BSBHRM611___Due_Soon.docx

© 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 3

Section 1: Planning for an organisational performance development program Describe the organisation you are basing this project on. What is the name of the organisation? What does the organisation do? What type of management structure does the organisation have? What are the key functions and activities of the work area you will develop a performance development program plan for? List at least three objectives I am using Bounce Fitness case study. Bounce Fitness is a dynamic fitness corporation poised to capture substantial market share in one of the fastest growing service industries in the country. Bounce Fitness is a Cairns corporation incorporated in 2001 and wholly owned by Margaret House. A Board of Directors has been established and the Head Office now has a team of General Manager Finance, Human Resources and Marketing, an Executive Assistant and support staff. The Centres have a Centre Manager, Assistant Manager and a team of various sizes composed of experts in health related and fitness disciplines. Business to consumer type of organization it will be established in a way that it will consist in the establishment of the right. 1. Establishing and maintaining working relationships and contractual agreements with Bounce Fitness New Zealand Centres, other fitness providers, and wholesalers. 2. Bringing new products annually to the market. 3. Increasing Bounce Fitness’ profit margin with the use of improved technology in the development of new product. 4. Effectively communicating, to current and potential customers, Bounce Fitness’ position as a differentiated provider of the highest quality fitness products in the world. 1. Training of HR personnel at the time of implementing new policy © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 6

legislation relevant to the performance development plan. What is the legislation called? What does the legislation cover? How does it relate to your performance development plan? The Fair Work Act 2009 (FW Act) and the Fair Work Regulations 2009. The Fair Work Act 2009 (FW Act) and the Fair Work Regulations 2009 are the main legislation we deal with. They govern the employee / employer relationship in Australia. They provide a safety net of minimum entitlements, enable flexible working arrangements and fairness at work and prevent discrimination against employees. The Fair Work Act protects employees employed by business covered by the National workplace relations system and provides a workplace relations framework for both employers and employees. Identify and summarise any organisational policies and procedures relevant to the performance development plan. What is the policy/procedure called? What does each policy/procedure cover? How does the policy/procedure apply to your performance development program? Compensation and payroll, and safety and security. 1. Compensation and payroll policies is a principle of action proposed by an organization regarding an employee's salary, benefits, and bonuses. There are many different forms of compensation and each is subject to differing state laws and regulations, in addition to the company's culture and insurance policies. 2. Safety and security. It is basically the process to protect an employee from work related illness and injury and to make the workplace (building etc) secure from intruders. Every company should have an Environmental, Safety and Health Policy statement, in other words, a workplace safety plan. © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 9

Proof of strategic plan ☐ © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 12

We hold ourselves and co-workers accountable for building trust with our members and each other by being honest, ethical, and consistent in what we say and do. All external and internal team members work with the appropriate resources to effectively achieve our common vision. We are committed to continually leading the fitness industry by providing the highest standards of quality to our members through services, programs and community relations. F. Business strategy Bounce fitness will open a new fitness centre in Perth within two (2) years. Bounce fitness centre will hold its current position through follow up of members who case to attend (as learned from monthly reviews of client programs), invest greater time in customer relationship management. Provide excellence in service and equipment in the centres, holding the cists to no more than CPI increases. Bounce fitness will increase staff training in line with their job roles through accessing external training. It is intended within a year to establish a system where agreed training expenses for university and other job related tertiary training costs are reimbursed to staff to encourage continued learning and develop staff. G. Objectives 1) Develop an effective recruitment strategy. 2) Appropriate resources. 3) Determine appropriate selection panel. 4) Compare effectiveness of applicant shires from various source, job description. H. Conclusion © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 15

Process step or action required Person(s) responsible Time frame Desired outcomes Done? Planning Head management 1 week Goals: expand professional network and develop work skills Objectives: the specific tasks an employee is responsible for achieving to help meet unit goals. Done Coaching Head management 1 week Training and feedback Done Reviewing Top management 3 days Employee performance management Done Action Top management 2 days Reward and recognition Done Monitoring Top management 1 month Measurement of the knowledge, behaviours, or practices On- going every month © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 18

What are the wider support requirements for the performance development program? How do they fit into the organisation’s management structure? change readily and early. 1. Adaptability/flexibility turns out that very favorable circumstances mean that the target can be achieved without any real effort. 2. Alignment with reality. The intensity of the Performance Management process should be connected to the scope and importance of the position/function. 3. Transparency/clarity. The connection between performance and financial consequence needs to more transparent and embedded. Stakeholders influences the decision-making process. They ensure that the organizational work environment remains dynamic, stimulating, and rewarding and there are good working conditions available in the organization so that the organization can perform well. © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 21

Develop tools and resources to support your development opportunities (at least three). What are the tools/resources? How do they support the development opportunity? Attach proof of your tools and resources to this section of your portfolio (e.g. mentoring fact sheet, list of appropriate subscriptions, mentoring toolkit etc.) to this section of the portfolio. 1. Set development goals 2. Create an individual development plan 3. Provide career development information 4. Offer career coaching Employees tend to have questions about their careers at the end of the year, and organizations should be equipped to answer those, provide information, and help employees achieve their goals. If not, organizations risk losing quality employees who seek career development and advancement elsewhere. In fact, lack of opportunities is one of the key reasons employees leave. I am using mentoring fact sheet as attached. © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 22

Establish organisational performance development procedures. Consider:  Key accountabilities and responsibilities  Implementation  Personal performance development plan  Feedback  Incentive  Timing Attach proof of your procedures to this section of your portfolio. Proof of performance development procedures as attached. Attach: Proof of stakeholder meeting (if relevant) ☐ Proof of your tools and resources to support methods (at least three) ☐ © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 23

1. Proof of stakeholder meeting Performance development meeting minutes Date : 7 September 2022 Time : 1pm Location : Office A level 2 Participant : head management and supervisors Starting with improvement plan:  Point of view  Performance improvement plan  Expectations  Timeline of the plan Performance review check-in  Manage to improve last check-in  Facilitated progress  Scheduling Performance review summary  How to manage to improve  Feedbacks  Support from other team members  Key conclusion 2. Proof of tools and resources to support method Mentoring fact sheet Bounce Fitness Corporate Identity Advertising plays an important role in communicating the Bounce Fitness Corporate Identity. The overall objective of Bounce Fitness advertising is to promote awareness of Bounce Fitness as a modern, progressive and user friendly ‐ multi faceted ‐ fitness facility. In addition, it also:  Builds the Bounce Fitness brand by presenting a single, unified corporate positioning and look.  Positions Bounce Fitness as a premier health care Centre in Australia.  Attracts new staff, students, and benefactors. © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 24

All Bounce Fitness advertising is placed through its General Manager Marketing who will develop and maintain the visual corporate style in consultation with the CEO. These style guides are not presented in this manual. Bounce Fitness’ General Manager Marketing is responsible for the placement of all Bounce Fitness advertisements in print and electronic media, except for staff recruitment advertisements which are placed by Human Resources. The General Manager Marketing liaises with Centres and Head Office on the copy, content, and style of their advertisements to maximise effectiveness, minimise costs and ensure consistency with the Bounce Fitness corporate style. The General Manager Marketing can also provide expert advice on any marketing or advertising issue. For further information about advertising contact General Manager Marketing on (07) 12345678. Mission Bounce fitness will give its best to the community with good quality, comprehensive, unique services and particular health program and services. The programs will be based on the needs of the members will be affordable. Vision Bounce fitness is dedicated to have as the first role of a wellness integrated services. Through the participation of employee culture, use and creative ideas and the use of resources the organization will develop and implement inclusive programme and services for all. Goals and objectives 1. Lower the cost of services delivery by 2% a quarter. 2. Increase market penetration every quarter. 3. Increase customer range by 10% every year. 4. Continue bounce fitness image in the society. Product and services of bounce fitness Bounce fitness organization make sure all the goals and strategic role of a new services and product is clarified, and flexible and prepare the teams for any changes that going to happen or about a new product. Anticipate market reaction to new products or services and establish test marketing a fund forecasting to provide a new product control chart. Monitor the new product and service, if changes is require for the success and improvement. 3. Proof of performance development procedures a. Key accountabilities and responsibilities  Pay attention to the details.  Acknowledge and fix your mistakes.  Help your co-workers. © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 25

 Develop a proactive approach.  Show up as a leader.  Stand up for what is right.  Improve your attendance.  Be willing to accept criticism. b. Implementation  Establish a performance management timeline.  Determine who should evaluate employee performance.  Choose performance review questions.  Set performance management goals.  Consider an employee feedback process.  Introduce employee and manager training. c. Personal performance development plan Personal development plans (PDPs) provide a powerful, flexible way to link employees' professional and personal development with the development of your business. A PDP is a short, unambiguous written document that maps out how a person can develop skills and progress in their job. Personal development planning encompasses the whole process of managing a performance development plan, including the following: Defining measurable goals and objectives for the employee. Creating an action plan, including a timeline, on how and when those goals will be reached. d. Feedback Personal development can cover anything from training or building a new skill, to pursuing a passion, to increasing confidence or improving relationships with other people. It can also cover things outside of the workplace too, like achieving a better work-life balance, or being more present when spending time with family and friends.  Encourages a positive attitude - The more people feel like their job supports them to be better, not just in a working environment but in their personal life too, the more positive they will feel about their work.  Boosts motivation - Observing the results of our own personal growth can be incredibly motivating and encourage us to strive for even bigger achievements. © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 26

 Increases confidence - Improving ourselves helps us to feel more confident. When we reach a goal we had set, gain a new skill, or learn something from a situation that helps us in our life both in and outside of work, the more we keep developing. And, the more confident we feel that we can achieve new things and experience greater fulfilment.  Develops strengths - Personal development isn’t just about helping people to improve on their weaknesses. It can also help people to develop their strengths. Giving people time to nurture and hone their strengths helps take them from good to great, and that can be extremely rewarding.  Gives people a purpose - Through ongoing personal development, people can learn more about their abilities and aspirations and figure out a clearer purpose for what they’re doing, both on a personal and professional level.  Improves career prospects - Personal development can be a great way to help people achieve their career goals. It’s not just about what they learn either. Being committed to personal development demonstrates a willingness to learn and grow, which is desirable for many employers.  Builds loyalty - People are more likely to stay with companies that provide good development opportunities. e. Incentive The term performance incentive refers to performance-based pay programs where an employee is incentivized and rewarded for achieving higher goals and objectives. Companies have many incentives; some tying pay to individual performance and some to companywide performance.  Compensation incentives. Compensation incentives tend to cover some of the more basic incentive options.  Recognition incentives.  Reward Incentives.  Appreciation incentives. f. Timing  Simplify Performance Appraisals. Make performance appraisals more manageable by ditching the formalities. Setting simple goals can be more motivating, as they can feel more achievable.  Let go of basic tasks. leaders need to feel comfortable delegating certain tasks — like administration or accounting — to make room for the tasks that only they can do (like performance management). © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 27

 Focus on the good. The practice of performance management by focusing on the organizations and the individual’s strengths.  Take control of goal-setting. This approach to performance management is more generalized and less tailored to each employee, it’s better than ignoring performance management altogether and can be a more objective way to assess performance across the board.  Trust in process. To reap the rewards of performance management, you have to understand its value. © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 28

Section 3: Managing an organisational performance development program Identify reporting and record- keeping methods and resources following organisational requirements. What data is required to report on the agreed evaluation outcomes? Who must performance outcomes be reported to? How often will outcomes be reported on? How will performance be reported on? (Explain two methods following policy and procedures). An executive summary containing a condensed version of the most important aspects of the evaluation (see previous point). A summary of the evaluation's focus, with a discussion of the purpose, objectives and questions used to direct the evaluation. Supervisors and team leader. Outcomes measures can be patient-reported, or gathered through laboratory tests such as blood work, urine samples etc. or through medical examination. Outcomes measures should be relevant to the target of the intervention (be it a single person or a target population). 1. Progress report A progress report includes all the work completed on the project since the last report. It outlines the tasks that you've completed on a project so far, any project goals that you achieved or changes to the project plans. Progress reports can document the actions have completed, which helps measure productivity since you can compare your current progress report to previous progress reports. 2. Forecasting report Forecasting reports show what professionals can expect to © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 29

What resources and tools will be used to assist when reporting performance development outcomes (at least one tool must include technology)? happen during a project, predict future performance outcomes and provide expectations for project guidelines. The elements included in forecast reports are deadlines, cost and overall project quality. Key performance indicators (KPIs) and metrics KPIs and metrics provide a way to measure how well companies, business units, projects or individuals are performing in relation to their strategic goals and objectives. But the primary value of KPIs is not in measurement per se, but in enabling rich data-driven performance conversations and better decision making. Measuring everything that moves provides little more than an illusion that performance is being managed. Instead, it’s important to ask, “What goal will this KPI help my organisation achieve, or what problem will it resolve?” and “What decisions will the KPI help drive?” Well- designed KPIs should be vital navigational instruments, giving a clear picture of current levels of performance and whether the business is where it needs to be. Personal development plans (PDP) A PDP is effectively a tailored action plan that is based on reflection and awareness of an individual’s performance and needs, setting out goals for future performance and actions that will support personal development. PDPs are often used to identify specific training and development needs and create an action plan for meeting those needs © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 30

Develop means to report and collate outcomes of your organisational performance development program (e.g. spreadsheet template with inbuilt formulas and graphing options, feedback register etc.) Spreadsheet template as attached Ensure individual performance development plans are completed by relevant stakeholders. Attach proof to this section of the portfolio (e.g. email with plan template attached, video of team meeting requesting plan be completed, hard copy of completed plan etc.) Proof as attached © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 31

Monitor the organisational performance development program. What data is available? Record and represent the data using the tool(s) identified and developed in Section 2. Attach proof of recorded and analysed data to this section of your portfolio. As attached Evaluate the organisational performance development program against agreed outcomes. Were agreed outcomes met? How can the program improve? Are any additional resources required? Are the any key concepts and principles that may be adaptable to future situations? Yes, they were. Training and development help companies gain and retain top talent, increase job satisfaction and morale, improve productivity, and earn more profit. Training for confidence, knowledge, and communication. It is including how to become a better problem solver, embrace change, keep an open mind, practice mindfulness, and push yourself out of your comfort zone. © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 32

Complete performance development program record keeping according to organisational requirements. Attach proof to this section of the portfolio. As attached Write a report to summarise the evaluation outcomes and send or present your report through relevant management structures. Include:  Overview of the performance development program  Data and analysis  Evaluation against outcomes  Improvement suggestions. Attach your report to this section of your portfolio. Attach proof how you reported through management structures to this section of your portfolio. As attached Attach: Proof to ensure individual performance development plans are completed by relevant stakeholders ☐ Proof of recorded and analysed data ☐ © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 33

Record keeping proof ☐ Proof how you reported through management structures ☐ © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 34

1. Performance Development Spreadsheet Template Employee name : Meeting date : Manager name : Department : Standard of performance elements reviewed (check all that apply) o Job knowledge o Communication o Customer service o Proactive/initiative o Teamwork o Flexibility o Accountability Agreed upon by :___________________ Employee sign : Manager sign : Issues and expectation Issues Desired Outcomes Desired Actions Evaluation Date & Initials Evaluation Outcomes © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 35

2. Proof to ensure individual performance development plans are completed by relevant stakeholders Email with plan template attached Dear stakeholders, In regards to the upcoming peer review process, I am reaching out to asking your feedback on this performance development program plan. Please send your comments and suggestions when convenient. I appreciate your assistance and time. Thank you. Regard, Johan 3. Proof of recorded and analysis data (mentoring fact sheet) Employee name : Diana Meeting date : 7 September 2022 Manager name : Jack Department : Customer service Standard of performance elements reviewed (check all that apply) o Job knowledge o Communication o Customer service o Proactive/initiative o Teamwork o Flexibility o Accountability © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 36

