BSBMGT502 Manage People Performance: Assessment 2 Report Analysis

This report analyzes an assessment on managing people performance for Boutique Build Australia Pty Ltd, a boutique building company. The report details an action plan to improve employee engagement and productivity, including steps for determining needs, providing training, reviewing performance, and appraising staff. A risk management plan is also presented, addressing potential issues like training program failure and weak communication. The report includes an email to the Managing Director outlining both plans and a discussion of the work plan with the team, covering topics such as code of conduct, key performance indicators (KPIs), and team-building techniques. The report concludes by emphasizing the importance of managing staff performance for achieving long-term business goals and the need for proactive action and risk mitigation.

Assessment 2
BSBMGT502 Manage
people performance

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Action plan...............................................................................................................................1
2. Risk management plan.............................................................................................................3
3. Email to the Managing Director..............................................................................................4
4. Meeting with team and discussion of work plan.....................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Managing people performance can be defined as the process of taking such actions which
can help human resource manager to make sure that all the staff members perform their duties
according to their roles (Burtonshaw-Gunn, 2017). With the help of it, their performance could
be managed and improved. Present report is based upon Boutique Build Australia Pty Ltd which
is an Australian company specialised in building and designing high quality designer homes in
Sydney metropolitan and other surrounding areas. This report covers various topics such as
action plan, risk management plan, email to the Managing Director etc. Apart from this, different
elements which were discussed in the meeting with staff are also covered in this report.
MAIN BODY
1. Action plan
Human resource manager of Boutique Build Australia Pty Ltd is managing a team of staff
which includes HR support officer and learning and development coordinator. They are working
together for the purpose of attaining the strategic goals of higher employee engagement so that
productivity could be increased. Another aim of them for working collaboratively is to meet the
operational objective of better debt management, improved staffing and production. For this
purpose an action plan is generated by the HR manager (Crawford, 2014). It could be analysed
with the help of following template:
Action Steps Responsibilities Timeline Resources Key
performance
indicators
Step 1: Determining needs
of human resource
First of all the HR manager
will determine the basic
needs of all the staff
members so that appropriate
strategies to meet them
could be formulated. The
Human Resource
Supporting
Officer will
interact with all
the staff
members and
analyse their
current
Determinat
ion of
needs may
take four
to six
months.
This step
require
records of
employee
performanc
e which is
possible
with the
Employee
productivity is
the KPI which
will be
measured by the
HR supporting
officer at this
stage.
1

management have
determined that the
employees of Boutique
Build Australia Pty Ltd need
professional training so that
they can work productively.
performance of
determine their
needs.
help of
human
resource.
Step 2: Providing training
to the staff
When needs are analysed
properly then decisions for
fulfilling them are taken so
that operational objectives
and strategic goals could be
accomplished.
Learning and
development
coordinator will
formulate
strategies to
conduct training
for employees.
Training
sessions
will be
conducted
for two
months
In order to
conduct
training for
all the
employees
the human
resource
manager
will require
financial
resources.
Knowledge
retention and
application KPI
along with
training cost
will be used by
Learning and
development
coordinator to
provide
training.
Step 3: Reviewing
performance
After providing professional
training performance of
employee will be reviewed
so that it could be
determined that they are
working appropriately when
they have been trained
(Janius, Abdan and
Zulkaflli, 2017).
Performance of
all the
employees will
be monitored by
Human Resource
Supporting
Officer after
training to
analyse that their
plans have
worked or not.
Performan
ce review
may take
three
months
Human
resource is
required to
review the
performanc
e.
Turnover rate
and employee
productivity
will be used to
review
performance of
staff members.
Step 4: Appraising At last Human Performan Monetary Consistency in
2

according to performance
It is the last stage where the
employee will be appraised
according to their
performance. With the help
of it, managers will be able
to motivate staff and analyse
the key weaknesses of all
the employees (Mortimer
and Mortimer, 2015).
Resource
manager will
appraise all the
employees for
their
performance to
inspire them to
work
productively and
achieve strategic
goals and
operational
objectives.
ce
appraisal
will be
based upon
review
therefore it
could be
completed
in one to
two
months.
resources
will be
required to
appraise
the
employees.
work, initiative,
ability to
perform in all
key areas of
role etc. KPI
will be used at
this stage of
action plan.
2. Risk management plan
After formulating the action plan Human resource manager of Boutique Build Australia
Pty Ltd have decided to form a risk management plan so that possibility of negative events in
future could be reduced. For this purpose, HR supporting officer and learning and development
coordinator reviewed the plan and evaluated the risks which may take place in future. After
analysing all the possible unfavourable elements they have planned to generate the risk
management plan so that the action plan could be executed properly (Risk management plan,
2019). All the adverse conditions that are related to the organisation are listed below:
Risk and consequences Probabilit
y
Impact Priority Mitigation response
Failure of training
program
Low High Higher This risk will be mitigated by
making all the arrangements of
training program appropriately.
Lack of engagement of
staff in the training
session
High Moderate Moderate By building interest of staff
members in training this risk will
be dealt properly.
3

