BSBMGT502 - Manage people performance

Manage people performance1
Manage people performance
Name
Course
Professor
Institutional affiliation
Date

Manage people performance2
Assessment tool 1
Question 1
One requires employee’sinformation, regarding their knowledge, skills, ability,
experience, and physical characteristics. Interviewsare also conducted to determine the tasks
they can handle.
A draft of the job description is then developed to provide a chance for a review and
build on the job description before implementation.
Question 2
The operational plan is used in an organization to provide the employees with
information regarding their tasks responsibilities in relation to the company.The plan factors
costs, and the milestones to put in place rules, patterns and a formula.
Question 3
A strategic plan provides the direction of the organization and helps to manage people
by acting as a guide of the stakeholder’s goals in managing the organization(McHugh, et.al.
2018).
The operational plan contains detailed information on how specific people perform
daily activities required to run the organization by dictating what when how and who is
responsible.
Question 4
Performance indicators measure the performance of an organization.They are put in
place to determine whether the employee is producing while using the resources efficiently in
improving the environment and him/herself.

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Question 5
Risk analysis is the process of determining issues that could potentially affect the
business negatively. Risk analysis helps to reduce risk exposure. Risk analysis process
involves, identifying the risk, documenting the risk, determining the controls and reviewing
the risks periodically.
Question 6
Successful performance management can be achieved by encouraging continuous
performance management by the organization management. Also, ensure the managers have
feedback and coaching skills.
Question 7
Methods that a manager can use to provide feedback where it is due to include, giving
praise where it is due, talking about the situation and not the individual, and making the
feedback timely. This will help to make timely changes at the right moment.
Question 8
Dealing with poor performance requires understanding the cause of the problem,
enhancing the ability, launching a performance improvement plan and providing performance
feedback. The feedback is provided promptly and links the behaviour with theperformance.
This feedback should, adhere to the performance-improvement plan document.
Question 9
Other processes that can support and ensure the staffs are aware of their required
performance standards include the reward system. The employee would be rewarded in line
with the key performance index.

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Question 10
Before terminating employment due to poor performance, a review of the
performance should be conducted. The employer then communicates the expectations,
provides coaching, initiate a performance improvement plan, and conduct written counselling
(Van Dooren, Bouckaert, and Halligan, 2015).
Question 11
The employment termination can take place when all the efforts to salvage the
employment relationship have failed. There should be a document illustrating the employer
took necessary measures to save the employment relationship (Bryson, 2018).
Assessment tool 2
Part A
Position
Business Consultant
Reports to
The Business consultant will report to the business manager of the firm.
Job overview
The business consultant will develop new business opportunities and strategic
business relationships. The business consultant will create the relationships and take
responsibility for managing and nurturing the relationships to ensure follow-up services are
of high standards (Ge, 2018). The consultant will also be responsible for developing