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Assessment Task 1

BSBMGT502B Manage people performance

Performance management
project
Submission details
Candidates
Name

Rupinder Singh

Assessors
Name

Phone
No.
Phone
No.

Assessment
Site
Assessment
Date/s

Time/s

The assessment task is due on the date specified by your assessor.


Any variations to this arrangement must be approved in writing by
your assessor.
Submit this document with any required evidence attached. See
specifications below for details.

Performance objective
The candidate must demonstrate skills and knowledge required to
implementation performance management in a simulated workplace
context.

Assessment description
You will be assigned to a performance team of 3 people to plan,
monitor and review the performance of members of a team.
To do this, you and your 2 team members will need to create a
fictitious company with operational plan, a management role and
worker profiles.
Each performance team member will undertake a number of
activities to manage the performance one of the workers. This will
include management activities such as developing a work
allocations, identifying KPIs, participating in several coaching role
plays, undertaking performance reviews and proposing a
development plan for remedying poor performance by the worker
you are responsible for supervising.

2009 Innovation & Business Industry Skills Council Ltd

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Assessment Task 1

BSBMGT502B Manage people performance

Upon completion, you will each be required to make a class


presentation of your outcomes. Your presentation should include an
overview of your role and the workers role, work allocations, KPIs,
the identified performance issues, an overview of the coaching
activities and development options you considered, and a review of
worker performance in relation to the expected KPIs.

Procedure
1. As a team, use the company you have created and complete
the operational and departmental goals of the operational
plan.
2. As a team, create and develop profiles for 3 different workers
in that company to be managed by you and your team mates
(Identify job roles and departments).
3. Have your facilitator approve your teams worker profiles.
4. You must then take responsibility for one of the workers and
be their manager.
5. Develop individual goals, KPIs and tasks for your worker and
document these in the workers performance management
plan.
6. Create three reasons why your worker is not achieving their
KPIs (performance issues). You can select the reasons from the
list below or develop your own:

high levels of absenteeism at performance team meetings

missing deadlines for task deliverables

poor team work

poor communication skills

7. Conduct 2 coaching role plays. This will require the


involvement of the other members of your Performance Team.
One team member must assume the role of your worker while
the other team member is an observer of the role play:

Brief the team members on the required performance


(KPIs) and performance issues you have identified for your
worker

Coach the team member (your worker) on the identified


performance issues while being observed

Prepare a performance development plan on the basis of


the outcomes of each coaching session

Prepare file notes from these coaching sessions to be


placed on the workers file

2009 Innovation & Business Industry Skills Council Ltd

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Assessment Task 1

BSBMGT502B Manage people performance

Complete a reflection sheet and your observer completes


an observer sheet (refer attached templates)

8. Undertake a performance appraisal meeting with your worker


(with the same team member playing the role) and complete
the performance management and performance development
plans and record notes or the workers file.
9. Present your finding to the class at a time allocated to you by
your assessor.
Note: during the presentation, you will have access to data
projection equipment and whiteboards if required.

2009 Innovation & Business Industry Skills Council Ltd

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Assessment Task 1

BSBMGT502B Manage people performance

Adjustment for distance-based learners:


This Assessment Task can be adjusted for distance learners.
Recommended adjustments are provided below.

The candidate should conduct the project as specified in the


Assessment Task, but may require adjustment in reporting,
presenting or interviewing, or other situations where the
assessor and candidate meet face-to-face.

The project team or group does not need to be fellow students


but can be comprised of friends, family, local club members,
workmates, and so on.

Interviews can be varied to take place by Skype or phone.

The presentation can be varied to take place by Skype


conference. If that is possible, the process followed does not
need to be varied greatly.

The learner should be encouraged to allow video (if using


Skype) so that others can see them while they are presenting.

The learner should email presentation material (PowerPoint


slides) to the assessor prior to the presentation.

Additional evidence (documents, photos, videos) may be


required and can be electronic but must conform to the format
guidelines provided to the learner.

A follow up interview may be required (at the discretion of the


assessor).

Evidence can be submitted electronically or posted in the


mail.

