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Student’s Name
Trainer
Date
Teacher Remarks:

BSBHRM512
Develop and Manage
Performance Management
Processes
Learner Workbook

Page 2 of 44

Assessment Criteria for BSBHRM512
Develop and Manage Performance Management Processes
In this document, you will find the foundation of what is required to become competent in this unit
...
Included in this document
are the elements for the unit, foundation skills, assessment requirements as well as an assessment tool
definition list and the crucial observation and third-party check lists
...


NOTE – Re-assessment:
Students will have maximum of two (2) reassessments attempts if competency is not achieved in the
first instance
...


Elements for Competency Demonstration
Elements for Competency Assessment:
Develop integrated performance-management processes
Facilitate the implementation of performance-management processes
Coordinate individual or group learning and development
Performance Evidence:
Evidence of the ability to:
 Develop, implement, monitor and review an organisational performance management
process which supports business goals including analysing the organisational strategic
and operational plan
 Design methods for the development of key performance indicators and formal
performance management sessions by line managers
 Consult with stakeholders to gain support
 Design, develop, coordinate and implement individual and group learning and
development
 Train line managers and other relevant people to manage performance
 Provide support to line managers to effectively manage performance issues, including
dispute resolution and termination of employment
 Develop approaches to improve performance and address identified performance gaps

Foundation Skills:

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Reading
 Interprets and critically analyses organisational strategic and operational plans to
identify relevant policies and objectives to be addressed
Writing
 Uses broad vocabulary, grammatical structure and conventions appropriate to text
when developing objectives, designing methods and processes and reporting
Oral communication
 Conveys information using language, format and style appropriate to a specific
audience
 Uses listening and questioning to extract main ideas from oral texts or to confirm and
clarify understanding
Numeracy
 Selects from, and applies, mathematical and problem-solving strategies when
reporting on success rates of activities
Navigate the world of work
 Understands and interprets organisational policies and procedures to formulate
processes relevant to own role requirements
 Monitors adherence to legal and regulatory rights and responsibilities for self and
possibly others
Interact with others
 Selects and implements appropriate communication protocols to liaise with personnel
in a range of work contexts
 Supports line managers to achieve goals, playing an active role in facilitating effective
group interaction, influencing direction and taking a leadership role on occasion
 Negotiates with others to achieve agreeable outcomes playing an active role in
facilitating consensus in contentious situations
Get the work done
 Takes responsibility for developing, implementing and monitoring processes and
strategies to manage performance
 Accepts responsibility for planning, scheduling and sequencing complex tasks to meet
organisational and legislative requirements
 Uses systematic, analytical processes in complex, non-routine situations, setting goals,
gathering relevant information, and identifying and evaluating options against agreed
criteria
 Uses digital systems and tools to store, access and organise digital information

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Knowledge Evidence:
To complete the unit requirements safely and effectively, the individual must:
 List characteristics of a learning organisation
 Outline policies and legislation relevant to performance management
 Summarise grievance procedures
 Explain models for giving feedback and options for skill development
 Describe options in the design of performance management processes
 Outline role of performance management in relation to broader human resources and
business objectives
Assessment Conditions:
Assessment must be conducted in a safe environment where evidence gathered demonstrates consistent
performance of typical activities experienced in the workforce development – human resource
development field of work and include access to:
 Organisational strategic and operational plans
 Workplace policies and procedures
 Relevant legislation, regulations and codes of practice
 Case studies and, where possible, real situations
 Interaction with others
Assessors must satisfy NVR/AQTF assessor requirements
...
ibsa
...
au/companion_volumes
Any observations and practical assessments must be recorded in the observation checklist
...
As the instructor you must maintain a
record demonstrating the date of the practical activities and any comments relevant to the performance
of each student
...

As the instructor, you could be assessing the student’s literacy, numeracy and language skills, as well
as the content and context of his/her answers
...


Assessment Tool Definitions
Assessment Tool
Learner Guide
(To be used as an informational guide)

How is it used? What is it?
The Learner Guide links with the Learner Workbook as it
provides the information given during sessions and more
...


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An observation should be completed for each of the
Observation/Demonstration
(To be completed for each numbered point as students by the instructor
...
An observation checklist can

Learner Workbook Activities
(Entire completion is required)

Skills and Knowledge Activity
(Entire completion is required)

Major Activity
(Entire completion is required)

be found at the end of this document
...
The PowerPoint, Learner Guide and
instructor should provide further information to help with
the activities
...
This should take between 1-2 hours
and every student should complete this work
...

A Major Activity is a summative assessment and can be
found in the Learner Workbook, after all the activities are
completed
...
It is a
requirement for each unit to check knowledge and
understanding
...
The observations and demonstrations will be completed as well as the
formative and summative assessments found in the Learner Workbook
...
Each task
must be observed
...
You will also need to inform the learner of the time they have to complete
the task; this will once again vary, depending on the task
...
Develop integrated performance-management processes
2
...
Coordinate individual or group learning and development
Learners should also demonstrate the following skills:
 Reading
 Writing
 Oral communication
 Numeracy
 Navigate the world of work
 Interact with others
 Get the work done

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Observation Checklist
Candidate’s Name
Assessor or Observer’s Name
Unit of Competence
(Code and Title)

BSBHRM512 Develop and Manage Performance Management
Processes

Date of Assessment
Location
Demonstration Tasks

Completed

Materials and Equipment

Provided

Tasks to be observed, demonstrated or simulated if appropriate
Yes
1
...
Develop integrated performance-management processes:
Did the learner demonstrate that they could develop objectives for
performance-management processes to support organizational
strategy and goals and to build organizational capability?
3
...
Develop integrated performance-management processes:
Did the learner demonstrate that they could develop organizational
timeframes and processes for formal performance-management
sessions?
5
...
Develop integrated performance-management processes:
Did the learner demonstrate that they could consult with key
stakeholders about the processes and agree on process features?
7
...
Facilitate the implementation of performance-management
processes:
Did the learner demonstrate that they could train relevant groups and
individuals to monitor performance, identify performance gaps,
provide feedback and manage talent?
9
...


11
...


13
...


15
...


17
...


19
...


intervention occurs as required and complies with organizational
policies and legal requirements?
Facilitate the implementation of performance-management
processes:
Did the learner demonstrate that they could support line managers to
counsel and discipline employees who continually perform below
standard?
Facilitate the implementation of performance-management
processes:
Did the learner demonstrate that they could articulate dispute
resolution processes where necessary, mediating between line
managers and employees?
Facilitate the implementation of performance-management
processes:
Did the learner demonstrate that they could provide support to
terminate employees who fail to respond to interventions according to
organisational protocols and legislative requirements?
Facilitate the implementation of performance-management
processes:
Did the learner demonstrate that they could ensure recorded outcomes
of performance-management sessions are accessible and stored
securely, according to organisational policy?
Facilitate the implementation of performance-management
processes:
Did the learner demonstrate that they could regularly evaluate and
improve all aspects of performance-management processes in keeping
with organisational objectives and policies?
Coordinate individual or group learning and development:
Did the learner demonstrate that they could design and develop
learning and development plans and strategies to encourage effective
employee performance?
Coordinate individual or group learning and development:
Did the learner demonstrate that they could deliver learning and
development plans according to agreed timeframes, ensuring
achievement of specified outcomes?
Coordinate individual or group learning and development:
Did the learner demonstrate that they could contract appropriate
providers for performance development, as identified by plans and
according to organisational policy?
Coordinate individual or group learning and development:
Did the learner demonstrate that they could monitor learning and
development activities to ensure compliance with quality assurance
standards?
Coordinate individual or group learning and development:
Did the learner demonstrate that they could negotiate remedial action
with providers, where necessary?
Coordinate individual or group learning and development:
Did the learner demonstrate that they could generate reports to advise
appropriate managers on progress and success rates of activities?

The
candidate’s Not Satisfactory
performance was:

Satisfactory

Further Comments:

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Candidate’s Signature
Assessor/Observer’s
Signature

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Table of Contents
Table of Contents
...
11
Assessment – BSBHRM512: Develop and manage performance management processes
...
12
Observation/Demonstration
...
14
Activity 1A
...
16
Activity 1C
...
23
Activity 2B
...
29
Activity 3B
...
35
Major Activity
...
This forms part of your
assessment for BSBHRM512: Develop and Manage Performance Management Processes
...

If activities have been completed as part of a small group or in pairs, details of the learners
involved should be provided below;
This activity workbook has been completed by the following persons and we acknowledge that it was
a fair team effort where everyone contributed equally to the work completed
...

Learner 1:

____________________________________________________________

Signed:

____________________________________________________________

Learner 2:

____________________________________________________________

Signed:

____________________________________________________________

Learner 3:

____________________________________________________________

Signed:

____________________________________________________________

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Competency Record to be completed
_________________________________
The learner has been assessed as competent in the elements and performance criteria and the evidence
has been presented as;
Assessor Initials

Learner is deemed:

Authentic

S

Valid

S

Reliable

S

Current

S

Sufficient

S

SATISFACTORY

NOT YET SATISFACTORY

Comments from Trainer / Assessor:
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

Assessor Signature:

SAQIB

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Observation/Demonstration
Throughout this unit, you will be expected to show your competency of the elements through
observations or demonstrations
...
The observations and demonstrations will be completed as well as the activities
found in this workbook
...
The
demonstration/observation will cover one of the unit’s elements
...
Your
instructor will ensure you are provided with the correct equipment and/or materials to complete the
task
...

You should be able to demonstrate you can:
1
...
Facilitate the implementation of performance-management processes
3
...


Activity

Written Exercise






Select 2 electronic HR Information Systems from the internet
...

Compare the strengths and weaknesses of each module
...

Imagine the report will be read by a senior management team
deciding to choose one of the two products you have studied
...


You can use the following website for information:
www
...
com – a site for comparing HR information systems
...
Kingsley's are specialists in Canberra
Catering of chicken (pick up only) for birthdays, office functions, and other
large group get together and are proud to announce our new range of
delicious Grilled fillets, freshly made wraps and Torpedoes, which they can
serve whole or sliced
...
Therefore, I am writing this report to offer
them two electronic HR information systems for the management in order to
help out the company
...
It offers such capabilities as payroll management, selfservice portal, vacation and leave tracking, and others
...
(IT QLICK,
2018)
...
It's important that your record for these expenses to increase
a comprehension of the framework's "all out expense of possession"
...


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a
...
It has the feature of recruiting management which has been a huge
need for the company
...

Portfolio of Evidence

Activity







Approach an organisation that uses an electronic HR Information
Systems
...

Obtain copies of the policies they use to guide their Performance
Management processes
...

Write a report of 1500 words summarising the interview and explaining
what you have learned from this action-learning project
...
Southern Cross Protection: Introduction of the
Company
A security company which is actively working throughout Australia in
almost of the states for about 90 years
...
To the extent
security organizations go
...
As an Australian claimed and worked
security organization they've amassed a broad group of specialists, with
watch officials leading an extraordinary 16,000 watch visits each night

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from 28 restricted branches across Australia
...


2
...
At that point transfer the data to programming to get
the report
...
The
watchman ID labels supplant the name of gatekeeper
...
The
checkpoint labels supplant the checkpoints which gatekeepers need to
watch
3
...
Reason:
Characterize the reason for the activity, work obligations, and
duties
...
Objectives:
Characterize execution objectives with quantifiable results
...
Obligation and Objection:
Characterize the need of each activity obligation and objective
...
Guidelines:
Characterize execution guidelines for key segments of the activity
...
Feedback:
Have interval conversations and give input about representative
execution, ideally day by day, outlined and examined, in any event,
quarterly
...
)

f
...

(Scribble notes about commitments or issues all through the quarter,
in a representative document
...
360-Degree Feedback:
Given the chance to more extensive criticism
...


4
...
Gives detail feedback from top to down and upwards
...
Clarity of objectives and duties to work
...
A set pattern of organized record of performances is kept for
each and every employee
...
Weaknesses of this Model
5
...
As a rule, the zones affected
adversely incorporate the HR office, fund and authoritative improvement
...
This implies leading broad preparing, retraining
and profession improvement workshops for each division and
representative level
...
Further,
ventures are lost as representatives are getting prepared with new improved
abilities
...


