PROJECT

P O RT F O L I O

STUDENT VERSION

BSBHRM611
CONTRIBUTE TO
ORGANISATIONAL
PERFORMANCE
DEVELOPMENT

BSBHRM611 PROJECT PORTFOLIO 1

Section 1: Planning for an organisational performance development program...............4

Section 2: Developing an organisational performance development program..............15

Section 3: Managing an organisational performance development program................20

BSBHRM611 PROJECT PORTFOLIO 2

Student name: Amrit Kaur

Assessor:

Date:

Business this
assessment is based
on:

Documentation
reviewed as
preparation:

BSBHRM611 PROJECT PORTFOLIO 3

 Section 1: Planning for an organisational performance development
program
Describe the organisation
you are basing this project
on.
What is the name of the
organisation?
What does the
organisation do?
What type of management
structure does the
organisation have?
What are the key functions
and activities of the work
area you will develop a
performance development
program plan for?
List at least three
objectives outlined in the
strategic plan of the
organisation.
Explain the need for a
performance development
program plan.
BSBHRM611 PROJECT PORTFOLIO
Worlducation is an organisation which manufactures tablet
computer for the student of primary school. Although they
focus on hardware, they have a competitive team to focus on
creating software, content and activities to provide better
education material and for better engagement. The aim of the
organization to implement artificial intelligence which helps to
focus on each child’s progress and adjust them according to
need of student provides an optimal path of learning. The
management structure of organization is functional structure.
The organization is divided into smaller groups according to
the responsibilities such as sales representative and HR
manager both have different work abilities and have separate
department with separate team members according to their
professional work efficiency.Further, The necessary training
provided to perform the job within the organization to the
employees to improve their performance or strengthen their
skills can be considered as improvement of employees
performance.
 Ensure that all financial operations, performance
indicators and results support the strategic policies
 Identify new and expand existing sources of revenue and
ways to help more classrooms in need.
 Achieve profits of at least 10% per annum.
The strategy of performance management basically insurers
the employees output and activities in a line to wider your
business objectives and success of the employees productivity.
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Why is a performance
development program plan
needed in your work
area/organisation?
BSBHRM611 PROJECT PORTFOLIO
Trainings for focused on the activities and the skills, which
supports and improves the performance to attend
organizational objectives. In my organisation, their is need to
more focus on the roles of sales representatives. They are very
confused about their roles and were unsure of what was
expected of them. As the scenario changed due to COVID-19.
Most of work is now online. The tech-support team had to
work on design a software that can support to remote
learning and the founders need to focus on more how
education was going to change after worldwide event. The
program must address the gaps in the skills and knowledge of
the sales representatives but not incur any additional costs.
The CEO also requested an update on progress of the
performance development and client satisfaction via email
every two weeks due to the evolving challenges of COVID-19.
The performance development program need to address the
gaps in the skills and knowledge of the sales representatives.
Mentioning below are the few essential needs:
1. Training needs- Training need to develop skill how to
handle clients and their complaints and to adapt new
software. Training is introduction of more reviews and views in
perspective to formal and informal can help improve the
understanding and analyzing the skill sets of the employees.
Campaign should be introduced for the employees that
discusses their rules on a regular basis that helps to identify
the purpose of the training which impacts the productivity.
This training helps to speed up or boost up certain skills with
new trends for their role, constantly getting reviews and
maintaining the performance campaign analysis the outcomes
and required training review profile they in coming future that
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 enhances the productivity level for the organization.

2. Morale- moral is something that boosts up employs

energy to work harder and improve their work ethics and it
helps in boost their confidence to handle their job roles..
Everyone likes to hear that they are doing good in the
organization, hence performance reviews are essential
establishes the setting of documents, related to the growth of
the industry. Good moral improves aura presents the
environment in a line that helps to manage and recognize
every individual of the team.

The more happy and good moral employee has the

more productive they become, praising the employees for
their work and letting them know that their work is recognized
their over efforts are being registered give them a boost up to
work regularly and effectively, so providing feedbacks and
reviews are the nature key points which are to be maintained
with employer morale.

3. Employee promotion- this development program

also helps in identifying the correct employee for their
promotion, creating a database for the employees
performance helps organization to analyze and establishing
suitable promotional designations. Every individual employee
should pass through this same performance review process
which ensures the evolution of every individual in respect to
the increment of salary, transfer if necessary and consistent
manners followed within the organization, this development
program will not only ensure the development and
improvement of the employees but also will allow
transparency and fairness of selection in the process.

4. Planning in workplace- improving the employees

performance can help in making strategic plans and

BSBHRM611 PROJECT PORTFOLIO 6

 discussions for future and current work load with employees
that identifies the requirements of the future staff, if the
employee is currently working in the organization faces
problems and struggles with the current workloads the
profession can be established to share the load on the team
members and priorities the very important tasks.

5. Increases retention- Organization’s have high rate

turnover ,which makes a major impact in company. The nature
of performance management plans to ensure that the
expectations of the employees and the objectives are crystal
clear and reviewed constantly, it is important to analyze this
terms of the employees and motivate them for the same this
will encourage them to learn and develop more and be
productive, reducing the risk of turnover.

6. Employee anatomy- once the employees are a

Mayor of the business objectives and goals did try to
contribute their best relative to make the organization attain
the goal, by making good choices and understanding the
responsibilities. By this process and you’re the employees tend
to be happy productive and more committed with their work
ethics and actions.

The major objectives and purpose of performance

Describe the purpose and
development plan in an organization is to set a defined goal
objectives of the
for the employees. Mentioned below are the few sections
performance development
covered:
program.

What do you want to 1. Fulfill organizational goals- Every individual itself

achieve? (list at least two understands the goals and objectives they are supposed to

purposes) obtain, in order to attain that it is necessary to enhance the

skill sets of the employees.
What are the objectives of
the performance 2. Encourage employee empowerment- in today’s

BSBHRM611 PROJECT PORTFOLIO 7


development program?
(list at least two)
How do the objectives
align to the strategic
objectives?
List the benefits you expect Mentioned below are a few benefits that would be given for
your performance
development plan to have
for your work
area/organisation.
What benefits do you
expect? (list at least three)
BSBHRM611 PROJECT PORTFOLIO
business landscape providing proper development program
for the employees is basically, giving them to girls to empower
themselves to make decisions and understand the company’s
crucial achievements to be gained.
3. Improved communication between teams- has the
performance for development program takes place the skillets
of the employees also improves, communication is important
among the industry by this development plan the objective of
the organization is to get better communication among the
teams to understand and fulfill the lack all loopholes of the
management.
an organization heading it towards the given target:
1. Financial- growing financially is the main motive followed by
every organization developed or started to grow shareholders
value in the share market is prominent for the company to
generate revenue growing earnings per share may involve
appraisal in the products price which leads to the growth of
financial stability of the organization. The budget hotel
company is an important factor which is supposed to keep
balance nicely to maintain profitability which directly diversify
the product and gross in revenue.
2. Customer- On a major note the customer plays product or
the services for the customers. The organization must keep
best value for the cost to offer to the customer which provides
a variety range of product offerings which allows the
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 customers to rely on your products and services, analyzing the
needs of the customer is essential. As the customer gets more
offerings from your product it sells more which indirectly
increases the share market price.

3. Learning and growing- the organization should learn and

evaluate accordingly it should improve the technical and
analytical skills of the organization to provide better service,
maybe sometimes only before focused on improving certain
skills. Culture based performance campaign should be created
in order to enhance the productivity and the function of the
team which should invest into certain tools and elements to
make sure that the staff of the employees turn more
productive, building high performing teams for your
organization may maintain the top position among the
industry and also the alignment across the organization, this
company must also focus on developing an leader ship
capability and potential among the team members.

4. Internal factors- the last major objective of an organization

should be the internal factors, creativity and innovation must
be evaluated and changed within the products and services
among different product which differentiate the product and
invest certain amount on that innovation. This internal factor
also includes the growth percentage of the sales for the new
product and also the existing products which highly focuses on
improving the research and development the R&D sector of
the organization.

Identify stakeholders who Stakeholders in a business are the individual, group, or parties
will contribute towards the that invests in the organization and takes action in the
performance development outcomes of the organization. Stakeholders can be the

BSBHRM611 PROJECT PORTFOLIO 9

program.
What is your job role in the
organisation?
Who are the stakeholders
who will contribute to the
performance development
program (at least four)?
Why are they involved with
the performance
development program?
BSBHRM611 PROJECT PORTFOLIO
customers, the government, the communities, the suppliers,
the investors, and the employees. Describing below in brief:
1. Employees- the employees have direct stake in the
company which owns them the income support by themselves
along with other monetary factors and non monetary factors
depending on the nature of the business the employers can
and change the safety interests.
2. The suppliers- the safety and revenues of the stake are to
be considered under this section, the suppliers give the
services or sells goods to the business and rely on it to
generate the revenue from the ongoing income. In many
industries the suppliers get directly involved in the operations
of the company.
3. Investors- the financial returns are checked under the
investors category. Investors include both shareholders and
debtholders, these share holders invest for the company’s
capital and expects a return rid of that particular investment.
The business organization are acknowledged as stakeholders
but stakeholders cannot inherit the title of shareholders.
4. Government- government is to be considered as the major
stakeholder of the company as because they collect tax from it
as well as from the people or employees of the company as
payroll taxes.
5. Communities- communities section can be elaborated as
the safety health and economic development stake of the
10

