BSBMGT502: Performance Management Project for Boutique Build Australia

This project, based on the BSBMGT502 unit, focuses on managing people performance within the context of Boutique Build Australia. It encompasses several key tasks, including developing a human resources action plan to address issues like employee retention and diversity, and a risk management plan to mitigate potential threats. The project also involves creating a performance management policy and procedures, outlining the purpose, scope, and process of employee appraisals. Additionally, it includes a role-play scenario designed to improve feedback skills and performance review skills. The assignment also involves the creation of an email to the assessor and meetings with the team and an employee named Jamie. The project covers multiple aspects of human resource management, including strategic planning, risk assessment, performance management, and communication strategies, aiming to enhance the company's operational effectiveness and employee relations.

Running head: MANAGEMENT
MANAGEMENT
Name of the student:
Name of the University:
Author Note:

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Assessment task 2:
1. Meet with the Managing Director
It is here to ensure that operational objectives for 2018 – 2019 are met as outlined in the
Organisation’s Strategic Business Plan. The overall strategic goals of the company were divided
into four categories like making this company a high performing and profitable one, building
high quality residents for meeting customer needs, building deeper relationships with customers
and attracting ad developing effectively skilled employee base. The aim of this company is set
priorities regarding the strategizing the empowerment of staff by reviewing their performance
and continue this in the financial year of 2020 and 2021. This development of the staff potential
will be including the reviewing of potential markets and analysis of the situation. The marketing
strategies aims to build rust, generating leads and improving sales by improving marketing and
advertising. In addition to this, the company also needs to focus on the understanding of the
market associated with the legislation so that the risks are identified and mitigated.
The company has the operational objectives to maintain the value and ethics for
achieving the position of a company providing the best quality home builder in Australia. This
will be only achieved through the proper strategies of designing and building designer homes in
the Sydney metropolitan and surrounding areas. The basic issues are related to the employee
retention, development of the brand name, competition and uncertainties with the external issues.
The company has its three basic resources available in the forms of human resource, proper
infrastructure and capital. Along with this, Boutique Build Australia Pty Ltd has got exceptional
management position holders and a huge customer base. It has proper knowledge of the demands

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of the current customers and the market investment trends. All of these resources will be helping
the company to soar high and accomplish the targets.
2. Develop an action plan:
Boutique Build Australia
Human Resources Action Plan
Strategies
(what)
Actions
(how)
Priorit
y
(L/
M/H)
Time
Frames
(when)
Responsibilit
y
(who)
Performance Indicators
(measurement)
 Hire right
people
HR managers will be setting new
policies to give facilities to the
employees at every level to
reduce high turnover of casual
workforce
High Within 6
months
Recruitment
officer
Presence of skilled
employees from
different cultures.
Offer
competitive
pay
Give praise
Increment process will be
changed to support employee
motivation
High 3
months
Senior HR
manager for
change of
policies.
Increased employee
satisfaction though
survey.

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Show career
path
Increasing training process to
enhance skill
Mediu
m
One
year
HR manager
for training
Retention of employees
than present number
Allow flexible
work schedule.
Recruiting people from different
cultural background will meet
these issues of lack of diversity
in workforce.
Low Six
months
Senior HR
manager for
change of
policies.
Presence of women
employees
3. Write a risk management plan:
Risk Consequences Severity
Rating
Likeliho
od
Rating
Treatment/control methods Person responsible
Changing
government
policies
 Change in the interest rates
 Import export of materials
 Recruitment of staffs
4 3  Developing changed policies
 Diversifying source markets
 Focussing upon the own local
materials
Managing Director
Drop in the cash
flow
 Reduced investment
 Shrinking cash reserve
 Lowering investment in
providing salaries to the
employees
 Insufficient cash to invest in
research and development
5 5  Perfect income projection
 Scenario planning
 Identifying sources of income
 Giving scope to the investors to
reinvest
Finance manager
Difficulty in
recruiting right
people
 Losing productivity
 Lowering staff morale
 Monetary costs for finding
replacement
3 2  Changing the HR policies
 Offering salary packages
 Providing trainings
HR manager
Pressure of the
competitors
 Lowering of price
 Less profit
 Compromise with supply
3 2 Maintaining competitive pricing
policies
Continuing strategies of quality brand
Marketing and
Sales Manager,

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Risk Consequences Severity
Rating
Likeliho
od
Rating
Treatment/control methods Person responsible
promotion
Focus on quality maintenance
4. Send an email to your assessor
Boutique Build Australia Pty Ltd
Managing director
Respectfully,
Having several years of experience as manager, I have found out that our company has
been lagging needed initiative to solve the issues like changes in the external environment, staff
retention and irregular cash flow. Through the human management action plan and risk
management plan, I have pointed out the issues and consequences our company my face in the
near future. Moreover, the competitors are pressing constantly over us for which we need to be
very cautious about our strategies and their implementation.
I have found that all the managers of all the departments of this company if aim to solve
these issues, need to sit together with you and discuss their points of view. We are willing to go
extra miles for this but we need support from you. This is the reason why I am requesting you to
allow us to meet you in your convenient place and time.
Thanking you.
Sincerely,

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Robert Johnson
Human resource manager
5. Meet with the team to discuss the work plan and allocate tasks
It looks like everyone is here today to attend this meeting of great importance. This drive from
all of you is an important initiative that will guide everyone to achieve the targets mentioned in
this work plan. I have pointed out some very important factors for which our company has been
suffering or long period of time. This work plan is based on the identified objectives of strategic
business plan. Here all the departments need to work as one team to take responsibilities based
on the performance indicators.
From the strategies that the company has implemented before, it has been outlined they
are not appropriate to understand the needs of the employees in one hand and not able to cater
the customers with all the facilities of high quality product. The HRM department therefore
needs to recruiting people from different cultural background will meet these issues of lack of
diversity in workforce, improving training process to enhance skill so that the company can gain
increased employee satisfaction though survey.

