Manage People Performance - Assessment Task 1 Assignment Solution

This document provides a comprehensive solution for a Manage People Performance assignment, specifically Task 1. It begins by explaining key provisions of the Fair Work Act 2009 and then delves into other relevant legislation, including the Racial Discrimination Act 1975, Sex Discrimination Act 1984, and Disability Discrimination Act 1992. The solution then outlines the purpose and key entitlements of the National Employment Standards and explains the role of modern awards in workplaces, providing examples from the Fair Work Ombudsman website. It further addresses enterprise agreements, detailing their purpose, registration requirements, and minimum terms and conditions. The document also covers performance management, explaining the process, purpose, and different types of systems used in the workplace. Finally, it addresses the process of employee termination, including notice periods and exceptions under the Fair Work Act.

Manage People Performance
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Assessment Task 1
1. Explain the key provisions of the Fair Work Act 2009
The Fair Work Act, 2009 is a commonwealth legislation that regulate employment as well
as workplace relations. It administers terms and conditions of employment as well as set out
responsibilities and rights of employers, employee and employee organisation associated to
employment. This act gives protections of some rights involving workplace rights, right to be
free from illegal discrimination, write to involve in industrial activities and right to get freedom
from undue pressure or influence in negotiating individual arrangements. All these rights are
protected from some unlawful actions involving misrepresentations, coercion, adverse action,
undue pressure or influence in relation to deductions from wages, individual flexibility
arrangements under enterprise agreements and modern awards and guarantees of annual
earnings.
2. Explain the key provisions of each of the following Acts:
a. The Racial Discrimination Act 1975
Racial Discrimination Act, 1975 is a legislation that promotes equality before law for all
individuals regardless their colour, ethnic or national origin or race. According to the law, it is
illegal to discrimination against individuals on the basis of colour, race or ethnic origin. Racial
discrimination act protects people from unfair treatment at employment. It is against the
legislation to discriminate in areas like provisions of goods and services, advertising, housing,
accommodation or land, access to facilities and places for use by public and joining a trade
union. This act is administered through Australian Human Rights Commission and for
investigating the complaints, the president of commission is responsible.
b. Sex Discrimination Act 1984
Sex Discrimination Act, 1984 is a legislation that makes it unlawful to discriminate
against an individual due to intersex status, relationship status, gender identity, sex, family
responsibilities, marital status, sexual orientation, as they might become pregnant or pregnant.
This act makes sexual harassment against law and protect individuals from discrimination in
numerous areas in public life involving education, renting or buying a house, getting or using
services or employment. It is required by employers not to discriminate their employees and take
all reasonable steps in order to prevent sexual harassment and sex discrimination. It is also
against the legislation to victimise an individual for making, or proposing to make a grievance to
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Australian Human Rights Commission claiming harassment or discrimination under the Sex
Discrimination Act.
c. Disability Discrimination Act 1992
The Disability Discrimination Act, 1992 administers legal protection for each individual
against discrimination on the basis of disability. It occurs when individuals with disability are not
treated favourable than individuals without disability. This act protects a disabled people against
discrimination they have now, has had in past, is believed to have and may have in future. There
are some areas where it is unlawful to discriminate against individuals with disability. These
areas include education, sports, buying land, employment, provision of facilities, goods and
services, activities of associations and clubs, administration of commonwealth government
programs and laws, access to premises utilised by public and accommodation. In relation to
employment, Disability Discrimination Act prohibits discrimination against individuals with
disability throughout the stages of employment process involving terms and conditions of
employment, recruitment processes, training, promotion, transfer and other benefits related to
employment, decisions on which individual will get job and retrenchment, demotion or
termination of employment.
3. Explain the purpose of the National Employment Standards and the 10 minimum entitlements
Ten minimum entitlements are set by the National Employment Standards that should be
administered to all employees in Australia. It involves parental leave, leave and all associated
entitlements. The main purpose of National Employment Standards is to administer protection to
all individuals working in Australia. These entitlements are as follows:
1. Maximum weekly working hours
2. Parental leave and related entitlements
3. Requests for flexible working arrangements
4. Personal carer’s leave and compassionate leave
5. Annual leave
6. Community service leave
7. Public holidays
8. Long service leave
9. Provision of a Fair work information statement
10. Notice of termination and redundancy pay
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4. Explain the use of modern awards in workplaces
Modern awards are defined as a new industry specific awards which replace the existing
federal awards. It involves employment terms and conditions like penalty rates, minimum wages
and classifications, allowances, coverage, ordinary hours, types of employment, flexibility
arrangements, dispute settlement, consultation and breaks. Modern awards are applied to all the
employees covered through National workplace relation system. It came into effect on 1st
January, 2010. All the employees and employers are responsible for keeping updated with
modern awards, associated transitional arrangements as well as the future changes. Modern
awards are occupation or industry based and applicable to employees and employer who perform
work covered through the award.
5. Identify at least two examples of modern awards using the Fair Work Ombudsman website.
Write down the name of the award and the minimum wages under the award and minimum
working hours
Example 1:
1. Health Professionals and Support Services Award 2020 – The minimum working hours for
full-time employee is an average of 38 hours per week and wages under the award for support
services employees are as follows:
Employee classification Minimum weekly rate
(full-time employee)
Minimum hourly rate
$ $
Level 1 801.40 21.09
Level 2 834.60 21.96
Level 3 867.30 22.82
Level 4 877.60 23.09
Level 5 907.30 23.88
Level 6 956.20 25.16
Level 7 973.40 25.62
Level 8—pay point 1 1006.40 26.48
Level 8—pay point 2 1032.90 27.18
Level 8—pay point 3 1105.50 29.09
Level 9—pay point 1 1125.20 29.61
Level 9—pay point 2 1165.20 30.66
Level 9—pay point 3 1174.40 30.91
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Example 2:
2. Labour Market Assistance Industry Award 2020 – the minimum working hours for an
employee is an average of 38 hours per week and the minimum wages under the award are as
follows:
Employee classification Minimum weekly rate
(full-time employee)
Minimum hourly rate
$ $
Pay point 1 853.60 22.46
Pay point 2 868.00 22.84
Pay point 3 899.30 23.67
Pay point 4 927.90 24.42
6. Outline the purpose of an enterprise agreement and with which entity must the agreement be
registered
Enterprise agreement is referred as an agreement made at level of enterprise between
employees and employers and the trade union, regarding terms and conditions associated with
employment. It covers specific arrangements for specific enterprise. It is negotiated between
employees, employees as well as bargaining representatives to develop conditions of
employment and fair working wage. It provides employees and employers with the freedom in
order to bargain wages, working conditions and greater flexibility which suit their individual
requirements. Its main purpose is that it provides employees with the benefit to bargain for
higher wages as well as extra benefits. Likewise, it benefits employer as they can negotiate for
flexible working conditions. The agreement must be registered and approved with Fair Work
Commission.
7. Outline minimum terms and conditions that must be included in an enterprise agreement
The terms and conditions which should be included in an enterprise agreement includes -
1. Procedure for dispute settlement, that should authorise either Fair Work Commission or
someone else which is autonomous of those covered through an agreement to settle the
disputes regarding any matter under agreement related to National Employment
Standards or terms of modern award.
2. Normal expiry date for agreement that is not more than 4 years from the date when Fair
Work Commission approves agreement.
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3. A consultation term, that requires enterprise to consult with its staff members regarding
major transformation in workplace which are likely to have crucial effect on them as well
as enable workforce to have representation in consultation.
4. A flexibility term which enable for making of individual flexibility arrangements that
aims to meet genuine needs of employees and employers. These arrangements are
between an individual employee and employer which vary the operation of enterprise
agreement in context of employee.
8. Explain the process of performance management and the purpose of using performance
management systems in the workplace
Performance management process is referred as communication based, collaborative
process where management and employees work collectively in order to plan, monitor as well as
review the objectives of employees, job trajectory, long term goals and comprehensive
contribution to organisation. The performance management process includes four steps, i.e.,
planning, coaching, reviewing and rewarding. The process initiates with planning where
management and human resource required to define job including long term and short term
goals, comprehensive description, clear metric of how the objectives will be assessed etc. After
defining the job itself, employees are provided with the opportunity to give their inputs and then
employees and management, both agree to the definition of objectives, goals and role. The
second step is coaching where meetings are organised on regular basis and necessary coaching,
training and solutions are provided. The management and employees solicit feedback and revisit
the objectives to see adjustments must be made. The third step is reviewing where the
performances of employees are reviewed along with the performance management process and
overall goal completion and an actionable feedback is given and receive from both the sides. And
the last stage is action employees are provided with rewards and recognition and a stage for
performance management cycle of next year is set.
The main purpose of using performance management system in workplace is to stay
updated with engagement trends, to ensure that employees are motivated, happy and engaged
and conducting employee engagement surveys. It helps in keeping the employees happy and
satisfied which in turn improves the productivity of organisation.
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9. Explain two types of performance management systems that can be used at work
The two types of performance management systems which can be utilised at work place
includes -
1. 360-degree appraisal - it is a system which enable cross functional manager, primary
manager, direct reports, peers and other external as well as internal stakeholders to share
feedback on performance of employees along with team behaviour. It assists an employee
to learn their weaknesses and strengths. Then the feedback is reviewed through manager
at the time of process of appraisal.
2. Employee self-assessment - it is a system in which an employee assesses himself or
herself and this is finally compared with completed assessment results by manager. The
process of self-assessment is followed through discussions and if differences are seen
there, manager speaks to the individual regarding it.
10. In what form must an employer provide an employee with notice of termination
A notice of termination can be stated as a notification through employer and send to a
worker informing the latter that they are being fired from their position in the organisation. And
employer give employee with the notice of termination in written form or at mails which outline
the notice period. As stated in National Employment Standards, workers are needed to be given
different periods of notice, on the basis of length of time they have been working in organisation.
The employee who is working for less than 1 year, then the minimum notice period is one week.
The employee working for 1 to 3 years, 2 weeks is the minimum notice period, for the employee
with 3 to 5 working years, minimum notice period is 3 weeks and the employees who are
working in the organisation for more than 5 years, the minimum notice period is 4 weeks.
11. Under the Fair Work Act, what amount of notice must be given to employees who have
worked for a company for less than one year
Under the Fair Work Act, the amount of notice period that should be provided to
employees who have worked for organisation for less than 1 year is 1 week.
12. List two types of employees to whom notice of termination would not need to be provided
The two types of employees to whom notice of termination would not need to be provided
including –
1. The employees who are employed for a specific task or a specified period of time.
2. The employees who are fired due to serious misconduct.
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13. Under what circumstances is an employee entitled to redundancy pay?
The circumstances in which an employee might be entitled to redundancy pay includes –
1. The employer ceases to perform business in which an employee was employed
2. The needs of business for workforce to perform work of a specific kind cease or diminish
3. The organisation ceases to perform that business in a place where an employee was
employed
4. The requirements of business for workforce to perform work of a specific kind in place
where a worker was employed diminish or cease.
In order to be eligible for a statutory redundancy payment, a person should be a worker who
has been constantly employed for a time period of not below two years. The individuals who are
self-employed or who working under a contract for services, those are not permitted to
redundancy payments.
14. Explain at least three circumstances that can constitute unfair dismissal
The circumstances which can constitute unfair dismissal includes –
1. If an individual is dismissed.
2. In case the dismissal of an individual was harsh, unreasonable, or unjust.
3. If the dismissal of a person was not a genuine redundancy case.
4. If an individual was employed through a small business, the dismissal was not consistent
with Small Business Fair Dismissal Code.
15. Which circumstances must apply for the Fair Work Commission to determine that an
employee has been unfairly dismissed?
The circumstances that must apply for the Fair Work Commission to determine that an
employee has been unfairly dismissed includes -
1. If an individual is dismissed.
2. In case the dismissal of an individual was harsh, unreasonable, or unjust.
3. If the dismissal of a person was not a genuine redundancy case.
4. If an individual was employed through a small business, the dismissal was not consistent
with Small Business Fair Dismissal Code.
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16. Outline five ways of that staff can develop skills at work
The ways through which staff members can develop skills at work includes –
1. Getting professional training at workplace
2. Emphasize more on soft skills
3. Assist the managers to become better coaches
4. Investing in personal development
5. Improving cross-departmental collaboration to develop skills of employees
17. As a manager, list three types of information that you could provide to staff to help them to
develop their knowledge base
The information that a manager could provide to staff to assist them to develop their
knowledge base includes –
1. Knowledge about the particular job role of an employee.
2. Information regarding the organisation as well as its working.
3. Information about the policies and rules and basic operations and performance data of
company.
ASSESSMENT TASK 2
Meeting with the Managing Director
Boutique Build Australia Private Limited
Purpose: The purpose of the meeting is to discuss the comprehensive strategic goals, operational
objectives along with the availability of resources.
Total minutes of meeting: 15 minutes
Agenda discussed
Managing director: What is the status about our strategic goals?
Human resource manager: The goal is to stand strong upon the core values which the company
has planned for itself. The company core goal is to provide the quality services, regular and new
innovation, effective leadership, respect and honestly by the company to the target market. For
achieving the same, the company has made various strategies. The company has made their
strategies in such a manner that their financial operations will become stronger, deciding the
performance indicators which works as a path for the company to follow. The company has
planned to expand their business in the areas or region where they have not established
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themselves. The company has planned to opt for market expansion strategy where they will be
stepped up in the new region with the existing services and products. The market expansion
strategy will enable the company to expand their business, increase their market growth and
market size apart from that it also helps the company in increasing its sales. The market growth
and size of the company will have the greater impact upon the company’s performance. Through
the adoption of this strategy the company set a goal to achieve a profit of 10% per annum. The
company set the goals to build the high quality 100 residence for the people of Sydney. The
strategic plan includes the launch of very innovative, environmentally friendly place for homes
where the families can relate their feelings and thoughts. The homes will be built with the focus
upon the whole customer centric approach. A proper research would be held to know about the
choices and needs a person undertakes when he searches for a house. The company has made the
strategic goal to maintain a strong bond with the company by putting the much effort in the
development of employees so that they can connect with the customers in a much better way.
