BSBLDR522 Manage People Performance Assessment Tasks

This resource provides information on managing people performance, including work allocation, performance management, and understanding performance management requirements. It includes a risk analysis and delegation plan for HR professionals.

First published 2021
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Contents
Section 1: Understand performance management requirements................................................................5
Section 2: Allocate work............................................................................................................................. 8
Section 3: Manage performance............................................................................................................... 13

Student name:
Assessor:
Date:
Organisationthis
assessment is based on:
Team within the
organisation:

Section 1: Understand performance management requirements
The company on which this portfolio will be based on is Boutique Build Australia which
is a boutique building company in Sydney and its primary working domain is in the field of
constructing modern and designer homes for the Sydney metropolitan and surrounding areas and
it has been in operation for more than 4 years. The main objectives of the company include the
following.
 To be well led, high performing and profitable
 To build high quality homes to satisfy its client base in the best possible manner
 Build deep and honest relationships with the people it builds homes for
 Attract, engage and take care of the staff in the best way possible
 I work as the HR manager in the company and I am responsible for the following.
 Managing a small team of HR professionals and being in charge of two key people, one
being the human resources support officer and the other being the learning and
development coordinator which is a newly opened job position in the company (Helmold
and Samara, 2019)
 Taking the leadership role in development and implementation of HR plans and policies
and also taking full ownership of the HR results and outcomes
 Developing key HR policies and strategies in accordance with the firm’s strategic plans
and visions and also offering timely and relevant advice to the senior management
regarding HR processes and problems such as performance management and training
and development
 Leading and developing a small team of HR professionals to attract and recruit quality
staff and build great induction and training program to give them high level of staff
satisfaction
My team’s key functions which I will manage the performances of will include their
development of required HR collateral, their development of the employee training framework
and required materials along with the process of performance appraisal and review which is very
vital in terms of the company’s vision and objectives. The major roles and responsibilities that
my two members are supposed to fill are listed herein.
 Human resources support officer – The role of this team member is very generic as
they are supposed to perform a variety of responsibilities such as taking care of the

recruitment process, assisting the HR manager in strategic project implementation,
taking care of HR metrics, providing individual assessments to personnel and perform
general office duties such as organisation and sorting out files (Shet, Patil and
Chandawarkar, 2019)
 Learning and development coordinator – This role is highly specialised and specific
since it is relative new in the company. The responsibilities of this team member
includes reporting and assisting the HR manager in their activities, taking care of the
delivery of the training and development programs to staff, developing the resource
design and framework which is used to deliver training and development programs and
maintaining all of the records associated with the training process of Boutique Build
Australia.
There are various laws and regulations which are associated with the way work is
allocated in the team which has been listed herein.
 The company’s staff code of conduct is an important consideration as the work delegated
must be respectful of the employee’s interests and their dignity must be maintained
throughout the process.
 The company has a detailed strategic plan that must be adhered to at all times
 The work delegated, the performance management and all HR functions must be duly
complied with the privacy act, copyright act and work health and safety act, 2011.
The below developed table describes all the major requirements that are needed to fulfil
my work and delegation responsibilities.
Document/
Policy/Pro
cedure
name
Requirements Relevant
templates or
documentation
Work allocation
(including actions
from the
operational plan
your team is
responsible for)
Ethical
guidelines,
Fair Work
act
provisions
and staff
code of
The major things required to delegate
tasks such as recruitment will need all
the reports regarding company's
recruitment and hiring practices and
delegating learning responsibilities will
need major employee details
Hiring policy,
development
program list and
workplace
scheduling

conduct
Performance
management:
Performance
review
Feedback (formal
and informal)
Performance
improvement
opportunities
Under
performance
Rewards and
recognition
Staff code
of conduct
and ethical
guidelines
The process is required to be free
from bias and display a corporate
professional framework where
employee interests are given priority
The company's
official template
for conducting
appraisal
Communication Staff code
of conduct,
operational
plan
Proper policies and guidelines along
with rule book of the company and
operational plan to communicate
about delegation
Ethical
guidelines
Risk Risk
manageme
nt policies
and
procedures
A detailed breakdown of the various
risk analysis that the organisation has
identified such as politics and
workforce issues
Risk
management
plan
The firm's performance management procedures are very robust and subjected to a
complete guidelines and set of rules which not only detail their way in which appraisal is to be
done using a formally decided process but also adheres to the employee's fair treatment policy
and fairness code of conduct by making them a part of the process.

