BSBHRM403: Support Performance Management Process Assessment C

Assessment C for BSBHRM403: Support Performance Management Process involves reviewing and discussing the performance management system in place at the organization and providing advice about the system to a group of employees. The project requires checking job role descriptions, identifying performance indicators, assessing current procedures, and analyzing the strengths and weaknesses of the system. The performance management system at McDonald's is discussed as an example. The learner's skills, knowledge, and performance are assessed as satisfactory or not satisfactory.

BSBHRM403: Support performance management process
Assessment C
Performance Activity
Student Name:
Student Number:
Trainer/Assessor Name:
Due Date:
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When Completing these activities, you can reference the information provided in this unit, however you
need to demonstrate you have undertaken your own research.
Project 1 As a simulated workplace activity (as directed by the assessor), review the performance
management system in place at the organisation to assess if this appropriate to the needs of
the organisation (less than 250 words)
You should:
 Check that job role descriptions specify key requirements of the job role and are integrated into the
performance management system structure
 Ensure managers have identified performance indicators that are consistent with job roles
 Ensure that procedures are effective for implementing the system and good and poor performance are
recognised and addressed
 Check if the organisation’s strategic direction is being supported by current performance management
goals and targets of employees
 Check that organisational policies and procedures are integrated in the operation of the system (as
appropriate), for example, work health and safety
 Assess current procedures for conducting performance management
 Check that employees are being supported to develop their skills and own performance
 Identify and analyse the strengths and weaknesses of the system.
McDonald manager job advert
Key roles.
Ensuring customers get accurate and precise experience during their time at the restaurant. Managing inventory
systems. Setting objectives for the company, delegating the task to the team.
Performance management system at McDonald ensures that the staff activities and output are inconsistent with
organization goals. The system ensures that there is a continuous process of measuring, developing and
performance identification. The company has devised a system for performance development. This system seeks to
create a culture that is performance driven. The system tries to match the individual goals with the company’s goals.
Managers do work with employees to ensure there is the lining of employee’s objectives with business objectives.
Employees responsible is documentation of their achievement and objectives. There is a plan for employee’s job
specification and skills competencies so that employees can succeed in their positions currently and in the future.
Employees do submit their achievements to their respective managers in face to face discussion. The employee
explains what he has done and how he has achieved it. Managers do present employee reward based on the
employee who has been innovative and those who have a high-performance appraisal.
The company system has enabled the company to succeed in ensuring staff performance objectives are in line with
the business objectives. The system has enabled the company has increased in sales and in result attracting higher
revenue.
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BSBHRM403: Support performance management process
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Project 2 Discuss the performance management system with your HR manager to relay your findings
from your review (less than 250 words).
You should:
 Collate information from your review of the performance management system in a document that
identifies your recommendations and reasons for improvements
 Seek to make recommendations on improving the system as appropriate
 Promote the implementation of the organisation’s performance management system as a way to support
organisational work goals and employee development.
The main goal for performance management system is to improve the employee's effectiveness and efficiency at
workplace. This being a continuous process for directors and supervisors to work together and plan for, monitor and
track employee’s goals alongside the organization goals.
Some adjustments have to be incorporated in the designing of the performance management systems. First, it's
clear that the job description has to be precise and designed very well. The hiring of the employee should be based
on skills that the job requires. Prospective employees should be taken through a detailed training and orientation.
They should be exposed and working environment that is supportive and positive. Secondly during the performance
appraisal, it should include both the positive comments as well as recommendations for improvement. Thirdly the
system should provide a program for deciding on promotions, compensation, and incentives. The system should
identify areas that require improvement in performance due to poor performance. Lastly, the system should be easy
to use and understand.
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Project 3 Provide advice about the system to a group of three to four employees.
You should also inform them of:
 How the system works and the goals of having the performance management system
 The benefits of having performance management
 How this can link to their performance development and be used as a way to develop their skills and seek
progression.
Performance management system work on tracking the employee's performance within a specified period of time.
The system has a great advantage as it identifies the areas in an organisation that are not performing well and those
that are performing well. The organizational goal of having the system is to help the organization in achieving its
mission and vision, and the organization objectives. The system can be used by managers to pinpoint the weakness
of an employee and work towards providing essential training for the employees.
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Assessments Judgement Summary : Project
This should be used by the trainer/assessor to document the learner’s skills, knowledge and
performance as relevant to the assessment. Indicate in the table below if the learner is deemed
Satisfactory (S) or Not Satisfactory (NS) for the activity or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competence: Code and Title BSBHRM403: Support performance management process
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the
competency of the learner?
Yes No
(Please circle)
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Has sufficient evidence and information been provided by the learner for the activity? Yes No
(Please circle)
Comments
Provide your comments here:
The learner’s performance was: Not Satisfactory Satisfactory
If not yet satisfactory, date for reassessment:
Feedback to learner:
Learner’s signature
Assessor’s signature
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