperformance. What are the expected underperformance outcomes? Minimum
60 words
List and describe the steps involved in the termination process? Why is it important to
follow these steps? Minimum 40 words
Steps that are involved in managing employee underperformance:
1. Set clear expectations and match employees to the skills required
2. Conduct performance reviews
3. Provide necessary training
4. Install a mentoring program
5. Encourage a sense of ownership
Expected underperformance outcomes:
1. Unsatisfactory work performance, that is, a failure to perform the duties of the position or to
perform them to the standard required;
2. Non-compliance with workplace policies, rules or procedures;
3. Unacceptable behaviour in the workplace; and
4. Disruptive or negative behaviour that impacts on co-workers.
Steps for termination process -
1. Let employees know where they stand
2. Develop a plan and timeline for improvement
3. Prepare documentation
4. Hold a face-to-face meeting
5. Allow the employee to leave with dignity
6. Get off to a good start for an easier end
The termination process is an important part of an organization's talent lifecycle. When an
individual separates from an organization it is invariably a painful experience. It can trigger
emotional recall dating back to childhood fears of abandonment.

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Activity 3A
Estimated time 60 minutes
Objective To provide you with an opportunity to coordinate individual or group learning and
development.
Read the case
scenario
carefully and
write your
answer in the
space provided
by assuming
yourself as HR
Manager of
Rennai Inc.
Case Scenario
Rennai Inc. is a small manufacturing firm. It has 30 employees. The company makes plastic
goods from recycled materials. It has a 30 years history of success. It has adapted over time to
changes in materials and technologies. The founder wants to move away from a manual system
of PerM to an electronic system. This will take any dependence off the founder as he prepares
to retire. An HR consultant has advised the purchase of PeoplePro. It is an integrated HR system
that includes a PerM module. The founder likes the suggestion. The HR consultant suggests a
promotion to stakeholders so that they understand the change. The main stakeholders are
employees and managers but there are a couple of long-standing investors who need to be on-
board with the change. A stakeholder review is undertaken. The main issue comes from
employees who want to know how the manual system will transition to the new electronic
system. The HR consultant sets up demonstration platforms for staff to test and evaluate. The
results are very positive. The founder is keen to proceed and he wants internal managers
properly trained in the new model in order to reduce problems and anxiety. The managers are
trained and report satisfaction with the new system and its time-savings.
Why the founder seeking shift from existing manual system to electronic system? Minimum
20 words
What are the key features of the electronic performance management system as suggested
by the consultant? Minimum 20 words
What transition arrangement do the consultants undertake to address the training needs of
employees and the stakeholders? Minimum 30 words
Electronic system has the advantage of increased efficiency and time management when
compared with manual system. Electronic system can perform the organizational tasks much
faster compared to the manual systems and they are much easier to be done.
An HR consultant has purchased the People Pro. It is an integrated HR system that includes
a PerM module. They are designed to identify, eliminate and improve performance problems.
The main issue while shifting from the manual system to an electronic system causes the
employees to know about how the manual system will transition to the new electronic system.
The HR consultant sets up demonstration platforms for staff members to test and evaluate.
The results are very positive. This will help them improve their adaptability, management
skills, time management.