Agreed upon by :___________________ Employee sign : Manager sign : Issues and expectation Issues Desired Outcomes Desired Actions Evaluation Date & Initials Evaluation Outcomes Communication Effective communication Training 9 September 2022  To determine audience needs and interests  To test communication approaches,  To evaluate impact. Knowledge Building trust with client Training 9 September 2022 Helps employee handle objections better 4. Record keeping proof Performance record of employee Department Employee Requiring For Improvement Action Date Knowledge Communication Customer service 1 2 9 September 2022 Front staff 2 2 9 September 2022 Personal instructor 1 1 9 September 2022 Trainer 1 1 9 September 2022 5. Report a) Overview of the performance development program One of the strengths of Bounce Fitness is that it has clearly identified and listed all the goals and objective of the business. The working of human resources includes meeting the set targets and objectives to develop the organizations. These targets include with the recruitments, retention, training, planning of succession, development of career, reward, performance managements and engagements of the employees. In the Bounce Fitness, the © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 37

human resources managements need to focus on the set targets that help to achieve the business. Various required documents could formulate to meet the objective in the strategic areas and provides the appropriate target at the time of agreeing to plan. These things are followed as: Retention of staff and appropriate forms of planning: The succession planning in the positions of leadership helps to develop the business and reduces the unexpected loss. This makes in the developments of the new leader that could able to face various challenges at the time of working. The proper development planning provides the track upon the staff members that help to meet the goal in career and identify various opportunities at the time of working in the Bounce Fitness. This could help to increase the retention with the high motivation. b) Data and analysis Changes are prone to occur in the organizational premises and sometimes they are potent enough to encourage the respective management for considerable alterations of the preordained schedule and the absence of circumventing mitigation plan might pave the entire unit to succumb. The plans of mitigation need to be shaped by the desire to alter the orientation of the prevalent organizational strategic plan that can enable the unit to devise the requisite recovery plan. In most of the cases, the plans seek equivalent alternatives that typically comprise of better system and methods and indulge the installation of cost-effective technological expertise. The changes can be frequently posed by the legal authorities as well the industry that the respective unit owes a lot from since it is rife for the industries to introduce considerable alterations. Furthermore, a significant change in the legislative principles of compliance can cater the cause of mitigating the change. Most of the Foreign Service providers such as the outsourcing agents can also cater the cause of change and the HR plan needs to be adaptable enough to eliminate it immediately c) Evaluation against outcomes Absolute review of the HR plan is extensively considered as the final phase of the implementation of the strategic plan. This typically includes the feasibility check of the © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 38

proposed objectives in order to apprehend the accuracy of the nuances of the ultimate objectives. In order to pursue the essence, the assessment of accomplishment is essential since the unit requires to develop the capability to cope with the potential impacts of the change. In this course, the identification of the devices might appear effective for the entire unit to survive since it inherently eliminates the hazardous components. On that note, the senior management team needs to keep track of the progress in a regular manner in order to report the potential stakeholders who are supposed to invest in the project. d) Improvement suggestions. Moreover, the emerging inclinations of the staffs and the potential subordinates have been extensively discussed in order to anticipate the leading market trends and customer demands and install requisite technological and other expertise that might cater the subsequent urges. The findings of the corresponding pursuit have been further analyzed in terms of PESTLE framework. On that advent, the subsequent impact of the technological and other expertise on the assigned job roles has been deciphered in order to evaluate the benefit of that installation against the invested costs. A significant effort has been granted to analyze the current changes and forecasting major legislative alterations that might affect the entire unit and the designated subordinates. At the final phase of the recurring study, the associated tasks are regularly monitored in order to report the potential stakeholders. 6. Proof how you reported through management structures I am using traditional vertical reporting structure. This could be the company's Chief Operating Officer (CEO) or business owner, and the individual is the head of the organization in the reporting structure. They guide their employees, who further manage the low-level employees. This kind of reporting structure resembles a pyramid when illustrated visually, with the senior-most authoritative individual at the top and the least authoritative employees at the bottom. The traditional or vertical reporting structure can have many layers depending on an organization's size. Small businesses typically have two layers, with all the employees at one bottom level and the © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 39

owner above them. The owner can then add middle management layers as the business grows and they must leave the employees supervised as they focus on other things. The primary advantages of a vertical reporting structure are:  Defines clearly who each person should report to or refer certain projects to  Defines levels of responsibility and authority clearly  Ensures that each employee has a specialty  Creates camaraderie amongst employees at the same level  Motivates employees as there are obvious chances of promotion and unobstructed career paths © 2021 RTO Works AISL Pty Ltd T/A Rosehill College RTO No: 41257 | CRICOS Code: 03622A Level 2 & 4, 616-620 Harris Street, Ultimo NSW2007, Australia Version 1.0 Last updated: December 2021 40