Leadership and Performance Management Assignment Solution

This assignment solution addresses key aspects of leadership and performance management. It begins by differentiating between employment contracts and exploring relevant legislation like the Fair Work Act, Work Health and Safety Act, and Disability Discrimination Act. The document then defines performance management, outlines reasons for its organizational use, and describes formal and informal performance management systems. It provides examples of networks for enhancing personal and professional development, strategies for team cohesion, consensus-building techniques, and the impact of group dynamics and leadership skills on team performance. The solution also covers time management approaches, methods for achieving work-life balance, and techniques for effective leadership in coaching, communication, and problem-solving. The assignment provides a comprehensive overview of leadership principles and performance management practices within an organizational context.

Manage Performance Effectively
Question 1
What is the difference between an award, an enterprise agreement, and a common law
employment contract? (Refer to Australian Industrial Relations Law when preparing this
response.)
Morden award is an industry, which is based on fewer employment standards that apply in
addition to the NES but enterprise agreement mainly set out situations of employment for a
group of workers at one or more workplace. As compare with both award and enterprise,
common law contracts of workers can develop numbers of situations in minimum
entitlements. Moreover, most business industries have a modern award that covers all
employers and cannot be modified but in the case of contracts, the employment contract can
be changed as per the requirements. It is observed that the pay rate in an enterprise agreement
cannot be less than the modern award. (Venkatraman and Sheikh, 2016).
Question 2
Referencing the documents that govern employment conditions within your organisation,
outline 3 employment conditions and the legislation and/or policies that apply to them.
There are following three employment condition and legislation, which can be applied in the
organization:
Fair Work Act 2009 (Cth)
Work Health and Safety Act 2011 (Cth)
Disability Discrimination Act 1992 (Cth)
Question 3
Summarise each of the following legislative requirements and discuss how they relate to:
 how you allocate work and resources
 your team’s ability to meet performance outcomes
 workplace relations and team cohesion
a. Unlawful dismissal
According to section 772 an employer should not terminate a consumer’s employment
for one of the following reasons:
Temporary absence from work because of accident
Non-membership of a trade union

Absence from work, national or social origin
The filing of a complaint against the employer including violation of laws
b. Equal Employment Opportunity
As stated by Equal Employment Opportunity Act 1987, an organization should ensure
that they create a workplace free from discrimination and harassment by providing
equal opportunities to all employees despite their individual differences in terms of
age, cast, region, skills and so on (Van Dooren, Bouckaert and Halligan, 2015).
c. Anti-discrimination
According to the Disability Discrimination Act 1992 (Cth), an organization cannot
discriminate Employees based on their disabilities and there obligated to provide them
with equal work opportunities (Sharma, Sharma and Agarwal, 2016).
d. Work Health and Safety and risk management
According to the Work Health and Safety Act 2011 (Cth), an organization should
follow the health and safety policies in the workplace for reducing health-related
issues in the employees. In order to meet performance outcomes, companies cannot
violate work health and safety regulations and there obligated to eliminate hazards
from the workplace.
e. One other regulation specific to your industry/role e.g. privacy and confidentiality
According to The Privacy Act 1988, the privacy and confidentiality related issues can
be solved by designing and implementing security policies in the organizations and
providing proper training and education programs /to their employees. This Act also
suggested that employees should ensure that they use only authentic networks while
accessing organizational services in computer devices (Haupt, Vadenbo and Hellweg,
2017).
Question 4
Define ‘performance management’ and identify at least 3 reasons why organisations use
performance management systems.
The term performance management is defined as a process that has the capability for
developing an effective workplace in which employees can perform their abilities and
enhance the performance of an organization. Performance management provides a platform
to the companies for controlling and managing their business activities in an effective
manner. It is observed that performance management play a significant role in the
organization because of their ability for improving the abilities of the employees in the
workplace. There are the following key reasons that show the importance of performance
management in organizations:
Producing clear job descriptions
Delivering reliable and effective employee orientation

Providing career development opportunities to the organizations
Improving businesses of the organizations in an appropriate manner
Question 5
Describe the kinds of performance management systems and strategies (formal and informal)
that are utilised within your organisation, or an organisation you have researched that follows
best practice.
Performance management mainly focuses on the overall performance and ability of
employees which help an organization for achieving their aims and goals in the selected time
period. It is observed that there are major two kinds of strategies used in performance
management such as formal and informal. It is suggested that an organization can adopt a
formal kind of performance management strategy that has the potential for managing
employees’ performance effectively. Moreover, the management team should focus on the
communication process and ensure that all employees are working properly which are parts
of formal kind of performance management. Therefore, using such kinds of strategies an
organization can evaluate the performance of employees in the workplace and maintain
problems linked with their businesses and achieve their aims and goals.
Question 6
Provide two examples of networks you participate in to enhance personal knowledge, skills,
and work relationships. For each example, describe the benefits of the networks to you and
the organisation.
The senior management team is an example of a network that can help the employees for
improving their personal skills and experiences along with the work place. Moreover, there
are several advantages of this network, for example, improve skills in the employees, control
and manage the performance of workers and also provide better relationships. Specialization
in the operational department is another network in which employees can be participated for
growing their skills in the relevant field. There are various kinds of sections involved in
operational departments such as IT team, accounting and human resource. There are major
two advantages of this network such as provide a platform for improving the abilities of
employees and enhance personal skills in employees. Therefore, by using such kinds of
networks the organization and employees can improve the overall performance of their
businesses and also develop an effective work relationship with management teams.
Question 7
Outline five strategies that you can use to support team cohesion, participation, and
commitment.
There are various kinds of strategies that can be used in organizations for supporting team
cohesion and commitment. All these strategies are described below:

Recruit with care
Agree on goals and targets
Develop trust
Empower team members and employees
Resolve conflict related issues by communicating with team members
Question 8
Explain three strategies for gaining consensus when making decisions in a team (use specific
work place examples to support your response).
The first strategy for gaining consensus while marking decisions in a team is to ensure and
encourage participation during team meetings. For example, a company should involve the
team members while developing a solution by using their diverse personalities and opinions.
The second strategy is to introduce multi-voting in which every member should be familiar
with the voting process especially when then are served with many options. For example,
each member of the team should be given several votes with various weights which they can
use while selecting their options.
The third strategy is to pinpoint priorities to make sure everyone on the same page. For
example, importance points should be discussed first in meetings so that everyone can
understand their significance to gain consensus.
Question 9
In no more than 200 words for each, discuss the following statements using specific examples
from your own experience.
A positive learning environment can be created through the management of
workplace relationships.
According to my own experience, it is true that a positive learning environment can be
produced with the help of the management of workplace relationships. In my last job,
I observed that the management team and senior team members helped the new
employees for managing their workloads and also guided them for better
understanding their roles and responsibilities. Such kinds of steps and factors
produced a positive learning environment in the workplace that can help management
for improving workplace relationships.
Group dynamics can both support and hinder team performance.
It is agreed that group dynamics can support and hinder team performance because it
reduces problem and issues faced by employees in the workplace. For example, in the
last organization, I analysed that communication between employees and management
is a major issue that impacts on team performance. I found that the management team

focused on communication and adopted a group dynamic process that helped them for
improving the overall performance of each team. Therefore, it is suggested that group
dynamic can control and handle more complex situations in the workplace and also
maintain the performance of team members in an effective manner.
The skills of a team leader can assist in preventing issues from arising.
As per my understanding, it is true that the skills of a team leader can assist in
preventing issues from arising because that has the potential for solving problems
faced by employees. In my current job, our team leaders motivate team members and
also support them for understanding their roles and responsibilities. Moreover, they
also take meetings that help the employees for improving their performance by
reducing issues occurred in the workplace. Therefore, it is stated that the experience
and skills of a team leader can assist in reducing and preventing problems arising in
the organization.
Brainstorming can be used as a strategy for issue resolution
Yes, it is true that brainstorming can be utilized as a strategy for resolving problems in the
workplace. As per my own experience, an employee face workload related issues in the
organization that increase the rate of stress, which directly impacts on their performance. For
which, I observed that in the organization many employees use the process of brainstorming
and I also used this technique that helps me for reducing stress and workloads in the
workplace. Moreover, it is argued that brainstorming is an effective strategy that has the
capability for improving the performance of the employees by resolving issues and problems
in the organization.
Question 10
What is your personal approach to effective Time Management? Provide three examples,
including at least one use of technology.
My personal approach to effective time management is to eliminate the unnecessary elements
that affect my performance by planning my work in the workplace. This approach helps me
multitask during the day and reduce interruptions, which negatively affect my work. For
example, I prepare my time plan for the day early in the morning by using to-do list mobile
technology. I usually multitask between mundane tasks to make sure I get most out of my
time. Moreover, I follow a fixed schedule throughout the day, which helps me stay on track
that effectively manages my time in the workplace. Therefore, all these kinds of approaches
and steps can control and manage the time in the companies and employees can complete
their works.

