Unit Title
BSBMGT502 – Manage People Performance
Unit Purpose
Development of key result areas and key performance indicators and standards, coupled with regular and timely coaching and feedback, provide the basis for performance management. 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.
Prerequisites
There are no pre-requisites for this unit
Content
- Allocate work
- Assess performance
- Provide feedback
- Manage follow up
Resources/Readings
Readings A – J are located in the associated BSBMGT502 Readings tab.
Suggested Hours
Although everyone will work at their own pace, we suggest you allow approximately 50 hours to complete this unit competently, including assessment activities.
Assessment
This unit will be assessed by completing all activities in the BSBMGT502 Assessment.
How to use the module
This module and associated Readings contain all of the information that you need to complete the assessment tasks associated with this unit. You must read through all of the information provided (both the module and associated readings) before attempting the assessment tasks.
Throughout this module there are a few icons used to help you. These include:
Tip
This is used to indicate the presence of tips or additional instructions that may assist you as you work through this module. They are designed to help you expand your knowledge and skills and deepen your understanding of how concepts and practices are applied in workplaces.
Read
You will find these throughout the module. They indicate that a particular Reading contains additional information on the topic that is being discussed at that point.
Reflect
This indicates a self-reflection question. You are not required to submit answers to these questions. They are designed to get you thinking more about the topic and to consider key points in order to aid your understanding.
Upon completion of this unit, you should be able to:
| Element | Performance Criteria |
|---|---|
| 1. Allocate work | 1.1 Consult relevant groups and individuals on work to be allocated and resources available 1.2 Develop work plans in accordance with operational plans 1.3 Allocate work in a way that is efficient, cost effective and outcome focussed 1.4 Confirm performance standards , Code of Conduct and work outputs with relevant teams and individuals 1.5 Develop and agree performance indicators with relevant staff prior to commencement of work 1.6 Conduct risk analysis in accordance with the organisational risk management plan and legal requirements |
| 2. Assess performance | 2.1 Design performance management and review processes to ensure consistency with organisational objectives and policies 2.2 Train participants in the performance management and review process 2.3 Conduct performance management in accordance with organisational protocols and time lines 2.4 Monitor and evaluate performance on a continuous basis |
| 3. Provide feedback | 3.1 Provide informal feedback to staff on a regular basis 3.2 Advise relevant people where there is poor performance and take necessary actions 3.3 Provide on-the-job coaching when necessary to improve performance and to confirm excellence in performance 3.4 Document performance in accordance with the organisational performance management system 3.5 Conduct formal structured feedback sessions as necessary and in accordance with organisational policy |
| 4. Manage follow up | 4.1 Write and agree performance improvement and development plans in accordance with organisational policies 4.2 Seek assistance from human resources specialists where appropriate 4.3 Reinforce excellence in performance through recognition and continuous feedback 4.4 Monitor and coach individuals with poor performance 4.5 Provide support services where necessary 4.6 Counsel individuals who continue to perform below expectation and implement the disciplinary process if necessary 4.7 Terminate staff in accordance with legal and organisational requirements where serious misconduct occurs or ongoing poor-performance continues |
Performance Evidence
Evidence of the ability to:
- Consult with relevant stakeholders to identify work requirements, performance standards and agreed performance indicators
- Develop work plans and allocate work to achieve outcomes efficiently and within organisational and legal requirements
- Monitor, evaluate and provide feedback on performance and provide coaching or training, as needed
- Reinforce excellence in performance through recognition and continuous feedback
- Seek assistance from human resources specialists where appropriate
- Keep records and documentation in accordance with the organisational performance management system
Knowledge Evidence
To complete the unit requirements safely and effectively, the individual must:
- Outline relevant legislative and regulatory requirements
- Outline relevant awards and certified agreements
- Explain performance measurement systems utilised within the organisation
- Explain unlawful dismissal rules and due process
- Describe staff development options and information
About this Unit
This unit describes the performance outcomes, skills and knowledge required to manage the performance of staff who report directly to you. Development of key result areas and key performance indicators and standards, coupled with regular and timely coaching and feedback, provide the basis for performance management.
Overview of Sections
Section 1: Allocate work
The first section of the Study Guide focuses on the allocation work. In this section you will learn how to consult relevant individuals, develop work plans, and allocate work. You will also learn how to confirm performance standards, codes of conduct and work outputs, develop and agree performance indicators, and conduct a risk analysis.
Section 2: Assess performance
The second section of the Study Guide focuses on assessing performance. In this section you will learn how to design performance management processes, train participants, conduct performance management, and monitor and evaluate performance.
Section 3: Provide feedback
The third section of the Study Guide focuses on providing feedback. In this section you will learn how to provide informal feedback, advise people of poor performance and provide on-the-job coaching. You will also learn how to document performance and conduct formal structured feedback sessions as necessary.
Section 4: Manage follow up
The final section of the Study Guide focuses on managing follow up. In this section you will learn how to write and agree performance development and improvement plans, seek assistance from human resources specialists, reinforce excellent performance, and monitor and coach individuals with poor performance. You will also learn how to provide support services, counsel individuals who continue to perform below expectations, and terminate staff in accordance with legal and organizational requirements.
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