no specific word count as there are 3 different tasks
Task 1 · This task requires you to develop a Work plan for your team to allocate work based on a company you are familiar with/the scenario supplied by your assessor. · Conduct the necessary research in relation to your own work team and its role in achieving the organisation’s objectives, as outlined in its operational plan. · Type your plan, using the following structure. Executive summary (introduction) (approx. one-third of a page) An overall description of the team’s role, including: · the team’s internal or external customers · the products and/or services that the team provides · how the team contributes to the overall objectives of the organisation Vision and Mission (one sentence for the vision) (mission statement “we will achieve our vision by …and bullet point the Critical Success Factors) Organisation charts (one page – landscape) · An organisation chart for the organisation as a whole, showing where the team fits in the hierarchy. (one page – landscape) · A detailed organisation chart showing each of the team members by first name and their job titles. Objectives (approx. three paragraphs) A statement of required outcomes for the year and how they are aligned to organisational objectives in the operational plan. Financial (one page) Budget · Income and expenditure forecasts · Assets, resources and depreciation forecasts NOTE: You do not need to include actual figures in this section. Provide the structure of the budget, using a spreadsheet and then copy the spreadsheet into the Word document. You will need to identify: 1. The source of your team’s income (which may be directly from customers or may be an allocated amount from the financial management section of your organisation. 2. The items that make up the costs (expenditure) including physical resources, salaries and materials such as consumables. 3. The capital items (assets) that your team needs to use to achieve their role – such as location, transportation if relevant and large items of equipment and furniture that will depreciate in value over time, together with an estimated life span of each item. Risks (one page) Analysis of risks to success of the team and contingency plans. NOTE: The risk analysis should include: 1. Risks to safety of team members and others affected by the work of the team and the control measures that eliminate or otherwise minimise the risks. (Remember that safety refers to mental as well as physical safety – would include things like fatigue) 2. Risks to achieving the outcomes required in the work plan, whether these risks are positive or negative, whether they are considered acceptable or if not acceptable how they will be minimised which may include succession planning, insurance etc. Performance plan (one page) The ways that performance against stated (measurable) targets will be monitored and measured. NOTE: You should design and document 3 KPIs for your team that relate to Critical Success Factors. Identify a target and timeframe for measuring whether the target is reached (which may be monthly or another time frame). Identify the records and data that will be analysed in order to measure whether the targets were reached. Allocation of roles (on a separate page) 1. List each of the team members that you have identified on the organisation chart for the team together with their job titles. 2. Next to each of the team members write a short paragraph describing their role – as it appears on their duty statement. Consultation (one third of a page) A summary of the consultation that you undertook with your team and other members of the organisation, in order to gather the information necessary to develop the work plan. Include how you consulted with the team to assist with allocating work roles through identification of skills and knowledge and the work load. Include how you consulted with the team and others about the resources required and their availability. Task 6 This task requires you to write performance improvement plans. Part 1 · Create a Word document and save it with the name BSBMGT502 Task 6. · Type your name and student number into the footer of each page of the assessment document you submit. · Type the heading “Performance Improvement Plan - Personal” · Refer back to the 360 degree feedback analysis that you completed in Assessment Task 3. · Select the main area for improvement that you identified for yourself. · Research the strategies that you can use to achieve the improvement. · consider the things you can do in your job role · consider the ways that you can seek help within your organisation · consider the formal training that you can seek · Write your performance improvement plan in the following structure. Area for improvement Describe how you used feedback to identify the area for improvement. Describe the knowledge that you think you will need to improve. Describe the skills that you think you will need to build for improvement. Explain why the improvement is important for your performance and/or career. Work-based strategies for improvement Type a short paragraph explaining how you can build your knowledge in your current job role. Type a short paragraph explaining how you can build your skills in your current job role. Type a paragraph identifying the personnel in your workplace who can help you in building your skills and knowledge, and the ways that they can help you. Formal training strategies for improvement Research the training organisations that are available in your locality, or in a locality convenient for you to travel. You may find it helpful to seek advice from your workplace HR personnel. Find out the types of training that they offer, the cost of the training and the duration. Identify a training organisation that can provide formal training in your area requiring improvement. Give a summary of the course content, structure and cost. Part 2 · On a new page type the heading “Performance Improvement Plan – Rectifying Poor Performance”. · Refer back to the scenario in Assessment Task 4 where you needed to develop a counselling plan to rectify poor performance of the Accounting Supervisor. · Document a Performance Improvement Plan that you will negotiate and finalise during the counselling meeting, for the Accounting Supervisor to sign. · Write the performance improvement plan in the following structure. (Use a fictitious name for the Accounting Supervisor) Counselling meeting · A description of the meeting – its purpose – focusing on providing the individual with opportunities to explore the reasons for poor performance and to acknowledge that it is unacceptable. Area for improvement · A description of the behaviour which constitutes poor performance. · An explanation of the consequences of this behaviour in terms of achieving organisational objective. · A description of the behaviour that is expected · A description of how you, as manager, will monitor the improvement and provide any necessary support, coaching, mentoring and/or advice. · A date set for an appropriate time for a follow-up meeting with you. Agreement · A statement of the agreement which has been negotiated. · Verification by the individual that they understand the performance requirements, consider that they have been treated fairly and undertake to improve in the ways described in the agreement. · A place for both you and the individual to sign and date. Part 3 · On a new page type the heading “Continued Poor Performance - Ensuring Compliance with Legislation”. · Research unfair dismissal legislation in the Fair Work Act and Regulations. · Consult with HR personnel on your organisation’s procedure for dismissal · Document the actions that will need to be taken if there is no improvement in the behaviour of the Accounting Supervisor. · Use the following headings Overview of unfair dismissal law · Quote the title of the Act (Fair Work Act). · Summarise the information in Part 3 2—Unfair dismissal Organisational procedures for dismissal · Summarise the procedure that your organisation follows. Task 8 This is the final task designed for you to demonstrate that you have consolidated the knowledge and skills required to effectively manage people performance. · Locate a duty statement for a job role which would be relevant to your own industry/enterprise and work role. NOTE: Ideally this should be a duty statement from your workplace that is relevant to the job role of a team member. If this is not possible, you may research job sites on the internet to locate a relevant job description with selection criteria. · Create a Word document with the filename BSBMGT502 Task 8. · Type your name and student number into the footer of each page of the assessment document you submit. · Type the heading “Identifying Work Requirements” · Using the Duty Statement, provide a report with the following headings. Stakeholders In order to write this duty statement, what stakeholders would you need to consult? Identify those job roles who have a “direct stake” in the output of this job role (i.e. their supervisor/manager, customers/clients, suppliers, colleagues, other departments within the organisation.) Work Requirements Analyse the duty statement and describe the goals/objectives of the job role. Analyse the duty statement and identify the main tasks that are required to be performed in the job role – in order to achieve the goals. Key Result Area Consult with others as required and, using the task you have identified as essential/high priority, write a Key Result Area (KRA): Task Ensure that How? Key Performance Indicator Using the KRA you developed, first check that it is SMART. If not, you will need to design a different KRA. Then design a KPI for the task: Ensure that How? Quantity Time Frame Allocating Work Analyse the duty statement and determine the type of individual you would employ for the job role. Include the following: · The knowledge they will need · The skills they will need · The experience they may need · The attributes and attitudes essential to effective performance in the job role. Monitoring Consider what you will be looking for when monitoring the performance of this individual – assuming they are a new recruit. Identify one or more individuals (by job role) who can assist you with mentoring the individual and familiarising them with the organisational policies, procedures, processes and personnel. Type a short email to the mentor you have identified (use a fictitious name). Explain what you would like them to do. Ensure you are clear and specific as to their role and responsibilities. Use this email as an opportunity to give positive feedback to the mentor on the excellence of their performance – which has led you to select them. Clarify what was excellent about their performance. Human Resources – Recording Requirements Consult an HR specialist (within your organisation if possible). Seek their advice on the records and documentation that you need to maintain for the new individual’s HR file. Document a list of the records you will need to maintain on their training, progress during their probationary period, signing off after probation and regular performance review.