Weak communication
and eye contact of
trainer
Low High Higher A well experienced and
knowledgeable trainer is required
to be hired to provide training.
Weak listening skills of
staff
Low High Low By providing detailed information
about benefits of training this risk
could be responded properly.
3. Email to the Managing Director
When action and risk management plan will be created then the HR manager of
Boutique Build Australia Pty Ltd will be responsible to provide brief information of both of them
to the managing director (Wallace and Webber, 2017). With the help of it, MD will be able to
analyse that manager and other staff have worked properly or not to achieve strategic goals and
operational objectives. The details of both the plans could be assessed by MD with the help of
following mail:
Email
To, Managing Director
Subject: Details about action and risk management plan
Respected Sir,
Greetings for the day,
As we have discussed in the meeting about human resource work plan therefore we (Human
Resource Manager, Human resource Supporting Officer and Learning and Development
Coordinator) have developed an action plan along with a risk management plan. With the help
of both them the strategic goals along with operational objectives could be achieved. The plan is
mainly focused with providing training to the existing staff so that their productivity could be
increased. The action plan have four different stages which are determining needs of
employees, providing them training, reviewing their performance and appraising them
accordingly. All the responsibilities are allocated to the employees according to their roles and
they are suggested to work productively so that the plan could be executed appropriately. There
are various risks which may take place while executing it. These are failure of training program,
lack of engagement of staff in the training session, weak communication and eye contact of
4

trainer and weak listening skills of staff. In order to deal with all of them risk management plan
is generated which covers their probability, priority, impact and steps to mitigate them. In order
to discuss both the plans with team we can conduct a meeting on 20th February 10:00 AM.
Please suggest that this date will be appropriate or not for the meeting.
Thanks and Regards
Human Resource Manager
(Boutique Build Australia Pty Ltd)
4. Meeting with team and discussion of work plan
After writing a mail to the managing director and getting approval for conducting the
meeting human resource manager of Boutique Build Australia Pty Ltd have planned to meet with
the team so that information of action as well as risk management plan could be shared with all
the staff members. Different elements which will be discussed with employees are as follows:
The meeting is about increasing productivity of employees so that strategic goals and
operational objectives could be achieved. Main purpose of it is to discuss detailed information of
action and risk management plan with the team. Another thing which is focused in this meeting
is code of conduct which should be followed by all the staff members to make sure that they
perform their duties in ethical manner (World Health Organization, 2019). The action plan is
based upon the strategic goals and objectives such as higher employee engagement, improved
production etc. There are various actions which will be taken by the key people such as HR
supporting officer and learning and development coordinator. The whole plan will take around
12 to 14 months to be executed properly. While executing it different KPIs such as employee
productivity, training cost etc. will be used. The key elements which are required to be focused
by staff are being honest, unbiased etc. The team building techniques which will be used by HR
manager are investigation, proper communication, empowering team etc.
CONCLUSION
From the above project report it has been concluded that for all the human resource
managers it is very important to manage performance of all the staff members so that long term
business goals could be achieved successfully. While working on a work plan it is vital for HR
managers to generate action as well as risk management plan so that possibility of negative
events in future could be reduced.
5

6

REFERENCES
Books and Journals:
Burtonshaw-Gunn, S. A., 2017. Risk and financial management in construction. Routledge.
Crawford, J. K., 2014. Project management maturity model. Auerbach Publications.
Janius, R., Abdan, K. and Zulkaflli, Z. A., 2017. Development of a disaster action plan for
hospitals in Malaysia pertaining to critical engineering infrastructure risk
analysis. International journal of disaster risk reduction. 21. pp.168-175.
Mortimer, S. T. and Mortimer, D., 2015. Quality and risk management in the IVF laboratory.
Cambridge University Press.
Wallace, M. and Webber, L., 2017. The disaster recovery handbook: A step-by-step plan to
ensure business continuity and protect vital operations, facilities, and assets. Amacom.
World Health Organization, 2019. Global action plan on physical activity 2018-2030: more
active people for a healthier world. World Health Organization.
Online
Risk management plan. 2019. [Online]. Available through:
<https://www.brighthubpm.com/risk-management/5141-risk-management-plan-
examples/>
7