Identify and summarise
any legislation relevant to
the performance
development plan.
What is the legislation
called?
What does the legislation
cover?
How does it relate to your
performance development
plan?
Identify and summarise
any organisational policies
and procedures relevant to
the performance
development plan.
What is the
BSBHRM611 PROJECT PORTFOLIO
company this is said to be the major stakeholder in large
businesses. The impact a wide range of things which includes
job creation, economic development safety, and health.
Legislations for the preparation and implementation of the
laws by local, state legislature and the national legislatures.
The creation and the delivery of laws specifically are the
exercises that improve was the functioning of the
implementation or creation of rules that forces or authorises
virtue the official organ of the state.
Legislation covers all the rules and regulation to be followed in
the local, state and national level.
Legislation is related to the performance development plan of
the organisation by the implementation of rules and
regulations all over the organisations environment under
particular aspects.
According to the Fair Work Act 2009, it requires to keep detail
of employees’ personal information in employee records by
employer. The employees records cover all the detail related
to employees past and current employment detail. This
information always disclosed and employer can use this detail
directly in relation to employment.
Policies are referred to be the sets of principal or roles which
are planned upon by the government and the organisation to
be carried out in every particular situation. policies can also be
considered as the outline of what the government wants from
the organisation and what it is going to do in order to achieve
as a whole from the society it also means that the government
does not intend to hyper the policies, instead involve the
11
policy/procedure called? principles that are needed to enhance and achieve the target
and goals for the company policies are also meant by the
What does each
documents and the laws of the organisation framed to
policy/procedure cover?
precisely achieve certain goals.
How does the
The process of procedure of of these policies are to train new
policy/procedure apply to
and existing employees which can be the company’s biggest
your performance
challenge specially when the company is changing the
development program?
environment on business rapidly.

1. Surveying of employees- the best way to gain

information is to circulate a survey among the current
employees to understand their organisational
performance and needs.

2. Align training- this aligning training is done in order to

obtain managements operating goals such as
productivity performance quality and customer
satisfaction. In addition, this legal supports can get the
best training in marketing and sales which may support
and promote the quality and quantity check of the
product enhancing the level of customer satisfaction.

Plan to discuss a Mentioning the process steps or actions which should be

performance development included in the performance development programme of an
program plan with organisation for the employees are below:

stakeholders. 1. identify any underlining issue

What process steps or 2. involving the employees

actions will be included in 3. setting clear objectives
the plan (at least five)?
4. reviewing progress regularly
What are the desired
5. agreeing to train and support anytime.
outcomes for each step?
The desired outcome in every step leads towards one motive of
Which stakeholders will
enhancing their performance and making their objectives clear

BSBHRM611 PROJECT PORTFOLIO 12

you consult with?
What will be discussed
with stakeholders?
Are there any cultural
differences/diversity to
take into account at the
meeting?
How will you address these
differences?
Which listening and
questioning techniques will
you use?
How will you encourage
discussion?
BSBHRM611 PROJECT PORTFOLIO
by giving them proper training and checking the progress
report on a regular basis.
I would consult to the manager as a stakeholder as because he
or she might help me out with every issue’s I face.
There is cultural diversity which needs to be taken
underground for a meeting.
Diversity means working with people or specific group of
people who are typically from different destinations and phase
discrimination. I will encourage the discussion by sharing my
opinion and thought process of how diversity in hands is the
workplace and thought process of individual are impacted with
different regions race religion and others.
13
 Section 2: Developing an organisational performance development
program

BSBHRM611 PROJECT PORTFOLIO 14

Process step or Person(s) Time Desired outcomes Done?
action required responsible frame

Training to re- Tech-support One The tech support team employees are able Achieved
adapt the new team manager to learn new software and develop their
month
software and skills according to remote learning process.
workshops

Mentoring Sales Manager One The sales representative are fully confident Achieved
week about their roles and their skills improved.

