Course Title: Manage people performance
Part B: Course Detail
Teaching Period: Term2 2016
Course Code: EMPL7078C
Course Title: Manage people performance
School: 650T Vocational Business Education
Campus: City Campus
Program: C5340 - Diploma of International Business
Course Contact: Tim Wallis
Course Contact Phone: +61 3 9925 5423
Course Contact Email: timothy.wallis@rmit.edu.au
Name and Contact Details of All Other Relevant Staff
Margaret Stewart
margaret.stewart@rmit.edu.au
Ph 9925 5493
Nominal Hours: 70
Regardless of the mode of delivery, represent a guide to the relative teaching time and student effort required to successfully achieve a particular competency/module. This may include not only scheduled classes or workplace visits but also the amount of effort required to undertake, evaluate and complete all assessment requirements, including any non-classroom activities.
Pre-requisites and Co-requisites
None
Course Description
This unit describes the skills and knowledge required to manage the performance of staff who report to them directly. Development of key result areas and key performance indicators and standards, coupled with regular and timely coaching and feedback, provide the basis for performance management.
It applies to individuals who manage people. It covers work allocation and the methods to review performance, reward excellence and provide feedback where there is a need for improvement.
The unit makes the link between performance management and performance development, and reinforces both functions as a key requirement for effective managers.
National Codes, Titles, Elements and Performance Criteria
National Element Code & Title: |
BSBMGT502 Manage people performance |
Element: |
1. Allocate work |
Performance Criteria: |
1.1 Consult relevant groups and individuals on work to be allocated and resources available 1.2 Develop work plans in accordance with operational plans 1.3 Allocate work in a way that is efficient, cost effective and outcome focussed 1.4 Confirm performance standards, Code of Conduct and work outputs with relevant teams and individuals 1.5 Develop and agree performance indicators with relevant staff prior to commencement of work 1.6 Conduct risk analysis in accordance with the organisational risk management plan and legal requirements |
Element: |
2. Assess performance |
Performance Criteria: |
2.1 Design performance management and review processes to ensure consistency with organisational objectives and policies 2.2 Train participants in the performance management and review process 2.3 Conduct performance management in accordance with organisational protocols and time lines 2.4 Monitor and evaluate performance on a continuous basis |
Element: |
3. Provide feedback |
Performance Criteria: |
3.1 Provide informal feedback to staff on a regular basis 3.2 Advise relevant people where there is poor performance and take necessary actions 3.3 Provide on the job coaching when necessary to improve performance and to confirm excellence in performance 3.4 Document performance in accordance with the organisational performance management system 3.5 Conduct formal structured feedback sessions as necessary and in accordance with organisational policy |
Element: |
4. Manage follow up |
Performance Criteria: |
4.1 Write and agree on performance improvement and development plans in accordance with organisational policies 4.2 Seek assistance from human resources specialists, where appropriate 4.3 Reinforce excellence in performance through recognition and continuous feedback 4.4 Monitor and coach individuals with poor performance 4.5 Provide support services where necessary 4.6 Counsel individuals who continue to perform below expectations and implement the disciplinary process if necessary 4.7 Terminate staff in accordance with legal and organisational requirements where serious misconduct occurs or ongoing poor performance continues |
Learning Outcomes
This course is structured to provide students with the optimum learning experience in order to demonstrate the skills and knowledge required to manage the performance of staff who report to them directly. Development of key result areas and key performance indicators and standards, coupled with regular and timely coaching and feedback, provide the basis for performance management.
Details of Learning Activities
This class has a strong focus on in-class activities. Students will practise skills in setting key result areas and key performance indicators, and providing coaching and effective feedback. Assessment will include role plays and several in-class activities which students must attend.
Teaching Schedule
Week |
Topic and Activities |
Performance Criteria, Skills & Knowledge |
|
1
July 4 |
Introduction Course Guide and weekly schedule MyRMIT, Blackboard, submission requirements and feedback Definition and purpose of a performance management system |
Design performance management and review processes to ensure consistency with organisational objectives and policies |
|
2
July 11 |
Mission/ Vision and strategic goals
|
Consult relevant groups and individuals on work to be allocated and resources available.