5
...
He is confronted with esteem based evaluation frameworks
...
It can't to have regular markers as each activity has diverse
employment prerequisites
...


References
IT
QLICK,
2018
...


Employment
Hero
Review
...
itqlick
...
Sage Business Review Business Cloud
...
itqlick
...

Kingsley
Chicken,
Available
at:
[Accessed 22 March 2020]
...

About
Kingsley
...
kingsleyschicken
...

Who
We
Are
...
com
...


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BSBHRM512 Develop and Manage Performance Management Processes

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Activity 1C
Estimated
Time

75 Minutes

Objective

To provide you with an opportunity to ensure performance-management
processes are flexible enough to cover the range of the organization’s
employment situations; consult with key stakeholders about the processes
and agree on process features; and gain support for implementation of the
performance-management processes
...

1
...
Supplier
3
...

Present your report as a document to the Board of Directors for review
...
It should demonstrate your ability to
integrate a range of views
...

Like two employees work at customer service are likely to be
disregarded by the system as it accepts one person at a time
...
It is sometimes
the case that due to peak hours, extra staff is being called especially on
Boxing Days in Canberra
...

Solution:
The system needs to be integrated with flexibility of editing data and
entries rather being absolute with the number of stock and crates
supplied
...

c) Employee Issue and Challenges
One of the employee believes that the major issue he faces while
working at customer service by logging him in is that, sometimes, his

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name is out of the system and he cannot find logged in while receiving
orders and serving customers
...
The system needs to fix this integration
problem via IT experts of the business
...
It helps the association in improving its profitability and
productivity
...
It gives normal checking of progress of execution destinations
...
It improves the compensation organization
...
It encourages representative to speak with their senior
administration
...
It spurs people to improve their presentation
...
Policies should be more hold and train, so as to make worker
fulfilment
...
Ranking of different elements help to decrease predispositions in
execution the board framework
...
, 2019
...

[Online]
Available at: https://smallbusiness
...
com/information-technology-its-rolemodern-organization-1800
...


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BSBHRM512 Develop and Manage Performance Management Processes

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Activity 2A
Estimated
Time

60 Minutes

Objective

To provide you with an opportunity to 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 complies with
organizational policies and legal requirements; and support line managers to
counsel and discipline employees who continually perform below standard
...

Provide 15 power point slides that you would use to teach these managers about
that performance management system
...


Answer:
o SLIDE#001

o SLIDE#002

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o SLIDE#003

o SLIDE#004

o SLIDE#005

o SLIDE#006

BSBHRM512 Develop and Manage Performance Management Processes

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BSBHRM512 Develop and Manage Performance Management Processes

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Activity 2B
Estimated
Time

60 Minutes

Objective

To provide you with an opportunity to 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 organizational protocols and legislative requirements; ensure
recorded outcomes of performance-management sessions are accessible and
stored securely, according to organizational policy; and regularly evaluate
and improve all aspects of performance-management processes in keeping
with organizational objectives and policies
...

Identify the key issues and challenges that faced the manager
...

Identify what the manager learned from the experience
...


Answer:

Introduction
One of the results of underperformance is the end of a work relationship
...
It calls
for brilliant relational abilities for an administrator or the HR division
...
There are sure strides in the end
procedure
...
I met a chef before who fired one of his workers in the
wake of utilizing execution the executives’ procedure
...


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Issues
Ali was working with this association since most recent 13 years
...
His inspiration went zero
...
He would not like to take an
interest in some random undertaking
...
He turned into a test to his team
...
The head needs to follow all exhibition the board's procedure
...
Be that as it
may, it gone opposite way around, presently Ali execution gone poor and
his conduct was as yet the equivalent
...
Be that as
it may, in the wake of investigating second guiding Ali couldn't recover his
great conduct
...


Learning Experience

The administrator needed to make sure before he gave end letter to Ali, on
the off chance that he had any association obstruction like; on the off
chance that he isn't prompted organization's strategies or conventions, any
close to home hindrance, misinform, wrong standard or not given
appropriate preparing to Ali
...


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Activity 3A
Estimated
Time

60 Minutes

Objective

To provide you with an opportunity to coordinate individual or group
learning and development
...

Your description should be 500 words in length
...


