BSBMGT502 Manage People Performance: Diploma Assessment Solution

This assignment provides solutions to questions related to BSBMGT502 Manage People Performance, covering stakeholder management, resource allocation, communication modes, and Key Performance Indicators (KPIs) for roles such as Marketing Manager, Finance Manager, HR Manager, a...Read More

Running Head: DIPLOMA OF BUSINESS ADMINISTRATION
BSBMGT50415
Name of the Student
Name of the University

1DIPLOMA OF BUSINESS ADMINISTRATION
Answer to Question 1
Stakeholder Work to be allocated Resources required Mode of
communication
Marketing Manager Market Analysis
Marketing
Promotions
Computer
Internet
Market Analytics
Software
Official Memos
Emails
Face to Face Meetings
Finance Manager Budget Management
Financial Plan
Preparation
Budget Development
Computer
Finance Software
Internet
Official Memos
Emails
Finance Sheets
HR Manager Employee Recruitment
Employee Behaviour
Supervision
Computer
Recruitment Policy
Document
Employee Information
Photocopier
Emails
Face to Face
Recruitment Memos
Operations / Production
Manager
Management of
Resources (Material and
Personnel)
Communications
Setting Goals
Computer
Software
Face to Face Meeting
Emails
Answer to Question 2
Stakeholder Work to be
allocated
Resources
required
Mode of
communication
Agreed KPIs
Marketing Manager Market Analysis
Marketing
Promotions
Computer
Internet
Market Analytics
Software
Official Memos
Emails
Face to Face
Meetings
Sales increase by
50% at the end of
the year
Finance Manager Budget
Management
Financial Plan
Preparation
Budget
Development
Computer
Finance Software
Internet
Official Memos
Emails
Finance Sheets
Accurate cash flow
report at the end of
each month
Accurate profit
valuation report at
the end of each
month

2DIPLOMA OF BUSINESS ADMINISTRATION
HR Manager Employee
Recruitment
Employee
Behaviour
Supervision
Computer
Recruitment Policy
Document
Employee
Information
Photocopier
Emails
Face to Face
Recruitment Memos
50 new recruitments
at the end of three
months
Distribution of HR
policy among all
employees once
every three months
Frequent team
meetings
Operations /
Production Manager
Management of
Resources (Material
and Personnel)
Communications
Setting Goals
Computer
Software
Face to Face
Meeting
Emails
Actions taken as per
the situations
demand
Communicate all
levels of employees
on regular basis
Answer to Question 3
On the Job Training – On the job training is a staff development option when training is
provided to the staffs and employees from within the organization. In this training plan, the staffs
are provided with required training using the office’s resources while the staffs are already
working. Some members of the higher management are generally appointed to take care of the
training procedure.
Coaching Plan – Coaching plan is another staff development option that is mainly
conducted by an external entity or organization. Generally in some case, the organization does
not have sufficient expertise to provide the required training and hence, external training agents
are hired who undertake the entire training process.
Answer to Question 4
Performance standard is defined as a predetermined threshold of performance level that
the employees in an organization must reach in order to work successfully within the

3DIPLOMA OF BUSINESS ADMINISTRATION
organization and as per the organization requirements. There are several ways to measure the
performance standard and it is generally set by the organization as per its requirements and
hence, performance standard varies widely from organization to organization.
Answer to Question 5
Code of conduct is defined as a set of rules and regulations that the employees of an
organization must follow in order to abide by the organization’s needs and requirements. The
code of conduct is generally emphasized on limiting the exhibition of employee behavior i.e. it
clearly states how an employee should behave inside the office promises and what types of
behaviors are strictly prohibited.
Answer to Question 6
Performance indicator is the measurement of the performance of an employee in the
organization. This is mainly determined by a set of performance targets and if the employee
fulfills these targets, it will indicate positive performance of the employee. Thus, in short, it can
be said that performance indicators are a set of performance targets that will provide indication
whether an employee is capable or not.
Answer to Question 7
Performance indicator for an employee depends on the type of work he performs and the
requirements of the organization. Hence, in order to develop a performance indicator for an
employee it is important to evaluate his job responsibilities first. For instance, for the
development of performance indicator of an employee working in accounts, it is to be

