SITXHRM006 Advanced Diploma: Staff Performance Monitoring Solution

This assignment solution for SITXHRM006, related to monitoring staff performance within the context of the Advanced Diploma of Hospitality Management, includes detailed answers to a range of questions covering key aspects of performance management. The solution addresses topics such as the importance of well-defined job descriptions, the SMART principle for setting targets, criteria for performance appraisals, the timing and methods of providing employee feedback, the roles of coaches and mentors, and strategies for preventing and resolving performance problems. It also outlines steps for addressing ongoing performance issues, formal grievance procedures, the importance of accurate disciplinary records, methods of reviewing performance, aims of a performance management system, and the handling of completed performance records. Additionally, the assignment includes developing performance appraisal procedures for different job roles (receptionist, chef, and waiter), establishing key performance indicators, and creating measurable criteria for individual appraisals, demonstrating a comprehensive understanding of performance management principles and practices in the hospitality industry. The document also contains a report outlining the administration of performance appraisals, feedback provisions, and processes for dealing with performance problems, including training and grievance procedures. Students can find similar solved assignments and study resources on Desklib.

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Course Code SIT60316 Course Name Advanced Diploma of Hospitality
Management
Unit Code SITXHRM006 Unit Name Monitor staff performance
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Course Code and Name: SIT60316 Advanced Diploma of Hospitality Management
Unit Code: SITXHRM006
Unit Title: Monitor staff performance
Assessment 1
Your task: Answer the following questions. Each question must be completed.
Question 1: How does a well-defined job description help the business?
Job description which are well-defined positively impact the organizational
effectiveness that ensure jobs are aligned to carry out organization's mission and
objectives while aligning workloads into appropriate manner. It is an essential tool
in terms of recruitment process which ensures about selecting an appropriate
employee for the job. In this way, job description help the business.
Question 2: When applying targets they should follow the SMART principle.
What does SMART stand for?
SMART basically stands for specific, measurable, achievable, relevant and time
bound.
Question 3: List 10 criteria which are often used in performance appraisals
in the TH&E industry that can help you monitor the ongoing
performance of staff.
1. Assessment Centre Method
2. Behaviorally Anchored Rating Scale
3. Critical Incident Technique
4. Essay evaluation
5. Human asset accounting method
6. Management by objective
7. Paired comparison method
8. Rating Scale
9. Trait focused appraisals
10. 360 degree feedback

Question 4: When should you provide your employees with feedback?
The best time to give feedback to an employee is shortly after that period of time
when the moment has already occurred. After a project completion or execution of
goal within a set period of time at that time feedback should be provided so that
employee can make improvement in themselves that where they are weak and
where they have strong points in them. While working on an important assignment
at that time feedback can also be provided so that they can make corrections and
add on s in their assignment into effective manner.
Question 5: List 4 functions of coaches and mentors.
1. Coaches and mentors act as adviser for their students and followers
2. Mentors and coaches act as support system
3. Coaches and mentors also act as motivator for their students and employees in
terms of achieving their goals into positive manner
4. Mentors or coaches also play the role of planner and organizer for planning
activities which are required for coaching
Question 6: Giving feedback helps guide and support your staff. ‘Giving
credit where credit is due is one example’. List 3 others.
1. Performance review
2. Appraisal
3. Bonus
Question 7: List 3 ways to identify if a staff member might need further
coaching or training.
1. By exploring the overall performance
2. By giving a task to complete it within a set period of time to analyze that whether
the employee is efficient or not in their job role
3. By performing individual assessment
Question 8: List 5 strategies you might take to prevent performance
problems.
1. Don't delay in terms of work
2. By having tough conversation
3. Document each step into appropriate manner
4. Improving your own performance
5. By mastering in terms of performance management conversation