Attach: Operational plan ☐
Policies, procedures and templates etc. ☐
Section 2: Allocate work
In order to move ahead with the activities as per the operational plan of the company, I met with
the CEO of the company in order to directly discuss the work which has been entrusted to me
and which will be eventually delegated to my team (Murphy, 2020). The meeting was successful
and included the development of key performance indicators which were as follows.
 The competency and initial performance of the newly hired candidates
 Employee feedback regarding their work life balance through surveys and forms
The major tasks which will be delegated to my team and my two team members are as
follows.
Task/
Priority
Performan
ce
indicator
Actions
required
Person
responsible
Start End Done?
Recruitme
nt
Work site of
the
company,
initial
employee
performanc
e
Advertiseme
nt and hiring
HR Manager 01/01/21 15/01/2
1
In
process
Recruitment
and selection
process
Human resource
support officer
15/01/21 15/02/2
1
In
process
Work-life
balance
programs
Employee
surveys and
feedback's
Brainstormin
g
Human resource
trainee
01/01/21 03/01/2
1
In
process
Develop and
promote
HR manager 03/01/21 08/03/2
1
In
process
Employee
learning
personalis
ation
Employee
feedback
and
knowledge
tests
Survey the
learning
preferences
Learning and
development
coordinator
15/03/21 15/04/2
1
In
process
Update the
learning
programs
HR Manager 15/04/21 15/05/2
1
In
process
Human resources support officer plan:

Start End Actions required Done?
15/01/21 15/02/21 Recruitment and selection process In
process
24/01/21 30/01/21 Scrutinising candidate applications In
process
15/03/21 15/04/21 Assisting in taking employee surveys In
process
Leaning and development coordinator plan:
Start End Actions required Done?
14/03/21 15/03/21 Brainstorming new programs Done
20/03/21 28/04/21 Assisting in program development In
process
30/04/21 05/05/21 Promoting the work life program In
process
A meeting was also held with my team members whose details have been listed herein.
What must be discussed How will it be discussed Required resources
Recruitment and selection
policy
Individual Company policy and
procedures PowerPoint
presentation
Learning and development
survey planning
Individual All relevant documentation of
exiting developmental methods
Established KPI’s Group Documentation
Performance management
review
Group Company performance review
policy and procedures
A risk analysis of the work to be performed by me and the team has also been listed herein
Risk Consequenc
es
Severit
y
Rating
Likelihoo
d rating
Risk
rating
(likelihoo
d x
severity)
Treatmen
t/ control
methods
Person
responsibl
e

Failure to
recruit high
quality talent
Reduction in
organizational
performance
and efficiency
3 2 Moderate Using
robust
recruitme
nt
strategy
and
screening
methods
Human
resource
developme
nt officer
Employee
workload
mismanagem
ent
Unmotivated
workforce and
high turnover
4 3 Significan
t
Developin
g
delegating
policies
and
reducing
their
burden
Learning
and
developme
nt
coordinator

Attach:
Proof of consultation with colleague/superior (if
relevant)
☐
Work plan (if relevant) ☐
Proof of team/individual meeting(s) (if relevant) ☐
Risk analysis (if relevant) ☐
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address:
Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number:
V 1.0