Managing Director: Have you done something regarding our operational objectives?
Human resource manager: Our operational objectives are set for the next 3 years. In the year
2020, our plan is to open at least 3 sites. To achieve that target we also required to perform our
hiring in regard with that. Major recruiting will be held in Brisbane and Sunshine coast. The
office or work environment will be set in such a manner that the employees can maintain a good
balance in their work and personal life. The company has decided to set Brisbane office for
promotional activities whereas the Brisbane and Caloundra QLD office for the display purpose.
All these goals have to get complete in the months of June, July August, October and November
respectively. In the year 2021, the objective of the company is to increase the number of women
employees in the workplace. Through this the company will be encouraging the women
empowerment in the society. The plans for the commencement of both the environmentally
friendly and marketing plans for their homes. The designs to build up the environmentally
friendly programs need to get developed along with its marketing plan in such a way that it gets
well communicated to the public. At the end of the year a staff performance review will also get
conducted to analyses the performances of the employees they have performed for the whole
year. This staff review performance program will help the company in knowing the actual level
of performance their employees have delivered to the company. This will also enable the
company to evaluate the degree of gap they have in the standard and actual performances of the
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company so that they can take the corrective actions at time. When talk about the year 2020, the
company operational objectives will be to analyze and evaluate the potential markets for the
further business in which the company can expand, evaluate the diversity of workforce and also
to review the performance of the employees. The performance review program has been set for
both the years 2021 and 2020 as it is considered very important for the company to evaluate the
inputs of their employees.
Managing director: Does the organization has the proper availability of resource?
Human resource manager: The organization needs to begin his hiring if it wants to achieve its
target. The organization has planned to expand its business at two new regions for that they
immediately have to begin their recruitment and selection program.
Action Plan
Strategies Actions Priority Times
Frames
Responsibilities Performance
Indicators
Market
Expansion
To achieve this
goal or
objective, the
company needs
to analyze or
review about
the areas where
it has not put its
step yet.
The priority
is to look
out for the
offices in
sunshine
coast and in
Brisbane
regions
The time
frame is 3
years
The
responsibility is
to find a
suitable place
for the company
where it can
establish its
office.
The
performance
will be
achieved
when the
company will
get
successful in
finding a
suitable
office.
Environment
friendly
homes
The company
needs to
perform a
research about
the factors
which will
The priority
is to
understand
the
customer
needs and
3 to 5
months
The
responsibility is
to understand
the customers in
a deeper
The
performance
indicators
will be
analyzed the
customer
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contribute in
making the
homes a more
environmentally
friendly place.
put much
focus upon
the
customer
centric
approach.
manner. satisfaction
degree with
the homes.
Risk Management Plan
Risk Consequences Severity
Rating
Likelihood
Rating
Treatment Person
Responsible
Change in the
policies of
the
Australian
government
This will put
the negative
impact upon
the operations
and working
of the
company.
4 out of 5 4 out of 5 Development
of planning
which is
appropriate
for the
change
political
environment.
The team
leader
Major drop in
the figures of
cash Flow
It can harm
the cash
inflow and
outflow
working for
the company
3 out of 5 3 out of 5 A well-
developed
plan about
the cash
which the
company can
set for
outflows and
inflows
Financer
planner
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E- mail
To
The Managing Director
Dear Sir/Madam
It is to inform you that all the planning about the goals and objectives for the company has been
completed. All the plans and formats has been set with the required strategies to accomplish all
these goals and objectives. It is therefore a request from you to please provide us with a date in
which I and my team work can be fully presented before you. Our human resource action plan
along with the risk management action plan has been sent to you with this mail, please check for
the attachments.
Waiting for the early reply!
Thank You
Human Resource Manager
Meeting with the team member
Purpose: The purpose of the meeting is to communicate the objectives and goals of the company
which it has set for its next 3 years to the team members.