Design performance management and review processes to ensure consistency with organisational objectives and policies
|
|
3
July 18 |
Setting SMARTT goals to support the strategies
|
Consulting on work plans - consult with relevant stakeholders to identify work requirements, performance standards and agreed performance indicators
Design performance management and review processes to ensure consistency with organisational objectives and policies explain performance measurement systems utilised within the organisation |
|
4
July 25 |
Using Codes of Conduct and organisational values to manage performance. Select and describe supporting behaviours Informing and training the staff Risk assessing the strategies |
Confirm performance standards, Code of Conduct and work outputs with relevant teams and individuals
Train participants in the performance management and review process
|
|
5
Aug 1
|
Team performance plans Discuss and draft your TPP |
Develop work plans in accordance with operational plans
Assessment 1 Part 1 due |
|
6
Aug 8 |
Develop work plans
Allocating work
Setting KRAs |
Develop and agree performance indicators with relevant staff prior to commencement of work
Develop work plans and allocate work to achieve outcomes efficiently and within organisational and legal requirements
|
|
7
Aug 15 |
Negotiating KPIs Legal aspects of work allocation |
Allocate work in a way that is efficient, cost effective and outcome focussed |
|
8
Aug 22 |
Providing feedback Listening and summarising exercise
|
Reinforce excellence in performance through recognition and continuous feedback
|
|
9
Sep 5 |
Ass 2 Case Studies begin in class
Providing feedback – role play |
Provide informal feedback to staff on a regular basis Assessment 2 Case Studies due in class Assessment 1 Part 2 due
|
|
10
Sep 12 |
Ass 2 Case Studies
Providing effective feedback – role play 2
Poor work performance
|
Assessment 2 Case Studies due in class Counsel individuals who continue to perform below expectations and implement the disciplinary process if necessary Advise relevant people where there is poor performance and take necessary actions |
|
11
Sep 19 |
Termination of employment
Lawful and unlawful dismissal
Fair dismissal
|
Assessment 2 Case Studies due in class Outline relevant legislative and regulatory requirements . Outline relevant awards and certified agreements. Explain unlawful dismissal rules and due process. Seek assistance from human resources specialists, where appropriate. Monitor and coach individuals with poor performance Provide support services where necessary
Terminate staff in accordance with legal and organisational requirements where serious misconduct occurs or ongoing poor‑performance continues
|
|
12
26 Sep |
Managing follow-up
|
Assessment 2 Case Studies due in class Write and agree on performance improvement and development plans in accordance with organisational policies. Provide on‑the‑job coaching when necessary to improve performance and to confirm excellence in performance.Describe staff development options and information Document performance in accordance with the organisational performance management system |
|
13 Oct 3 |
Preparing to appraise. Prepare for a goal -setting interview
|
Assessment 2 Case Studies due in class Monitor and evaluate performance on a continuous basis |
|
14
Oct 10 |
Role plays in class as per schedule
|
Conduct performance management in accordance with organisational protocols and time lines
Reinforce excellence in performance through recognition and continuous feedback
Conduct formal structured feedback sessions as necessary and in accordance with organisational policy Document performance in accordance with the organisational performance management system Assessment 3 Role Play in class Submit teacher’s written feedback to Blackboard |
|
15 Oct 17 |
Role plays in class as per schedule |
Assessment 3 Role Play in class Submit teacher’s written feedback to Blackboard
|
16 Oct 24 |
Role plays in class if required |
|
Learning Resources
Prescribed Texts
References
RMIT Library electronic book: Leech, Corinne 2007 Managing Performance, Butterworth Heinemann |
Other Resources
Blackboard has resources for your assessment, and a link to the electronic book recommended for this course .
Overview of Assessment
Assessment Methods
Assessment methods have been designed to measure achievement of the requirements in a flexible manner over a range of assessment tasks, for example:
- direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
- review of final printed documents
- demonstration of techniques
- observation of presentations
- oral or written questioning to assess knowledge of software applications
You are advised that you are likely to be asked to personally demonstrate your assessment work to your teacher to ensure that the relevant competency standards are being met.
Performance Evidence
You must provide evidence of the ability to:
- consult with relevant stakeholders to identify work requirements, performance standards and agreed performance indicators
- develop work plans and allocate work to achieve outcomes efficiently and within organisational and legal requirements
- monitor, evaluate and provide feedback on performance and provide coaching or training, as needed
- reinforce excellence in performance through recognition and continuous feedback
- seek assistance from human resources specialists where appropriate
- keep records and documentation in accordance with the organisational performance management system.
Knowledge Evidence
To complete the unit requirements effectively, you must:
- outline relevant legislative and regulatory requirements
- outline relevant awards and certified agreements
- explain performance measurement systems utilised within the organisation
- explain unlawful dismissal rules and due process
- describe staff development options and information.
Feedback
Feedback will be provided throughout the semester in class and/or online discussions. You are encouraged to ask and answer questions during class time and online sessions so that you can obtain feedback on your understanding of the concepts and issues being discussed. Finally, you can email or arrange an appointment with your teacher to gain more feedback on your progress.
You should take note of all feedback received and use this information to improve your learning outcomes and final performance in the course.
Assessment Tasks
Assessment Task 1 Performance Management Plan
Date handed out: Week One
Date and time due: Part 1 Week Five. Sunday August 7 at 2.00 am, and Part 2 Week 9 Sunday 11 September at 2.00 am
Group or Individual: Individual
Purpose:
As a manager in international business, you are required to use certain skills and knowledge when you allocate work, assess performance, provide feedback and manage follow-up if there is underperformance. This two-part assignment allow you to practise and demonstrate competencies in allocating work and assessing performance. It also lays the foundation for managing underperformance by setting standards in output and behaviour.
Requirements:
Using a case study, students write a report that shows how a performance management system is implemented in a business. In class, students work in small teams which reflect the departments of the business.The department team is used to discuss the content of a Team Performance Plan, which forms Part 2 of each student's performance management report.
For this assessment a document of around 2000 words is required. Your report is written so staff in the business understand the concepts and their role in implementing a system which manages performance towards strategic goals.
Assessment Task 2 Case Studies on Underperformance
Date handed out: Week Five
Date and time due: Submit these in class in Weeks, 9, 10, 11 12 and 13. All must be submitted by the Sunday of Week 13
Group or Individual: Individual
Purpose:
This series of in-class activities and exercises allows you to practise skills in giving feedback and managing the poor work performance process. Along the way you will acquire knowledge about the processes that have to be followed to ensure staff are treated fairly and that termination of employment is fair and lawful.
Requirements:
There will be several activities over Weeks 9-13 inclusive. They may include role plays, open-book short answer questions, videos and group work and discussion. At the end of each class, your work will be submitted to Blackboard.
Assessment Task 3 Role Play in class
Date handed out: Week Eleven
Date and time due: Weeks 14 or 15 as scheduled.
Group or Individual: Individual assessment while working as a pair.
Purpose:
In this 20 minute role play a pair of students, playing the role of business owners, interview a key employee and set work goals with them for the next 12 months. Assessment is largely by observation of a set of specific communication and process management skills, and ability to write KRAs and KPIs, expressed in writing at the end. Feedback is given in class in writing, and submitted by each student to Blackboard.
Requirements:
Time will be allowed in the weeks before the role play for the pairs to plan for the discussion. The communication skills will be studied and practised from Week 8 onwards.
Assessment Matrix
Marking Guide (Competency):
You must demonstrate that you have all the required skills/knowledge/elements in the unit of competency you are studying. You will receive feedback on each assessment task that will inform you about your progress and how well you are performing.
Marking Guide (Grading)
After achieving competency we then grade your performance in the unit and you will achieve one of the following grades:
Final Grades table:
CHD Competent with High Distinction
CDI Competent with Distinction
CC Competent with Credit
CAG Competency Achieved – Graded
NYC Not Yet Competent
DNS Did Not Submit for assessment
Further information regarding the application of the grading criteria will be provided by your teacher.
Other Information
Late Submission Procedures
You are required to submit assessment items and/or ensure performance based assessment is completed by the due dates. If you are prevented from submitting an assessment item on time, by circumstances outside your control, you may apply in advance to your teacher for an extension to the due date of up to seven calendar days.
More Information: http://www.rmit.edu.au/students/assessment/extension
Form to use: http://mams.rmit.edu.au/seca86tti4g4z.pdf
Where an extension of greater than seven days is needed, you must apply for special consideration. Applications for special consideration must be submitted no later than two working days after the assessment task deadline or scheduled examination.
More Information: http://www.rmit.edu.au/browse;ID=g43abm17hc9w
Form to use: http://mams.rmit.edu.au/8a5dgcaqvaes1.pdf
Resubmissions (VET Programs):
If you are found to be unsuccessful in a Course Assessment Task you will be allowed one resubmission only. Your teacher will provide feedback regarding what you need to do to improve and will set a new deadline for the resubmission. The highest grade you will receive if your resubmission is successful is “CAG”.
If you are still not meeting the assessment requirements you must apply to your Program Manager in writing outlining the steps you will take to demonstrate competence in your course. Your submission will be considered by the Program Team and you will be advised of the outcome as soon as possible.
Adjustments to Assessment
In certain circumstances students may be eligible for an assessment adjustment. For more information about the circumstances under which the assessment arrangements might be granted please access the following website More Information: http://rmit.edu.au/browse;ID=7usdbki1fjf31
Course Overview: Access Course Overview