Google Links

Follow the links below to find material targeted to the unit's elements, performance criteria, required skills and knowledge

Elements and Performance Criteria

  1. Develop performance management systems
  2. Implement performance management systems
  3. Coordinate formal feedback processes
  4. Coordinate individual/group learning development plans

Required Skills

Required skills

analytical skills to ensure system is practical and gathers necessary information

conflict management skills to deal with grievances disputes or disagreements that may arise

leadership skills to obtain support and endorsement of the performance management system across the organisation

training coaching mentoring and facilitation skills to ensure managers are competent to deliver the systems

Required knowledge

equal employment opportunity diversity and antidiscrimination policies and legislation

grievance procedures

models for giving feedback and options for skill development

options in the design of performance management systems

role of performance management in relation to broader human resources and business objectives

Evidence Required

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria required skills and knowledge range statement and the Assessment Guidelines for the Training Package

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential

demonstrated evidence of how a range of performance management systems work and their relative strengths and weaknesses

demonstrated understanding of how a performance development system aligns with human resources strategy

ability to design gather support for and implement an effective performance management system

knowledge of equal employment opportunity diversity and antidiscrimination policies and legislation

Context of and specific resources for assessment

Assessment must ensure

access to appropriate documentation and resources normally used in the workplace

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge The following examples are appropriate for this unit

assessment of written reports on performance management and performance development systems

direct questioning combined with review of portfolios of evidence and third party workplace reports of onthejob performance by the candidate

observation of demonstrated techniques in performance management

observation of presentations

review of plans for performance improvement and individual learning and development

review of reports generated to advise appropriate managers on progress and success rates of activities

oral or written questioning to assess knowledge of models for giving feedback and options for skill development

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector workplace and job role is recommended for example

BSBHRMA Manage separation or termination

BSBHRM507A Manage separation or termination

other units from the Diploma of Business Human Resource Management

Range Statement

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Performance management includes:

a process or set of processes for establishing a shared understanding of what an individual or group is to achieve, and managing and developing individuals in a way which increases the probability it will be achieved in both the short and long term

Key performance indicators include:

those measures developed to gauge performance outcomes against targets

Employment situations may include:

casual and contract work

full-time work



part-time work

physical labour






Performance gaps may include situations where outcomes are less then those stated in the strategic objectives, such as:

costs above budget

disruptive conflict

external interference

failure to meet strategic and/or operational objectives

lost time disputes

low/high turnover of labour

productivity below budget

quality/occupational health and safety/environmental failure

work bans/go slow

Intervention may include:




giving praise

recognition of good performance

Termination means:

cessation of the contract of employment between an employer and an employee, at the initiative of the employer within relevant industrial agreements

Individual learning and development may include:

enhancement of knowledge


personal development

project work

skills training


Career development means:

plan of learning development and experiences to prepare a person for more rewarding positions

Appropriate providers include:


external providers

internal providers


Learning organisation means:

organisation that displays the capacity to continually adapt to changes in its business environment

Specified outcomes means:

achievement of performance targets

Quality assurance standards means:

pre-determined statements relating to specifications on how a product or service is presented to the user

Remedial action means:

action designed to rectify a particular problem or aspect of performance