Business Studies Gymea
Advanced Diploma/Diploma Management
BSBMGT502B Manage People Performance
Assessment
If you think you meet the requirements of RPL please contact your
facilitator at the beginning of the unit.
This assessment can be based on your workplace or a simulated learning
environment.
Assessment Instructions:
BSBMGT502B:
Manage People Performance
Grading:
This is a graded unit. Your results will be recorded as either CD, CC,
AC or NC, That is Distinction, Credit, Competent or Not yet competent.
Distinction 88%>
Credit 75%>
Competent 61%>
Not yet competent 44%<
If at any time you are unsure please refer to the unit of competence
BSBMGT502B Manage people performance on the website
www.training.gov.au.
Referencing and academic standards link:
http://sutherlandlibrary.sydneyinstitute.wikispaces.net/Publications
Event 1- Allocating Work
This event requires you to develop performance agreements for two employees based on a
relevant operational plan.
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1. Create an operational plan for a company or department based on a company you are
familiar with.
2. Select two employees from the company and create worker profiles. Provide background
information on the job roles of these employees (job tasks, departments, details of relevant
Awards/Agreements reporting lines etc.) Outline the strengths and weaknesses of the
employees performing the roles (1-2 pages per profile)
3. Assume you are the manager of the two employees. Develop individual goals and KPIs for
each employee and document these in a performance agreement/plan covering the next
twelve months.
4. Outline the issues, challenges or risks you foresee occurring during the life of the
performance agreement and what actions you might take in response to these.
Event 1 is due:
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Event 2- Providing feedback and managing follow-up
Part A
This event requires you to participate in two role plays during a class workshop. Your role plays
will be based on the employee profiles you have created as part of Event 1. Assume that one of
your employees is performing well and the other is underperforming.
1. Prepare for mid-year performance review meetings for both employees.
2. Brief your role players (other class members).
3. Conduct the two mid-year performance review meetings.
During the role play sessions you will need to demonstrate effective communication skills,
articulate the expected standards of performance, provide effective feedback, and coach the
staff member requiring development. You will also need to discuss ideas to assist the
underperforming employee.
Part B
1. Create a performance development plan for the underperforming employee incorporating
ideas discussed during the performance review meeting.
2. Reflect on the mid-year performance review sessions. What issues or challenges did you
face? How did this compare with the challenges, issues and risks, you predicted in event 1?
What did you learn from participating in the role plays?
Event 2 Part A will be assessed (via video or in class)
Event 2 Part B is due:
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Event 3- Designing and implementing performance management processes
Part A
This event requires you to design and implement performance management processes. Assume
that your company has no performance management system or processes in place. You have
been asked to write a report for the senior management team explaining what the company
needs to put in place in order to manage performance effectively.
1. Describe the key elements of the performance management system that needs to be
implemented, how it will be communicated and what training will be required.
2. Explain the legislation that is relevant to implementation of a performance management
system and how your proposed system will support this.
3. Outline the policies and procedures that need to be implemented to manage poor
performance, misconduct, disciplinary meetings and dismissals/terminations in line with
relevant legislation.
4. Outline what documents need to be developed to show that underperforming
employees have been supported.
Part B
You are now required to apply the processes you have identified in Part A to manage your
under-performing employee.
1. Explain the steps you will take in managing the underperformance (consider the
different possible outcomes and what action/s you may need to take)
2. When will you seek assistance from HR specialists?
3. What documentation will be used at each stage?
Event 3 is due:
Marking Guide
Marks will be allocated on the following basis:
Competent grade:






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
Develop work plans to allocate work in a way that is efficient, cost effective and
outcome focussed after consultation with relevant personnel.
Develop, agree and confirm performance standards, performance indicators and code of
conduct with relevant personnel prior to commencement of work.
Conduct risk analysis relating to the allocation of work.
Design performance management and review processes and train participants in them.
Conduct performance management, monitor/evaluate/document performance, provide
informal/formal feedback and provide coaching where there is poor performance.
Develop performance improvement and development plans after seeking assistance
from human resources specialists.
Use feedback to reinforce excellence in performance.
Provide counselling to staff who under perform and implement disciplinary process
where necessary.
Terminate staff, where necessary, in accordance with legal and organisational
requirements.
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Credit Grade:

Meet the requirements for a competent grade as above and to demonstrate depth of
analysis in producing more detailed and comprehensive evidence for allocating work,
assessing performance, providing feedback and managing follow up as part of managing
people performance.
Distinction grade:

Meet the requirements for a competent and credit grade and to discuss and argue the
factors that aid or hinder the allocating of work, assessing performance, providing
feedback and managing follow up as part of managing people performance.
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