BSBMGT502: Tony's Performance Management at Boutique Build Australia

This project presents a detailed performance review of Tony, the Learning and Development Officer at Boutique Build Australia. The report includes three role-play scenarios: a meeting providing feedback on a health and safety manual, a performance review discussion, and a scenario involving th...Read More

ASSESSMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
ROLE PLAY A................................................................................................................................1
Meeting with Tony.......................................................................................................................1
ROLE PLAY B................................................................................................................................4
Performance Review....................................................................................................................4
Email to Tony .............................................................................................................................5
Meeting with Tony ......................................................................................................................6
ROLE PLAY C................................................................................................................................7
Procedure for termination of employee ......................................................................................7
Email to Janice.............................................................................................................................8
Meeting with Janice.....................................................................................................................9
Follow up Email to Janice..........................................................................................................10
Termination Letter.....................................................................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Performance review is formal assessment where the manager evaluates work
performance of the employee. The process involves identifying strengths and weaknesses, giving
feedback for improvements and setting goals for the future performance. The performance
review is also known as performance evaluation or performance appraisals. Present report is
focused on the performance of Tony who is learning and development office at the Boutique
Build Australia. Report will cover three role play and meeting discussing over the performance
of Tony.
ROLE PLAY A
Meeting with Tony
Meeting with Tony is held for providing feedback on the performance, work expected
performance and coaching the ways to improve.
Script
Meeting between Tony and Supervisor
(Meeting is conducted in office on Tuesday morning 11:00 am)
Brief: Tony has been working with company from last two months and is providing training and
education to the staff and also organise professional development of the staff. Supervisor has
held the meeting on review of health & safety manual for the staff.
Meeting Begins
Tony: Good Morning Supervisor !
Supervisor : Morning Tony! How's the work going ?
Tony: Good Sir! Is the manual for health and safety as per the standard and up to the
requirements.
Supervisor: Well I have gone through the manual and identified that the content of the manual is
very good and also shows that you have put time in making the manual.
Tony: Yes! I have researched many articles and policy standards of different organisation to
analyse the standards so that it could be framed properly.
Supervisor: Yes it was good but there are some changes and improvements needs to be done.
Tony: Yeah Sure!
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Supervisor: So I will explain you clearly the situation so that you are able to understand the
context about which I am guiding. After that I will tell you the ways how you could achieve the
appropriate standards. Ok?
Tony: Yes I have understood. Please tell me
Supervisor: You are working with the company from last two months which is not much more.
We understand ! Your performance is good in training the staff as they are satisfied and shows
that there is considerable improvement in their professional development.
Tony: Thank You Sir!
Supervisor: Going through the manual I have identified that though the content is good but it is
not so clear and will create confusion among the people. They will not be able to understand the
manual in right and clear sense. The content requires to be arranged properly so that it has proper
structure and people are able to understand it in the right context.
Tony: Yes sir I will do it.
Supervisor: Further the language is not clear and concise. You know that no one is going to read
just information paragraph that do not retain the attention of reader. When people are able to
understand clearly they will not be able to abide by the requirements (Chienwattanasook and
Jermsittiparsert, 2019). Also large paragraphs will not be read by the staff. Improvement are to
be made in the writing style using correct and clear context.
Tony: Ok
Supervisor: Are you getting what I am trying to make you understand
Tony: Yes! I am
Supervisor: No to worry! I will guide you how it has to be improved.
Tony: Yes Thank You!
Supervisor: Ok so these were the issues and current situation with the manual. Now I will tell
you about the communication skills and what and how the changes are to be made.
Tony: OK
Supervisor: First you have to work on the communication skills so that you are able to connect
with the audience more properly. You can go for online session and lectures that provides the
tips and techniques how the communications could be made effective.
Tony: Sure I will
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Supervisor: Effective communication skills includes speaking clearly and concisely about the
information. People do not have much time going through bulk of information (Ting and et.al.,
2017). You have to be concise and ensure that all the important information is complete.
Tony: Yes I will work on it
Supervisor: After that you have to add some non verbal communication through the images
showing the message you want to convey. It is also important for retaining the interest of the user
in information. Images are considered most effective method of retaining the interest and
communicating with people concisely and clearly.
Tony: I will search for making it better and presentable using images.
Supervisor: This will make more than half of your project up to the requirement and
understandable at one by the readers. Further you should have some questions to be asked from
the audience regarding the manual and related issue.
Tony: But will the audience respond?
Supervisor: Definitely! This creates interest of audience and you have to be ready for answering
their questions with proper information and in the right context. Ensure that answers are given
with proper communication and to the point and ensures that people are understanding it.
Tony: Yes I will ensure that audience is satisfied with the answers
Supervisor: Some things have to be kept in time that you are actively listening to the questions
so that you understand the question in right context. It is very important to understand the
question first so that you are able to provide the right answer.
Tony: Yes I will improve my listening skills
Supervisor: The above method will help you to make this manual more better and up to the
required standard. You have to work on writing and communication skills so that you could
correctly convey the message to audience.
Tony: Sure! I will work on it.
Supervisor: Hope you have understood the areas of improvements and where you have to work.
Tony: Yes!
Supervisor: I have already told you the ways in which you could improve the skills and what
changes are to be made. Further I am here to help you in case of any need.
Tony: Thank You! Yes I am clear where I have to work and will be contacting you in case of
issues.
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ROLE PLAY B
Performance Review
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Performance Review Outcome
Employee: Tony
Role: Learning and Development Officer
Date:
Performance Guidance Overall rating Comments
Work product 4 The work product is high and puts full efforts for
completing the work
Dependability 4 Do not depend over others for given task excepts
approval of the certain tasks.
Cooperativeness 3 Is cooperative most of the staff but face issues in
team work
Adaptability 4 Is good at accepting things and also ready to
improve for changes
Communication 3.5 Communication is good but writing skills needs to
be improved
Decision-making 4 Good at decision making and analyses information
properly before making the decision
Service to clients 4 Provides quality service to the clients
Use of equipment 3 Not a technical person
Project planning 3.5 Is good at research for project planning and brings
efficient method of doing work.
Work group management 3 It requires improvement
Development agreement
The following development needs have been discussed and agreed to be undertaken over the next 6
months.
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Areas for development Actions
Cooperativeness
The cooperativeness will be improved by guiding through
importance of cooperation. Coaching will be taken so that
cooperation with others could be developed. Involving in
group activities will also allow to work with others by
interactions
Communication
Communication will be enhanced and improved by
providing the trainings and coaching. Written
communication will be focused by training from
experienced professional for correct use of English and
grammar.
Project Planning
Project planning is good but proper structuring and context
needs to be improved. It will be improved by proper
training and development sessions from the senior
executives (Tan and et.al., 2017). They will provide the
tasks to be performed and how the things has to be done.
Work Group Management
Work group management is essential as the main role is of
training and guiding the employees for professional
development. Work group management will be further
improved by coaching from senior professionals of the
field.
Employer Signature:
Employee Signature:
Email to Tony
EMAIL
To: Tony
Date: 3rd February' 2021
Subject: Performance Review
Hello,
It is to inform you that performance reviews was conducted to analyse you performance within
last six months. It has been analysed that the overall performance is good but areas require
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attention and needs to be improved for getting higher rating. Going through the performance
review score it is identified that scores are high for work product, dependability, adaptability
and decision-making. While other areas are good but require improvements like cooperation,
communication skills, project planning and work group management. Based on the
performance review action plans have been created (Daniels and et.al., 2017).
Meeting has been kept for discussion of the performance and actions to be taken for enhancing
the performance. Meeting will be held on Thursday 11:00 am at office board room. The
meeting will last for around half an hour. You are requested to be on time and contact below
mentioned for any query.
Thank You
With Regards
Supervisor
Meeting with Tony
Meeting is held on Thursday at given time between Tony and Supervisor
(Meeting Begins)
Tony: Good Morning ! It been a long time!
Supervisor: Good Morning ! Yes I was busy in other projects.
Tony: Ok! my performance review has been conducted for assessing my performance over the
six months.
Supervisor: Yes and we are here for discussing that only.
Tony: Ok! So have I met your expectations?
Supervisor: Yes you have but let us discuss the purpose of this performance review?
Tony: Yes Sure!
Supervisor: It is conducted for analysing the performance of employee over the given time
period to identify the areas at which performance is good and where the improvements are
required. Based on this review action plans and future steps are taken for overcoming those
loopholes.
Tony: Ok I have understood that. So what is the review?
Supervisor: Ok let us discuss the performance over the time period. Your scoring in work
product is 4 out of 5. The ratings are given out of 5. Score above 3.5 are good and the 3 means
could be improved below that are bad and very bad. You have got 4 rating in work product,
dependability, decision-making and service to clients.
Tony: Thank you and where I need to improve
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Supervisor: Improvements are required to be done in cooperativeness, communication, project
planning and work group management. We have arranged and coaching for improving these
areas and these needs to be undertaken within coming 6 years. All the action plans have been
prepared and you will be allotted with schedule and timing for training and coaching. Fine?
Tony: Yes can you brief me about the items of performance review.
Supervisor: Work product means you output which is good and you are hard-working, you are
good at completing the work on own, adaptability say you accept the change, you are good at
making decision analysing information and good at attending clients (Joona, 2018). However
you have to learn working in team, enhance your writing skills, you are good at doing research
but need to understand the method of arriving at correct points. The work group means managing
the people in team that also require improvement.
Tony:Ok
Supervisor: Mainly you have to work over the communication skills as it is most important in
corporate. You have to improve the writing skills so that information is conveyed properly.
Tony: Ok I have understood. When is the training and coaching ?
Supervisor : We will mail you all the details and complete schedule along with score card of
performance review. In case of any query you can contact me freely.
Tony: Ok thank you.
Supervisor: So we should leave now
Tony: Yes, and thank you for guiding me.
Supervisor: Anytime.
ROLE PLAY C
Procedure for termination of employee
Termination of the employment happens when the employment of the employee with
employer end. However there are various reasons on which employee could be terminated.
Employee could resign or could be dismissed. Fair Work Ombudsman and Fair Work
Commission regulates workplace laws for termination of employees. Ombudsman educate
employees and employers about the rights and obligations for ensuring compliance with the
workplace laws and prosecution if workplace laws are contravened (Stojanova, 2017). The
employers could not terminate the employees unless employer has provided written notice to
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employee for issue. Company is required to provide written notice on employee containing
expected performance and the behaviour standards from them. Issues generally arise as some
employees are not aware about what are the standard and performance requirements. Employee
should be informed of the regular performance and changes required for conduct. Managers
should first discuss the issue with employee about what is happening and what is required.
Employees should also be given opportunity of being heard (Allen, 2018). Managers should
communicate the intention for continuing the employment and the plans with employee for
enabling them to improve. It should also include the trainings. Record of all the meetings and
notices has to be kept for record. Written warning needs to be given for unsatisfactory conduct.
Written warnings should be given containing issue, what needs to be done for improvement and
consequences for non compliance with requirements and clearly citing regular conduct even after
warnings will lead to termination of the employment.
Company is required to comply with the rules related to termination of employment.
Employer should ensure that employment of the employee is not on unfair grounds, unjust or
unreasonable. The termination should be made on reasonable grounds if employee is not
complying with policies and standards of the organisation. Employee should be given written
notice and time for improvement and the notice should also contain consequences that will lead
to termination. If unsatisfactory behaviour continues company could provide notice of last day of
the employment. On termination will be paying all outstanding remuneration or wages,
compensation accrued LTC entitlements, balance of overtime not taken and if any redundancy
pay is there (Fair Work Ombudsman, 2020). The termination will be full and final and from that
all the employment relationship with the company will come to end. The termination could be
made for all the unsatisfactory performance and non compliance with the policies.
Email to Janice
EMAIL
To: Janice
Date: 3rd February 2021
Subject: Meeting for work discussion
The mail is written to inform that you have been consistently coming late for the office
even after number of reminders. The punctuality issue is affecting the company. It has been
stated in the employment policy about the time and punctuality standards of
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company(McMahon and Hartmann, 2019). Considering the above issue a meeting is held with
human resource manager for discussion. Meeting is held on Tuesday 4th February 2021 at 10:00
am at office. The termination procedure is also attached with the email and you should go
through it and be present in meeting at scheduled time.
Thank You
HR Manager
Meeting with Janice
Meeting is held on the stipulated date and time Between Janice and HR manager.
Janice: Good Morning!
HR: Good Morning! So this meeting has been held regarding the punctuality issue and
consistently coming late to office.
Janice: Yes I have read in the email
HR: Ok the problem you are late regularly to office despite of giving so many reminders. This is
issue as it is impacting the work culture and also losing clients
Janice: Yes I am sorry for that
HR: So what is the problem that is causing you to be regularly late.?
Janice: Actually I live alone and it gets late to complete all my work and reach the office. But I
am sorry for that. I will ensure that I am on time.
HR: That will be good, actually when you are late many calls of client remain unattended that is
loss for company. You are at senior level and seeing you others will also tend to follow the same
track.
Janice: Yes I understand
HR: We could help you with providing food from office so that your time is saved.
Janice: That will be a great help!
HR: We have gone through your performance and know that your work is of high standards and
we really appreciate that. We know that you are providing your full efforts to work and we feel
pleasure to have you as part of company(Ombudsman, 2017). However you have to be on time
as per company policy as it is affecting the reputation and also causing company to suffer loss.
Janice: I am extremely sorry and I assure that it is not repeated again.
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HR: Non compliance of these warning notices will lead to termination of employment. That we
do not want. Hope you will cooperate!
Janice: Yes I will
(Both leaves room)
Follow up Email to Janice
EMAIL
To: Janice
Date: 5rd February 2021
Subject: Follow up for meeting
As discussed in the meeting it is expected that you will be on time to office. We are ready to
help you in case of any issue. But non compliance with terms will lead to termination of the
employment. Termination procedure is annexed with mail (Howe and Hardy, 2017).
Thank You
HR manager
Termination Letter
Date: 15th February'2021
Janice
Dear Janice,
Termination of your employment
It is written about termination of your employment with Boutique Build, Australia.
On 3rd February in meeting with Manager you were advised for being on time as it is affecting
the work culture and company. All the requirements and needs were discussed. Formal warning
letter was also held to you with termination procedure. Also the follow up mail was sent for
reminder with termination procedure.
You were informed that if performance regarding time is not improved it will lead us to
terminate the employment.
Therefore for being consistently late despite of number of warnings your employment is
terminated. The employment will end immediately from 16th February' 2021.
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All your outstanding pay and accrued will be paid on last day of employment.
You could seek the information about terms and conditions for termination of employment from
Fir Work Ombudsman at www.fairwork.gov.au.
Yours Sincerely
HR Manager
CONCLUSION
It could be summarised from the above report that employer must carry out employee
performance review to assess the performance. It helps in taking actions for improvement and
enhancing the skills. Communication skills are very important at every stage of the employment.
Company must comply with terms and conditions of Fair Work Commission regarding the
termination of any employee.
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REFERENCES
Books and Journals
Chienwattanasook, K. and Jermsittiparsert, K., 2019. Impact of entrepreneur education on
entrepreneurial self-employment: a study from Thailand. Polish Journal of Management
Studies. 19.
Ting, S.H., and et.al., 2017. Employers’ views on the importance of English proficiency and
communication skill for employability in Malaysia. Indonesian Journal of Applied
Linguistics.7(2). pp.315-327.
Tan, S.K., and et.al., 2017. Communication: uses and influence of employment among youths:
the role of formal education. Pertanika J. Soc. Sci. & Hum. 25. pp.21-34.
Daniels, K., and et.al., 2017. Job design, employment practices and well-being: A systematic
review of intervention studies. Ergonomics. 60(9). pp.1177-1196.
Joona, P.A., 2018. How does motherhood affect self-employment performance?. Small Business
Economics. 50(1). pp.29-54.
Stojanova, N., 2017. Employer Deductions for Accounts Payable under the Fair Work Act 2009
(Cth): Restrictions on Being Both the Payer and Payee. U. Tas. L. Rev.. 36. p.1.
Allen, D., 2018. Adverse Effects: Can the Fair Work Act Address Workplace Discrimination for
Employees with a Disability. UNSWLJ. 41. p.846.
Ombudsman, F.W., 2017. Fair Work Ombudsman.
Howe, J. and Hardy, T., 2017. Creating ripples, making waves?: Assessing the general
deterrence effects of enforcement activities of the fair work ombudsman. Sydney Law
Review, The.39(4). pp.471-500.
McMahon, F. and Hartmann, K., 2019. Risk management: Employer compliance with the Fair
Work Act: A major risk to your business?. Governance Directions. 71(5). p.255.
Online
Fair Work Ombudsman. 2020. [Online] Available trough: <https://www.fairwork.gov.au/how-
we-will-help/templates-and-guides/fact-sheets/minimum-workplace-entitlements/ending-
employment>
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