performance mangement

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Learners Guide

Assessment Task 1BSBMGT502B Manage people performance

Performance management projectSubmission detailsCandidates NameRupinder SinghPhone No.

Assessors NamePhone No.

Assessment Site

Assessment Date/sTime/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 objectiveThe candidate must demonstrate skills and knowledge required to implementation performance management in a simulated workplace context. Assessment descriptionYou 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.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.

Procedure1. 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

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.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 policiesb. 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

Operational Plan

Operational GoalsDepartment GoalsProgress

GoalFocusKPIReason/ BarriersDepartmentDeliverableGoalKPIDue123456

To increase profitability by 20%Purchasing of mobile phoneTime deadline ,

Sales at least 50 mobile ph per monthLack of training Lack of sources

Purchasing departmentPurchasing at least 20% of mobile phone end of every week purchase22%End of every weekmoderateLittle bit improvementgoodbetterbest

Selling departmentSelling of product 2 ph every daysale10%End of every day

Marketing departmentAdvertise the productstart of every month

Performance Management PlanName/Position:

Peter(senior manager)Manager:

Review Period:30 days

Reference from Operational PlanKey result areaIndicator of Success/PerformanceBy WhenStatus Report

Purchasing department

Purchasing stock for making 12 mobile phone end of weekPurchasing raw material for 13 mobile phoneEnd of everyweekgood

Selling department

Sale at least 2mobile every day14 laptop sale per weekEvery dayaverage

Marketing department

Advertise the product because everybody can know about thatAdvertise the product because everybody can know about thatStarting of monthcompetent

Managers commentsEmployees performance should be according to company expetions due to efforts of the staff

Signature

Date 26th of dec.

Coaching Session 1 Observers Evaluation Sheet

Coachs NameSanat Phone No.

Listeners NameRupinder SinghPhone No.

Assessment SiteJabin hopkin

Coaching Date/s12/08/11Time/s

Employees NamePhone No.

Standard of performanceSatisfactory

YesNo

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

SummarisingYes

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

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

Coaching Session 1 Coachs Self Reflection SheetCoachs NameSanat Phone No.

Listeners NameRupinder SinghPhone No.

Assessment SiteJabin hopkin

Coaching Date/s12/08/11Time/s

Employees NamePhone 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.

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 NameSanat Phone No.

Listeners NameRupinder SinghPhone No.

Assessment SiteJabin hopkin

Coaching Date/s12/08/11Time/s

Employees NamePhone No.

Standard of performanceSatisfactory

YesNo

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

SummarisingYes

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

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

Coaching Session 2 Coachs Self Reflection SheetCoachs NameSanat Phone No.

Listeners NameRupinder SinghPhone No.

Assessment SiteJabin hopkin

Coaching Date/s12/08/11Time/s

Employees NamePhone 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.

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/Position:

Peter(senior manager)Manager:Review Period:30 days

Skills to be developed: How skills are to be developed: Priority (H,M,L)By When?Skills gained (Y/N)

Technical skill

Training (for impairment)high1 weekyes

communication

Writing skill, communication skillMedium1 weekno

Lack of experience

Providing them proper training sessionhigh2 weekyes

Lack of knowledge

Providing them proper notes and resourceslow3 weekyes

Managers commentsEmployees are leering and gaining knowledge, they are improving in communication skills.Signature

Date 26th of Jan.

Staff members commentsWe are happy because they are improving

So they are satisfied.Signature

Date 28th of Jan.

Performance Review note1. 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.

Attach additional notes as required. 2009 Innovation & Business Industry Skills Council Ltd Page 3 of 16