Meeting timings: 30 minutes
The company has made a plan for its 3 next years. The company has planned to expand their
business by establish couple of new offices at Sunshine coast and Brisbane region. To
accomplish that objective the company’s human resource team has to begin their recruitment and
selection program so that new employees can be hired. After hiring the required workforce, the
company has to also to review their performances so that the required training and development
program can be given to them. The company also has plan to conduct a research for analyzing
and evaluating the factors which can attract the customers to buy the homes. To perform this task
the market research has to perform all the required activities. The design for the homes will be
such that it will give the comfort of environmentally friendly homes to the customers. They can
perform that by adopting the customer centric approach while planning for the further actions.
The company also have planned to design its marketing plan in such a way that it correctly
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communicates their environmentally friendly approach to the targeted customers. It is the duty
and the responsibility of the marketing director to form the marketing plan in an appropriate
manner. The company has also detected a few risks which they will be facing during the
execution of the project or their goals and objective. Some of the risk may include change in the
political environment of the Australian government which can harm or impact the company’s
operations, the decrease in cash flow and many more. The risk management action plan has also
been attached to the with your mails. The roles and responsibilities of all the employees with
respect to the current company’s goals has been also attached with you all in your mail. It is a
request from you all to please go through the attachment so that the further process of the work
can be proceed.
Assessment Task 3: Performance management system project
Introduction
It has been believed by the Boutique Build Australia Ltd That the every organisation have
a need of excellent performance in order to accomplish its set activities and tasks in a better
manner. Therefore, they must need to set up an efficient performance management policy and
system project to enhance the performance and efficiency level of its employees which would
also provide a framework for effectively identifying and evaluating performance of the assist
staff members which facilitates better check and control over their performance.
Scope of the policy
The main scope of current performance management policy is on having a better control
on the efficiency and performance level of employees be the way of applying a performance
management system on all staff of the company who are working on fixed term basis.
Purpose of permanence management policy
The main purpose of current permanence management policy is to provide clear and
meaningful feedback for employees for their effective performance management. Beside this, the
main purpose behind preparation of current performance management policy also comprises of
the fact that it will boost and lead out to more effective team work, collaboration and effective
communication.
Further, the current performance management policy would be applied to the who had
been employed on a continuing basis or fixed term basis for a period of longer than six months.
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It has been also finalised that within the performance review and analysis of each fixed term
employees would be done on a half yearly basis through which performance of all employees are
analysed twice in a year.
Step-by-step procedure for organising and conducting the performance review meeting
The step by step procedure that would be adopted by Boutique Build Australia Ltd for
effectively conducting and organising the performance review meeting are provided as below:
 Set objectives- First of all a clear SMART framework and objectives would be lead it for
conducting performance management meeting. The main objective of current
performance review meeting is to get a better analysis and implication of the efficiency
and performance level of employees in order to detect flaws in performance to provide
better required training and frame needed strategies like wise.
 Setting of clear expectation as the performance review meeting can generate anxiety and
nervousness in employees thus, should tend to have a positive tone and positively
immediate improvement in performance.
 Defining of the key performance assessment indicators with employees in line with
analysed skills and efficiency level of employees.
 Provide a proper notification to inform employees so that they can be prepaid for the
performance review meeting.
 Set a positive tone for appraisal along with putting poor performance and issues in
efficient and effective manner together with a demand and need of improvement.
 Ask the employees to have and share their self-assessment during the meeting to analyses
and effectively review their own perception about their performance and efficiency level.
 Making use of a constructive form of criticism to direct and motivate employees for
better training and improved performance along with having a structured performance
review conservation.
 The final step comprises of concluding the main analysis and review of the meeting in
order to outline the actions that are needed to undertake for improvement in performance.
Templates used to record performance
Use of following below stated template would be made for recording the performance of
all fixed term basis employees during the current performance review meeting.
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Performance Management Plan template
Details
Employee name << This part would include the name of employee>>
Employee role << Position title and level>>
Manager name <<manager name>>
Manager position <<manager position>>
Date of plan <<date plan was made>> Period of plan <<insert start date>> to
<<insert end date>>
Interim review date <<interim review date>>
Final review date <<final review date>>
Performance improvement objective: << this area would lead information about the main objective of
performance management along with identifying the area in which improvements are required by>>
Required outcomes << This section of current performance management plan would lead and provide the
required information the areas where improvement is required. The required outcomes
need to be specific, measurable and realistic which would be presented as measurement
of quality, quantity or timeliness.>>
Strategies <<This section consists of information about the ways that how employee is going to
meet the required outcomes.>>
Support <<The information about the support that would be provided to employees for ongoing
improvement would be provide to the employee to meet the required outcomes.>>
Responsibilities <<The main responsibilities of the employee would be provided under this section by
their manager and any other relevant parties.>>
Consequences << Consequences and issues that would be faced by the employee on not meeting the
required outcomes by the final review date>>
Manager signature: Employee signature:
Print name: Print name:
Date: Date:
Develop training presentation
After analysis of the performance a training presentation would be made and presented
which comprise of main points and summary of performance management process and meeting
to avoid the level of anxiety and confusion in the employees. The performance would be of 30
minutes which consist of an information about the key points of the new performance
management processes that you developed in the previous activity. Beside this, an emphasis and
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focus on effective communication is also made to improve the guidance and direction level at
workplace which would improve the performance and efficiency level of employees. Further, all
vital information about analysed issues and their proper solution would also be made. Beside
this, the summary of performance management plan comprise of main purpose of Performance
management along with steps for organising and conducting the performance review meeting for
includes ensuring that: employees understand their jobs and have reasonable performance
expectations. Further, the new performance management process would also ensure that
employees must have a “line of sight” between their work and the organization's mission along
with ensuring that all employees receive frequent and timely feedback and coaching to have
continuous and proper improvement and betterment in their performance and efficiency level.
