BSBHRM512: Assessment 1
What you have to doYou are required to develop and manage performance management processes for STARIndustries.Follow the instructions in the task to format your responses. The word count guide isapproximately 2000 words.As a Diploma student, you are required to read and research widely. Aim to include relevantin-text references to support your work and include these details in a reference list. Include abibliography with your assessment as evidence of the research you have conducted.TaskStar is a company on the move. They are experiencing growth in their industry and...
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BSBHRM512: Assessment 1
What you have to doYou are required to develop and manage performance management processes for STARIndustries.Follow the instructions in the task to format your responses. The word count guide isapproximately 2000 words.As a Diploma student, you are required to read and research widely. Aim to include relevantin-text references to support your work and include these details in a reference list. Include abibliography with your assessment as evidence of the research you have conducted.TaskStar is a company on the move. They are experiencing growth in their industry and haveplans to open operations interstate and in South East Asia. You can read more about STARon the STAR intranet link.The General Manager would like to ensure all STAR policies and procedures align withcompany goals, vision and mission. Lately there have been some performance issuesinternally and he has discovered the performance management system appears to beinadequate.You’ve received the following email from Ben Russell, CEO Star Industries.FROM: Ben Russell, CEOTO: General Manager, Human ResourcesSUBJECT: Performance Management ProcessesI recently attended a conference and found a presentation on “Managing Performancefor Organisational Success” very stimulating.It seems to me that if STAR is to grow and develop, we should move to get better atencouraging effective employee performance.With our increasing emphasis on team building and individual flexibility, we're on the righttrack. We also need to do more in areas like sharing information and skills.It occurred to me that our current approach to performance management (PM) is a littlead hoc. A robust PM system will play a key role in our growth. It will help us in a numberof ways by managing individual and team performance and promoting excellence.Please give me an evaluation of our current policies and procedures and provide youradvice as to how we can make these more robust.Ben Russell2 LA022947, Assessment 1, BSBHRM512, Ed 2© New South Wales Technical and Further Education Commission, 2017 (TAFE NSW), Archive version 1, December 2017Your task is to evaluate STAR’s current Performance Management policies and processesand implement improvements by completing points 1 to 7 below.1. Locate STAR’s current performance management policies and procedures on theSTAR intranet.Once you have located these, review these documents and record your findings usingAppendix 1 Policy Review Checklist. Attach your completed Policy Review Checklist asAppendix 1 to your assessment.2. Based on your review draft two new policies and procedure to cover:a) General Policy on Performance Management and Development; Policy statement General procedures including timeframes, use of action plans, methods for thedevelopment of Key Performance Indicators and for Performance managementsession by the manager.b) Performance Counselling Policy statement Procedures for counselling and discipline including escalation of issues Procedures for dealing with grievances including mediationAttach the revised policies as Appendix 2.3. Develop a DRAFT Performance Management Information Booklet for managersand staff to use to implement the revised policies. This booklet needs to include thefollowing points a) to d) and is attached as Appendix 3.a) An introduction which outlines: the purpose and objectives of the PMS how the PMS supports corporate objectives and is linked to the organisation’sstrategic and operational plans related legislation and human resource and organisational policies the role of performance management in relation to broader human resourceobjectivesb) Table of contentsc) An overview of the concept of managing performance which includes:i. The role and responsibilities of line managers and individuals in managingperformance.ii. A diagram or flowchart the methods, processes, documentation andstages/timeframes in a PMS.iii. Steps you take to reach agreement at each stage of the PMS and whataction is required when agreement cannot be reached.LA022947, Assessment 1, BSBHRM512, Ed 2 3© New South Wales Technical and Further Education Commission, 2017 (TAFE NSW), Archive version 1, December 2017iv. A brief description of three (3) models that can be used for giving feedback.You need to research models for giving feedback before you answer this.v. An outline of four (4) approaches that can be used to improve performanceand address identified performance gaps.vi. List the steps to be taken to manage under-performance includingcounselling and disciplined) Prepare a portfolio of templates that will be used by line managers andindividuals to:(i) plan performance - this must include development of key performanceindicators,(ii) plan for personal development(iii) periodically review performance and(iv) formally evaluate performance at the end of the PMS cycle4. Consult on your DRAFT Performance Management Information Booklet.a) List the key stakeholders you will consult with on the implementation of the PMS.b) Prepare an email to this stakeholder group to inform them of the PerformanceManagement System (PMS) and persuade them of the benefits of implementingthe PMS.c) Anticipate a major concern arising from consulting with stakeholders whichthreatens to undermine the implementation of the PMS. Email those concernedwith an approach to satisfy this concern and to gain agreement to a revised PMS.5. Prepare a training plan to support the implementation of the PMS. Use the trainingplan template below and attach this as Appendix 4.
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