Specifications
The project deliverables must include:

completed operational plan and policies relevant to the


coaching sessions and presentation

completed performance management plan

evaluations from each coaching session (1 for each of 2


coaching sessions)

performance appraisal meeting notes or recordings

completed performance development plan

final presentation including:


a. description of the identified work tasks and KPIs and
relevant policies

2009 Innovation & Business Industry Skills Council Ltd

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Assessment Task 1

BSBMGT502B Manage people performance

b. identify three performance issues and possible solutions


for meeting or areas for coaching (including informal
coaching)
c. overall performance review of the team in terms of KPIs

2009 Innovation & Business Industry Skills Council Ltd

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Assessment Task 1

BSBMGT502B Manage people performance

Operational Plan
Operational Goals
Goal

Focu KPI

Time
deadli
ne ,
Purcha
Sales
sing of
at
mobile
least
phone
50
To increase
mobile
profitability
ph per
by 20%
month

Department Goals

Progress

Reason/ Departme Deliverabl Goal


Bar
nt
e
rier
s

KP Due

Lack of
training

pur End of
cha every
se2 week
2%

Purchasing
department

Purchasing at
least 20% of
mobile phone
end of every
week

Selling
department

Selling of
sale End of
product
10
every
2 ph every day %
day

Marketing
department

Advertise the
product

Lack of
sources

2009 Innovation & Business Industry Skills Council Ltd

mo Littl go
der e
od
ate bit
imp
rov
em
ent

bet be
ter st

start of
every
month

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Assessment Task 1

2009 Innovation & Business Industry Skills Council Ltd

BSBMGT502B Manage people performance

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Assessment Task 1

BSBMGT502B Manage people performance

Performance Management Plan


Name/Position:
Peter(senior manager)

Manager:

Review
Period:
30 days

Reference from
Operational Plan

Key result area

Indicator of
Success/Perform
ance

By
When

Statu
s
Repor
t

Purchasing
department

Purchasing
stock for
making 12
mobile phone
end of week

Purchasing raw
material for 13
mobile phone

End
of
ever
ywee
k

good

Selling
department

Sale at least
2mobile every
day

14 laptop sale
per week

Ever aver
y day age

Marketing
department

Advertise the
product
because
everybody can
know about that

Advertise the
product
because
everybody can
know about that

Starti comp
ng of etent
mont
h

Managers comments

Signature

Employees performance should


be according to company
expetions due to efforts of the
staff

Date 26th of dec.

2009 Innovation & Business Industry Skills Council Ltd

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Assessment Task 1

BSBMGT502B Manage people performance

Coaching Session 1 Observers Evaluation Sheet


Coachs Name

Sanat

Phone
No.

Listeners Name

Rupinder Singh

Phone
No.

Assessment Site

Jabin hopkin

Coaching Date/s

12/08/11

Employees Name

Time/s
Phone
No.
Satisfactor
y

Standard of performance

Yes
Did the coach utilise the GROW model for coaching his or
her employee?

Yes

Did the coach identify the performance issue?

Yes

Did the coach utilise a number of communication skills to


reflect and clarify the employees answers?
Active Listening
Clarifying
Summarising

Yes

Did the coach ask probing questions?

Yes

Did the coach allow the employee time to think before


replying to questions?

Yes

Did the coach use body language cues to help put the
employee at ease?

Yes

Did the coach acknowledge the employee during the


coaching session using positive feedback?

Yes

Did the coach provide constructive feedback to the


employee during the session?

Yes

Did the coach provide strategies for continuous


improvement for the employee?

Yes

Did the coach identify his or her strengths and weaknesses


as a coach/manager?

Yes

Did the coach identify areas for self improvement?

Yes

No

Comments/feedback to coach
It was perfect that coaching give new idea and improvement in project work

2009 Innovation & Business Industry Skills Council Ltd

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Assessment Task 1

BSBMGT502B Manage people performance

and learn new idea


By the time we need more coaching it will help more

2009 Innovation & Business Industry Skills Council Ltd

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Assessment Task 1

BSBMGT502B Manage people performance

Coaching Session 1 Coachs Self Reflection Sheet


Coachs Name

Sanat

Phone No.

Listeners Name

Rupinder Singh

Phone No.

Assessment Site

Jabin hopkin

Coaching Date/s

12/08/11

Employees Name

Time/s
Phone No.

Respond to these questions with your feelings and thoughts about


coaching. What was your initial reaction to the coaching exercise?
When I did attend the coaching classes and I spent extra time and
efforts on these exercise

What was your overall assessment of your performance as a coach?


Give reasons for this assessment.
Overall performance was fine and it help to get new idea it

What do you think were some of your strengths during the exercise?
It increase communication skill and behaviour

What do you think were areas where there was room for
improvement?
In Sales department

What kind of strategies can you think of to help improve your


coaching skills?
Flexibility, provide feedback, cooperate, remain calm and in control.
good communicate .

What do you think will be the cost of not implementing new


strategies into your role as a manager?
If we do not implement on strategies it would be bad effect on the
organization as well as manager and employees.

2009 Innovation & Business Industry Skills Council Ltd

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Assessment Task 1

BSBMGT502B Manage people performance

What are some valuable skills that you have learned today to help
you in your role as manager/coach?
There are some valuable skill that learn from coaching good
listening ,goal setting ,guidance
Skill ,management skill and feed back .

Coaching Session 2 Observers Evaluation Sheet


Coachs Name

Sanat

Phone No.

