Beruflich Dokumente
Kultur Dokumente
Details of Assessment
Term and Year
2, 2015
Time allowed
2 weeks
Assessment No
Assessment 2. Part B
Assessment Weighting
30%
Assessment Type
Due Date
Week No. 7
Room
Details of Subject
Qualification
Subject Name
Managing People
Details of Student
Student Name
(s)
College
Student Id(s)
Signature: ___________________________
Signature: ___________________________
Date: _______/________/_______________
Details of Assessor
Assessors Name
MOINUL MUSTAFA
Assessment Outcome
Results
Competent
Marks
/ 30
FEEDBACK TO STUDENTS
Progressive feedback to students, identifying gaps in competency and comments on positive improvements:
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
Page 1
T-1.8.1
____/_____/_____
____________________________
Date:
____/_____/_____
Competent
(C)
Not yet
Competent
(NYC)
1.
2.
3.
4.
5.
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
2.1 Design performance management and review processes to ensure
consistency with organisational objectives and policies
2.3 Conduct performance management in accordance with organisational
protocols and time lines
3.1 Provide informal feedback to staff on a regular basis
6. 3.2 Advise relevant people where there is poor performance and take actions
7. 3.3 Provide on-the-job coaching when necessary to improve performance and to
confirm excellence in performance
8. 3.4 Document performance in accordance with the organisational performance
management system
9. 3.5 Conduct formal structured feedback sessions as necessary and in
accordance with organisational policy
4.2 Seek assistance from human resources specialists where appropriate
4.1 Write and agree performance improvement and development plans in
accordance with organisational policies
4.5 Provide support services where necessary
4.6 Counsel individuals who continue to perform below expectations 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
Assessment/evidence gathering conditions
Each assessment component is recorded as either Competent (C) or Not Yet Competent (NYC). A student
can only achieve competence when all assessment components listed under Purpose of the assessment
section are recorded as competent. Your trainer will give you feedback after the completion of each
assessment. A student who is assessed as NYC (Not Yet Competent) is eligible for re-assessment.
Resources required for this assessment
Page 2
T-1.8.1
INSTRUCTION TO LEARNERS
To complete this task, your assessor will perform the role of your supervisor to answer any
questions you have during the development of this project. There are six tasks in this
assessment. You will be working in pairs for this assessment. You must complete all the
tasks of this assessment in this electronic document and submit in hard copy.
To maintain task consistency, the same position title and the relevant business for all
tasks should be used except tasks 4 and 5.
Position Title for the project: Salesperson TV sales
Organisation Name: The Tech Guys
Business Type: Electronics and White Goods retailer
Performance Criteria: 1.1, 1.2, 1.3, 14
Page 3
T-1.8.1
John
Citizen
Jerry
Citizen
Mary
Citizen
Ali Citizen
James
Citizen
Jane Citizen
Mary Citizen
Ali Citizen
James
Citizen
Jane
Citizen
Jerry
Citizen
Ali Citizen
Friday
Saturday
Sunday
James
Citizen
Jane
Citizen
John
Citizen
Mary
Citizen
John
Citizen
Jerry
Citizen
James
Citizen
Jane
Citizen
Susan
Citizen
Singh
Citizen
John
Citizen
Jerry
Citizen
James
Citizen
Jane
Citizen
Susan
Citizen
Singh
Citizen
C. Develop and allocate individual Key Performance Indicators (KPIs) for each team
member
Instructions: You may search the internet for a generic understanding on KPIs and performance standards. You can
also visit the webpage link by the Victorian Government for additional guidance on KPIs and standards.
https://www.vwa.vic.gov.au/__data/assets/pdf_file/0019/12394/Performance_standards_and_indicators_FINAL.pdf
Member Name
John Citizen
Jerry Citizen
James Citizen
Jane Citizen
KPI
The Point of Purchase must know which product customers are
making purchases, identifying trends and investing product where
they'll have the most impact.
Customer service about product function, guarantee and service
after purchase.
Sales & Gross Margin refers to gross profits expressed as a
percentage of sales. This is an important indicator of a companys
financial performance.
Closing Ratio measures the salesperson's success at converting
appointments into actual sales.
Page 4
T-1.8.1
D. Using a short email notice, advise your work team on the work allocation and inform
them on TV sales division target. (150 words)
WORK ALLOCATION AND INFORM
Dear, Electronics retailer Team
Hi, there
I would like to inform about the work allocation of individual, (see attached document for
details)
Our team is made up of individuals who have different outlooks and abilities, and are at
different stages of responsibility.
Some may find that the tasks you've allocated are challenging, and you may need
support. Some may be "old hands" at what they're doing, and may be looking for opportunities
to stretch their skills. Either way, it's your responsibility to develop all of your skill.
Your skills in this aspect of management will define your long-term success as a
professional. If you can help team members to become better at what they do, you'll be a
teamwork who people aspire to work for, and you'll make a great contribution to your
organization, too.
Regards,
J CitiZen
Sales Manager
Page 5
T-1.8.1
INNOVOTIVE electronics
30 May 2015
Private and confidential
< ............Staffs Full name................ >
Subject: Performance Agreement Letter
Dear < .......Staffs Name..................... >
This performance Agreement KPIs is made on 30 May 2015. Between
INNOVOTIVES electronics whose principal place of business is located at
333 Kent Street (hereinafter referred to as "Employer") and (hereinafter
referred to as staff.)
In consideration of the mutual covenants set forth below, Staff agrees to hire KPI
performance and Staff agrees to work for INNOVOTIVE electronics as set forth in this
Agreement.
Interested and focus on job and develop themselves is always to achieve the KPI.
......The Point of Purchase
..Customer Satisfaction metrics
..Customer service
...Sales & Gross Margin
<Insert name>
<Insert position>
Page 6
T-1.8.1
To complete the risk analysis matrix below, use the KPIs developed earlier to analyse
the organisational risks of poor performance. ( 2 marks)
Instructions: A sample risk analysis matrix is available at Education & Training Directorate, ACT Government site
http://www.det.act.gov.au/__data/assets/word_doc/0011/19487/Oseas_Excurs_Att8C_RiskManagementFramew
ork.doc
FREQUENCY
Insignificant
outcome
Minor
outcome
Almost
certain
Likely
Catastrophic
outcome
Do mistake
about report
of sales
Staff not
clearly when
explains
products
Possibly
Unlikely
Rare
CONSEQUENCE
Moderate
Major
outcome
Outcome
Service
mind
Not
complete to
solve the
problem
after
purchase
Information
on website
not update
Page 7
T-1.8.1
Planning
Managing
Setting
Ratings
Online System
Reviewing
Follow-up
Evaluate
Rewarding performance
Page 8
T-1.8.1
I can give advice to melissa that try not to be absent. Be regular in the job. As she is my
good worker and have good experienced also, i cannot terminate her. if she has health
problem and young child as well, i can offer her a medical treatment and her child also on
the behalf of company. I can also allow her to do some work at home so that if she get
absent due to some reason, her work goes along with her shift. In that way, no one going to
complaint her and i don't have to terminate her in that situation.
Page 9
T-1.8.1
What performance target should you set for her at this stage to improve her
attendance and overall performance? Document the performance target in the
performance feedback form below and advise HR with a letter.
PERFORMANCE REVIEW FORM
Performance review date
27/05/2015
Employee Name/ID
melissa
Supporting evidence
Her medical history
* N2323
* b2654
* k9212
Page 10
T-1.8.1
30/05/2015
Letter to HR
Date: 27/05/2015
To,
HR
Subject: advice on performance review form
Dear ,
I am the supervisor of the company. As i verbally asked you before about our employee that
she is a good worker. On the customer and staff complaints i was asked to give her warning
letter and performance target to set her targets. The above form is performance review form.
It is my advice which i mentioned in the form as she is a good employee.
I hope you will like my advice.
Sincerely,
Xyz(supervisor)
Thank you.
Page 11
T-1.8.1
promotion six years ago was to brand manager for Wexler's popular jams and jellies. The
market share for the products had grown slowly but steadily while he was brand manager.
Don was comfortable in his position and satisfied with his low six-figure salary.
This morning, Don learned that one of his colleagues, Carol Marshall, was promoted to
marketing vice-president. Don and several other brand managers were candidates for the
position. It was clear that he had been passed over in favour of Carolyn. This was the
second time that Don missed a promotion. Perhaps his career had reached a plateau with
Wexler Foods. Don tried to picture how this would affect his career aspirations and
motivation.
You have witnessed the situation of Don. Being his manager, you want to assist him
in this situation but are unaware of the options available to you. Write a letter to HR
for assistance in developing the performance development plan for Don. (100 words)
Date-27/05/2015
To
HR
Subject: for assistance in developing the development plan.
Dear
I am the manager of wexler food of your company. As i witnessed the situation of don, being
a manager i want to assist him in this situation. Because he is a good employee.
He is the experienced one employee of the company as he completed his 23 years of job
with our company. As he is a brand manager, he couldn't get promotion for last six years. I
want to assist him in this situation regarding his performance but i am unaware of the
options available. As you the HR of the company, i really need your assistance in developing
the performance development plan for don.
I hope you will help me.
sincerely
manager
wexler food.
Page 12
T-1.8.1
With the information provided by HR, develop a performance development plan for
Don so that he does not become a motivation and performance problem in future.
Instructions: In developing the plan, combine your own ideas with the case situation. For ideas on rewards and
recognition, please review the UWA website http://www.hr.uwa.edu.au/policies/policies/pay/reward/ideas
Areas for
improvement
Packaging of dried
fruits
Indicators for
success
(KPI)
Lookafter the
packaging
Recognition and
rewards for success
promotion
Hard work
Marketing of
products
Personal dealing
with marketing
manager
promotion
punctuality
Delivery of product
Well planned
deliveries
bonus
Page 13
T-1.8.1
Write a formal warning letter to an employee of the same position as stated in your
project. Reasons for warning could be underperformance or a disciplinary issue. (2
marks)
INNOVOTIVE electronics
20 September 2015
Private and confidential
Susan Citizen
Anya
Manager
Page 14
T-1.8.1
Susan Citizen
293 Kent Street
Subject: Termination of your employment
Dear Susan
This is to advise you that your employment will terminate effective, 20 September
2015, due to those reasons discussed with you
We would also like to take this opportunity to remind you that, notwithstanding the
termination of your employment with the Company, certain of your obligations under your
employment contract and other agreements that you may have signed during your
employment with the Company continue. These obligations include, but may not be limited
to, obligations of confidentiality and obligations relating to any intellectual property to which
you may have contributed while employed by the Company.
If you have any questions concerning the information contained in this letter, please
contact me directly.
You will also be paid your accrued entitlements and outstanding remuneration, including
superannuation, up to and including your last day of employment.
Employees and employers may seek information about minimum terms and conditions of
employment from the Fair Work Ombudsman. If you wish to contact them you can call 13 13
94 or visit their website at www.fairwork.gov.au.
Yours sincerely,
Robert
Supervisor
INNOVOTIVE electronics
333Kent street
Page 15