Manage+People+Performance

= Manage People Performance BSBMGT502B = At the end of this unit learners should have the skills and knowledge required to manage the performance of staff who report to them directly. Specifically, learners should be able to:
 * Unit Purpose**
 * Allocate work
 * Assess performance
 * Provide feedback
 * Manage follow-up

This unit applies to all managers and team leaders who manage people. It covers work allocation and the methods to review performance, reward excellence and provide feedback where there is a need for improvement.

Elements of Competency
 * 1) Allocate work
 * 2) Assess performance
 * 3) Provide feedback
 * 4) Manage follow up

= Assessment = Important: Please read the attached document and acknowledge by email to your trainer as soon as you commence this course. Student Assessment Guide Assessment - download the assessment and discuss due dates with your trainer.

= Facilitator and Textbook = Facilitator: robyn.ford@tafensw.edu.au

Ensure you have a copy of the textbook **Managing Human Resource Systems 2nd Edition** by Rod Jones – Pearson Education ISBN 978 144 2511 828. It is written directly to the Dip HR. You can order directly from Pearson as it can be quicker, but be aware that if you’re ordering online or over the phone.

= What should you do now? = Follow the session plan, read the powerpoints and other resource documents.

How does this fit into Strategic planning, role of operational plans and how do we get more performance out of our employees through performance management?
 * Topic 1 Introduction to Performance Management **



Early forms of performance management were known as Management by Objectives- MBO. Various forms have been developed since and organisations customise it to their needs. It could be setting KPIs, performance standards, probationary processes, annual appraisals or a full on systematic approach that encompasses training and development, goal setting, coaching and counselling, improving performance and ultimately termination if necessary.
 * Topic 2 Performance management systems **

While studying this topic consider how a system would be introduced into your organisation - what would you need to do to skill people (employees and supervisors) in the processes and to get acceptance of the changes?

**Topic 3 Risk Management issues** __Questions:__
 * What risks do you take if you do not manage the performance of your staff- consider illegal behaviour or behaviour that does not meet your expectation or a regular code of behaviour.
 * What risks do you take if you do not achieve the company goals?
 * What are the risks of perhaps not operating your performance management system within the required legislation eg staff working to standards that do not allow for safety, breaches of awards or inequality in the operation of the process?

**Topic 4 Research Performance systems** Look at the following sites and/ or study your own performance management system on your intranet.



**Topic 5 Assess Performance** In this session we review good and bad performance discussions. - you can borrow "Nobody's Perfect" from Shellharbour Library. Always rememebr EEO principles when interviewing staff. Note the different reasons for wanting to do appraisals in the workplace. eg performance standards, career development, ascertaining training and development needs, probation etc. The powerpoint discusses the role of Appraisals, potential problems, "scoring" problems and conclude that modern systems are designed to measure performance against criteria rather than a perhaps subjective rating of Unsatisfactory to Excellent or a rating of 1-5. Care must be taken in designing and undertaking the appraisal process as many court cases (over disputes and unfair dismissals) have shown. The second powerpoint and attachment has a very basic practical practice appraisal- Let me know how you get on. robyn.ford@det.nsw.edu.au

Next Look at the case study and answer the questions to reflect on your learning.




 * Topic 6 Monitoring Performance **



There is also Not all problems with performance are the fault of the person. Think about what you will monitor, what you will suggest the person concerned will monitor yourself.

**Topic 7 Managing the Counselling Process. plus coaching** In an environment of ongoing learning coaching develops worker job performance and secures long term continuous performance improvement. Think of borrowing/ viewing the video "Coaching on the job" 658.3124 - Ash Quarry (16 mins) and note down the 5 steps in coaching. There is also a video on Productive counselling with good tips 658.385 PEO

Topic 8 Managing the disciplinary process Think of borrowing/ viewing the video "Discipline interviewing" 658.312 - Ash Quarry (12 mins) and note down the approaches to discipline interviews. more info to be updated next week = = = Resources = Glossary of terms Just for Fun....