Question 11
Describe at least three methods for achieving a healthy work-life balance.
There are various kinds of techniques or methods that can help consumers for achieving a
health work life balance. These methods are described below:
Identify the priorities of employees in the organization
Develop specific aims and goals
Establish boundaries in the workplace
Follow experience plan on a regular basis
Structure time at work
Take a break in the working hours
Therefore, with the help of these steps employees can achieve a healthy work life and also
manage their health in an effective manner (Walrad, 2017).
Question 12
Describe in no more than 200 words each, the techniques you use to be effective in each of
the following leadership areas:
a. coaching and mentoring of team members
b. consultation and communication with different stakeholders
c. encouraging a learning environment and learning culture
d. problem identification and resolution within a team
e. giving feedback and recognition
Answers
a. Coaching and mentoring of team members
For mentoring of team members in the workplace a team leadership technique can be used
because of their ability for improving skills in the employees and team members. Moreover
such kind of technique provides a platform for team members to control and manage their
performance in the workplace. Another technique is coaching technique that can help the
management team for mentoring their team members in an effective manner.
b. Communication with various stakeholders
For communicating with different stakeholders companies can use wireless communication
techniques and networks that have the potential for sending and receive information in very
less time. Moreover, management can use mobile devices, internet based techniques like e-
mail and so on for interacting with various stakeholders in the organization (Buckinghan and
Goodall, 2015).
c. Encouraging a learning environment

For developing and implementing a learning environment companies can design and
implement training and education programs based on the online communication techniques
that can help them for better understanding their roles in the workplace. Moreover, for
encouraging learning culture in the organization's management team can adopt other kinds of
techniques and methods such as coaching process, a collaboration between employees,
provide online classes, and use motivational leadership and techniques.
d. Problem identification
For identifying problems and issues faced by employees team leaders should take meetings
on a regular basis and use computing devices and techniques for analyzing their performance
in the workplace. Moreover, the management team can use evaluation based techniques along
with the training programs for resolving the problem faced by the employees in a team.
e. Giving feedback and recognition
For providing feedback to the employee’s management team can use computer networks and
internet based networks such as web server, e-mail, and so on. Moreover, they can use
various kinds of computing tools and software for analyzing and evaluating the overall
performance of the employees on a regular basis that can help them for recognizing an
employee as per their work performance. Moreover, they can use a communication and
network technique where team leaders can take feedbacks from the other members and
analyze the overall performance of employees (Qian, Li and Rao, 2016).
Question 13
Describe the continuous improvement processes in your organisation, or an organisation you
have researched which follows best practise. (up to 200 words)
Be sure to include:
a. systems and processes
b. record keeping and document management methods
c. monitoring and reviewing of workplace learning.
Answer:
The term continuous improvement is defined as a process that provides a platform for
improving the performance of products and services provided by an organization. It is a
major part of an organization, which control and manage the problems faced by employees
while developing products and also improve the effectiveness of the workers continuously. It
is observed that the continuous improvement process include various kinds of systems that
help companies for evaluating the manufacturing processes required for developing products
in the workplace. A recent study identified that it also helps in the area of record and
documentation management in companies that effectively enhance the productivity of their
businesses. An effective improvement process and plan has the ability for monitoring and
reviewing of workplace learning due to which it can be implemented in the workplace for
improving product quality, reducing cost, enhancing the level of customer satisfaction and so
on (Coles and Howard, 2018).

Assignment
Overview:
 Task 1: Prepare, implement and evaluate a Professional Development Plan
 Task 2: Improve team performance
 Task 3: Develop and communicate a formal performance management process
 Task 4: Implement performance management processes
 Task 5: Follow procedures for taking disciplinary action leading to employee
termination.
When completing assessment tasks:
 Acknowledge any information you have used (websites, books etc.) by referencing
the original source
 Provide examples and evidence of what you are saying, attach additional documents
and work samples where appropriate to demonstrate your competency. These are to
be uploaded.

Task 1: Prepare, implement and evaluate a Professional Development Plan
Resources you’ll need
 A Skills Assessment Survey
You can use the assessment in Appendix 2 or free surveys online such as:
How Good Are Your Management Skills?
https://www.mindtools.com/pages/article/newTMM_28.htm
Basic Computer Skills: A First Lesson http://lone-eagles.com/basics.htm
Personal Management Skills Self Assessment https://www.surveymonkey.com/r/?sm=
%2fsPVDAGUAQPLczYMDRi0D6satJK1F2P6y8jl8wzJRsw%3d
 A colleague (preferably someone also taking this course) with whom you can partner
and collaborate with
 A Learning and Development Specialist to consult with
 Networks to connect with
 Templates included in this task
 Audio/video recording device (e.g. a smart phone)
Instructions
In this task you will identify opportunities to improve your and a partner’s skills and/or
knowledge and create a Development Plan to address them.
There are three parts to this task in which you will:
a) Create a Professional Development Plan by:
 collaborating with your partner to complete a skills assessment
 developing a plan for both yourself and your partner.
 consulting with a Learning and Development Specialist to determine methods to
achieve development goals.
b) Identify opportunities and use networks to achieve your development goals.
c) Meet with your partner to evaluate your planned or implemented development
activities and complete an Evaluation Report.

Part a) Create a Professional Development Plan
Instructions
1. Collaborate to complete a skills assessment for yourself and your partner.
 Evaluate the strengths and weaknesses of each other’s skills and knowledge, as
you would in preparation to produce a Professional Development Plan.
 Save a copy or take a screen shot of your results, you will need to submit both
for assessment.
2. Collaborate to complete two Professional Development Plans (one for you and one for
your partner).
Note: You may use the template that follows or the one that is used in your
organisation.
3. Consult with a Learning and Development Specialist.
 Identify three skills to be learned or improved and consult with a Learning and
Development Specialist within your organisation to define the most appropriate
methods to achieve this.
 Document your meeting (note: you may use the template that follows).
 Provide a recording (audio or video) of the meeting as additional support for
your assessment

Template:
Individual Professional Development Plan
Complete this prior to performance appraisal or request for professional development.
Name: Preston Butler
Position: Team Leader
Date: 24/06/19
Career objectives:
The career objective is to become an effective leader by using transformational leadership
skills and satisfy the interest of Mc Donald’s employees at the same time. The objective is
to engulf myself into participative leadership so as to innovate the business practice and
become competent.
Personal goals How they align with business goals and
objectives
Develop Transformational Leadership Strategize to implement innovative
activities in business
Become Participative leader Seek suggestions from the employees and
work on them
Good Communicator Create open door policy so as to make
people comfortable
Better decision making skills Use dynamic approach in taking decision
so as to concern interest of every member
at workplace
Increasing customer and employee
satisfaction
Attain feedbacks from the people.
Current skills and knowledge :
 Democratic Leadership
 Average communication skills
 Average decision making power
 Average risk taking ability
 Good knowledge of commerce and management
New skills that need to be developed:
 Transformational leadership skills
 Participative leadership skills
 Innovation and risk taking ability

 Good communication
 Good behaviour judgement skills
 Analytical development of mind
Learning and Development Specialist consultation
Name: Robert Downey Date:
24/06/19
Role: Assistant Team Leader
Possible training/development opportunities:
List the type of development needed, possible courses, time, location and costs.
Skills Development Needed: The skills that I being an assistant team leader need is to
provide effectiveness to the decision of team leader in the environment. Make the
employees comfortable with the new changes.
Possible Course: Training under the team leader and learning of organizational course and
guidelines
Time, location and cost: time would be one hour after the working hours at the office only.
Cost would be additional payment given to the leader for training.
Other feedback:
This feedback is given to the organization that they should focus on providing similar
learning skills and training to all the employees so as to increase their level of satisfaction
and promote standardization at workplace.
Development Action Plan:
Activity Resources
required
Completed by: (date)
Analysis of Issues Strategic
management
tools
1 month
Evaluation of training methods Training module 1 month
Gathering of resource Leaders with
skills and
knowledge
1 month
Development of training process Training module
and handbook
3 months

Part b) Develop and use networking opportunities
Instructions
1. Based on your development needs identified in part b), and in order to improve your
general business and industry knowledge, identify and connect with at least three
networking opportunities where you may be able to develop your skills and
knowledge.
2. Complete a Networking Action Plan (note: you may use the template that follows).
3. Collect additional evidence of your networking activity e.g. meeting minutes, emails,
membership details, screen shots, lists of contacts, conference agendas etc.

Template: Networking Action Plan
Goal Statement What do I want to learn / seek / do / change?
I want to develop a web in the industry and create channels and networks for my assistance.
This web will further help me to complete my motive without hindrance.
Who? Which people, groups or bodies
can I connect with that can help?
How? How will I introduce myself? What
method will I use to make contact?
1. Industry Leaders on Facebook and
Instagram
I will introduce myself as the team leader of
Mc Donald’s
2. Mutual Contacts I will use similar instances and knowledge to
make personal contacts.
3. managers of other food provider
companies
Outcomes:
What has been the outcome of the networking activity? Did it help me to achieve my goal?
Yes, the networking activity helped me in achieving my goals by connecting with
various types of people and sharing my personal views and opinions as well. the
outcome of this activity was that I was able to connect to various people who were far
away from my circle.

Part c) Evaluate development activities
Instructions
1. Call a second meeting with your colleague (either by phone, web link, or face to face)
to review and discuss your planned or implemented development activities.
2. Answer the following questions:
 What training and development has been undertaken (or planned for) to date?
The training and development for transformational leadership and participative
leadership has been planned, along with creation of standardization in the activities.
 What are your individual learnings to date?
My individual learnings is to attain knowledge about the industry and my field in the
external environment.
 What are your partner’s learnings?
My partner’s learning is to communicate and make people comfortable in the business
environment.
 What impact has this had on individual and team performance for other team-
members?
This type of training and development process impact on the growth of individual
person in a beneficial way as this activity helped in communicating with others and
analysing their perspective in the organization.
 Reflect on your own and your team members’ ability to manage time effectively
(including any work-life conflicts) during the development period.
Although my colleagues and me initially faced the problem of managing work-life
balance bout somehow we managed it by increasing concentration towards training
and rather than the problems.
3. Submit evidence of this meeting in the form of video or audio recording and meeting
minutes.
4. Based on the entirety of your activities in this task, write a 1 to 2 page Learning and
Development Evaluation Report covering the following topics:

Evaluation of team work
Evaluate the overall team work experience throughout the project. Discuss the
following in details;
 How did you form the collaboration with your partner, were there any issues or
concerns?
 How efficient were virtual meetings? Were they successful in achieving the
objectives? Did you face any problems? If so, how did you resolve them?
 Did you manage and maintain effective consultation and communication
throughout the project? Were there any communication gaps or issues? If so, how
did you manage them?
 How did you help each other to identify each other’s development needs? Were
there any surprises?
 How did you provide and receive feedback and was it helpful? How did you take
advantage of the feedback?
 Did you and your partner take responsibility and accountability for the tasks and
complete them in a professional and timely manner?
Importance of professional and personal development
Discuss the importance of developing and implementing learning plans in order to
develop and improve personal and professional skills that enhances work
performance. Describe;
 How this task helped you to measure and maintain your competency?
 How did you implement and monitor the learning plan for your chosen skills
development?
 How did you recognise the achievement of your team mate’s learning objectives?
Reflection
Consider and provide your reflections on the following:
 What strategies did you use to manage any work-life conflicts that came up
during this project? How effective were they?
 Were you able to understand each other’s strengths and weaknesses, stressors,
emotional states and triggers; and utilise the strengths to achieve the task
outcomes? If not, what should have been done?
 Did you and your team mate demonstrate positive behaviours to build productive
relationships? If so, how?
Lessons learned
Discuss what you have learnt from this task and how you are going to apply this in
your personal and professional life.

Documents you need to submit for Task 1
You must submit the following items for assessment of Task 1 :
Part a)
 Self Assessment Survey on yourself
 Self Assessment Survey on your partner
 Development Plan for yourself (using template)
 Development Plan for your partner (using template)
 Evidence of consultation with a Learning and Development Specialist (discussion
notes, recorded audio/video etc.)
Part b)
 Evidence of your networking activity e.g. meeting minutes, emails, membership
details, screen shots, lists of contacts, conference agendas etc
Part c)
 Evidence of your evaluation meeting with your partner (discussion notes, recorded
audio/video etc) (part c)
 Final evaluation report (part c)
* Note there is a 50MB limit on the file size. If your video file is larger than 50MB,
compress it or upload it on Youtube and share the link. See the Appendix 4 ‘How to
Upload a video’ for instructions

Task 2: Improve team performance
Resources you’ll need
 Learning Plan templates
Instructions
1. Identify a situation when you needed to manage an unresolved work issue that was
hindering team performance. Describe the situation (up to 200 words).
In your description consider the following factors:
 Impact of group dynamics on the issue
 Communication of the issue between management and the work team
One of the situations of unresolved work issue was reducing satisfaction level of
employees due to increasing workload in the business environment. With the
increasing demand of the food products in the business environment, the management
started increasing the work of employees due to which the employees started spending
more time in the organization. Further, this type of pressure increased the
dissatisfaction of the employees and made them agitated while working in the
organization.
However, the employees never confronted their problem with anyone because they
knew that the management would not listen to their issues during the peak season. This
activity started hindering the efficiency of the employees, as they were working in the
company by not efficiently. Further, this activity negatively affected the group
dynamics on the issue. Informal communication raised the level of frustration among
the employees of Mc Donald’s. Secondly, informal communication happened and rose
in the company because the formal communication was inefficient and nullified in the
business. The employees were not communicating with the management due to which
the management was unable to solve the issues of at workplace. Lastly, being a team
leader it was my duty to analyse the interest of the employees in certain activity and
maintain their level of satisfaction in the business environment.
2. Prepare a Learning Plan for at least two team members involved in the situation that
would assist in resolving the issue by developing and improving team performance.
Note: You may use the Learning Plan templates that follows or the one that is used in
your organisation as long as your plan considers all aspects of the template provided.

Template: individual Learning Plan
Team Member 1
Learner name Julia Jose
Contact details XXX
Manager/Supervisor Preston Butler
Coach/Trainer Hanna Dann
Learning goals The goal of this plan is to increase positive formal as well as
informal communication in the organization and try
resolve conflicts at workplace. The goals is also to
implement team building activities in the business
environment so as to increase the rate of employee retention
in the business.
Performance
benchmark
Resolving 80% of the organizational conflicts
Increasing employee retention rate by 5
Mode(s) of learning
delivery
Learning delivery should be provided to the employees to
training. Training should be provided by the team lead as well
as organizational learning module.
Learner resources
available
Organization’s guide to code of conduct
Workplace management guide
Positive culture management guide of Mc Donald’s
Learning style and
considerations
The learning style and consideration should be delivered in a
positive manner. The management of the company should make
use of transformational and participative style to motivate the
employees and involve them in the workings of the company.
Reporting
arrangements (between
management, team,
coach, individual)
The individual will report to coach
Coach will report to assistant team leader
Assistant team leader will report to team lead of Mc Donalds
Additional information
or support
requirements
The additional information shall be gained from the brochure of
other competitor companies so as to attain information about
how they are working in the industry.
Target completion date 24/08/2019 Target review
date
07/09/2019
Follow up action
required
Monitoring along with follow up should be implemented to
analyse the activities and implement them effectively.

Template: individual Learning Plan
Team Member 2
Learner name Duke Brandy
Contact details XXX
Manager/Supervisor Preston Butler
Coach/Trainer Catlyn James
Learning goals To initiate inter-cultural activities in the business
environment and promote the interest of employees that
belong to diverse culture.
Performance
benchmark
Increasing level of expatriates at workplace
Mode(s) of learning
delivery
Training
Self-learning
Peer motivation
Communication
Team building activities
Informal communication
Learner resources
available
Online guides about inter-cultural activities and team building
modules
Learning style and
considerations
The learning style and consideration should be delivered in a
positive manner. The management of the company should focus
on diversity in culture and they should aim to promote the
minority section in the business environment. They should also
communicate with them on a regular basis
Reporting
arrangements (between
management, team,
coach, individual)
The individual will report to coach
Coach will report to assistant team leader
Assistant team leader will report to team lead of Mc Donalds
Additional information
or support
requirements
The additional information shall be gained from the brochure of
other competitor companies so as to attain information about
how they are working in the industry.
Target completion date 31/08/2019 Target review
date
07/09/2019
Follow up action
required
Monitoring along with follow up should be implemented to
analyse the activities and implement them effectively.

Task 3: Develop and communicate a formal performance management process
Resources you’ll need
 Human Resources Manager (or their delegate)
 Current organisational Performance Management and Review Process
 An organisational Code of Conduct
 Key stakeholders
Note: You may use the case study in Appendix 1 if you do not have a suitable
work place case to refer to.
Instructions
1. Design a simple Performance Management and Review Process.
Your design should consider the following factors:
 key characteristics of the organisation and its culture
 the current Performance Management and Review Process and its strengths
and weaknesses
 consultation with key stakeholders for their requirements and input
 consistency with your organisation’s Code of Conduct policy (if using the case
study use the policy at this link: https://resources.workable.com/employee-
code-of-conduct-company-policy)
 support required after the new process is implemented at both the staff and
management level.
 Performance and Development Plan (see appendix 3 for an example).
2. Review the process you designed with your Human Resources Manager (or their
delegate) ensure the process follows organisational guidelines. Document their
feedback.
3. Prepare a brief PowerPoint presentation to be used for the purposes of training team
members in your Performance Management and Review Process. Include:
 a summary of all the steps in the process
 relevant documentation
 any legal or ethical requirements.
Documents you need to submit for Task 3
You must submit the following items for assessment:
 Your completed Performance Management and Review Process
 Your PowerPoint presentation

Task 4: Implement performance management processes
Resources you’ll need
 A case of under performance of at least one individual in your work place to apply to
the performance management process to.
Note: You may use the case study in Appendix 1 if you do not have a suitable work
place case to refer to.
 A Performance Improvement and Development Plan (use one from your work place
or refer to Appendix 3 for an example).
 A team member (or role play participant) to have a performance management meeting
with.
 Audio/video recording device (e.g. a smart phone).
Instructions
There are three parts to this task in which you will:
a. Evaluate performance results over a 6 month period and identify areas for
improvement.
b. Hold a Performance Management Meeting with a team member and agree on actions
for improvement.
c. Provide coaching to improve performance in one identified area.
Part a) Evaluate performance results
Instructions
Evaluate and document performance results over the past six months using a Performance
Improvement and Development Plan.
The Plan must include:
 position description,
 performance standards,
 performance measurements (KPIs).
 what they are doing well
 areas for improvement
 any other issues or questions you would need to explore
 SMART objectives for improved performance.

Part b) Hold a Performance Management Meeting
Instructions
1. Following your Performance Improvement and Development Plan, conduct a
Performance Management Meeting with the team member (or role play one with a
colleague performing in the role of the team member).
During the meeting:
 provide motivational feedback on areas of high performance
 give constructive feedback on areas that need improvement
 agree on goals for improved performance (SMART performance objectives)
 agree on steps or action items for achieving the goals
 set up a coaching schedule
 agree on an approach to monitoring performance
 determine a reward (or reward system) for achieving the agreed goals.
2. Submit a video or audio recording of your meeting, along with the completed
Performance Improvement and Development Plan which documents the meeting
outcomes.
Part c) Conduct Performance Coaching
Instructions
1. Based on your meeting in part b) prepare and deliver a 5-10 minute coaching session on
one of the issues identified in the Performance Management Meeting.
2. You can use your own choice of presentation tools (such as PowerPoint, Prezi, video,
etc.)
3. You will need to follow organizational procedures for documentation of coaching and
record keeping in relation to performance management. Briefly outline how you do this.
Documentation is an important part of the business management as it helps them in
recording the events and remembering the activities that happened in the business long
ago. Further, it should be noted that these records are made for the further assistance of
the people. For instance, an event has happened in the organization which is similar to the
event that was happened two year back. So, the minutes of the meeting and records will
help the organization to gather information about that event and gain support to their
decision making process. Documentation will help the organization to attain information
about the training procedures that the business should implement in order to attain
satisfaction of the employees in the business environment. This process of documentation
helps the organization in creating standardization of the training process in the business
environment.

Further, the documentation of the coaching and records are made by the coaches and the
trainers themselves. Under the documentation process they initially explain what the topic
of the training, why it was conducted, when how and where. Further, it also evaluated the
speculation in the process and the issues that the trainer faced in managing the
effectiveness of the training. All the questions asked in the meeting and training are also
elaborated in the minutes. Further, the people who attended the event are also named in
the record for further reference.
4. Submit a video or audio recording of the coaching session.
Documents you need to submit for Task 4
You must submit the following items for assessment :
 Your completed Performance Improvement and Development Plan
 Audio/video recording of your Performance Management Meeting
 Presentation or other materials used in your coaching session e.g. ppt slides
 Audio/video recording of your coaching session
* Note there is a 50MB limit on the file size. If your video file is larger than 50MB,
compress it or upload it on Youtube and share the link. See the Appendix 4 ‘How to
Upload a video’ for instructions

Task 5: Follow procedures for taking disciplinary action leading to employee
termination.
Resources you’ll need
 Fair Work Ombudsman website, at: www.fairwork.gov.au
 Organisational guidelines for termination
 Performance Improvement and Development Plan from Task 4
Instructions
1. Imagine that the team member you have been following through the Performance
Management Process in Task 4 has not improved, their results are still in decline and they
have displayed no sign of improvement and no commitment to change.
a) Write an email memorandum to the Human Resources Manager to suggesting what
further action needs to be taken and asking for guidance in the matter.
b) Write a formal letter to the team member explaining the disciplinary process and the
counselling options available.
2. Now imagine it is three months later, the team member still displays no sign of
improvement. Further, they appear to have completely lost interest in their work and are
taking long, unscheduled breaks. They have been counselled on this but there has been no
change. A decision has been made to terminate this employee.
a) Refer to guidelines on termination provided by the Fair Work Ombudsman, at:
www.fairwork.gov.au. and those in place in your organisation.
b) Work within these guidelines to write a termination letter for the team member that
explains the reasons for dismissal (including reference to any evidence of the
unacceptable performance) and a description of the due process being taken.
Documents you need to submit for Task 5
You must submit the following items for assessment via:
 Email to Human Resources outlining further action
 Letter to team member explaining disciplinary procedures
 Termination letter
Answer:
1. Email to HR manager
Hello Sir,

As we can see that even after esteemed efforts of the business, we are still facing several issues
in the business environment as we are unable to manage our growth and work according to the
given guidelines of the business. It has become as the need of the era implement activities that
would help the employees to manage their performance in the business. The decreasing level
of performance in decreasing the satisfaction level of the management as well as employees in
the business environment.
We need to find ways to resolve the problem and uplift the motivation level of the employees
in the business environment. Further, we can take several action in the organizational
environment that are discussed below:
We can request esteemed people and experience dignitaries present in the industry to come
and train the employees so as to motivate them and increase the performance of the
organization.
Secondly, we can hire an audit team who would audit all the activities conducted by the
organization and then tell the problem where the business is lacking behind.
Lastly, we can change the guidelines due to which satisfaction level of the employees is
reducing. We can also improve the incentive scheme to increase the satisfaction level of
employees in the business environment.
Thus, by conducting all such activities, the management would be able to improve the
efficiency of employees and motivate them as well. Kindly consider these aspects and let me
know what you think.
Waiting for your response
Thanks and regards,
2. Letter to team member
Hi team,
As we all know that the internal process of the organization has become ineffective and we
have started facing several issues in the environment that are depleting internal as well as
external growth of the business. In regards, to which, this mail is generated to highlight the
disciplinary actions that we need to take in the environment so as to maintain the effectiveness
and the efficiency in our work.
Initially, it should be noted the first aim to improve the condition is to improve the discipline
at workplace. The employees need to be in discipline all the time, there should be proper
working hours and break time in the organization and no employee should take a break more
than that. There should be proper and formal way of communicating in the organization that
should be followed by all the employees. The coach will strictly take care that there is no
gossiping happening in the organization. Penalties would be defined soon if any employee
contempt or any wrong action in the business environment. All the people should report their
work done on a regular basis to the coach. Thus, in the way, it is important for all to follow the
guidelines.
We are all a team, if you we work then we all will grow. So, let’s come together and achieve
the motive in the environment.
3. Termination letter

Hello XXX,
Greetings for the day,
The organization is highly dissatisfied from the activities conducted by you in the business
environment. Even after warning several times and making you attend several trainings, we
are unable to see any improvement in your behaviour and working actions.
Thus, we are extremely sorry to inform you that you have been terminated from the
organization.
We feel extremely sorry and depressed to terminate an experienced employee from the
organization who was with us through the beginning. We have seen ups and downs with you
and we know that this termination will not act as a barrier in the future growth. You were an
esteemed employee of the organization. However, your actions were against the culture of the
company due to which it emerged as a need to terminate you from effective immediately.
You can take your full an final documentation by contacting out Human Resource manager
by the end of the day.
It was a great journey spent with you.
Good Luck for future
Thanks & Regards,

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