Listeners Name

Rupinder Singh

Phone No.

Assessment Site

Jabin hopkin

Coaching Date/s

12/08/11

Employees Name

Time/s
Phone No.
Satisfactor
y

Standard of performance

Yes
Did the coach utilise the GROW model for coaching his or
her employee?

Yes

Did the coach identify the performance issue?

Yes

Did the coach utilise a number of communication skills to


reflect and clarify the employees answers?
Active Listening
Clarifying
Summarising

Yes

Did the coach ask probing questions?

Yes

Did the coach allow the employee time to think before


replying to questions?

Yes

Did the coach use body language cues to help put the
employee at ease?

Yes

Did the coach acknowledge the employee during the


coaching session using positive feedback?

Yes

Did the coach provide constructive feedback to the


employee during the session?

Yes

Did the coach provide strategies for continuous


improvement for the employee?

Yes

Did the coach identify his or her strengths and weaknesses


as a coach/manager?

Yes

2009 Innovation & Business Industry Skills Council Ltd

No

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Assessment Task 1

BSBMGT502B Manage people performance

Did the coach identify areas for self improvement?

Yes

Comments/feedback to coach
It was perfect that coaching give new idea and improvement in project work
and learn new idea
By the time we need more coaching it will help more

2009 Innovation & Business Industry Skills Council Ltd

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Assessment Task 1

BSBMGT502B Manage people performance

Coaching Session 2 Coachs Self Reflection Sheet


Coachs Name

Sanat

Phone No.

Listeners Name

Rupinder Singh

Phone No.

Assessment Site

Jabin hopkin

Coaching Date/s

12/08/11

Employees Name

Time/s
Phone No.

Respond to these questions with your feelings and thoughts about


coaching. What was your initial reaction to the coaching exercise?
When I did attend the coaching classes and I spent extra time and
efforts on these exercise

What was your overall assessment of your performance as a coach?


Give reasons for this assessment.
Overall performance was fine and it help to get new idea it

What do you think were some of your strengths during the exercise?
It increase communication skill and behaviour

What do you think were areas where there was room for
improvement?
In Sales department

What kind of strategies can you think of to help improve your


coaching skills?
Flexibility, provide feedback, cooperate, remain calm and in control.
good communicate .

What do you think will be the cost of not implementing new


strategies into your role as a manager?
If we do not implement on strategies it would be bad effect on the
organization as well as manager and employees.

2009 Innovation & Business Industry Skills Council Ltd

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Assessment Task 1

BSBMGT502B Manage people performance

What are some valuable skills that you have learned today to help
you in your role as manager/coach?
There are some valuable skill that learn from coaching good
listening ,goal setting ,guidance
Skill ,management skill and feed back .

Performance Development Plan


Name/Positio
n:
Peter(senior
manager)

Manager:

Review
Period:
30 days

Skills to be
developed:

How skills are to be


developed:

Priority
(H,M,L)

By
Whe
n?

Skills
gaine
d
(Y/N)

Technical skill

Training (for impairment)

high

1
week

yes

communication

Writing skill,
communication skill

Medium

1
week

no

Lack of
experience

Providing them proper


training session

high

2
week

yes

Lack of
knowledge

Providing them proper


notes and resources

low

3
week

yes

2009 Innovation & Business Industry Skills Council Ltd

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Assessment Task 1

BSBMGT502B Manage people performance

Managers comments
Employees are leering and gaining
knowledge, they are improving in
communication skills.
Staff members comments
We are happy because they are
improving

Signature
Date

26th of Jan.

Signature
Date 28th of Jan.

So they are satisfied.

2009 Innovation & Business Industry Skills Council Ltd

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Assessment Task 1

BSBMGT502B Manage people performance

Performance Review note


1. Purchasing department
This department is purchasing stock for making mobile
phone and It make
12 mobile phone every end of week. This department is
purchasing raw material for .
13 mobile phone and company review about the target in the
end of every week.
Company find in the last that procedure is going on very good.

2.Selling department
After purchasing, this department do train their employees it is
more beneficial for
company and employees. So employees of this department
sales 2 mobile phone
every day, it means 14 mobile phone per week. The company
give the feedback that
The average of selling department is good.

3. Marketing department
This department is advertising regarding sales . In this
department company
Introduce about company product through media advertising
and newspaper.
Company analyse and review the target in the starting of every
month. Company find
That through these efforts company development has been
moderate.

2009 Innovation & Business Industry Skills Council Ltd

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Assessment Task 1

BSBMGT502B Manage people performance

2009 Innovation & Business Industry Skills Council Ltd

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Assessment Task 1

BSBMGT502B Manage people performance

Attach additional notes as required.

2009 Innovation & Business Industry Skills Council Ltd

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