• BSBHRM503A - Manage performance management systems

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

BSBHRM503A Mapping and Delivery Guide
Manage performance management systems

Version 1.0
Issue Date: September 2018


Qualification -
Unit of Competency BSBHRM503A - Manage performance management systems
Description This unit describes the performance outcomes, skills and knowledge required to design, implement and oversee performance management systems.It includes ongoing performance feedback strategies as well as formal performance feedback meetings. Specific intervention associated with underperformance and/or misconduct is also included.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.This unit describes the performance outcomes, skills and knowledge required to design, implement and oversee performance management systems.It includes ongoing performance feedback strategies as well as formal performance feedback meetings. Specific intervention associated with underperformance and/or misconduct is also included.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Employability Skills This unit contains employability skills.This unit contains employability skills.
Learning Outcomes and Application This unit applies to individuals with a well established, sound theoretical knowledge base in human resources management and performance management who are proficient in using a range of specialised technical and managerial techniques to plan, carry out and evaluate their own work and/or the work of a team.They may or may not have staff who report to them but they are authorised to ensure the establishment of an effective performance management system for the organisation.This unit applies to individuals with a well established, sound theoretical knowledge base in human resources management and performance management who are proficient in using a range of specialised technical and managerial techniques to plan, carry out and evaluate their own work and/or the work of a team.They may or may not have staff who report to them but they are authorised to ensure the establishment of an effective performance management system for the organisation.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.
Prerequisites/co-requisites
Competency Field Workforce Development - Human Resource ManagementWorkforce Development - Human Resource Management
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: Develop performance management systems
  • Analyse strategic and operational plans to identify relevant policies and objectives for performance management system
  • Design methods and processes for line managers to develop key performance indicators for positions reporting to them
  • Develop organisational timeframes and processes for formal performance management sessions
  • Ensure systems developed are flexible enough to cover the range of employment situations within the organisation
  • Consult with key stakeholders about the system and agree on its features
  • Gain support for the implementation of the performance management system
       
Element: Implement performance management systems
  • Train relevant groups and individuals to monitor performance and to identify performance gaps
  • Ensure that line managers are monitoring performance regularly and that intervention occurs to acknowledge poor performance and excellent performance
  • Work with line managers, where necessary, to assist them to address poor performance in accordance with organisational policies and legal requirements
  • Support line managers to counsel and discipline employees who continue to perform below standard
  • Provide support to terminate employees who fail to respond to interventions, in accordance with organisational protocols and legislative requirements
  • Recognise excellence in accordance with organisational policy
  • Ensure documented outcomes of performance management sessions are accessible and are stored in accordance with organisational policy
       
Element: Coordinate formal feedback processes
  • Develop performance feedback plans by relevant managers/team leaders and lodge them with human resources staff
  • Provide training and assistance to managers/team leaders participating in the feedback process
  • Agree on and sign, plans for performance improvement and individual learning and development
  • Establish processes to deal with any problems or grievances which arise from the performance feedback
  • Make available specialist advice on career development to participants in the process
       
Element: Coordinate individual/group learning development plans
  • Contract appropriate providers for performance development, as identified by the plans, in accordance with organisational policies
  • Design learning and development plans to contribute to the development of a learning organisation
  • Deliver learning and development plans according to agreed timeframes and ensure they deliver specified outcomes
  • Monitor learning and development activities to ensure compliance with quality assurance standards
  • Negotiate remedial action with providers where necessary
  • Generate reports to advise appropriate managers on progress and success rates of activities
  • Regularly evaluate and improve all aspects of the performance management system, in keeping with organisational objectives and policies
       


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 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 anti-discrimination 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 on-the-job 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:

BSBHRM507A Manage separation or termination

other units from the Diploma of Business (Human Resource Management).


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

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 anti-discrimination 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.

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

marketing/sales

office/clerical

part-time work

physical labour

processing

production

technical/scientific

tele-working

warehousing/transport

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:

coaching

counselling

discipline

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

mentoring

personal development

project work

skills training

visits

Career development means:

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

Appropriate providers include:

consultants

external providers

internal providers

trainers

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

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
Analyse strategic and operational plans to identify relevant policies and objectives for performance management system 
Design methods and processes for line managers to develop key performance indicators for positions reporting to them 
Develop organisational timeframes and processes for formal performance management sessions 
Ensure systems developed are flexible enough to cover the range of employment situations within the organisation 
Consult with key stakeholders about the system and agree on its features 
Gain support for the implementation of the performance management system 
Train relevant groups and individuals to monitor performance and to identify performance gaps 
Ensure that line managers are monitoring performance regularly and that intervention occurs to acknowledge poor performance and excellent performance 
Work with line managers, where necessary, to assist them to address poor performance in accordance with organisational policies and legal requirements 
Support line managers to counsel and discipline employees who continue to perform below standard 
Provide support to terminate employees who fail to respond to interventions, in accordance with organisational protocols and legislative requirements 
Recognise excellence in accordance with organisational policy 
Ensure documented outcomes of performance management sessions are accessible and are stored in accordance with organisational policy 
Develop performance feedback plans by relevant managers/team leaders and lodge them with human resources staff 
Provide training and assistance to managers/team leaders participating in the feedback process 
Agree on and sign, plans for performance improvement and individual learning and development 
Establish processes to deal with any problems or grievances which arise from the performance feedback 
Make available specialist advice on career development to participants in the process 
Contract appropriate providers for performance development, as identified by the plans, in accordance with organisational policies 
Design learning and development plans to contribute to the development of a learning organisation 
Deliver learning and development plans according to agreed timeframes and ensure they deliver specified outcomes 
Monitor learning and development activities to ensure compliance with quality assurance standards 
Negotiate remedial action with providers where necessary 
Generate reports to advise appropriate managers on progress and success rates of activities 
Regularly evaluate and improve all aspects of the performance management system, in keeping with organisational objectives and policies 

Forms

Assessment Cover Sheet

BSBHRM503A - Manage performance management systems
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

BSBHRM503A - Manage performance management systems

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: