Develop and Manage Performance-Management Processes | Desklib

BSBHRM512:
Develop and manage
performance-
management processes
Authorised by – Head Business Faculty
Issue Date – 26th July 2017
Doc Name – BSBHRM512 Participant
Assessment
Version 3.2
Page 1 of 25
Participant
Assessment
Participant
Assessment

Need Help with your Assessment?
Post your query to your fellow participants in the Discussion Forum
– Need Help with Your Assessment? Use this forum to post any
question about any part of the assessment. Alternatively, post your
query to the Facebook Study Group for your course.
Perhaps, you need help answering a particular question or sourcing
the information from the resources.
Perhaps, you need some informal feedback on your assessment
before you submit it. You can upload your assessment here and
ask your fellow participants for a constructive and supportive
review.
Perhaps, you can even help another participant and answer their
questions.
Sharing information is the key to success and remember the only
silly question is the one that remains unasked!!!
Authorised by – Head Business Faculty
Issue Date – 26th July 2017
Doc Name – BSBHRM512 Participant
Assessment
Version 3.2
Page 2 of 25

Questions
1. Identify the six steps in the performance management
process
The steps of effective performance management include:
 Establishment of effective performance standard
 Keeping the staffs informed about the performance
expectation
 Measuring the actual performance
 Comparing the performance of the staffs with that of the
established performance standard
 Discussing the appraisals with that of the staffs
 Initiating the corrective action for improving the performance
of the staffs
2. Develop a Performance Management Checklist for
managers, based on the process, as a guide when
undertaking this role.
In order to manage the performance of the staffs, it is imperative
for the managers of corporate entities to set the performances
standard, based on which the performance is gouging to be
measured (Richards
et al. 2019). The performance management
checklist is as follows:
 Handling the technical aspects for the sake of reviewing the
performance of the staffs appropriately
 Understanding the current practices for the staffs
 Aligning the performance of the staffs with that of the
organisational goals and objectives
 Identifying the expected future performance of the staffs
 Recognising the factors which can improve the performance
of the staffs
Authorised by – Head Business Faculty
Issue Date – 26th July 2017
Doc Name – BSBHRM512 Participant
Assessment
Version 3.2
Page 3 of 25
Assessment Task 1

 Using tools, techniques and training and development
activities to strengthen the capability of the staffs
 Monitoring the performance of the staffs consistently
3. What things does HR need to consider and include when
developing an integrated performance management
process or system?
The factors, which the HR department of an organisation should
consider at the time of executing performance management
process are presented below:
 Defining the core competencies such as Functional
competencies, Career competencies and leadership
competencies of the staffs
 Aligning learning with that of the corporate strategy
 Aligning learning with gap in skill among individual people
 Ensuring automation in the performance management
process
4. Outline the three criteria for effective performance
management.
The criteria for effective performance management are presented
below:
 Alignment of employee performance and organisation's
objectives
 Maintaining transference in the performance measurement
 Fairness in the performance management process
5. Identify three sources of performance information
1 Upper management and team leaders
2 Co-workers
3 Self-evaluation
Authorised by – Head Business Faculty
Issue Date – 26th July 2017
Doc Name – BSBHRM512 Participant
Assessment
Version 3.2
Page 4 of 25

6. Provide an overview of three methods/approaches for rating
employee performance and the strengths and weaknesses of
each method.
Method Strengths Weaknesses
1 360-Degree
Feedback
 Aligns the
people
together
 Identifies
the
developme
nt
opportunity
 Adhering
the core
competenc
ies of the
staffs
 Inappropriate
feedback
regarding the
performance of
the staffs
(Audenaert
et al.
2019).
 Lack of
appropriate
leadership
 No prioritising
the weaknesses
of the team
2 Ratings
Scale
 Appropriat
e
measurem
ent of the
large group
of
employees
 Fast and
easy
method for
evaluating
performanc
e of the
 Arbitrary
performance
review
 Biased attitude
of the managers
over the
performance of
the staffs
Authorised by – Head Business Faculty
Issue Date – 26th July 2017
Doc Name – BSBHRM512 Participant
Assessment
Version 3.2
Page 5 of 25

staffs.
 cost-
effective to
administer
3 Self-
Evaluation
Method
 Getting
into the
minds of
the staffs
 Empowerin
g the staffs
to define
their own
goals in the
context of
professiona
l
developme
nt and
acquiring
promotion
 Lack of self-
awareness
among the staffs
 Lack of ability
among the staffs
7. As companies grow globally, acquire new entities, and
support a virtual workforce, it is increasingly difficult for
managers to observe the performance of their
employees. Most managers struggle to give objective
and relevant feedback on reviews.
Suggest two possible solutions.
With the rapid development of globalisation, the need of running
business by breaking the potential regional barrier is increasing in
a rapid manner. However, the managers of the corporate entities
are facing significant issues in the way of dealing with the virtual
team (Tweedie
et al 2019). Thus, it is imperative for the managers
Authorised by – Head Business Faculty
Issue Date – 26th July 2017
Doc Name – BSBHRM512 Participant
Assessment
Version 3.2
Page 6 of 25