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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