Answer:
a
...
It alludes to the appraisal of
individual appraisal and his abilities busy working
...


b
...
On the off chance that
the presentation evaluation technique is certainly not a fantastic encounter,
it has conceivable to dishearten representatives
...
This implies bosses and HR groups may take less time
physically overseeing appraisal assessments and rather centre around more
worth included pieces of the procedure, for example, instructing, backing
and worker preparing
...
Evaluation Procedure
One of the advantages of utilizing a presentation evaluation procedure to
create representatives is the capacity for workers to be straightforwardly
engaged with recognizing improvement territories and their abilities; have
the option to follow advance and get input on improvement objectives
...


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d
...

 That the deliberate estimation of a worker's absolute incentive for
the association is recorded
...

 Those representatives are engaged with the defining of
improvement objectives
...


e
...
Conclusion
In a nutshell, appraisal evaluations are a valuable instrument for
representative advancement, as they set up an unmistakable connect to
the organization's general goals, improve worker inspiration and assist
representatives with improving their qualities and shortcomings, which
thus is a reasonable heading to advancement needs
...
The procedure must concentrate on the worker and be
completely bolstered by the board of the association
...

Assignment Project

Activity






You should research how the needs and requirements of a disabled person
are managed via a Performance Management process
...

The purpose of this task is to show you understand how diversity is
managed in Performance Management System
...


Answer:
Strategy of an Organization
An association's strategic to help representatives in their presentation
and improvement by giving the instruments and bolster that empower
workers to fulfil the normal execution guidelines and look after it
...


Application of Methodologies
In the event that a hidden handicap issue happens during the
performance development process, proper modifications must be
considered as a methodology for tending to execution issues
...


Need of Workers
Comprehend the lawful necessities to help them at your working
environment and guarantee that you meet the particular needs of your
worker
...


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Equipment with Support
Make certain to meet the extraordinary needs of an individual in a
wheelchair or with a walker, both as far as access to the working
environment and by giving appropriate offices to his circumstance
...
Their capacity to focus can make it hard to oversee chip away
at a similar timetable as different colleagues, on the off chance that they
are exceptionally engaged with each errand they are expending and
overlook everything else
...
What's more, obviously, a constructive work involvement
in individuals with an incapacity will go far toward wiping out
antagonistic generalizations about individuals with handicaps
...

Complete the following individually and attach your completed work to your
workbook
...

1
...
Include both internal and external
measures for performance and other performance management tools
used
...
Describe how Key Performance Indicators, learning plans,
timelines and grievance procedures are part of performance
management system?

Key Performance Indicators: It is a noteworthy worth that shows
how adequately an organization accomplishes significant business targets
...
All around planned KPIs ought to be significant
route devices that give an away from of the present degree of execution and
whether the organization is the place it should be
...
All around structured KPIs ought to be significant
route instruments that give an away from of the present degree of execution
and whether the organization is the place it should be
...
The module likewise
mechanizes the distribution spending process and real preparing costs
...

•

Centralization of all learning information

•

Easy to set up instructional course
...


Courses of events: It's significant for any individual and an association
to know the estimation of an opportunity to be effective in any part of life
...


Complaint Procedure: A representative complaint is a worry that a
worker has about their work in light of the fact that the representative used
to work a ton however he is disappointed what you are paying
...


2
...
The director should look while
they converse with their workers, a lot of grin on face so it builds the
certainty and comprehension
...
Tool stash meeting which
examined about wellbeing and security or other concern must be print out
or email to representatives
...
All the episode reports ought to be recorded
...
How feedback should be given, in line with suggested models?

Feedbacks are significant in any plan
...
Feedback can be given in the following
manners;
 Newsletter
 Memos, messages and letters
 Website or web

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 Meetings
 Presentation
 Visual strategies

4
...
This is particularly where the earth or
human life is in danger
...
The principles put the spot so as to
guarantee that associations and people react to an insignificant degree of
treatment to guarantee that their exercises don't make mischief or
misfortune others
...
There
is a structure in execution the board framework which incorporates; Acts,
Regulations, Australian models, Guideline and codes of training

Acts:
It's a law made by government which covers; work wellbeing and security
...


