BSBHRM611 Student Assessment Tasks v1 2021

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Govt. Elementary College, Lyari, Karachi *

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Jun 1, 2024

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STUDENT ASSESSMENT TASKS TEMPLATE

Assessment Task 1: Knowledge questions Questions Provide answers to all of the questions below: 1. Write a paragraph to explain the purposes and benefits of an organizational development program. In your answer:  define performance development.  list at least five purposes.  list at least five benefits. ANSWER: Define performance development: - To ensure mutual understanding and improve effectiveness in achieving the departmental and campus mission and goals, performance development is an ongoing process that involves communication and clarification between the supervisor and the employee regarding position responsibilities, priorities, and performance expectations. In contrast to a performance appraisal, which is typically conducted once a year, performance development is a more comprehensive process that involves ongoing review and feedback in addition to increased communication. The procedure promotes frequent feedback and a "coaching" style of management. It also emphasizes working as a team and bringing value to the company. To guarantee that it is developmental rather than judgmental, performance development enhances performance and skill development but is not linked to pay or promotion. The list at least five purposes: - Encourage and improve two-way communication between the worker and the manager. - Clearly state the purpose, objectives, duties, deadlines, and tasks assigned. - Identify problems with performance and acknowledge quality work. - Train employees to be competent in both their current roles and any future assignments or roles. - Establish precise job descriptions, standards, and objectives for every employee. The list at least five benefits: - Increase Retention. - Build confidence and credibility. - Make succession planning easier. - Re-energize your staff.

- Improved efficiency. 2. Complete the table below to describe the components, resource requirements, and design principles of an organizational performance development program. The first row has been completed as an example for you to follow. Component Description Resources/tools (provide at least one) Design principle (provide at least one) Objectives An objective describes what you want to achieve. It is similar to a goal. To establish goals or objectives, be specific, measurable, attainable, relevant, and time-bound (S.M.A.R.T). All stakeholders (employees, managers, executives) Strategic Plan Operational plan Align the performance development program objective to the organization’s strategic plan. Development opportunities Coaching, mentoring, courses, and online training programs. The mentors' tool for the virtual course. Allocate funds for subscriptions. Integrated material, adherence to rules and guidelines, chances for active learning, coaching, mentorship, and apprenticeship, as well as personalized instruction. Rewards and incentives (Gift card, prize, etc.), opportunity (such as travel, career advancement, etc.), leadership, social interaction, and recognition; and work/life balance. Executives (for approval) Budget allocation Personal Performance development plan. Speak with staff members to learn about their preferences and find out what drives each person. Reporting and record keeping performance appraisal. Data Software Legislation Policies and Procedures. Rewarding the performance of individuals or teams that directly BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 3

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Component Description Resources/tools (provide at least one) Design principle (provide at least one) contribute to organizational goals benefits both employees and the organization. Personal development plans Tools to support employees' professional and personal development. Use online resources, reach out to mentors, and consider working remotely. Set goals; prioritize these goals and recognize threats and opportunities. 3. Describe the various roles and responsibilities associated with an organisational performance development program. Complete the table to answer the question (the first row has been completed as an example for you to follow): Role Responsibilities (at least two) Employee Work towards your personal objectives. Give the manager your thoughts. Assume accountability for your own professional growth. Managers Use the performance management process as a valuable tool for supporting employee development and improvement. If your employees sense a lack of interest on your part, they will lose interest too. HR Create a performance management procedure based on best practices. Give yourself realistic timeframes to finish each process phase. Executive senior leaders New processes must be actively supported. Share your support through a variety of employee communications vehicles. BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 4

4. Describe how legislation addresses privacy and confidentiality in a performance development program. In your answer: ANSWER: Name at least one legislative: - The Privacy Act 1988 and explain the privacy act. Describe the legislation: - The creation and enactment of laws by municipal, state, or federal legislatures is known as legislation or an act. It can also occasionally be applied to administrative agency rules and regulations as well as municipal ordinances enacted in the course of carrying out assigned legislative duties. Provide an example of how it addresses privacy and confidentiality: - Privacy can also apply to information about yourself, and data protection laws regulate the processing of personal data through enforceable data protection principles. Confidentiality only applies to information. 5. Describe how organizational policies and procedures apply to a performance development program. In your answer:  Name at least two policies/procedures.  Explain how they relate to a performance development program. ANSWER: Name at least two policies/procedures: - Record keeping policy and procedure. - Confidentiality policy/procedures. Explain how they relate to a performance development program: - A key objective of the Performance Development Program (PDP) is to enable employees and managers to work collaboratively to set performance and career development goals; monitor and discuss progress regularly; receive coaching, mentoring, support, and tools; and meaningful recognition for achieving the goals. 6. Explain methods that can be used to evaluate and report on performance development programs. In your answer discuss:  data collection methods (at least two)  method to define outcomes (at least one)  method to evaluate the program  reporting methods (at least two). ANSWER: Data collection methods: - Feedback or evaluation forms. BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 5

- Online surveys. Method to define outcomes: - What didn't function properly? - How can we improve? Method to evaluate the program: - There are three primary categories of assessment techniques: outcome-based, process- based, and goal-based. Reporting methods: - 360-degree feedback. - Assessment centre method. BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 6

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Assessment Task 1: Checklist Student’s name & ID: Long Nhat Mai Id: GBC220307 Did the student provide a sufficient and clear answer that addresses the suggested answer for the following? Completed successfully? Comments Yes No Question 1 Question 2 Question 3 Question 4 Question 5 Question 6 Task outcome:  Satisfactory  Not satisfactory Assessor signature: Assessor name: Date: BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 7

Assessment Task 2: Project Activities Complete the following activities: 1. Carefully read the scenario in Student assessment Tasks 2. Preparation 3. Planning for a performance development plan 4. Developing an organisational performance development program 5. Managing a performance development program F89p 6. Submit your completed Project Portfolio Make sure you have completed all sections of your Project Portfolio , answered all questions, provided enough detail as indicated and proofread for spelling and grammar as necessary. Remember to submit all necessary attachments as indicated. ANSWER Summary of the organisation: BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 8

A social startup called Worlducation makes tablet PCs for elementary school pupils. They have a competitive team that creates software, content, and activities to further engage and educate the pupils in addition to focusing on hardware. Through the use of artificial intelligence technology, Worlducation seeks to transform the way kids learn in the classroom by monitoring each student's development and adapting to meet their requirements along the way to provide the best possible learning environment. Worlducation found that their hardware and content worked best in a classroom setting where teachers were in charge of the activities, hence they only sell their tablet computers business to business (B2B) at this time. Additionally, by doing this, the sales team was able to concentrate on closing more deals and reduced the likelihood of particular customer-related issues. In the long run, though, a business-to-consumer (B2C) strategy will also need to be addressed. The idea that Worlducation sees is a world without illiteracy, one in which every child learns to read and write. This sets them apart from their competitors. In keeping with this goal, they train and donate to a classroom in need somewhere in the world for each classroom that purchases one of their products. In order for the two classrooms—those that got the contribution and those that purchased the goods and services—to develop and work together over the course of their learning cycle, they also establish a connection between them. After founding in 2016, Worlducation delivered more than 35,000 tablets to more than 550 schools across 23 countries by the end of 2019. They made money through the sale of hardware and software subscriptions. In addition to having their development team in Bulgaria, manufacturing team in Hong Kong, and operation and sales/marketing personnel in Colombia, Egypt, Iceland, Russia, and the Philippines, Worlducation has its headquarters in Sydney's Central Business District. The intricate supply chain at Worlducation starts when a transaction is made, typically through a sales representative or an internet inquiry that the sales team responds to. An internal Enterprise Resource Planning System (ERP System) tracks sales and alerts the operations team when a delivery order has to be made. The operations team approves the delivery of a production request to the Hong Kong manufacturer and verifies the sales order. The Hong Kong manufacturing team takes note of the order requirements and delivery information and adds it to the production schedule. After the order is produced, the operations staff sets up direct shipping and goods for the customer. Management structure: BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 9

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Key operational processes for the sales department: - How are sales made? the sales team focuses on larger sales and minimizes the potential number of problems that could arise from individual customers. However, the long-term plan is to also tackle a business-to-consumer strategy (B2C). - How are sales recorded? Sales are recorded in an internal Enterprise Resource Planning System (ERP System) which notifies the operations team that an order needs to be delivered. - The operations team verifies the sales order and authorizes the delivery of a manufacturing request to the factory in Hong Kong. Strategic Objectives: - Ensure that all financial operations, performance indicators, and results support strategic policies. - Identify new and expand existing sources of revenue and ways to help more classrooms in need. - Achieve profits of at least 10% per annum. Need for the performance development program plan: The sales manager has been tasked by the CEO to develop a performance development program plan to address gaps in the skills of sales representatives. Skills to address include: BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 10

- Strengthening the skills of our people, to better support customer needs. - Exploring the use of technology in human resources. - Continuing to enhance the diversity of our workforce. - Empowering innovation and responsiveness to change. Purpose of the performance development program: - Strategy and mission: Changes in strategy and mission are often difficult to map out, but, as a business owner, you need to continually monitor how well–or if–your organization is meeting your mission, and you need to be prepared to change strategies if needed. - Organisational structure: This concerns the roles, objectives, and responsibilities of individuals, departments, and teams. Structure changes, some are relatively minor, while some such as mergers are considered extreme and intense. - People: Organisational improvements regarding personnel consist of turnover, hiring, training, and other changes that will be beneficial for the organizations. Objectives of the performance development program and their alignment with the strategic plan: - Customer complaints decline by 80% in the wake of client demand. - All sales staff should achieve their individual performance development goals within 8 weeks. Benefits of performance development plan: - Helps managers and employees identify areas for improvement. - Worlducation retains its sales representatives. - Higher employee accountability and commitment to development. - Work/life balance maintained for sales staff. - More proactivity in the approach to employee growth and development. Stakeholders who can contribute towards the performance development program: - CEO - HR Managers - ICT Managers - Clients Legislation relevant to the performance development plan: Consider the Fair Work Act 2009 and explain the purpose of this law. The purpose of the Fair Work Act is to introduce a national workplace relations system that sets minimum standards and conditions for employees and provides the legal framework for employer-employee relations for the majority of workplaces in Australia. Organizational policies and procedures relevant to the performance development plan: Training and development policy - Formal training sessions (individual or corporate). - Employee Coaching and Mentoring. - Participating in conferences. - On-the-job training (e.g. simulations). - Job shadowing. - Job rotation. - Subscriptions or educational materials - Individual training programs Internal Communication policy BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 11

Reporting and record-keeping requirements - A record is any type of file (document, spreadsheet, database entries) that Worlducation stores in its systems. This includes files both employees and external sources create - all legal and business documents and formal internal and external communications. - This policy applies to employees who may create, access, and manage records. HR and finance departments, which manage sensitive and critical information, are primarily responsible for keeping accurate and secure records. Actions, responsibilities, timeframes, and desired outcomes Process step or action required Person (s) Responsible Time frame Desired outcomes Source information HR – Sales Manager 5 Days authority, accuracy, objectivity, currency, and coverage. Establish record- keeping requirements HR – Sales Manager 7 Days Good record keeping can be proof that you have made considered decisions and taken appropriate actions. Monitor program HR manager 4 Days Monitoring and evaluation help with identifying the most valuable and efficient use of resources Create resources and tools CEO 5 Days Makes the planning and management process more transparent Establish HR manager 3 Days 3 methods have been BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 12

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development opportunity alternatives established following policy/procedure Establish incentives CEO 2 Days Any incentive planner should also consider using incremental incentives to achieve incremental improvement targets as well as shooting for the result. Evaluate the program CEO 4 Days determine what works well and what could be improved in a program or initiative. Performance Development Opportunities List the type of training provided (coaching face to face training mentoring etc.) This could be on- the-job and off-the-job training. Also, you can consider a Q&A forum for staff. - On-the-job training. - Off-the-job training. - Combination. The Market The technology market is a growing and ever-changing industry due to the rapid rate that which technology is being updated. Emerging technologies include artificial intelligence and the Internet of Things (IoT). There is an increasing focus on cyber security. Due to the global pandemic, the issues with the manufacturing industry have impacted the supply of hardware components. The trend for consumer spending during the pandemic has taken a downturn but this has not affected the ICT industry as due to more people working from home, consumer appetite for tablets has increased. Situation Analysis Strengths Weaknesses - Value and quality - Strong management - Customer loyalty - Friendly organisational culture - Level of available finance for investment - Brand name not developed as well it could be. - Growing organization Opportunities Threats - Schools need to upgrade technology. - Opportunities to offer a range of services. - Opportunities for synergies across all services and products. - High level of competition. - Economic downturn meaning less spent generally. - Failing to satisfy clients demands. Marketing Strategies BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 13

Our marketing strategies aim to: - Build our brand - Generate leads now - Convert those leads quickly - Have every part of the business supporting each other We plan to develop our market share by: - Improving our marketing and advertising - Continually improving the quality of service given to clients - Maintaining effective communication channels with all stakeholders to ascertain industry requirements and then develop products and manage services accordingly - Continually improving communication channels with all our stakeholders, ensuring a flow of timely and accurate information to facilitate effective planning and decision-making - Targeting identified growth markets with planned, market-appropriate campaigns employing a variety of promotional strategies and advertising mediums - Offering attractive fee structures to our clients - Continually improving the skills, knowledge, and effectiveness of our team through our commitment to training and development - Regularly reviewing the effectiveness of all our operations and making improvements when and where necessary Rewards/incentives - Workplace recognition (i.e. sales representative of the week). - Employees are to get a day off work. Authorization Records may have different levels of authorization that limit their accessibility. The authorization level is determined by the employee who creates the records and the law where the law always take precedence. The following records are strictly confidential and require a high-level authorization: - Employment records e.g. remuneration, performance review, skills assessment - Unpublished financial data - Customer/ vendor/ partner/ job applicant information and contracts Other types of records, like company performance metrics and internal policies, may be accessible to all permanent employees. Employees must not disclose records to people outside of our company unless authorized. Feedback options: - Feedback will be conducted every 1 week. - Verbal feedback will be taken. - Performance feedback will be given by the sales manager to sales representatives and sales representatives will provide feedback about the development opportunities to the sales manager. Performance Development Procedure: - Timing must specify that feedback is every 2 weeks. - Individual performance plans must be made and reviewed fortnightly (using review functionality and saving documents in different versions as per record-keeping policy). - Employees are to choose their reward based on preference (day off or recognition). - Data to be collected and reported on. BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 14

Reporting and record-keeping procedure: - The sales manager will report to the CEO every 2 weeks on performance improvement and client satisfaction. - Client complaints (recorded in a feedback register) analyzed in MS Excel and put into a written report (e.g. MS Word) for the CEO. - Sales representative performance improvement will be compared to their individual performance development plan goals and documented as comments on the plan. If a new plan is created (i.e. a goal is adjusted, then it must be saved with a new version number). - Data on the number of customer complaints and sales representative goal attainment is required. Physical records Printed records must be stored safely in filing cabinets or closed offices. Important, confidential files mustn’t be left in open office areas. Electronic records Electronic records will be protected by passwords, firewalls, and other security settings (both locally and in the cloud.) Employees are responsible for keeping these records intact. For example, if an employee shares a Google spreadsheet, they must decide whether to give colleagues permission to edit, view, or comment. Also, when employees access electronic, confidential records outside of our offices, they should ensure that both their devices and networks are secure. They should not leave their screens and devices unattended while logged in to our company’s accounts. Data retention period As a general rule, Worlducation will keep all records for a minimum of three years unless otherwise stated by law. The following records must be preserved indefinitely: - Internal policies. - Employment contracts. - Partnership and vendor contracts - Financial statements and annual reports. - Results of audits and legal investigations. Discarding records Records may also be discarded upon request from a stakeholder. Naming convention - All employees are required to use Worlducation’s templates for all workplace documentation. - Documents should be named [Department_Type_Detail_Version] - Documents are to be saved using Worlducation’s cloud-based storage system. Feedback In-built software review functionality should be used, and all comments recorded in a feedback register. The feedback register should contain the date, project number, name of the reviewer, person receiving feedback, comments, and action required. Write a report to summarise the evaluation outcomes and send or present your report through relevant management structures. BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 15

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To: Management team From: Long Nhat Mai Date: 15/3/2024 Subject: Evaluation Outcomes for the Performance Development Program This report serves as an overview of the evaluation results for the Performance Development Programme that has been in place for the past 12 months. The objective of this program was to improve worker productivity, performance, and general job satisfaction. To: Management team From: Long Nhat Mai Date: 15/3/2024 Subject: Evaluation Outcomes for the Performance Development Program This report serves as an overview of the evaluation results for the Performance Development Programme that has been in place for the past 12 months. The objective of this program was to improve worker productivity, performance, and general job satisfaction. Overview of the Performance Development Program The performance development program at Worlducation was designed to address the new challenges faced by sales representatives: Program Objectives: - Reach personal objectives in eight weeks. - Reduce the volume of complaints from customers by 80%. - Without adding to the expense, close knowledge and ability gaps in sales agents. Sales Representatives Preferences for Learning: - Six out of ten sales representatives say that coaching and mentoring are the best ways to learn. - Three like to read, do independent research and pose questions. - One likes to practice skills in role-playing scenarios. Motivating Factors: - The majority of employees would welcome a day off if customer complaints sharply decline. - For certain workers, rewards like "employee of the week" serve as a source of motivation. Execution and Observation: - The learning preferences survey was followed by a rapid implementation of the program. - Data collecting based on the CEO's criteria (fewer complaints and enhanced abilities) began as soon as the program was put into place. Progress Reporting: BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 16

- Because of the changing COVID-19 problems, the CEO asked for email updates every two weeks regarding performance development and client satisfaction. Data and analysis Client grievances: - The information tracks the number of client complaints over a given time frame. - The daily range of complaints was 1 to 20, suggesting a substantial volume of customer- generated difficulties. Performance of Sales Representatives: - Each sales representative's excellent personal performance growth goals are displayed in the statistics. - The fourth sales representative said they were unsure of their function and had not met any personal objectives. - Most sales representatives expressed gratitude for the training, particularly the mentorship program. Monitoring Progress: - Data gathered about the CEO's requirements concentrated on fewer complaints and enhanced abilities. - The program's goal was to close knowledge and ability gaps among sales agents without adding to existing expenses. Training and Development Policy: - To improve job performance, the policy places a strong emphasis on employee training and development. - The article highlights several training techniques, such as in-person instruction, conferences, coaching, mentoring, and on-the-job training. Strategic Plan 2020 - 2022: - Worlducation's vision, mission, values, and strategic priorities are delineated in the strategic plan. - It places a strong emphasis on teamwork, creativity, and customer-focused methods to attain expansion and financial success. Evaluation against outcomes Preferences for Learning: - Most salespeople said that coaching and mentoring were the best way to learn. - Certain sales personnel favored self-directed learning strategies, like making inquiries and conducting independent research. The assessment emphasizes the importance of concentrating on raising salespeople's game, efficiently handling client complaints, and matching training curricula to the stated learning preferences. For the performance improvement program to be successful, tracking progress and providing feedback will be essential. Improvement suggestions. BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 17

Individualized Development Plans: - Provide each salesperson with a customized development plan that takes into account their learning preferences, objectives, and opportunities for growth. - Customise coaching and training sessions to close certain skill gaps and improve performance. Regular Feedback and Coaching: - Establish a structure of frequent coaching meetings and feedback to give sales representatives continuous help and direction. - To overcome obstacles and recognize successes, promote candid conversation and dialogue. Skill Enhancement Workshops: - Plan skill-building seminars with a focus on important topics like customer relationship management, effective communication, and negotiating strategies. - To strengthen learning, and provide opportunities for practical experience and feedback. Recognition and Incentives: - Create a recognition program to honor and compensate salespeople who surpass expectations in performance and development. - Incentives like bonuses, prizes, or public recognition can be used to inspire and involve members of the sales team. Continuous Monitoring and Evaluation: - To keep tabs on developments and pinpoint areas that require improvement, implement a system for ongoing assessment and monitoring of the performance development program. - To evaluate the program's effect on performance and customer happiness, gather input from management, sales reps, and customers. Professional Development Opportunities: - Give employees the chance to grow professionally by giving them access to webinars, industry conferences, and training sessions that will improve their knowledge and abilities. - Encourage sales professionals to continue their education and obtain certifications to grow in their jobs. The results of the evaluation show how well employee performance, engagement, and satisfaction have improved thanks to the Performance Development Programme. We can continue to promote our employees' professional development and increase the program's efficacy by putting the recommended changes into practice. Thank you for your attention to this report. Should you have any questions or require further information, please feel free to contact me. Sincerely, Long Nhat Mai Demonstrate effective oral communication skills In order to showcase proficient oral communication abilities, I will offer an example dialogue that encompasses the subsequent components: BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 18

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Employs Language That Is Appropriate for the Audience: - Adjusting the conversation's terminology and tone according to the knowledge and experience of the audience. Promotes Conversation: - Encouraging frank communication and asking the other side for their opinions in order to stimulate debate. Recognises and Takes into Account Diversity Issues and Cultural Differences: - Keeping diversity and cultural differences in mind to promote inclusive and polite communication. Employs Questioning and Listening Skills: - Actively listening to other people's points of view and asking clarifying and confirming questions to ensure understanding. Sample Conversation: - Long Nhat: Greetings for the morning. I hope today is going well for you. I wanted to talk about Worlducation's most recent performance development program for our sales agents. - Colleague: Long Nhat, good morning. I'd like to know more about it. What reactions have the sales agents had to the program? - Long Nhat: Responses from the sales representatives have been inconsistent. While some have expressed gratitude for the mentorship sessions, others have stated that they would rather study on their own. To guarantee the program's success, it's critical to take into account each student's unique learning preferences. - Colleague: That makes sense. It's critical that the training be customised to each sales representative's demands. Has the program's implementation presented any difficulties? - Long Nhat: Yes, there have been some difficulties, especially in handling the large number of customer complaints and making sure the training is in line with our strategic objectives. To get the intended results, the programme must be constantly monitored and adjusted. - Colleague: I understand. It's critical to monitor development and make the required modifications to enhance performance. In what ways are concerns of diversity and cultural differences being addressed in the training program? - Long Nhat: Because we celebrate diversity and cultural differences, we encourage an inclusive workplace where all salespeople are treated with respect and feel appreciated. As a team, we can increase productivity and collaboration by recognising and celebrating diversity. - Colleague: That's wonderful to know. Establishing a welcoming and inclusive work environment is essential for every team member. Long Nhat, I appreciate you sharing this information. - Long Nhat: I appreciate the thoughtful conversation. Please don't hesitate to ask more questions or offer recommendations. For our performance development programme to be successful, cooperation and open communication are essential. Through the use of suitable language, promoting debate, recognizing cultural differences and diversity challenges, and utilizing listening and questioning tactics to ensure mutual understanding, I have exhibited effective oral communication skills in this sample conversation. BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 19

Customer complaints decline by 80% in the wake of client demand. Assessment Task 2: Checklist Student’s name & ID: Did the student: Completed successfully? Comments Yes No Plan for a performance development program by:  explaining the need for a performance development program plan.  describing the purpose and objectives of the performance development program.  listing the benefits they expect their performance development plan to have for the work area/organisation.  identifying stakeholders who will contribute towards the performance BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 20

development program.  identifying and summarising any legislation relevant to the performance development plan.  identifying and summarising any organisational policies and procedures relevant to the performance development plan (at very least include reporting and record-keeping requirements).  planning how to address cultural differences and diversity. Develop an organisational performance development program by:  consulting with relevant stakeholders to: o discuss a performance development plan. o agree on outcomes of the performance development program.  developing a performance management program plan.  identifying performance development opportunities (modes and methods), rewards/incentives and feedback options for your work area or organisation.  establish a performance development program management structure.  develop tools and resources to support your development opportunities (at least three).  establish organisational performance development program procedures including key accountabilities and responsibilities. Managing a performance development program by: BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 21

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 identifying appropriate reporting and record-keeping methods, resources and tools (at least one is a digital tool).  developing a means to report and collate outcomes of their organisational performance development program.  ensuring individual performance development plans are completed by relevant stakeholders.  monitoring the organisational performance development program using data and analysis.  completing organisational performance development record- keeping and reporting requirements.  evaluating the organisational performance development program against agreed outcomes.  writing a report to summarise the evaluation outcomes and reporting through relevant management structures (the report communicates complex relationships between ideas and information). Demonstrate effective oral communication skills, including:  Uses appropriate language to suit the audience.  Encourages discussion.  Acknowledges and considers cultural differences and other diversity issues as you communicate.  Uses listening and questioning techniques to confirm that you understand the views of others correctly. Task outcome:  Satisfactory  Not satisfactory BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 22

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Assessor signature: Assessor name: Date: BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 23

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Final results record Student name: Long Nhat Mai Student ID: GBC220307 Assessor name: Date Final assessment results Task Type Result Satisfactory Unsatisfactory Did not submit Assessment Task 1 Knowledge Questions S U DNS Assessment Task 2 Project S U DNS Overall unit results C NYC Feedback  My performance in this unit has been discussed and explained to me.  I would like to appeal this assessment decision. Student signature: ______________ Date: _________________  I hereby certify that this student has been assessed by me and that the assessment has been carried out according to the required assessment procedures. Assessor signature: _______________________________________ Date: _________________ BSBHRM611 Contribute to organisational performance development Student assessment Tasks TEMPLATE v1 2021 | 24

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