4DIPLOMA OF BUSINESS ADMINISTRATION
determined how much accounting work is required from each of the accounts employee and the
performance indicator can be set accordingly.
Answer to Question 8
For minimizing the consequences of an unforeseen disaster, it is important to identify the
nature and type of disaster that may occur. If these two attributes are known, an organization can
increase its readiness to combat the disaster and minimize the consequences. For instance, in the
construction field, there might be a disaster during construction activity that can lead to the loss
of lives of construction workers. Thus, by anticipating this disaster, first aid camps can be set up
near the construction site so that the injured workers can be treated immediately. In order to
identify an upcoming hazard, a detailed risk analysis process can be undertaken using a risk
register that will help to understand possible hazards that may occur during a project or any other
situation.
Answer to Question 9
Performance management system is defined as a type of system that involves a suitable
chain of processes that aim to achieve performance related goals of an employee in an
organization. In any organization, there are some sets of goals that must be achieved by each and
every employee working. Performance management system ensures these employees follow a
specific, suitable and ethical approach towards meeting this target and contribute to the
productivity of the organization.

5DIPLOMA OF BUSINESS ADMINISTRATION
Answer to Question 10
The critical elements of performance management system are listed as follows.
 Planning and Expectation Setting
 Monitoring
 Development and Improvement
 Periodic Rating
 Rewards and Compensation
 Planning and Expectation Setting
 Monitoring
 Development and Improvement
Answer to Question 11
The critical industrial legislation that must be adhered to in the state is the “Industrial
Relations Act 1996” (New South Wales, Australia).
Some unlawful dismissal rules that exist in the state (NSW, Australia) are listed as
follows.
Minimum Employment Period – This rule specifies the minimum time period that
employee must work for the organization before he can apply for unlawful dismissal. For large
organizations, this time period is 6 months while for small business, this time period is 12
months.

6DIPLOMA OF BUSINESS ADMINISTRATION
Small Business Employers – This set of rules specifies the conditions under which the
employees of small business organizations can apply for wrongful dismissal.
Other Dismissals – These are some other relevant rules and specifications that the
employees need to follow before applying for wrongful dismissal.
Answer to Question 12
Three relevant awards that can be used in the workplace are listed as follows.
 Overtime rates
 Special leave allowances
 Special allowance regarding shift hours and other benefits
Answer to Question 13
When work is allocated to the team members, a supervisor is also selected who will
simply preside over the entire work order and analyze whether all the employees are completely
aware of their duties and if not, they are duly acknowledged and explained regarding the new
work allocated.
Answer to Question 14
One such situation is explained as follows.
What led up the situation – The team member did not fulfil his daily activities and at the
end of the month, there was a lot of performance lag of him from the monthly performance
target.

7DIPLOMA OF BUSINESS ADMINISTRATION
What was the feedback about – The feedback was about his inability to complete his
daily activities within the shift hours.
How did you give the feedback – The feedback was provided in the form of a face to face
personal meeting with the team member.
What was the outcome – After some rigorous discussion session, he finally understood
the importance of fulfilling daily targets and his performance improved in the next few days.
Answer to Question 15
An advice or expertise from a specialized human resource is required when some work
orders cannot be performed to due to lack of expertise on the same.
The procedure that is generally followed for getting such expertise is to write a detailed
mail to the management explaining the out of expertise problem and how a specialized human
resource can significantly help to overcome the problem.
Answer to Question 16
Development of work plan is completely essential in order to maintain a proper decorum
of work ethics as well as mentally prepare oneself regarding the upcoming work that needs to be
performed within a specified period of time. The work plan has to be developed in accordance
with the organization’s operational plans so that the organizational goals are also fulfilled while
fulfilling the work orders for the upcoming days / month.