BSBHRM403 - Coral Cape Lodge Performance Management Processes & Business & Organizations - Management Assignment Help

Assignment Task

Performance objective

You will demonstrate skills and knowledge underpinning the promotion of performance management systems among managers and employees to ensure effective implementation.

Assessment description

In a follow-up from Assessment Task 1, you will review simulated business documentation that describes a performance management system. You will prepare a short communication or training plan to explain the performance management system to employees. You will then present the system to managers, explaining the features of the system and how managers are to use the system.

Procedure

1. Review the simulated business documents for the Coral Cape Lodge performance management system (see appendices).

2. Prepare a communication or training plan template provided (1 to 7) to explain the goals and methods of the system to employees (student peer group) and Manager (Trainer). 

3. Include as part of the content of the training or communication benefits:

• a short explanation of the system for all stakeholders, why it is good for the organization and why it is good for employees.

• how managers will implement the system and the impact on employees.

4. Presentation to promote the performance management system: 

Prepare a 15–20 minute presentation (PowerPoint)  to managers of the simulated business on the performance management system. Include the following:

• Promotion of the performance management system to explain and encourage managers to implement it. Discuss:

• employee motivation and engagement strategies; discuss your communication or training plan for employees

• financial and other consequences of managing underperformance

• how performance management links to business objectives

• impact of high and low performing staff on the business and organizations in general

• links between performance management and learning and development

• links between quality and costs to the organization and organizations; discuss the relationship of key elements of performance management systems to organizational objectives and the human resources cycle

• system benefits to stakeholders (employees, managers, customers).

• Instruct managers on how they should implement the system. What should they do? When should they do it? Briefly explain the overall system. Choose one aspect of the system such as creating a role description or conducting a performance appraisal to deliver a detailed explanation of how to complete the process.

What this standard covers

This standard describes the process for completing job descriptions and for completing performance appraisals at Coral Cape Lodge.

Job description standards

Procedure:

1. Use the standard job description template.

2. At a minimum, include:

3. date
4. job title
5. job level
6. department
7. who the employee would report to
8. a summary of the position
9. essential job requirements
10. competence/education requirements
11. up to six key competence requirements to execute the job to the required standard.

1. Complete optional data input when it is a significant requirement of the job:

2. supervisory requirements
3. physical requirements
4. mental requirements
5. equipment used
6. working conditions.
7. Delete headings when not in use to avoid confusion.
8. Get your manager to approve, sign and date the job description.
9. Obtain approval for the completed job description from Human Resources.
10. File one copy and send a soft copy to Human Resources.

Appraisal standards

Appraisals should meet the following principles:

• be conducted in January and July of each year
• have 85% of all appraisals complete within the month
• have 100% of all appraisals complete one week after the month
• use Coral Cape Lodge’s standard appraisal form.

Procedure:

1. Hand out the appraisal template to the employee one week prior to the appraisal meeting.
2. Request the employee to complete Section 1 Part A and return a copy prior to the appraisal meeting.
3. Complete Section 1 Part B, before the appraisal meeting.
4. Use discrepancies in Section 1 Part A and Part B as the basis of a past performance discussion.
5. Complete Section 2 during and after the appraisal meeting.
6. Complete goals section for all employees.
7. Limit goals to those which are a significant change to the employee’s current performance level or a significant project outcome.
8. Complete the development section only when career development is agreed as being realistic.
9. Sign completed appraisal within two days of the appraisal meeting.
10. Send to your manager or supervisor for review and signature within one day of completing the appraisal.
11. Send to HR Manager for processing and storage in accordance with records policy within one day of obtaining your manager’s signature.

Training needs analysis

Procedure:

1. Complete the ‘training needs analysis’ template within two days of completing all appraisals. Use the ‘training needs analysis template (tna_template.xlsx) available on the G: drive.

2. Send completed template to Human Resources (HR) within one day of completing the template.

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