BSBMGT502 | MANAGE PEOPLE PERFORMANCE SUBMISSION DETAILS | MANAGEMENT

Part A

This is a group assessment.

Imagine you work for Cambridge International College. As you are part of the Management team, you are asked to organise a food festival in the college to make students aware of different food and cultural value that students bring in to the College. Refer to CIC website for additional information required.

Your trainer will place you in to groups.

Procedure to conduct the food festival.

Conduct the following steps each week before the festival.

1. You are required to consult with your own group and other groups to allocate your work and resources available.
2. In order to allocate work effectively, you need to develop work plans in consultation with your group members (Make sure to allocate work in a way that is sufficient, cost effective and outcome focused). Also need to consider performance standards, code of conducts and expected output of your team.(Refer to CIC website for code of conduct).
3. Set up Key performance indicators(KPI’s) for  your team members.
4. Conduct a risk analysis to find out risks associated with this project in accordance with legal requirements.
5. Use theperformance management cycle to review the process (Plan-Manage- Review) to ensure consistency with college policies and objectives
6. Identify training needs for your team in the performance management and review process.
7. How can you monitor and evaluate your team’sperformance?
8. Design a feedback survey for attendees /participants at your festival to collect their opinions on your progress(Assessor will provide feedback as well).
9. Advice team members on their performance.
10. Document performance in accordance with the performance management system

                                                                       

Part B

Write a report based on the food festival you conducted.

Following must be addressed in the report:

1. How did you consult within your own group and other groups to allocate your work and resources available?
2. Attach work plans you created in consultation with your group members
3. What were the performance indicators you developed and agreed prior to commencement of work?
4. Attach the risk analysis you conducted to find out risks associated with this project in accordance with legal requirements.
5. Describe howthe performance management cycle help to review the process (Plan-Manage- Review) to ensure consistency with college policies and objectives.
6. Explain how did you,
   1. Identify training needs for your team in the performance management and review process
   2. manage performance according to CIC protocols and timelines

• monitor and evaluate your team’s performance

1. provide informal feedback to team members regularly?
2. advise team members on their poor performance
3. manage to provide on the job training for further and future improvement?

• document performance in accordance with the performance management system

7. Attach collected feedback surveys from attendees along with the report
8. How willyou:
   1. improve employee/team performance and development in accordance with organisational policies in the future
   2. seek assistance from human resources specialists?

• increase employee performance through recognition and continues feedback

1. monitor and coach individuals with poor performance and provide support where necessary
2. counsel individuals who perform below expectations and how to implement the disciplinary process accordingly.

9. What would be the procedure to terminate staff in accordance with legal and organisational requirementswhen serious misconduct occurs or ongoing poor performance of team members?

Appendix 1: Employee work plan

Appendix 2: Risk management plan template

Appendix 3: Performance development plan template

Achievements:	Areas of opportunity:
Next performance review period:
Manager’s comments:
Signature:	Date:
Staff member’s comments:
Signature:	Date:

Appendix 4: Policy and procedure template

Policy title:	Insert the title of the policy here.
Purpose:	Put the purpose of the policy here – a background and overview of why the policy is being put in place and what it is for.
Scope:	Note who/what the policy applies to, e.g. staff roles or departments, or situations.
Policy statement:	This is where you write the actual policy. A policy should state the ‘rules’ of how certain situations and operations should be handled.
Relevant legislation, etc.:	Note any relevant legislation or standards that the policy must adhere or respond to, e.g. Privacy Act, Australian Accounting Standards, Equal Opportunity legislation.
Date adopted:		Date to be reviewed:
Authorised by:
Procedure:
This is where you write any procedures attached to the policy. Procedures complement policies by stating the ‘how to’ of implementing the respective policies. Procedures should be written as step-by-step instructions; either as a numbered list or as a diagram or flow chart.

Appendix 5: Coaching Plan

Candidate name:  XXX
Job title:	Customer Service Representative			Date:	XXX
Job level:	IV	Reports to:	Manager Homewares and products
Coaching Objective: To achieve the following competency standards at the end of this coaching session ●      XXX ●      XXX
Methodology: XXX
Session Plan Duration:XXX Time Learning Content Coaching Activity Resource XXX XXX XXX XXX XXX XXX
Trainer feedback XXX
Result Competent    /    Not yet competent
Trainer Sign/Date: XXX

Appendix 6: Coaching Checklist / Record

Coaching Step	Activity details	Record and Comments
Explain	Explain ·         Objective of training session: XXX ·         How long session will take: XXX ·         how session will be structure: –          demonstration –          practice time allowed –          feedback will be provided –          how will competency be assessed
Demonstrate	Demonstrate and explain each step of task procedure Name of task being trained: XXX Procedure steps: 1.      Xxx 2.      Xxx 3.      Xxx 4.      Xxx
Practise	Allow individual to practise what has been explained and demonstrated Ask individual to explain each step to ensure understanding of what they are doing Ask individual to highlight any safety measures related to procedure steps
Questions and Answers	List of Q&A to quiz individual about procedure task steps if not covered during practice by individual: Q1. XXXX A1. XXXX Q2. XXXXX A2. XXXX Q3.XXXX A3. XXX
Provide Feedback	Once individual has finished practice, provide feedback based on the task procedure checklist for this training session. Decide on next steps based on feedback provided: ·         If individual demonstrated competence in the task/process that is being trained, provide positive feedback and complete training. ·         If individual cannot complete task/process competently: –          Highlight and review wrong steps with individual –          Explain how to do it correctly –          Suggest more practice –          Individual to be re-assessed with feedback again
Sign Off with result	When individual has shown competency in training task, sign off as ‘Competent’ If re-training is required sign off as ‘Not yet competent’ Date your result