Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners

BSBHRM403B Mapping and Delivery Guide
Support performance-management processes

Version 1.0
Issue Date: April 2024


Qualification -
Unit of Competency BSBHRM403B - Support performance-management processes
Description This unit describes the performance outcomes, skills and knowledge required to assist in the effective implementation of a performance-management system and to facilitate employee performance.The unit involves assisting with administrative infrastructure, providing information and advice, and facilitating review mechanisms.Please note that this unit does not address the line management responsibilities of performance management addressed in BSBMGT502B Manage people performance.
Employability Skills This unit contains employability skills.
Learning Outcomes and Application This unit applies to human resources officers, or people in similar roles, who work under the direction of a human resources manager, supporting a performance-management system across an organisation.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.
Prerequisites/co-requisites Not applicable.
Competency Field
Development and validation strategy and guide for assessors and learners Student Learning Resources Handouts
Activities 		Slides
PPT 		Assessment 1 Assessment 2 Assessment 3 Assessment 4
Elements of Competency Performance Criteria              
Element: Review performance-management infrastructure
  • Ensure that all positions have current position descriptions specifying key requirements of the role
  • Assist in reviewing the performance-management system to ensure it aligns with the strategic direction of the organisation
  • Ensure that managers have provided reports of performance indicators that are consistent with the position description requirements
  • Check that performance appraisal meetings are held in line with organisational timeframes, that correct documentation has been completed, and that necessary parties have recorded agreement
  • Check that appropriate organisational procedures have been followed for acknowledging good performance and addressing under-performance
  • Provide advice and support where there is dissention about performance appraisal outcomes
       
Element: Promote performance-management system
  • Clarify goals and methods of the performance-management system to employees
  • Promote the performance-management system to stakeholders
  • Arrange or deliver training or instruction in how to use the performance-management system
  • Encourage ongoing and regular feedback on personnel performance as well as formal performance appraisals
       
Element: Recommend improvements to performance-management system in response to collated data
  • Review performance-management documentation to establish trends or problem areas requiring attention
  • Review patterns in skill or performance gaps and consider requirements and options for performance development
  • Assist in revising policies and procedures where necessary
  • Suggest improvements to the performance-management system
       


Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

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 ability to:

support the implementation of the performance-management system and analyse its strengths and weaknesses

provide information about the performance-management system

explain the benefits of effective performance management and how it links with performance development.

Context of and specific resources for assessment

Assessment must ensure:

access to samples of documents and resources normally used in a workplace performance-management process.

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 reports on performance management

demonstration of techniques in providing advice on performance feedback

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

observation of presentations on performance-management systems

evaluation of documentation outlining training or instruction provided in using the performance-management system

oral or written questioning to assess knowledge of rewards and incentive schemes.

Guidance information for assessment

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

other units from the Certificate IV in Human Resources.

Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assignment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)

Assessment Tasks

Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.

Required skills

communication skills to:

advise on methods for giving feedback

assist managers with methods for addressing under-performance

organisational skills to check that:

systems are followed

necessary documentation is kept and maintained according to privacy and confidentiality policies and legislation

technology skills to:

write reports

access records of interviews

apply appropriate security controls to records.

Required knowledge

key elements and purposes of performance-management processes, and their contribution to organisational objectives and the human resources cycle

rewards and incentive schemes

warning systems and grievance procedures.

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.

Position descriptions may also be known as or include:

duty statements

job specifications

role statements.

Performance appraisal meetings may consider:

data from tailored software

feedback from peers, those whose performance has been reviewed, customers and clients

key performance indicators

perspectives of the manager and the person being reviewed

qualitative and quantitative measurement of performance.

Acknowledgement may include:

monetary rewards, such as:

additional superannuation

bonuses

incentives

innovative motor vehicle and other salary packaging opportunities

salary increases

nonmonetary rewards, such as:

conference registrations

purchase of special equipment

training.

Promoting the performance-management system may include explaining:

employee motivation and engagement strategies

financial and other consequences of managing under-performance

how performance management links to business objectives

impact of high and low performing staff

links between performance management and learning and development

links between quality and costs

system benefits.

Performance development may include:

action learning sets

job rotation

mentoring or coaching

pairing with more experienced staff

shadowing

training.

Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
Ensure that all positions have current position descriptions specifying key requirements of the role 
Assist in reviewing the performance-management system to ensure it aligns with the strategic direction of the organisation 
Ensure that managers have provided reports of performance indicators that are consistent with the position description requirements 
Check that performance appraisal meetings are held in line with organisational timeframes, that correct documentation has been completed, and that necessary parties have recorded agreement 
Check that appropriate organisational procedures have been followed for acknowledging good performance and addressing under-performance 
Provide advice and support where there is dissention about performance appraisal outcomes 
Clarify goals and methods of the performance-management system to employees 
Promote the performance-management system to stakeholders 
Arrange or deliver training or instruction in how to use the performance-management system 
Encourage ongoing and regular feedback on personnel performance as well as formal performance appraisals 
Review performance-management documentation to establish trends or problem areas requiring attention 
Review patterns in skill or performance gaps and consider requirements and options for performance development 
Assist in revising policies and procedures where necessary 
Suggest improvements to the performance-management system 

Forms

Assessment Cover Sheet

BSBHRM403B - Support performance-management processes
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

Signature:

Date:

Assessment Record Sheet

BSBHRM403B - Support performance-management processes

Student name:

Student ID:

Assessment task 1: [title] Result: Competent Not yet competent

(add lines for each task)

Feedback to student:

 

 

 

 

 

 

 

 

Overall assessment result: Competent Not yet competent

Assessor name:

Signature:

Date:

Student signature:

Date: