Assessor Resource

BSBHRM512A
Develop and manage performance-management processes

Assessment tool

Version 1.0
Issue Date: May 2024


This unit applies to those with a well-established theoretical knowledge of 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 the work of a team. They may or may not have staff who report to them, but they are authorised to establish effective performance-management processes for an organisation.

This unit describes the performance outcomes, skills and knowledge required to design, implement and oversee performance-management processes. The unit also includes specific intervention associated with under-performance or misconduct and developing approaches to address skill and performance gaps.

You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)

Prerequisites

Not applicable.

Employability Skills

This unit contains employability skills.



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:

develop a performance-management process to support business goals, or critique existing performance-management processes

provide support for mediation for effective management of performance issues

develop approaches to improve performance and address identified performance gaps.

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 reports on performance management and performance-development processes

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 and talent management.

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.

Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assingnment, 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 processes are practical and gather necessary information

communication and conflict-management skills to deal with grievances, disputes and disagreements

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

training, coaching, mentoring and facilitation skills using a range of methods to cater for differences in learning styles, to ensure managers are competent to manage performance.

Required knowledge

characteristics of a learning organisation

equal employment opportunity, privacy and confidentiality, 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 and talent management processes

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.

Integrated performance-management processes include:

communications

data collection and analysis

software

reporting.

Employment situations may include:

casual and contract work

full-time and part-time work

marketing and sales

office and clerical

physical labour

processing

production

technical and scientific

tele-working

warehousing and transport.

Performance gaps may include:

costs above budget

disruptive conflict

external interference

failure to meet strategic or operational objectives

low or high turnover of labour

productivity below budget

quality, workplace health and safety, or environmental failure

work bans or go slow.

Intervention may include:

coaching

counselling

disciplining

giving praise

recognising good performance.

Learning and development plans and strategies may include:

enhancing knowledge

mentoring

personal development

project work

skills training

visits to other workplaces.

Appropriate providers include:

consultants

external and internal providers

trainers.

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 organisational strategic and operational plans to identify relevant policies and objectives to be reflected in integrated performance-management processes 
Develop objectives for performance-management processes to support organisational strategy and goals and to build organisational capability 
Design methods and processes for line managers to develop key performance indicators for those reporting to them 
Develop organisational timeframes and processes for formal performance-management sessions 
Ensure performance-management processes developed are flexible enough to cover the range of employment situations in the organisation 
Consult with key stakeholders about the processes and agree on process features 
Gain support for the implementation of the performance-management processes 
Train relevant groups and individuals to monitor performance, identify performance gaps, provide feedback and manage talent 
Work with line managers to ensure that performance is monitored regularly and that intervention occurs as required and in line with organisational policies and legal requirements 
Support line managers to counsel and discipline employees who continue to perform below standard 
Articulate dispute-resolution processes where necessary, mediating between line managers and employees 
Provide support to terminate employees who fail to respond to interventions, according to organisational protocols and legislative requirements 
Ensure recorded outcomes of performance-management sessions are accessible and stored securely according to organisational policy 
Regularly evaluate and improve all aspects of the performance-management processes, in keeping with organisational objectives and policies 
Design and develop learning and development plans and strategies to encourage effective employee performance 
Deliver learning and development plans according to agreed timeframes and ensure they deliver specified outcomes 
Contract appropriate providers for performance development, as identified by the plans and according to organisational policy 
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 

Forms

Assessment Cover Sheet

BSBHRM512A - Develop and manage 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

BSBHRM512A - Develop and manage 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: