BSBMGT502 Manage People Performance Assessment Workbook Solution

This assignment solution addresses the BSBMGT502 Manage People Performance assessment, focusing on developing a work plan for position descriptions and a formal warning process within National Camper Trailers Ltd. The work plan includes defining position objectives, actions, responsibilities, outcomes, and risk ratings, along with considerations for team work culture, certification, and reclassification. The formal warning process outlines stages such as initial notification, disciplinary meetings, action taking, and appeals, emphasizing adherence to statutory procedures and employee rights. The solution also covers consultation methods for determining correct processes and requirements, performance management and review processes, performance documentation, and how to conduct formal structured feedback sessions. It further details the importance of customer logistics monitoring and the use of performance metrics and predictive performance scorecards within NCT.

RUNNING HEADER: Logistics
Logistics
Name
Institution
Professor
Course
Date
1

RUNNING HEADER: Logistics
Work Plan Template
Description: In order to design a work plan for the National Camper Trailers .Ltd, the following questions were clearly
discussed. The first part of the work plan shows the position descriptions of the company and the second part indicates the
formal warning processes for the company (Aguinis,2013).All the two parts are under work plan and the guide both
operational plan and the HR strategic plan for the company.
Objective Action/
Responsibility
Performance
Outcome
Measurement Time Frame Risk Rating
National Camper
Trailers .Ltd.
The main
objective is to
ensure a
continuous flow
of the project
process in order
to reach the
companies long
term strategic
goals.
1. The position
number in the
Generally, the
position description
identifies and
available job
description, the
functionality and
existing reporting
interrelationships.
Considerations
needed position
descriptions. The
deliverables will be
achieved through
teamwork and
It must mainly
focus to reflect on
the requirements
of the job field and
fully highlight the
work operation
position. The
language utilised
and information
content should be
reliable in order to
reflect on the full
potential of the
given level of
responsibility and
The deliverables
will be measured
through use of
key performance
indicators
Number of clients
Establishment of
the lower
performance
levels
Assigning
weights and mini
goals reached
Position
description
when filling
vacant position
in the
company.
1 day Training
program. The
working title
option –does
not have to be
an official.
1 day.
Registration
The project when
well-designed a
having vast
resources will have
low negative impact
probability.
The work plan
project will face
risks such as high
cost resources,
uncooperative eg
team, change in
management an
stakeholders
2

RUNNING HEADER: Logistics
company. This
section will
include the
internal
employing
numbering
system in the
company.
2. Certification in
the company. HR
needed to enter
the certification
number which
will be appearing
in the upper
corner.
3. The agency
name that is used
in all
transactions.
4. Name of
employee
including the
investing more
resources to produce
great results
anticipated
outcomes.
Language and
specific gender
must be included.
Should be in
summarised and
concise form.
Acronyms and
jargon should be
avoided.
Must include the
requirements for
the role and
potential exposure.
Should list the
inherent
requirements of
the jobs in the
company.
and
documentation
The names of
employees
performing
common
duties.
1-2 days The
self-
explanatory
analysis which
shows the
name and class
of supervisors
in the
company.
25th Dec 2018.
Date on when
an employee
has fully
performed a
certain work.
3days.
Some other risks
include employee
resistance to change
and contract risks
Others arising is the
change in strategy
and poor project
leadership.
The work plan
should offer time
horizon and clear
schedule of each
operation in order
to mitigate risks
expected.
Team work culture
should be
encouraged to
lower staff
problems
3

RUNNING HEADER: Logistics
certification and
Reclassification
actions .The
reclassification
should include
first name and
last name.
5. Work address
in each
department. The
first line should
include the name
of company.
6. Classification
and re-
clarification of
the title of the job
in the company.
7. The class title
option .It will
identify the
position of
recruitment and
Performing a
supervisory
position
analysis form
of the
company.
1week
Describing the
major goals of
the position-
position
summary
analysis.
4

RUNNING HEADER: Logistics
the certification
of the candidate.
8. Class and the
name of the
former incumbent
in the company
1-2days
duration
Description of
the goals and
worker
activities of
the position.
The goals will
indicate major
achievements,
worker
activities
5

RUNNING HEADER: Logistics
includes the
worker
activities
needed to meet
goals and time
will show each
goal.
5days.
Supervisory
section which
should be done
by supervisors.
1 week The
employee
section to be
filled be the
incumbent of
the appropriate
position.
1 month. The
signature of
the appropriate
representative
6

RUNNING HEADER: Logistics
or the
managers in
the company
WORK PLAN
Stages in handling formal warning process
The formal warning process in the company
In order for the company to come up appropriate official warning strategy it must follow an official warning process. The
official warning process will include the following phases;
Formal procedure
for warning
process
Handling disciplinary
meetings
Taking action for formal
warning
Undertaking appeals Use of statutory
procedure
 The initial
notification
.
The first aspect is
to notify the
employee that his
or her conduct is
not measuring to
the expectations of
the code of
conduct stipulated
 Before taking
the warning
action
appropriate
authorities
need to
investigate on
the apt facts
(Aguinis,
2013).
 Preparing
 Decisions made to
decide whether
training or job
change is needed so
as to improve
disciplinary action.
 Considering whether
the rules and terms of
the organization
conforms to the
penalties induced to
 Providing the
appeals
which are to
be followed
with
immediate
action.
 Using
procedure
that is totally
different
 It’s always
good to
follow
procedures
and terms in
handbook of
the
organization.
 Employment
tribunal scan
increase the
7

RUNNING HEADER: Logistics
in the company.
The manager will
deliver the
communication
either verbal to the
individual. Just a
small report will be
provided.
 The second
warning.
The phase occurs if
the notification
stage fails in the
company. The
manager will be
required to hold a
meeting with the
employee so as to
detect the root
cause of the
problem. At this
stage the employee
will have to be
meeting
carefully so as
to capture
relevant facts
about
employees.
 Giving
employee
adequate time
to prepare.
 Listening all
the grievances
in the
organization.
 Adjourning the
meeting before
giving
disciplinary
penalties thus
allowing time
to consider
matters.
employees (Aguinis,
2013). Circumstance
s need to be
considered before
giving penalties.
 Written details of
warning should be
given to employees.
 Record of discipline
should be
confidential and
secure .A copy
should be given to
employee who is
concerned.
from the
general
grievance
procedure in
the
organization.
 Employees or
the person
who breaks
the policies
should allow
appeals be
done people
of higher
authority
than the
person who
is taking
disciplinary
action.
 Paying
adequate
participation
penalty if the
employers or
employees
have not
compiled
with
conditions
required in
the
organization.
 Employee
has right to
be
accompanied
when
discussing
the appeals in
meeting.
 All the
statutory
procedures
should be
adhered and
8

RUNNING HEADER: Logistics
aware that his or
her behaviour is
affecting the
company and he or
she must improve
.An action plan
should be
determined
whereby employee
will be provided
with the
quantifiable goals
and timeline to
achieve the
intended goals.
 Last chance
warning in
the
company.
Forms the
penultimate phase
of discipline in the
to any appeal
which may
be raised
during the
warning
process.
 Issues should
be overturned
fully and one
need not to
be afraid of
poor decision
(Rummler &
Brache,
2012).
followed to
the latter. For
example all
aspects such
as demotion,
loss of
seniority and
job
termination
need to be
done
appropriately
.
9

RUNNING HEADER: Logistics
company. It shows
that if the
employee is
unwilling to
change then there
will be an
automatic
termination .Specif
ic deadlines should
be formulated and
if the employee
fails to meet then
the work will be
terminated.
 The
termination
Shows the last
phase in formal
warning process in
the company. It
forms the final step
which is followed
10

RUNNING HEADER: Logistics
when other
corrective actions
have failed in the
company.
Question 1
To develop a work plan for a position description and a work plan for a formal warning process,
who might you need to consult with to determine the correct processes and requirements? How
might this consultation occur? (60-100 words)
Designing position description is an important organisational tool. It gives crucial information
which provides clarification and job description, its functionality and the existing relationships. It
however requires consultation in order to get the important processes and needs.
I can consult clients and human resource manager specialists
11

RUNNING HEADER: Logistics
One can opt to consult the clients through asking questions in order to figure out the
requirements and specification (Goetsch, & Davis, 2014). The consultation process can also be
done through utilisation of interviews, observations on satisfaction and, use of questionnaires
booklets and use of question answer forum to acquire feedback from the existing clients. One can
sample the clients, carry out the research and write the report
Customer logistics monitoring
National Camper Trailers Pty should consider quality of services and upstream logistic centres
The company will incorporate the indicator involving % of order delivered in full, on time and
error free commonly abbreviated as (DIFOT).
On time Number of orders delivered
before due date
1234
In time Number of order that are full
in quality measure
2424
Error free Those well documented,
labelled and without damage.
3226
Performance management and review process
The performance measurement employed within NCT is use of performance metrics and
applying various predictive performance score cards
Some of the other aspects to monitor NCT logistics performance include;
1. Supply chain immediate response utilisation or existing lead time
12