Management Assignment: Evaluating Performance and Workplace Learning

This management assignment report addresses key aspects of workplace learning and development. Task 1 focuses on determining development needs by researching anti-discrimination legislation, creating feedback forms, and evaluating performance. Task 2 delves into mentoring and coaching, including answering questions, participating in a role-play, and assessing learning styles to develop a training strategy. Task 3 involves planning development opportunities, collecting feedback, and assessing performance through role-play, ultimately negotiating future learning and evaluating the success of professional development initiatives, including a training schedule and reflection on meeting organizational and individual needs. The report covers topics such as self-evaluation, client feedback, training needs analysis, mentoring, coaching, and the development of individuals and teams within a management context. The assignment includes the development of a training plan and its implementation, and also focuses on monitoring and evaluating workplace learning.

Running head: MANAGEMENT
Management
Name of the student
Name of the university
Author’s note

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Table of Contents
Task 1.........................................................................................................................................3
Part-A: Legislation.................................................................................................................3
1. Site of the Commonwealth Government body...................................................................3
2. Questions............................................................................................................................3
a. Name of the anti-discrimination body................................................................................3
b. Titles of different legislation..............................................................................................3
c. Administrator of the Fair Work Act 2009..........................................................................3
d. Title and administration of anti-discrimination body.........................................................4
e. Description of unlawful discrimination..............................................................................4
f. Scenario...............................................................................................................................4
i. Ethical consideration of Helen’s employer.........................................................................4
ii. Advise of state and federal authority to Helen...................................................................5
Part-B: Evaluate performance and learning needs.................................................................5
2. Self evaluation of Mary......................................................................................................5
3. Feedback on Mary’s performance......................................................................................5
Construct a self-evaluation form............................................................................................6
1. Script of conversation with Mary.......................................................................................6
2. Self-assessment form for Mary..........................................................................................6
3. Self evaluation form for Mary............................................................................................7
Collect feedback from relevant sources.................................................................................8

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1. Develop a client feedback form..........................................................................................8
Part-C: Compare feedback on performance...........................................................................9
2. Competencies of Mary.......................................................................................................9
3. Self-evaluation needs..........................................................................................................9
4. Appropriate training required for Mary............................................................................10
Task 2.......................................................................................................................................10
Part-A: Mentoring and coaching..........................................................................................10
Q&A.....................................................................................................................................10
1. Questions..........................................................................................................................10
a. Description of mentoring..................................................................................................10
b. Situation required for mentor...........................................................................................10
c. Description of coaching....................................................................................................11
d. Benefit of a person from coaching...................................................................................11
e. Difference between role of a mentor and a coach............................................................11
Role-play..............................................................................................................................12
4. Training plan template.........................................................................................................12
5. Conduct role-play.............................................................................................................12
a. Engage with Maria............................................................................................................12
b. Overcome resistance.........................................................................................................12
c. Conclusion........................................................................................................................13
d. Planning process required.................................................................................................13

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e. Training template..............................................................................................................13
Part-B: Learning styles.........................................................................................................14
1. Identify behavioural traits.................................................................................................14
3. Questions..........................................................................................................................14
Assess the learning style of the people.................................................................................14
Strategies for training...........................................................................................................14
Part-C: Develop individuals and teams................................................................................15
3. Training strategy...............................................................................................................15
a. Objectives.........................................................................................................................15
b. Gaps between the objectives and current state.................................................................15
c. Actions to close the gap....................................................................................................15
d. Monitoring of activities....................................................................................................15
Task 3.......................................................................................................................................16
Part-A: Plan development opportunities..............................................................................16
3. Selection of a program......................................................................................................16
4. Training schedule.............................................................................................................16
5. Reflection.........................................................................................................................17
a. Explaining meeting the needs of Gino..............................................................................17
b. Explaining the needs of the organisation..........................................................................17
c. Explaining approval of the programme............................................................................17
Part-B: Collect feedback from individuals...........................................................................18

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1. Review objectives of the training strategy.......................................................................18
2. Create a questionnaire......................................................................................................18
Part-C: Assess performance, negotiate future learning........................................................18
2. Preparation for the role-play.............................................................................................18
3. Conduct the role-play.......................................................................................................19
4. Report of Gino’s performance..........................................................................................19
a. Discuss Gino’s performance.............................................................................................19
b. Discuss professional development activities....................................................................19
c. Identify gaps in Gino’s performance................................................................................19
d. Discuss next steps for Gino’s professional development.................................................20
e. Evaluate the success of professional development...........................................................20
f. Organisational policy procedures......................................................................................20
Bibliography.............................................................................................................................21

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Task 1
Part-A: Legislation
1. Site of the Commonwealth Government body
The site of the Commonwealth Government body of Australia that determines the
anti-discrimination law includes
https://www.ag.gov.au/RightsAndProtections/HumanRights/Pages/Australias-Anti-
Discrimination-Law.aspx
2. Questions
a. Name of the anti-discrimination body
The name of the anti-discrimination body in Australia is the Australian Government
Guidelines on the Recognition of Sex and Gender.
b. Titles of different legislation
The titles of the different legislation and the years include:
1. Age Discrimination Act 2004
2. Disability Discrimination Act 1992
3. Racial Discrimination Act 1975
4. Sex Discrimination Act 1984
c. Administrator of the Fair Work Act 2009
The Administrator of the Fair Work Act 2009 is the State or Territory that is
controlled by the respective Government of a State. The administrator can be the Minister of
the State or Territory of the respective legal governance of the country. In terms of the

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workplace, the law helps to maintain equality of work among the employees and at the same
time, ensure that discrimination is prevented at the work place (Fredman, 2017).
d. Title and administration of anti-discrimination body
The title of the anti-discrimination body that is located in the state includes:
1. Age Discrimination Act 2004
2. Disability Discrimination Act 1992
3. Racial Discrimination Act 1975
4. Sex Discrimination Act 1984
The administrators of each of the acts can help in the development of work place
ethics and ensure that the acts are implemented for the betterment of the policies that are
developed at a workplace. It provides every employee with an opportunity to work in a
positive manner.
e. Description of unlawful discrimination
As per the Federal and State Legislation, unlawful discrimination occurs if someone
or a group of people is treated in a less favourable manner than other people in a group owing
to differences in race, colour, nationality as well as culture. Such a form of discrimination is
seen mostly at a workplace or any social gathering (Australia’s anti-discrimination law,
2019). As stated by Cohen (2017) in terms of training, the unlawful discrimination can occur
if people of a certain ethnicity or culture are favoured over others and thus, more and proper
training is provided to such people over the others.

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f. Scenario
i. Ethical consideration of Helen’s employer
The act of Helen’s employer is unethical mainly because the person indulged in
discrimination in terms of age. The reason about Helen being too old to learn something new
indicates the discrimination that continues in the organisation and at the same time breaks,
the laws related to discrimination at the workplace during training. Hence, it can be said that
overall assessment is that the employer of Helen has no regards towards the application and
practise of the anti-discrimination act and law.
ii. Advise of state and federal authority to Helen
The advice provided that need to be considered for Helen includes filing a legal
complaint against the authorities and the employer involved in the anti-discrimination act.
Helen needs to ensure that she gets the training and at the same time, develop her competence
as a technically sound person. Other advice can be for Helen to quit working at the
organisation and seek new challenges wherein she can use her experience and hope to learn
new things.
Part-B: Evaluate performance and learning needs
2. Self evaluation of Mary
The self-evaluation of Mary need to based on the competencies that is possessed by
her and at the same time, the demand of the market. It can be seen from the case study that
Mary has gained enough experience in the field and is capable of maintaining a positive
relationship with every member. However, she needs to develop her competency in terms of
the speaking directly over the phone so that more customers can be brought in for services
provided.

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3. Feedback on Mary’s performance
The feedback from the performance of Mary can be attributed to the fact that Mary
need to develop her competency while speaking to customers over the phone as she does
directly. She needs to develop relevant experience after learning to use modern technologies
and possess the ability to manage any conflicting demand that may hamper the work.
Therefore, focus need to be made on improving her ability communicate via phone and at the
same time, process the accounts payable which can help in prioritising the work.
Construct a self-evaluation form
1. Script of conversation with Mary
Question 1: How long have you been working here?
Question 2: What are your hobbies?
Question 3: How have you been able to work for the past few days?
Question 4: Do you feel the need for training?
Question 5: How are you going to self-evaluate yourself?
Question 6: What mitigation techniques are adopted to improve yourself?
Question 7: Why will you be using the self-evaluation tests?
2. Self-assessment form for Mary
Below average Satisfactory Above average Superior
I know accounting in a professional
manner

I know who my supervisor is 
I know the responsibility that has 

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been given to me
I know about using technologies 
I know how to make proper
communication

I feel have had enough training 
Table 1: Self-assessment form of Mary
(Source: Created by author)
3. Self evaluation form for Mary
Date: 25th May 2019
Employee name: Mary
Purpose: Self-evaluation
Daily duties of Mary
Building trust
Acceptable Exceeds expectation
Behaves rationally 
Expresses oneself 
Shares accurate information 
Delivering results
Acceptable Exceeds expectation
Delivers quality results 
Stays focused 
Maintains job knowledge 
Requires improvement
Collaboration

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Acceptable Exceeds expectation
Respects others 
Strives to resolve interpersonal conflict 
Demonstrates respect for culture 
Communication
Acceptable Exceeds expectation
Shares important information quickly 
Listens carefully 
Clear and concise communication 
Table 2: Self-evaluation form of Mary
(Source: Created by author)
Collect feedback from relevant sources
1. Develop a client feedback form
Title: Feedback form
Purpose of the form: Obtain feedback for Mary
Name: Mary
Date: 25th May 2019
Position: Administrative officer
Below average Satisfactory Above average Superior
Placement by orders by phone 
Providing good services 
Follow up of the services 
Maintaining customer relationship 
Table 3: Client feedback form of Mary