Guidelines:
It's a law which bolsters the general necessities of the enactment
demonstration and gives more detail
...


Australian Standards:
Standards Australia is the nation's driving autonomous, non-legislative,
not-revenue driven models association
...
This is lined up with
Australian Standards and gives direction to people working in explicit
regions or who manage specific types of gear for their wellbeing
necessities
...
Quality
2
...

4
...

6
...


Construction plan
Time particularity
Endurance
Process
Hazard control

Rule and codes of material:
Industry codes of training and rule give useful direction and guidance on
the most proficient method to accomplish the standard required by the Act
...
Explanation, how the performance management system fits into
human resources and the organisation’s objectives
...

The general execution of the representatives is significant for this
...
Execution the board
keeps, creates and rouses individuals in the work environment to
accomplish better outcomes
...
It encourages a great deal to accomplish
HRM's objectives
...
Execution the board

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may concentrate on the presentation of the association, office, and
procedures to make an item or administration, workers, etc
...

This is a major activity – your instructor will let you know whether you will
complete it during class or in your own time
...
Develop integrated performance-management processes
2
...
Coordinate individual or group learning and development
1
...
Together, these measures structure an organization's vital
arrangement
...


Operational Plans: An operational arrangement is an extremely nitty
gritty arrangement that gives an away from of how a group, segment or
division will add to the association's objectives
...


Pertinent Performance-Management Processes: Performance
the executives forms must be adaptable enough to convey quantifiable and
helpful outcomes to supervisors, paying little mind to the representative's
work circumstance
...
The substance and
structure of an exhibition the board approach shift contingent upon the size
and extent of the association, the significance that the official network
appends to worker execution and the business in which the association
works
...


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The entirety of the above are the keys to driving the association to
accomplish its objectives, along these lines they should be broke down and
altered so as to bend over backward for sound activity
...

Assisting workers recognize the information and abilities expected
to proficiently play out the assignment, as this would concentrate on the
correct undertaking
...

Promote a two-way correspondence framework among directors
and representatives to clarify desires for jobs and duties, impart utilitarian
and hierarchical destinations, and give input customary and straightforward
for improving worker execution and progressing training
...

Associations use KPIs at various levels to assess their prosperity at arriving
at targets
...
Right now, is almost certain that you will pick
up partner acknowledgment and build up an increasingly productive
framework
...
A comprehensive way to deal with figuring out what the
framework resembles ads to a fair way to deal with execution the board
inside an association
...
When facilitating the implementation of performance management
processes:
a) What training is required for Managers to monitor performance,
identify performance gaps, provide feedback and manage talent?

Monitor Performance:
The boss must screen worker progress, when an advancement audit is
expected, yet on a continuous premise all through the assessment time
frame
...
As a pioneer, you have to think about the necessary
execution norms and contrast these prerequisites and the genuine exhibition
of the colleague in the job
...
In the event
that there is a hole, you have to work with the group to address it
...
Hence, it is
significant for the performance to guarantee that administrators have the
correct disposition to execution the board draws near and have the correct
aptitudes to actualize them
...
You
can offer help to directors in an assortment of ways
...


d) What is termination process in your organization? What are legal
requirements?

End can be an exceptionally passionate encounter for the parties
...
End for the most part requires some investment
...
When coordinating individual or group learning development:
a) Outline development plans and strategies to encourage effective
employee performance?

A performance development plan is an apparatus to improve worker
execution
...
Execution
improvement arranging is commonly done quarterly with the goal that
workers and their pioneers can follow progress and make modifications
varying
...

b) What training is required to ensure achievement of specified
outcomes?

In the event that workers fail in their work, a presentation evaluation can decide if
the individual does not have the fundamental assets, aptitudes, or mentalities to
play out the errand
...
This, as well, may imply that they are utilizing different suppliers
...
It is additional data about what
outside coach supplier can offer
...


c) How will you monitor learning and development activities to ensure
compliance with quality assurance standards?

Learning and development plans are significant piece of the way toward
advancing successful representative execution
...
They can constantly
adjust and react to changes in business conditions
...
The kind of
learning and advancement action or program decides how regularly this
data is required
...
In most present day data frameworks, reports are unified
with the goal that the individual concerned can get to them when required

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