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Evidence Guide: BSBHRM403 - Support performance management process

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!

From the Wiki University

 

BSBHRM403 - Support performance management process

What evidence can you provide to prove your understanding of each of the following citeria?

Review performance management infrastructure

  1. Ensure all positions have current position descriptions specifying key requirements of the role
  2. Assist in reviewing the performance management system to ensure it aligns with the strategic direction of the organisation
  3. Ensure managers have provided reports of performance indicators consistent with the position description requirements
  4. Check performance appraisal meetings are held in line with organisational timeframes, that correct documentation has been completed, and necessary parties have recorded agreement
  5. Check appropriate organisational procedures have been followed for acknowledging good performance and addressing under-performance
  6. Provide advice and support where there is dissention about performance appraisal outcomes
Ensure all positions have current position descriptions specifying key requirements of the role

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Assist in reviewing the performance management system to ensure it aligns with the strategic direction of the organisation

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Ensure managers have provided reports of performance indicators consistent with the position description requirements

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Check performance appraisal meetings are held in line with organisational timeframes, that correct documentation has been completed, and necessary parties have recorded agreement

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Check appropriate organisational procedures have been followed for acknowledging good performance and addressing under-performance

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Provide advice and support where there is dissention about performance appraisal outcomes

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Promote performance management system

  1. Clarify goals and methods of the performance-management system to employees
  2. Promote the performance management system to stakeholders
  3. Arrange or deliver training or instruction on using the performance management system
  4. Encourage ongoing and regular feedback on personnel performance as well as formal performance appraisals
Clarify goals and methods of the performance-management system to employees

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Promote the performance management system to stakeholders

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Arrange or deliver training or instruction on using the performance management system

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Encourage ongoing and regular feedback on personnel performance as well as formal performance appraisals

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Recommend improvements to performance management system in response to collated data

  1. Review performance management documentation to establish trends or problem areas requiring attention
  2. Review patterns in skill or performance gaps and consider requirements and options for performance development
  3. Assist in revising policies and procedures where necessary
  4. Suggest improvements to the performance management system
Review performance management documentation to establish trends or problem areas requiring attention

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Review patterns in skill or performance gaps and consider requirements and options for performance development

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Assist in revising policies and procedures where necessary

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Suggest improvements to the performance management system

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1 Review performance management infrastructure

1.1 Ensure all positions have current position descriptions specifying key requirements of the role

1.2 Assist in reviewing the performance management system to ensure it aligns with the strategic direction of the organisation

1.3 Ensure managers have provided reports of performance indicators consistent with the position description requirements

1.4 Check performance appraisal meetings are held in line with organisational timeframes, that correct documentation has been completed, and necessary parties have recorded agreement

1.5 Check appropriate organisational procedures have been followed for acknowledging good performance and addressing under-performance

1.6 Provide advice and support where there is dissention about performance appraisal outcomes

2 Promote performance management system

2.1 Clarify goals and methods of the performance-management system to employees

2.2 Promote the performance management system to stakeholders

2.3 Arrange or deliver training or instruction on using the performance management system

2.4 Encourage ongoing and regular feedback on personnel performance as well as formal performance appraisals

3 Recommend improvements to performance management system in response to collated data

3.1 Review performance management documentation to establish trends or problem areas requiring attention

3.2 Review patterns in skill or performance gaps and consider requirements and options for performance development

3.3 Assist in revising policies and procedures where necessary

3.4 Suggest improvements to the performance management system

Required Skills and Knowledge

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1 Review performance management infrastructure

1.1 Ensure all positions have current position descriptions specifying key requirements of the role

1.2 Assist in reviewing the performance management system to ensure it aligns with the strategic direction of the organisation

1.3 Ensure managers have provided reports of performance indicators consistent with the position description requirements

1.4 Check performance appraisal meetings are held in line with organisational timeframes, that correct documentation has been completed, and necessary parties have recorded agreement

1.5 Check appropriate organisational procedures have been followed for acknowledging good performance and addressing under-performance

1.6 Provide advice and support where there is dissention about performance appraisal outcomes

2 Promote performance management system

2.1 Clarify goals and methods of the performance-management system to employees

2.2 Promote the performance management system to stakeholders

2.3 Arrange or deliver training or instruction on using the performance management system

2.4 Encourage ongoing and regular feedback on personnel performance as well as formal performance appraisals

3 Recommend improvements to performance management system in response to collated data

3.1 Review performance management documentation to establish trends or problem areas requiring attention

3.2 Review patterns in skill or performance gaps and consider requirements and options for performance development

3.3 Assist in revising policies and procedures where necessary

3.4 Suggest improvements to the performance management system