Identifying performance gaps and providing feedback
The gap and issues in performance would be analysed through making use of above stated
performance management plan template. The main issues and performance gap that are tend to
be find out in the employees comprises of:
 Has made a high level of frequent errors that are taken as much more harmful to business
operations.
 The supervisor or the department head has received a numerous amount of complaints
about the quality of work.
 The quality of work produced is unacceptable and Does not complete required paperwork
 Often calls in to work without prior approval, resulting in excessive unscheduled
absences.
 Leaves the work area unattended to run personal errands.
 Is frequently late to work and also leaves work early.
 Not cooperative and used to frequently criticizes others.
 Tend to displays excessive negativity while working with others.
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Send an email to your assessor.
Subject: Work Plans and Risk Management
Attachment: Staff Audit Results.docx, Workforce Plan.docx
To You,
Based on the performance review and Staff Audit Results conducted and analysed during current performance review
meeting which had been attached, it has been wanted and requested from the Human Resources (HR) department to
have focus and emphasis on ensuring that a focus is need on regular performance review so that can source and retain
skilled labour in order to increase the chances of achieving our strategic objectives this year.
Thus, can you please meet with the team and can help with formulating a work plan with respect to address this
concern, using the attached template? Within the work plan template, it would have been seen that it has been already
listed three HR strategic objectives and would also like to have a focus on this. Further, it has been also liked by the
manager to have and identify all possible risks that may impact on the workforce plan strategies that are developed and
identified during current performance review meeting.
Kind Regards,
Conduct the training session
Use of following templates would be made to analysis and implicate that which employee
nee training based on their performance measurement and efficiency level:
Objectives and Strategies
Strategic objectives
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The following HR strategic objectives should be implemented:
Number Objective Measure of Performance
1 To source skilled labour resources
2 To address unacceptable staff turnover
3 Implement a succession planning system
Strategies
The following strategies should be implemented:
Strategy Step by Step Plan Due Date Responsibility
To source skilled
labour resources
1
2
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3
To address
unacceptable staff
turnover
1
2
3
Succession
planning system
1
2
3
After analysing the performance level of all the fixed term basis employees, following
template would be filled up by the employees who seemed to have lack of efficiency and flaws
in their performance to make required improvement in their skills and competencies.
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CONFIRMATION OF TRAINING
I, ___________________________________________________________________________________________,
<training participant’s name> confirm that __________________________________________________________
<student’s name> provided adequate training to me regarding the Code of Conduct.
I also agree to abide by the conditions and standards of behaviour as set out in this document as an employee of
CBSA.
Training participant’s name: ______________________________________________________________________
Training participant’s Signature:___________________________________________________________________
Student’s name: ________________________________________________________________________________
Student’s Signature:_____________________________________________________________________________
Date of training: ___________________________
Assessment Task 4: Managing performance project
Role-Play A
An analysis of the Jamie’s performance is made with the help of below stated performance
management plan and template:
Performance Management Plan template
Details
Employee name Jamie’s performance
Employee role Cheers, Acting Supervisor and learning and development officer
Manager name XYZ
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Details
Manager position Head of supervising department
Date of plan << abc>> Period of plan 2 weeks
Interim review date << abc>>
Final review date <<abc >>
Performance improvement objective: Is not as careful in checking work product for errors as he/she could be.
Tends to miss small errors in work product.
Required paperwork is completed late or is only partially complete
Required outcomes Has made frequent errors that are harmful to business operations.
The supervisor/department head has received numerous complaints about the
quality of work.
The quality of work produced is unacceptable.
Does not complete required paperwork.
Thus, the current performance review aim at:
• Managers and co-workers have commented on high levels of accuracy and
work productivity.
• Takes pride in work and strives to improve work performance.
• All memos, reports, forms and correspondence are completed on time with no
errors.
Strategies Ensuring effective communication
Consistently arrives to work on time.
Makes sure work area is covered at all times.
Has had no unscheduled absences, except for documented emergencies.
Support
Responsibilities Prepares project plans on time and in sufficient detail.
End of year statements are complete and accurate.
Maintains and monitors progress of project plan in order to stay on target.
Always at work and on time.
Never misses work without prior approval and appropriate notification.
Has had no unscheduled absences during the rating period.
Consequences A reduction in appraisal would be made
Reduction in salary could also be made on the basis of negligence seen in performing
stated responsibilities.
A termination may also be made if the flaws mentioned would not be eliminated and
resolved.
Manager signature: Employee signature:
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Print name: Print name:
Date: Date:
Meeting with Jamie
Manager: Hello, Jamie! How’s your experience and working is going on?
Jamie: Hello, Sir. I am fine and my working is really going very well.
Manager: As per your perceptive, what are your main strengths that you identified during your
working?
Jamie: as per my perception, my key strengths comprises of effective communication
along with leading proper collaboration and team work with my colleagues and team members.
Further, I have communicated well with all my Managers and co-workers which shows that I
have commented on high levels of accuracy and work productivity. Further, I also used to takes
pride in work and strives to improve work performance along with accuracy and efficiency in all
memos, reports, forms and correspondence which are completed on time by me with no errors.
Manager: What implication are you having regarding the main issues and flaws identified by you
while working for the organisation?
Jamie: My view point regarding the issues and flaws faced and identified by me consists
of the fact that some time like if effective communication and proper guidance is faced by me
that is later on corrected and effectively mitigated by my supervisor.
Manager: On the basis of your self assessment, what expectation are you having regarding your
performance and current performance review based appraisal?
Jamie: According to my performance, I believed that I had done an extraordinary work
during my tenures thus, expecting a good performance review from my managers and
supervisors.
Manager: Do you having any feedback comment regarding your supervisor or management?
Jamie: I just want to convey that some efforts could be made by top management to
improve the level of communication and facilitates more clear guidance and directions to
employees. Beside this, all is good and my supervisor and management seemed to be effective
and quite friendly and positive to offer a healthy workplace environment.
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Analysis and Feedback on the basis of meeting
To ensure effective analysis and better feedback on the performance and efficiency level of
Jamie use of STAR model of giving feedback is made which facilitates and ensures a simples
and most effective way for communicating an interview or providing a feedback.
ST (Situation) – The station on which current feedback is based comprises of analysis and
critical evaluation of the performance of Jamie during the above stated performance review
meeting. It has been observed that the making frequent errors that are harmful to business
operations along with the supervisor/department head has received numerous complaints about
the quality of work. Further, the quality of work of Jamie produced is also unacceptable along
with incomplete paper work are some of the main issues analysed and seen within the Jamie.
Action- The action that would be undertake to mitigate the issues and flows seen in the
performance of Jamie consists of setting clear responsibilities and effective communication
along with ensuring that Jamie Consistently arrives to work on time. Further, it has been also
marked sure that work area is covered at all times and has had no unscheduled absences, except
for documented emergencies.
Results- the result of above action consists of leading improved in the work of Jamie and
would lead to improved performance and efficiency level.
Alternative action- as an alternative action the reduction in appraisal would be made along
with Reduction in other perks and incentives could also be made on the basis of negligence seen
in performing stated responsibilities.
Alternative Result- the alternative result could also comprise of termination that could also
be made on the basis of the flaws mentioned would not be eliminated and resolved.
Send an email to Jamie (your assessor).
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Subjct
: Mid-year Reviews on the performance of Jamie
To You,
This mail is sent for that purpose to inform you that an performance review is undertake as a mid-year review of one of
your employees Jamie. In preparing for current meeting an analysis and review of nots from informal meetings and
feedback that have been summarised forever the past couple of months for this employee is made. On the basis of
current meeting, It Has been analysed that some flaws and issues are seen in the work of Jamie which consist of the
fact that Is not as careful in checking work product for errors as he/she could be and Tends to miss small
errors in work product. Further, the required paperwork is completed late or is only partially complete
which is reflecting lack of proper communication and also hinder the transparency and flow of work.
Kind Regards,
Role-Play B
After the period of 6 months, it has been seen that a positive impact and improvement in
the performance of is seen for Jamie. It has been analysed that considerable work is lead out by
Jamie to improve the supervisory skills to ensure that none of error would not be left in the
product. Beside this, ore conscience and attentiveness is also reflected by Jamie during the last 6
months to remove the chances of even small error from the product. Apart from this, work on
effective communication is also lead out by Jamie along with ensuring that all the proper work
and required documentation should be done on time and must of properly completed. Beside this,
an improved performance and higher level of efficiency is also seen in Jamie which consists of
improved responsibilities that comprises preparation of proper project plans on time and in
sufficient detail along with a complete End of year statements which is timely competed and
accurate. Further, the Jamie has also stated Maintaining and monitoring the progress of project
plan in order to stay on target and Always at work and on time. Apart from this, now it has been
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also seen that Jamie never misses work without prior approval and appropriate notification and
Has had no unscheduled absences during the rating period.
Send an email to Jamie (your assessor).
Subjct
: Mid-year Reviews on the performance of Jamie
To You,
This mail is based on the performance improvement seen in Jamie after the period of 6 months which clearly reflects
and show that a considerable level of improvement is seen the performance of Jamie based on the fact that a betterment
in planning and time scheduling along with improved communication is seen. Further, an improved level of work on
effective communication is also lead out by Jamie along with ensuring that all the paper work and required
documentation should be done on time and must of properly completed that makes much more betterment and
improvement in the performance.
Kind Regards,
Task 5: Disciplinary and termination project
Prepare for meeting
Janice is a newly appointed administration assistant at the Boutique Build Australia who
has been working for the company from past 3 months. She is good at Woking but she is
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consistently late for work. Therefore. It has been planned to provide a formal feedback and
report to Janice about her ongoing poor performance of being late and offer her required
counselling and support.
Email to Janice
Subject: To inform about the process of termination
This is to inform you that the in case of any kind of misconduct the process of termination would
be followed which consists of four main steps starting from the analysis of misconduct along
with discussion about the main option given. The final step of misconduct consists of providing
termination letter if required correction are not made by employee.
Summary of correct procedure for termination of an employee
The first step of termination process comprises of identifying the serious and main
misconduct that are made by employees and seek legal advice for the same. After that next step
comprises of, discussing these with the employees and consider all the main options like giving a
written warning to employee or dismiss with person with a pay in lieu or notice. After the
warning to the employees the next step consist of creating letter of termination and the final step
consists of meeting the employees to provide the letter of termination.
Email to Janice
Subject: To attend meeting
To Janice,
This mail is to inform you that a formal meeting is conducted in which your presence is required
to discussion about the reason for continuously being late as it has been seen that you were more
than 30 minutes late for work on five occasions, was 20 minutes late for a training session.
Conduction of meeting
Manager: Hello, Janice, How’s you work is going?
Janice: Hello sir, all is going fine at my work.
Manager: What are the reason behind the fact that you are continual late for work on a daily
basis?
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Janice: Due to some personal reasons it is becoming a little hard to reach office on time as my
workplace is quite far away from my home.
Manager: Is any kind of support is required by you to overcome the issues of being late?
Janice: No, Thanks sir. I will try to manage my time more effectively and will become more
punctual and discipline towards office timing.
Manager: I hope in Future you will come to office on time and do not be late for your work?
Janice: Sure sire, I will try my best to overcome this issues and all other flaws in my
performance.
Sending e-mail with summarising the meeting
Subject: Summary of meeting
This mail is to inform you that during the meeting it has been discussed with you that a regular
misconduct is going on at workplace as you are continuously late for office. Thus, the process of
termination is being applied against you to terminate your job with a legal process and in an
efficient and proper manner.
Sending e-mail to Janice with termination letter attached
Attachment: Termination letter
To You,
It has been now eight weeks and the punctuality of Janice has again slipped and she is making excuses and has been
caught lying to cover his lateness. Thus, it has been finalised to send a termination letter to her in a prescribed manner.
Kind Regards,
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Prepare and provide termination letter
Termination letter
<XYZ>
Private and confidential
< Janice>
<Address >
Dear <Janice>
Termination of your employment
I am writing to inform you about the termination of your employment with Boutique Build
Australia.
I refer to our meeting on < abc date> which was attended by you and during the meeting I Had
discussed with you the issue of being late.
As discussed during the meeting, your conduct during the incident of being late on a continuous
basis along with following miss conduct:
 was wilful or deliberate behaviour by you that is inconsistent with the continuation of your
contract of employment.
 caused a serious and imminent risk to the reputation, viability or profitability of the
Employer's business..
We consider that your actions constitute serious misconduct warranting summary dismissal.
You will also be paid your accrued entitlements and any outstanding pay up to and including
your last day of employment.
Ombudsman. If you wish to contact them, you can call me at 13 23 13 94
Yours sincerely,
< abc>
<HR Head>
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