Manage follow up

Performance objective

You will demonstrate the skills and knowledge required to manage follow up to performance management in an organisational context.

Assessment description

You will answer a series of scenario-based questions on the general topic of following up on performance management, and on discipline and dismissal processes.

Procedure

1. Review the Australian Hardware simulated business documentation provided to you by your assessor, particularly relating to performance management requirements.

2. Review and answer the scenario-based questions in Appendix 1.

3. Submit supporting documentation to your assessor in accordance with the agreed timeframe, format and the below specifications.Keep a copy for your records.

Specifications

You must:
- submitwritten responses to the scenario-based questions.
Your assessor will be looking for demonstration of your ability to:
- seek assistance from human resources specialists where appropriate
- reinforce excellence in performance through recognition and continuous feedback
- outline the legislative and regulatory context of the organisation with reference to equal employment opportunity, anti-discrimination, competition and consumer protection, privacy, industrial relations, health and safety (OHS/WHS), environmental issues and other relevant requirements
- outline relevant awards and certified agreements
- explain unlawful dismissal rules and due process.

Adjustment for distance-based learners
- No changes to the assessment procedure or specifications are required.
- Documentation may be submitted electronically.
- A follow-up interview may be required (at the discretion of the assessor).

Question 1: Monitoring and coaching

Consider the following scenario.

You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store. You consider the organisation's performance management policy and resolve to undertake some research into ways to improve the system or its implementation.
Answer the following:
- How could variables such as recognition and continuous feedbackhelp reinforce excellence in performance- Give two examples that could work at Australian Hardware to affect performance.
- How would you apply Australian Hardware procedures to monitor and coach individuals, specifically those with poor performance-

Question 2: The legal context of performance management
Consider the following scenario.
You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store. You are concerned about your application of performance management and want to work according to legal requirements.
Answer the following:
- For three of the following areas, what are the relevant pieces of legislation applicable to performance management at Australian Hardware-
- equal employment opportunity
- anti-discrimination
- competition and consumer protection
- privacy
- industrial relations
- health and safety (OHS/WHS)
- environmental issues.
- For each piece of legislation identified above, identify at least one requirement relevant to performance management at Australian Hardware.

Question 3: Seeking advice
Consider the following scenario.
You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store. One of your customer service and sales representatives, Kim Smith, is consistently not meeting performance expectations. You have tried setting goals in consultation with the employee, ongoing coaching and feedback. You have conducted two formal performance reviews. You are not sure what else you can do.
Answer the following:
- Name any positions of an internal source you could approach for HR or performance management advice.
- Name one external source (individual professional, consultancy or government) of HR or performance management advice, particularly for managing poor performance.

Question 4: Counselling and support
Consider the following scenario.
You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store. One of your customer service and sales representatives, Kim Smith, is consistently not meeting performance expectations. You have decided to counsel the employee to alert her of poor performance in a formal way and to inform her that dismissal may be an option for the future if her performance does not improve.

Answer the following:
- What steps would you take to counsel the employee in accordance with organisational policy and relevant legislation for disciplinary meetings-
- What legislation is the most relevant in this scenario-
- What is the relevant award for the employee's role at Australian Hardware-
- What support services could you offer the employee-

Question 5: Dismissal
Consider the following scenario.

You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store. One of your customer service and sales representatives, Kim Smith, is consistently not meeting performance expectations. You have decided to
terminate her.

Answer the following:
- What is the process of termination in accordance with organisational policy and legal requirements- Summarise the details.
- What are the relevant unlawful dismissal rules and due process that you must follow-

Attachment:- Manage follow up.rar