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Assessment task 3:
1. Develop performance management policy and procedures
In different companies operating in the same industry are capable to develop performance
management policies for providing an appropriate framework within which the performance
management of employees will be done. These organisations have recognised that performance
management will be taken care of by using diverse tools and processes so that the employees
with high level of skills are motivated. Through different policies, performance of the employees
can be managed.
Purpose of the policy:
The purpose of this performance management policy is to provide a detailed framework to the
management so that they can manage the employees and motivate them according to trigger
abilities.
To whom the policy applies:
This policy will be applied for all the employees including team managers and all the other
management level employees in the firm. Each of the employee will be judged on the segments
like work productivity, dependability, cooperativeness, adaptability, communication, decision
making, service o the customers, using of technological equipment, planning and executions of
projects and group management.
Number of times a year that a performance review is to occur for each employee:
Each employee will be able to prove their abilities once a year through appraisal process where
the upper level management will be judging their performance.

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Summary of purpose of performance reviews:
The purpose of this performance review is related to the identifying the effective employees and
recognising them so that the employee morale increases and retention level in the company
increases. Depending upon certain categories, the employees’ performances will be analysed and
they will be apprising for higher position.
Process for organising and conducting the performance review:
Step 1.
Planning of goals is the first and foremost step that the company will be taking that will set the
objectives and plan how the employees will be judged on the basis of their capabilities.
Step 2.
Data gathering will be done on the basis of aforesaid categories. They will be done through the
emails, customer reviews and operation recorded in the team particularly.
Step 3.
Setting the supervisors who have prior knowledge of recruiting or appraising the skilled
employees.
Step 4.
The employee will be letting know the place and time of the performance appraisal process.
Step 5.
One to one meeting with the employee and supervisor or manager will be taking place
Step 6.

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A written employee appraisal record will be provided to the employees appraised. The statement
of this record needs to cover all the categories on the basis of which the employee will be
appraised.
2. PowerPoint not needed
3. Send an email to your assessor:
Boutique Build Australia Pty Ltd
Managing director
Respectfully,
In order to point out certain issues regarding the retention process of the employees who have
been working in this company for a long period of time. The data has revealed that the
performance appraisal system of this company is the reasons why the employees are feeling
demotivated. This is the rea reason why we need to bring certain changes in the performance
management policies and system. I have attached Performance Management Policy and
Procedure so that you get a detail understanding of the change and share your precious
knowledge.
Thanking you.
Sincerely,
Robert Johnson
Human resource manager
4. Conduct the training session. Dependent upon presentation

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Assessment task 4: 700
Role play A
1. Prepare for the meeting with Jamie
STAR model is a perfect technique to give feedback to an employee by pointing out his or her
flaws in details. this problem gives scope to analyse the situation first and then strategizing the
tasks. Based on these two factors, the actions and the result are determined.
Script:
Me: hello! Please have a seat.
Jamie: hello! Thank you for asking to visit you.
Me: Jamie I have heard your improvement in these two months and all the recorded documents
under your responsibility.
Jamie: thank you.
Me: you have been doing and excellent job in delivering training and education to staff for skill
improvement.
Jamie: my pleasure.
Me: now your responsible nature has bound us to assign you another task. That is to develop a
new health and safety manual for staff. You have completed the first chapter. Isn’t it?
Jamie: yes.
Me: as your supervisor, I have gone through that chapter and pointed out that you have realised
that your writing style is somewhat confusing.

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Jamie: I am sorry for that.
Me: you can easily solve that by a month or so if you follow proper method.
Jamie: what is that ma’am?
Me: first you have to understand the situation. As this is a workplace health and safety initiative
for the employees, you have to choose each and every word carefully so that this seems
convincing to them.
Jamie: alright.
Me: you need to understand the task very well. You have to assess the risks and hazards that our
company may face. Then only you can write convincing protocol for the employees.
Jamie: alright Ma’am.
Me: use simple words and concise writing as a huge list of things will not be read by the
employees. Use shorter sentences about the risks and how will we mitigate them.
Jamie: alright.
Me: in short you have you keep five tips in in mind
Five tips:
 Write short sentences
 Use simple words
 Assess the situation before writing
 Use formal tone

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 Follow convincing approach.
Jamie you will find a result within a month. I will be expecting you to follow these.
Jamie: yes Ma’am. Every word of yours.
Me: Thank you.
2. Meet with Jamie
Practical
Role play B:
3. Prepare for the meeting with Jamie:
The performance review guideline and agreement have categorised the expectations and
performance of the employee who will be appraised. The employee will be judged on the basis
of ten categories. Some will be detailing the personal attributes of the employees and some will
be detailing his or her capacity of meeting the task requirements. The employee will be scored
among the five segments which include poor, needs improvement, meets expectations exceeds
requirements and outstanding so that she can understand the flaws and where she needs to
improve herself. This will also include development agreement that will ensure that the most
week parts of the performance will be overcome by following strategies.
4. Send an email to Jamie
To
Jamie
learning and development officer
Boutique Build Australia