Section 3: Manage performance
In order to move ahead with the activities as per the operational plan of the company, I met with
the CEO of the company in order to directly discuss the work which has been entrusted to me
and which will be eventually delegated to my team (Murphy, 2020). The meeting was successful
and included the development of key performance indicators which were as follows.
 The competency and initial performance of the newly hired candidates
 Employee feedback regarding their work life balance through surveys and forms
The major tasks which will be delegated to my team and my two team members are as
follows.
Task/
Priority
Performan
ce
indicator
Actions
required
Person
responsible
Start End Done?
Recruitme
nt
Work site of
the
company,
initial
employee
performanc
e
Advertiseme
nt and hiring
HR Manager 01/01/21 15/01/2
1
In
process
Recruitment
and selection
process
Human resource
support officer
15/01/21 15/02/2
1
In
process
Work-life
balance
programs
Employee
surveys and
feedback's
Brainstormin
g
Human resource
trainee
01/01/21 03/01/2
1
In
process
Develop and
promote
HR manager 03/01/21 08/03/2
1
In
process
Employee
learning
personalis
ation
Employee
feedback
and
knowledge
tests
Survey the
learning
preferences
Learning and
development
coordinator
15/03/21 15/04/2
1
In
process
Update the
learning
programs
HR Manager 15/04/21 15/05/2
1
In
process
Human resources support officer plan:
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address:
Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number:
V 1.0

Start End Actions required Done
?
15/01/21 15/02/21 Recruitment and selection process In
proce
ss
24/01/21 30/01/21 Scrutinising candidate applications In
proce
ss
15/03/21 15/04/21 Assisting in taking employee surveys In
proce
ss
Leaning and development coordinator plan:
Start End Actions required Done
?
14/03/21 15/03/21 Brainstorming new programs Done
20/03/21 28/04/21 Assisting in program development In
proce
ss
30/04/21 05/05/21 Promoting the work life program In
proce
ss
A meeting was also held with my team members whose details have been listed herein.
What must be discussed How will it be discussed Required resources
Recruitment and selection
policy
Individual Company policy and
procedures PowerPoint
presentation
Learning and development
survey planning
Individual All relevant documentation of
exiting developmental methods
Established KPI’s Group Documentation
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address:
Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number:
V 1.0

Performance management
review
Group Company performance review
policy and procedures
A risk analysis of the work to be performed by me and the team has also been listed herein
Risk Consequenc
es
Severit
y
Rating
Likelihoo
d rating
Risk
rating
(likelihoo
d x
severity)
Treatmen
t/ control
methods
Person
responsibl
e
Failure to
recruit high
quality talent
Reduction in
organizational
performance
and efficiency
3 2 Moderate Using
robust
recruitme
nt
strategy
and
screening
methods
Human
resource
developme
nt officer
Employee
workload
mismanagem
ent
Unmotivated
workforce and
high turnover
4 3 Significan
t
Developin
g
delegating
policies
and
reducing
their
burden
Learning
and
developme
nt
coordinator
Attach: Proof of three separate performance management
activities ☐
Proof for three separate monitoring activities ☐
Proof for three separate informal
feedback/coaching activities ☐
Documented performance of two team members ☐
Formal feedback sessions (if relevant) ☐
Performance improvement plans (two) ☐
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address:
Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number:
V 1.0

Actions to address poor performance and
recognise excellent performance.
☐
Continued monitoring of poor performing staff
member
☐
Response to ongoing underperformance (if
relevant)
☐
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address:
Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number:
V 1.0

References
Helmold, M. and Samara, W., 2019. Progress in performance management: Industry insights
and case studies on principles, application tools, and practice. Springer.
Shet, S.V., Patil, S.V. and Chandawarkar, M.R., 2019. Competency based superior performance
and organizational effectiveness. International Journal of Productivity and Performance
Management.
Murphy, K.R., 2020. Performance evaluation will not die, but it should. Human Resource
Management Journal, 30(1), pp.13-31.
Webster, B.D., and et.al., 2022. Powerful, high-performing employees and psychological
entitlement: The detrimental effects on citizenship behaviors. Journal of Vocational
Behavior, 136, p.103725.
Gerards, R., de Grip, A. and Weustink, A., 2020. Do new ways of working increase informal
learning at work?. Personnel Review.
Brown, M.I., 2021. Does action planning create more harm than good? Common challenges in
the practice of action planning after employee surveys. The Journal of Applied
Behavioral Science, p.00218863211007555.
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address:
Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number:
V 1.0