Develop a Sales manager One The sales representatives are able to ask Achieved
Questionnaire month correct questions to fully understand the
demands of individual clients

Meeting Founders Twice The founders planing to make changes Achieved

in according to new demand of remote
learning.
Every
month

Identify performance Organisations culture can be considered as the collection of

development opportunities expectations values and practices that guides and inform the
(modes and methods) for activities of the team members as well as the organisation. It can
your work area or also be considered as the made up of believes behaviour and
organisation. interaction decide the decision on the work activity.

What is the organisation’s Mentioned below are the best current practices in the organisation
culture? to be conducted to improve the performance of the employees:

What are the learning
preferences of the staff?
What are current best
practices?
1. Mentoring- this particular method includes the senior
manager or senior leaders to guide the junior staff under
their wings which would help and demonstrate the activities
of the tasks very precisely to make them understand and

BSBHRM611 PROJECT PORTFOLIO 15

Choose the best three
performance development
methods for your work
area/organisation.
Explain what mode you will
use for each method.
Identify rewards/incentives.
Are rewards linked to your
performance development
program?
How will employees be
rewarded or incentivised?
Identify feedback options.
How will feedback be given?
Who will provide feedback?
How often will feedback be
provided?
Establish a performance
development program
management structure.
What are the roles and
responsibilities of
BSBHRM611 PROJECT PORTFOLIO
learn the task.
2. Coaching- this method is almost similar to mentoring but
this can be elaborated as the hell given to the employees in
order to polish their skills and in hands their experiences
with the work task.
3. Workshops- this method benefits the employees for the
colleagues with equal opportunity to interact and give the
richness to access other perspectives.
Establishing incentives- providing a healthy incentives allows
the employees to work hard leading the organization to its desired
goal. Quotes, contest, games and other factors can be considered
under incentive along with the monetary factor these factors
enhances the productivity level of the employees.
Incentives can be linked to the performance development program
on the employees because the revolt began as in sentence motivates
them to work hard and improve their skills set accordingly.
The feedback option for the performance development management
strategy in an organisation is a crucial part it analyses and evaluates
every individual employee, measuring the amount of productivity
that deliver along with the lack of proficiency and efficiency in the
skill sets.
The HR, the manager or the leaders should always provide the
feedback to the employees so that they themselves could
understand where they stand and what things to be improved
accordingly.
Stakeholders in a business are the individual, group, or parties that
invests in the organisation and takes action in the outcomes of the
organisation. Stakeholders can be the customers, the government,
the communities, the suppliers, the investors, and the employees.
Describing below in brief:
16
stakeholders? 1. Employees- the employees have direct stake in the company
which owns them the income support by themselves along with
What are the wider support
other monetary factors and non-monetary factors depending on the
requirements for the
nature of the business the employers can and change the safety
performance development
interests.
program?
2. The suppliers- the safety and revenues of the stake are to be
How do they fit into the
considered under this section, the suppliers give the services or sells
organisation’s management
goods to the business and rely on it to generate the revenue from
structure?
the ongoing income. In many industries the suppliers get directly
involved in the operations of the company.

3. Investors- the financial returns are checked under the investors

category. Investors include both shareholders and debthholders,
these invest for the company's capital.

4. Government- government is to be considered as the major

stakeholder of the company as because they collect tax from it as
well as from the people or employees of the company as payroll
taxes.

Develop tools and resources The tools and resources used in the development program are:
to support your development
1. Informal mentoring,
opportunities (at least three).
2. cross training,
What are the
3. job shadowing,
tools/resources?
4. networking
How do they support the
development opportunity? 5. sharing of knowledge. these tools support’s the
development opportunity by giving appropriate training to
Attach proof of your tools
the employees and by attending the cross-training facility
and resources to this section
the employees will understand every aspect according to the
of your portfolio (e.g.
departments. By sharing the knowledge what an individual
mentoring fact sheet, list of
has with everyone the perspective changes, at the same
appropriate subscriptions,
time networking plays a major role which occurs only by
mentoring toolkit etc.) to this
sharing.
section of the portfolio.

Establish organisational Accountabilities and responsibilities of an organisation is to enhance

performance development the development process and increase the productivity level of the

BSBHRM611 PROJECT PORTFOLIO 17

procedures. products for the organisation which leads to understand or analyse
the situation and generate revenue.
Consider:

 Key accountabilities and

responsibilities

 Implementation

 Personal performance
development plan

 Feedback

 Incentive

 Timing

BSBHRM611 PROJECT PORTFOLIO 18

 Section 3: Managing an organisational performance development program
Identify reporting and record-
keeping methods and
resources following
organisational requirements.
What data is required to
report on the agreed
evaluation outcomes?
Who must performance
outcomes be reported to?
How often will outcomes be
reported on?
How will performance be
reported on? (Explain two
methods following policy and
procedures).
What resources and tools will
be used to assist when
reporting performance
development outcomes (at
least one tool must include
technology)?
Develop means to report and
collate outcomes of your
organisational performance
development program (e.g.
spreadsheet template with
inbuilt formulas and graphing
options, feedback register
BSBHRM611 PROJECT PORTFOLIO
The record-keeping methods used were physical records and
electronic records. Printed records are kept in filing cabinets or
closed offices.
Employee records is required to report on the agreed evaluation
programs. There are other data that the organization like considers
like internal policies, partnership and vendor contracts, financial
statements, annual reports and results of audits and legal
investigations.
Performance outcomes should be reported to the HR and the
financial officials.
Outcomes will be reported every three years.
Performance will be reported on performance review and skills
assessment. In performance review, employee’s performance in the
workplace is evaluated. The strengths and weaknesses are
presented in front of the workers so that they can make
improvements.
In skills assessment, the skills of an employee are tested and it is
seen if the skills are required in the operation of the organization.
The outcomes can be communicated to the employees with the
help of emails or through the intranet.
Employees can study their performances over the last quarter by
maintaining a timetable consisting of monthly performances.
Workers must look for goals which they can achieve by studying the
operations of the organization. They can choose a goal and come
with processes or ways to achieve the goal. Workers must make a
list of resources he/she will be needing while achieving the goal.
They may need additional tools and mentors to help guide them in
19
etc.)
Ensure individual performance
development plans are
completed by relevant
stakeholders.
Attach proof to this section of
the portfolio (e.g. email with
plan template attached, video
of team meeting requesting
plan be completed, hard copy
of completed plan etc.)
Monitor the organisational
performance development
program.
What data is available?
Record and represent the data
using the tool(s) identified and
developed in Section 2.
Attach proof of recorded and
analysed data to this section
of your portfolio.
Evaluate the organisational
performance development
program against agreed
outcomes.
Were agreed outcomes met?
How can the program
improve?
BSBHRM611 PROJECT PORTFOLIO
their efforts. Regular assignments should not be given so that the
workers can focus on the achievement of goals. The plan which may
lead to success should be finalized.
The relevant stakeholders here are the employees, the
management and the higher authority. The employees can help in
the development plan by focusing on their goals and achieving
them. They may take the help of the resources and assistance
provided too them by the organization. Mentoring and sharing of
knowledge may prove to be of great help. The management can
take extra care of the workers who are linked to the performance
development plans. They can help create more opportunities for
training and enhancement of their experience and knowledge. The
higher authority should create more chances for the management
and the employees.
In the organizational performance development program, the
managers should keep a record of the performance of each of the
employees. It will help to study if the performance of the workers
is deteriorating or improving. Both physical and electronic
recording can be done. However, electronic recording may prove to
be more effective. Mentoring sharing of knowledge and
networking can act as effective tools to record and represent data.
Recording data during the training session will help to record the
daily improvement of the workers. By sharing of knowledge, the
knowledge of the
employee can be enhanced. Networking will help the workers to
connect to others who may help them.
Agreed outcomes may not always match with the performance
development program. Despite of putting in resources, outcomes
may not be achieved. In such a scenario, it is important to record
the reasons which prevented the program from achieving the
agreed outcome. If the agreed outcome is met, then the program is
100% successful. Concepts related to performance development
are about setting individual goals and striving to achieve them.
Reviewing and assessing the progress is needed so that the
20
Are any additional resources improvement can be monitored. Additional resources that
required? organizations may require are additional funding the lack of which
may decrease the number of resources available for training and
Are the any key concepts and
mentoring.
principles that may be
adaptable to future
situations?

Write a report to summarise
the evaluation outcomes and
send or present your report
through relevant management
structures.
Include:
 Overview of the
performance
development program
 Data and analysis
The performance development program is designed in such a way
so that the performance of the employees can be monitored and a
record is maintained both physically and electronically. The workers
are conveyed about the status of their training or performance
with the help of intranet and emails. Employees can improve
themselves by taking the help of mentors and practices like
knowledge sharing and networking. Data should be collected at
every point of the training. Performance development program
may not achieve the agreed outcome and therefore, at that point
of time. The management and higher authority should monitor the
progress of the workers.

 Evaluation against
outcomes

 Improvement
suggestions.

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