BSBLDR522 Task 2 Knowledge Questions V1.0122

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BSBLDR522 Manage people performance Task 2 – Knowledge Questions Student ID Student Name First Name: Santiago Last Name: Quintero Submitting your assessment: Complete all questions, save, and submit this document to Moodle for grading. Once your assessment is graded, you will receive an email notification. Check your grades and submission feedback on Moodle. Assessor’s acknowledgement: Please verify each of the following principles of assessment by placing a tick in each box. Refer to the assessor's handbook for further information if required. ☐ Authentic : I am assured that the evidence presented for assessment is the learner’s own work ☐ Valid: I am assured that the learner has the skills, knowledge and attributes as described in the module or unit of competency and associated assessment requirements ☐ Current: I am assured that the assessment evidence demonstrates current competency. This requires the assessment evidence to be from the present or the very recent past ☐ Sufficient: I am assured that the quality, quantity and relevance of the assessment evidence enable a judgement to be made of a learner’s competency Greystone College Australia BSBLDR522 Task 2 Knowledge Questions V1.0122 Page 1 of 6

1. Explain the features of a performance management system. (60-70 words). Its key characteristics include a focus on continuous improvement, which is a strategy to improving operational processes based on the requirement to examine operations for faults on a regular basis. The assessment and management of an individual's personal development is based on gaining the knowledge and developing the skills needed to apply the techniques and processes of Human Capital administration and management in organizations, as well as learning to design and implement strategies that allow the company's individual and collective talent to shine. 2. Identify and briefly explain the four (4) guiding principles that should underpin an organisational performance management system. (30-40 words)  First, the whole performance appraisal system should foster progress through training, counseling, review, monitoring, and acknowledgment, among other things.  These encounters should help team members learn and expand.  Managers and staff go to strategic planning when they question what they should be active in order to do better and greater things.  Only concerned in issues where you can make a difference and see results, with an emphasis on attitude change rather than documentation. 3. Outline three (3) key steps in the planning and implementation of an organisation’s risk management plan. Greystone College Australia BSBLDR522 Task 2 Knowledge Questions V1.0122 Page 2 of 6

The first stage in developing a project risk management process is to make a list of all the scenarios in which risks could arise and have an impact on the project or business. There are several methods for identifying project risks: • Consult with interested parties. • With the help of stakeholders, brainstorm potential hazards. The second phase is to assess the likelihood of occurrence, severity, and action strategy for each risk that has been identified. Consider doing a risk analysis with the team or a few key stakeholders, depending on the complexity of the project risks. Consider the influence the case might have on the project's objectives when deciding on severity. The risk assessment matrix must be utilized to determine the risks' priorities. By examining the danger's possibility and impact, we may determine how high a priority the risk is. The most important thing is to identify the risks that are most likely to occur and have the most serious consequences. 4. Summarise the key features of the unfair dismissal laws as stated in the Fair Work Act 2009 (Cth). (approximately 120 words) Greystone College Australia BSBLDR522 Task 2 Knowledge Questions V1.0122 Page 3 of 6

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When an employee is fired in an unfair, unjust, or unreasonable manner, it is known as unfair dismissal. The Fair Work Commission may rule that an employee was fired unfairly if the following conditions are met: • The individual was fired. • It was a severe, unfair, or unjustified firing. • It was not a legitimate redundancy situation that led to the dismissal. • The employee was employed by a small company, and his firing did not follow the Small Company Fair Dismissal Code. The following factors should be considered when assessing an unfair dismissal: Has there been a valid justification for the employee's discharge that was related to his or her capacity or behavior? Was the worker informed of the cause for the termination and given the chance to reply? Was it inappropriate for the employer to refuse to allow the employees to bring a customer service agent to any terminating discussions? if the worker had already been informed about his low performance If the boss's methods for terminating the individual were influenced by the company ’s current or a lack of committed human resource management professionals or experience, and any other item that the Fair Work Ombudsman deems relevant 5. What is meant by the term ‘due process’ in the context of terminating a person’s employment within an organisation? (approximately 80 words) Greystone College Australia BSBLDR522 Task 2 Knowledge Questions V1.0122 Page 4 of 6

"Due process" in a dismissal for an allowed reason includes giving the employee a notice in writing of dismissal describing the reasons at least 30 days prior to the date of dismissal. To follow the " Due process" A notification of intention to fire, stating the cause for the firing and providing the employee with a sufficient opportunity to clarify his or her position. An worker is given the chance to reply to the accusation, submit evidence, or refute evidence offered against them at a hearing or meeting. A letter of termination of employment declaring that just reason for termination has been shown after careful analysis of all the conditions. 6. Summarise the key points of one (1) of the following pieces of legislation as it relates to performance management. (approximately 60 words) • Privacy Act 1988 (Cth) • Anti-discrimination legislation and the principle of equal employment opportunity (EEO) The privacy act stipulates the requirements that a company must take into account when managing and collecting information related to the company, clients and staff, this is related to performance management, because during this management information is constantly being manipulated, and to To carry out a correct management in every sense, the requirements of the privacy act must be taken into account. 7. Briefly describe each of the following staff training/development methods. (20-30 words each) E-learning E-learning processes that take place over the Internet, which are characterized by a physical separation between teachers and students but a prevalence of both synchronous and asynchronous communication, which allows for ongoing didactic contact. The tutorial method The tutorials are videos of someone acting as though they are a teacher or a teacher. In this approach, they show the public the steps or progression of a technique or activity while performing it themselves. Greystone College Australia BSBLDR522 Task 2 Knowledge Questions V1.0122 Page 5 of 6

The discussion method It is defined by the collaborative examination of problem situations in which students communicate ideas, opinions, and experiences based on their theoretical knowledge, resulting in a holistic perspective of the problem, its collective solution, and so on. Coaching Coaching is the skill of asking questions to assist others in exploring and discovering new beliefs that lead to the attainment of their goals through learning. 8. Identify three (3) support services provided by human resources staff. Additional tools like as employee engagement surveys, educational materials linked to properly evaluating and enhancing employee engagement, and support to help employees get the most from their compensation package can be provided via HR support services. References https://www.tutorialspoint.com/performance_management/performance_management _guiding_principles.htm ç https://www.fairwork.gov.au/tools-and-resources/fact-sheets/minimum-workplace- entitlements/ending-employment#:~:text=Unfair%20dismissal%20is%20when%20an,was %20harsh%2C%20unjust%20or%20unreasonable https://poorvucenter.yale.edu/resources/teaching-techniques-and-methods/discussion- methods#:~:text=Discussion%20methods%20are%20a%20variety,%2C%20understanding %2C%20or%20literary%20appreciation . https://www.skillsyouneed.com/learn/coaching.html https://economictimes.indiatimes.com/definition/e-learning https://newcityinsurance.com/what-are-human-resource-support-services/#:~:text=HR %20support%20services%20can%20also,out%20of%20their%20benefits%20package . End of questions Greystone College Australia BSBLDR522 Task 2 Knowledge Questions V1.0122 Page 6 of 6

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