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Evidence Guide: BSBHRM512 - Develop and manage performance management processes

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!

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BSBHRM512 - Develop and manage performance management processes

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

Develop integrated performance-management processes

  1. Analyse organisational strategic and operational plans to identify relevant policies and objectives to be addressed in integrated performance-management processes
  2. Develop objectives for performance-management processes to support organisational strategy and goals and to build organisational capability
  3. Design methods and processes for line managers to develop key performance indicators for those reporting to them
  4. Develop organisational timeframes and processes for formal performance-management sessions
  5. 1.5 Ensure performance-management processes are flexible enough to cover the range of the organisation's employment situations
  6. Consult with key stakeholders about the processes and agree on process features
  7. Gain support for implementation of the performance-management processes
Analyse organisational strategic and operational plans to identify relevant policies and objectives to be addressed in integrated performance-management processes

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Develop objectives for performance-management processes to support organisational strategy and goals and to build organisational capability

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Design methods and processes for line managers to develop key performance indicators for those reporting to them

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Develop organisational timeframes and processes for formal performance-management sessions

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

1.5 Ensure performance-management processes are flexible enough to cover the range of the organisation's employment situations

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Consult with key stakeholders about the processes and agree on process features

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Gain support for implementation of the performance-management processes

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Facilitate the implementation of performance-management processes

  1. Train relevant groups and individuals to monitor performance, identify performance gaps, provide feedback and manage talent
  2. Work with line managers to ensure that performance is monitored regularly and that interventionoccurs as required and complies with organisational policies and legal requirements
  3. Support line managers to counsel and discipline employees who continually perform below standard
  4. Articulate dispute resolution processes where necessary, mediating between line managers and employees
  5. Provide support to terminate employees who fail to respond to interventions according to organisational protocols and legislative requirements
  6. Ensure recorded outcomes of performance-management sessions are accessible and stored securely, according to organisational policy
  7. Regularly evaluate and improve all aspects of performance-management processes in keeping with organisational objectives and policies
Train relevant groups and individuals to monitor performance, identify performance gaps, provide feedback and manage talent

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Work with line managers to ensure that performance is monitored regularly and that interventionoccurs as required and complies with organisational policies and legal requirements

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Support line managers to counsel and discipline employees who continually perform below standard

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Articulate dispute resolution processes where necessary, mediating between line managers and employees

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Provide support to terminate employees who fail to respond to interventions according to organisational protocols and legislative requirements

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Ensure recorded outcomes of performance-management sessions are accessible and stored securely, according to organisational policy

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Regularly evaluate and improve all aspects of performance-management processes in keeping with organisational objectives and policies

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Coordinate individual or group learning and development

  1. Design and develop learning and development plans and strategies to encourage effective employee performance
  2. Deliver learning and development plans according to agreed timeframes, ensuring achievement of specified outcomes
  3. Contract appropriate providers for performance development, as identified by plans and according to organisational policy
  4. Monitor learning and development activities to ensure compliance with quality assurance standards
  5. Negotiate remedial action with providers, where necessary
  6. Generate reports to advise appropriate managers on progress and success rates of activities
Design and develop learning and development plans and strategies to encourage effective employee performance

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Deliver learning and development plans according to agreed timeframes, ensuring achievement of specified outcomes

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Contract appropriate providers for performance development, as identified by plans and according to organisational policy

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Monitor learning and development activities to ensure compliance with quality assurance standards

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Negotiate remedial action with providers, where necessary

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

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

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 Develop integrated performance-management processes

1.1 Analyse organisational strategic and operational plans to identify relevant policies and objectives to be addressed in integrated performance-management processes

1.2 Develop objectives for performance-management processes to support organisational strategy and goals and to build organisational capability

1.3 Design methods and processes for line managers to develop key performance indicators for those reporting to them

1.4 Develop organisational timeframes and processes for formal performance-management sessions

1.5 Ensure performance-management processes are flexible enough to cover the range of the organisation's employment situations

1.6 Consult with key stakeholders about the processes and agree on process features

1.7 Gain support for implementation of the performance-management processes

2 Facilitate the implementation of performance-management processes

2.1 Train relevant groups and individuals to monitor performance, identify performance gaps, provide feedback and manage talent

2.2 Work with line managers to ensure that performance is monitored regularly and that interventionoccurs as required and complies with organisational policies and legal requirements

2.3 Support line managers to counsel and discipline employees who continually perform below standard

2.4 Articulate dispute resolution processes where necessary, mediating between line managers and employees

2.5 Provide support to terminate employees who fail to respond to interventions according to organisational protocols and legislative requirements

2.6 Ensure recorded outcomes of performance-management sessions are accessible and stored securely, according to organisational policy

2.7 Regularly evaluate and improve all aspects of performance-management processes in keeping with organisational objectives and policies

3 Coordinate individual or group learning and development

3.1 Design and develop learning and development plans and strategies to encourage effective employee performance

3.2 Deliver learning and development plans according to agreed timeframes, ensuring achievement of specified outcomes

3.3 Contract appropriate providers for performance development, as identified by plans and according to organisational policy

3.4 Monitor learning and development activities to ensure compliance with quality assurance standards

3.5 Negotiate remedial action with providers, where necessary

3.6 Generate reports to advise appropriate managers on progress and success rates of activities

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 Develop integrated performance-management processes

1.1 Analyse organisational strategic and operational plans to identify relevant policies and objectives to be addressed in integrated performance-management processes

1.2 Develop objectives for performance-management processes to support organisational strategy and goals and to build organisational capability

1.3 Design methods and processes for line managers to develop key performance indicators for those reporting to them

1.4 Develop organisational timeframes and processes for formal performance-management sessions

1.5 Ensure performance-management processes are flexible enough to cover the range of the organisation's employment situations

1.6 Consult with key stakeholders about the processes and agree on process features

1.7 Gain support for implementation of the performance-management processes

2 Facilitate the implementation of performance-management processes

2.1 Train relevant groups and individuals to monitor performance, identify performance gaps, provide feedback and manage talent

2.2 Work with line managers to ensure that performance is monitored regularly and that interventionoccurs as required and complies with organisational policies and legal requirements

2.3 Support line managers to counsel and discipline employees who continually perform below standard

2.4 Articulate dispute resolution processes where necessary, mediating between line managers and employees

2.5 Provide support to terminate employees who fail to respond to interventions according to organisational protocols and legislative requirements

2.6 Ensure recorded outcomes of performance-management sessions are accessible and stored securely, according to organisational policy

2.7 Regularly evaluate and improve all aspects of performance-management processes in keeping with organisational objectives and policies

3 Coordinate individual or group learning and development

3.1 Design and develop learning and development plans and strategies to encourage effective employee performance

3.2 Deliver learning and development plans according to agreed timeframes, ensuring achievement of specified outcomes

3.3 Contract appropriate providers for performance development, as identified by plans and according to organisational policy

3.4 Monitor learning and development activities to ensure compliance with quality assurance standards

3.5 Negotiate remedial action with providers, where necessary

3.6 Generate reports to advise appropriate managers on progress and success rates of activities