Manage People Performance - BSBMGT502

Learn how to effectively manage people performance with the BSBMGT502 unit. Understand the importance of allocating work, assessing performance, providing feedback, and managing follow-up. Get insights into workplace laws and develop a performance management system. Complete assessments and gain valuable skills for your role as a manager/coach.

BSBMGT502
Manage People Performance
Trainer Name
Student Full Name
Student ID
To achieve competency in this unit a student must demonstrate their ability to:
ELEMENT PERFORMANCE CRITERIA
Elements describe the
essential outcomes.
Performance criteria describe the performance needed to demonstrate
achievement of the element.
1. Allocate work 1.1 Consult relevant groups and individuals on work to be allocated and resources
available1.2 Develop work plans in accordance with operational plans
Nov-16

ELEMENT PERFORMANCE CRITERIA
1.3 Allocate work in a way that is efficient, cost effective and outcome focussed
1.4 Confirm performance standards, Code of Conduct and work outputs with
relevant teams and individuals
1.5 Develop and agree performance indicators with relevant staff prior to
commencement of work
1.6 Conduct risk analysis in accordance with the organisational risk management
plan and legal requirements
2. Assess performance 2.1 Design performance management and review processes to ensure consistency
with organisational objectives and policies
2.2 Train participants in the performance management and review process
2.3 Conduct performance management in accordance with organisational
protocols and time lines
2.4 Monitor and evaluate performance on a continuous basis
3. Provide feedback 3.1 Provide informal feedback to staff on a regular basis
3.2 Advise relevant people where there is poor performance and take necessary
actions
3.3 Provide on-the-job coaching when necessary to improve performance and to
confirm excellence in performance
3.4 Document performance in accordance with the organisational performance
management system
3.5 Conduct formal structured feedback sessions as necessary and in accordance
with organisational policy
4. Manage follow up 4.1 Write and agree on performance improvement and development plans in
accordance with organisational policies
4.2 Seek assistance from human resources specialists, where appropriate
4.3 Reinforce excellence in performance through recognition and continuous
feedback
4.4 Monitor and coach individuals with poor performance
4.5 Provide support services where necessary
4.6 Counsel individuals who continue to perform below expectations and
Nov-16

ELEMENT PERFORMANCE CRITERIA
implement the disciplinary process if necessary
4.7 Terminate staff in accordance with legal and organisational requirements
where serious misconduct occurs or ongoing poor-performance continues
Assessments: There are two assessment tasks to be completed. The assessment tasks required for completion of
this unit are listed as follows:
Description
Assessment Method of assessment
Assessment 1 Project
Assessment 2 Activity
Assessment Requirements
Please read this section carefully before commencing the assessment tasks. You must carefully answer every
question of every task and achieve a ‘satisfactory’ grade for all assessment activities to be found Competent for
the unit.
Assessment Outcomes
There are two (2) outcomes of assessments:
S = Satisfactory and
NS = Not Satisfactory (required to be re-submitted).
Students will be awarded C = Competent on completion of the unit when the student has provided the
appropriate evidence required to meet all criteria. If the student fails to meet this requirement they will receive
the result NC = Not Competent and will be eligible to be re-assessed.
Re-submitting assessments
Students will be allowed further attempts at an assessment for which the outcome is Not Satisfactory, within the
timeframe of the course (unit of competency). Late submissions and re submission policy will apply (please
refer to your student handbook)
When you are saving the assessment to be re-submitted please use the following format example
“JoneSmith_Unit1_Assessment1_Submission 2”
Nov-16

BSBMGT502
Manage People Performance
SCENARIO
You have been assigned a team of 3 people and as their manager at Coffeeville Cafe, you are required to plan,
monitor and review their performance.
You should use the simulated business “Coffeeville” (http://coffeeville.simulations.learn.com.au) to complete
this assignment.
On the “Coffeeville” website, make sure you check the “Intranet” page, here you will find the operational
plan, which will be used for your assignment.
Link to Coffeeville - http://coffeeville.simulations.learn.com.au
SECTION A
Task 1 For the simulated business “Coffeeville” (http://coffeeville.simulations.learn.com.au)
Include a brief description of the business and detail its OPERATIONAL goals over the next 12 months
Task 2
Research and explain the following workplace laws. Ensure you use references to support your answers
Workplace Law Definition/Explanation
Equal employment opportunity This law helps to provide equal job opportunities and freedom against
discrimination on basis of caste, sex, creed, colour, age.
Work Place Health and Safety
(WHS)
This law ensures heath safety all stakeholders which can arise from in
workplace.
Anti – Discrimination This law helps to protect the rights of particular group of people which is
in the legislation.
Unfair dismissal Ensures security of job and justification of dismissal from employers.
Nov-16

Task 3
What risks would “Coffeeville” face if they failed to follow these laws?
Work place Law Risk if failed to follow the law
Equal employment opportunity Business can incur heavy penalties to employees.
Work Place Health and Safety
(WHS)
This will be considered as the breach of work health and safety act,2011
this can result in compensations, imprisonments of employers and
cancellation of business license.
Anti – Discrimination This may reduce the profit margins of business due to increase in salary
of discriminated employees and also penalties.
Unfair dismissal Employees can file case against employer and it can also impact the
goodwill and discourage other employees of business.
Task 4
Explain how you would implement each of the following aspects of a performance management system:
Performance Management
System
HOW you would implement the aspect of a performance management
system
a) Setting Performance
Goals
This can be implemented by appointing effective leaders.
b) Planning Career Goals Training and development helps to identify goals according to potential of
individual.
c) Coaching employees for
poor performance
Seminars and educational activities to provide practical knowledge and
develop effective skills.
d) Motivating employees Financial rewards, appreciations, promotions, appraisals helps to motive
employees effectively.
e) Annual performance
appraisals
By analysing performance with key performance indicators and balanced
scorecard method to gain information about employees for performance
appraisal.
Nov-16

Task 5
Create and develop a profile job description for one of your employees at in Coffeeville to be ‘managed’ by
you.
Job profile for a Waiter
Job Title: Waiter.
Reports to: Restaurant manager.
Department: Customer service department.
Job Role Summary:
Individual has to communicate with all the customers and should handle all customer very easily. The main task
is to coordinate between kitchen staff and customers (Schrage and Kiron, , 2018).
Essential Duties:
 Need to effective team worker, confidence, consistence, energetic doing all the work.
 Need to know products of menu and great customers in polite manner.
 Waiter also need to take orders of all food and beverage products available in restaurant.
Qualifications and Experience Required:
 No experience required.
 Education level of individual must be 10th grade.
Preferred Skills:
 Basic maths solving skills
 Verbal Communication skills
 Confidence
 Accepts Challenges
Nov-16

SECTION B
Task 6
You must then take responsibility for the one employee as their manager. For example, you might choose to
manage the waiter. (Delete example)
 Develop 6 individual goals / KPI’s and tasks for your worker and document these in the worker’s
performance management plan
Employee name: Employee position and level:
Date of agreement:
Period of agreement: <insert start date> to <insert end date> Performance agreements usually apply for a
period of 6 to 12 months
Planned review date: Interim <planned due date for interim review (if required) > Final <planned due date
for final review >
b) Performance goals
To be completed with the employee during the initial role-play performance discussion meeting.
Task / Responsibility Required outcomes - GOAL / KPI
(Key performance indicator)
Ascertain customer needs  Ask politely what customer wants from menu.
 Coordinate with chef if any special changes according to
customer's tastes.
Need to be efficient and speedy  Provide menu to customer as soon as customers are seated.
 Take orders without asking twice and no errors.
Have good interpersonal skills  Talks to customers very professionally and treats them as
family.
Nov-16

SECTION C – Role Play
Task 7
Role-play Task: Conduct a coaching role-play for your chosen worker. You will need to do this task with
another student in class.
 Brief the team member on the required performance (Goals/KPIs) and performance issues you have
identified for your worker
 Coach the team member (your worker) on the identified performance issues
 Prepare a performance development plan
 Schedule a review period where the team member’s performance will be reviewed after having
undertaken the development activities
Performance Development Plan
Name/Position: Manager: Review Period:
Performance issues: How skills are to be developed: By When?
Not efficient and speedy in taking
orders.
Waiter need to be educated about all the
food products listed In menu to avoid
errors in taking orders and increase speed
(Armstrong, 2016)
Within 2 weeks
Unable to understand customer
needs.
With help of on job training of waiter by
examples to understand human behaviours
and providing experience will increase
efficiency to understand customer needs.
Within 5 weeks
Manager’s comments Signature
Date
Staff member’s comments Signature
Date
Nov-16

SECTION D – Reflection questions
Task 8
Respond to these questions with your feelings and thoughts about performance management and coaching
exercises.
a) What was your initial reaction to the performance management and coaching exercises?
My first reaction was how can I provide coaching to increase performance of my subordinate in order to
increase productivity of restaurant.
b) What was your overall assessment of your performance as a coach? Give reasons for this
assessment.
I have assessed that waiter need to be trained and recruited according to their communication and analytical
skills which helps to reduce the thinking time and improve efficiency of them.
c) What do you think were some of your strengths during the exercise?
I think my strength was I am very effective in analysing the performance of employees and make them increase
their performance by evaluating better alternatives.
d) What do you think were areas where there was room for improvement?
I need to improve my process time to make decision as it decrease my efficient of being a manager of
restaurant.
e) What kind of strategies can you think of to help improve your coaching skills?
I need to adopt reading more to increase my knowledge and I will also adopt self management, time
management and to monitor my growth I will implement KPI.
Nov-16

f) What are some valuable skills that you have learned today to help you in your role as a
manager/coach?
I have learned today that to be an effective manage I need to be more effective in doing my job and need to
increase my knowledge and be patient for result from my team. I also learned to improve efficiency of my team
I need to motivate them.
REFERENCES
Armstrong, M., 2016. How to manage people. Kogan Page Publishers.
Schrage, M. and Kiron, D., 2018. Leading with next-generation key performance indicators. MIT Sloan
Management Review. 16.
Nov-16