Question 9: What is the first step in resolving a performance problem?
For resolving a performance problem first of all prevent problems before they get
start. Employees can meet out the expectations through setting those expectations
in the up front manner. The first step can be providing feedback on regular basis
so that performance problem can be resolved into appropriate manner.
Question 10: List 3 possible solutions to performance problems.
1. Through creating a performance improvement plan
2. Diagnose the problem into appropriate manner
3. Document everything into proper manner
Question 11: If you find that performance issues are ongoing what are some
steps you might take? What policies and procedures must be followed?
Performance issues can be solved by following certain steps. First of all
preparation needs to be done and after that meeting should be conducted. Then
agree on a problem which exists and then ask for employee's help. In the further
step, determine if the employee could perform if he or she wanted to and then
agree on possible solutions. After that set a follow-up date for it and then
document the agreements, dates and actions and at the end jointly sign the
document.
There are certain policies and procedures which needs to be adopted by an
organization to solve performance issues:
Organization has to set a parameter for performance and it needs to be applied
according to their highest capability after reviewing their annual performance.
Question 12: What does a formal grievance procedure usually involve?
A formal grievance procedure usually involves a thorough investigation in order to
determine whether it can be substantiated.
Question 13: Why is it important to have accurate records of any
disciplinary procedures?
Clear documentation basically allows decisions to be made with as much
information as possible. It also ensures that there is a lasting record of the reasons
for a termination or disciplinary action even if memories get fade or the decision
maker leaves the company

Question 14: Name and describe 3 methods of reviewing performance.
1. Management by objectives: It is the appraisal method where employees and
managers together can identify, organize, plan and communicate objectives to
focus on during a particular appraisal period.
2 360 Degree feedback: It is a multidimensional performance appraisal method
which basically evaluates an employee with support of feed back collected from
employees circle of influence.
3. Assessment centre method: This assessment method enables an employee
to get a clear picture that in which manner others observe them and the impact on
its performance.
Question 15: Why is analysis of performance data useful? What must be
considered when analysing performance data in preparation for a
performance review?
Question 16: Name 5 aims of a performance management system.
1. Define and set goals to fulfill objectives of company
2. Setting right kind of expectations for employees and managers
3. Effective communication between team and individuals
4. Set performance standards
5. Determining performance plans and individual training
Question 17: Any criticism given during the review should be what?
Criticism should be objective and constructive in terms of nature and it should not
be hurtful. Criticism should not be based on discrimination or personal reasons.

Question 18: What do you do with completed performance records?
With completed performance records, regular monitoring of records can be
done into appropriate manner and record keeping can be done into positive
manner. With support of completed performance records, an organizational
management program can be developed which is beneficial for public sector
organizations.
Question 19: What are the advantages of an employee agreeing to a course
of action during a performance review?
When employees agree on a course of action for performance review then it helps
Managers/Supervisors in terms of framing future programs and training policies as
well. It helps employees to analyze their strengths and weaknesses as well to
ascertain if the right employee is in the right job.

Question20: For YOUR organisation or industry, describe the procedures for
performance appraisal, counselling sessions and grievance
procedures. Are there any areas that need to be reconsidered for
inclusion?
Your response must include the procedures that exist in the
organisation. If you are not working in industry, provide an
overview what this procedures entail based on your studies.
Performance appraisal has been done through following certain steps and it is
defined into the following manner:
First of all it is important to establish performance standards and then
communicate performance expectations to the employees. After that measure the
actual performance and then compare actual performance according to standards.
In the further step, it is necessary to discuss the appraisal with employees and if it
is required then take corrective actions for it.

Course Code and Name: SIT60316 Advanced Diploma of Hospitality Management
Unit Code: SITXHRM006
Unit Title: Monitor staff performance
Assessment 2
Your task: Answer the following questions. Each question must be completed.
This assessment consists of 2 parts, Part A and Part B
Part A
– requires you to choose 3 different job roles relevant to your industry or area of
training, for example Hospitality, Tourism or Events and develop the
documentation for a performance appraisal procedure for these 3 positions.
– Chef, Bar attendant, waiter, receptionist, room service attendant ,
Part B
– requires you to write a report in which you will outline how you will administer
the performance appraisal, the provisions for various feedback requirements,
processes to recognise and deal with performance problems including training,
and informal and formal grievance procedures.