BSBHRM611_Section 3_ Managing an organisational performance development plan

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Australian Institute of Management *

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Jan 9, 2024

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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). What resources and tools will be used to assist when reporting performance development outcomes (at least one tool must include technology)? The record-keeping methods used were physical records and electronic records. Printed records are kept in filing cabinets or closed offices. Employee records is required to report on the agreed evaluation programs. There are other data that the organization like considers like internal policies, partnership and vendor contracts, financial statements, annual reports and results of audits and legal investigations. Performance outcomes should be reported to the HR and the financial officials. Outcomes will be reported every three years. Performance will be reported on performance review and skills assessment. In performance review, employee’s performance in the workplace is evaluated. The strengths and weaknesses are presented in front of the workers so that they can make improvements. In skills assessment, the skills of an employee are tested and it is seen if the skills are required in the operation of the organization. The outcomes can be communicated to the employees with the help of emails or through the intranet. 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.) Employees can study their performances over the last quarter by maintaining a timetable consisting of monthly performances. Workers must look for goals which they can achieve by studying the operations of the organization. They can choose a goal and come with processes or ways to achieve the goal. Workers must make a list of resources he/she will be needing while achieving the goal. They may need additional tools and mentors to help guide them in their efforts. Regular assignments should not be given so that the workers can focus on the achievement of goals. The plan which may lead to success should be finalized. Ensure individual performance development plans are completed by relevant stakeholders. Attach proof to this section of the portfolio (e.g. email with plan The relevant stakeholders here are the employees, the management and the higher authority. The employees can help in the development plan by focusing on their goals and achieving them. They may take the help of the resources and assistance provided too them by the organization. Mentoring and sharing of knowledge may prove to be of great help. The management can take extra care of the workers who are linked to the performance BSBHRM611 Contribute to organisational performance development Project Portfolio 1

template attached, video of team meeting requesting plan be completed, hard copy of completed plan etc.) development plans. They can help create more opportunities for training and enhancement of their experience and knowledge. The higher authority should create more chances for the management and the employees. 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. In the organizational performance development program, the managers should keep a record of the performance of each of the employees. It will help to study if the performance of the workers is deteriorating or improving. Both physical and electronic recording can be done. However, electronic recording may prove to be more effective. Mentoring sharing of knowledge and networking can act as effective tools to record and represent data. Recording data during the training session will help to record the daily improvement of the workers. By sharing of knowledge, the knowledge of the employee can be enhanced. Networking will help the workers to connect to others who may help them. 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? Agreed outcomes may not always match with the performance development program. Despite of putting in resources, outcomes may not be achieved. In such a scenario, it is important to record the reasons which prevented the program from achieving the agreed outcome. If the agreed outcome is met, then the program is 100% successful. Concepts related to performance development are about setting individual goals and striving to achieve them. Reviewing and assessing the progress is needed so that the improvement can be monitored. Additional resources that organizations may require are additional funding the lack of which may decrease the number of resources available for training and mentoring. Complete performance development program record keeping according to organisational requirements. Attach proof to this section of the portfolio. Reviewing and assessing the progress is needed so that the improvement can be monitored. Additional resources that organizations may require are additional funding the lack of which may decrease the number of resources available for training and mentoring. Write a report to summarise the evaluation outcomes and send or present your report through relevant management structures. The performance development program is designed in such a way so that the performance of the employees can be monitored and a record is maintained both physically and electronically. The workers are conveyed about the status of their training or performance with the help of intranet and emails. Employees can improve themselves BSBHRM611 Contribute to organisational performance development Project Portfolio 2

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. by taking the help of mentors and practices like knowledge sharing and networking. Data should be collected at every point of the training. Performance development program may not achieve the agreed outcome and therefore, at that point of time. The management and higher authority should monitor the progress of the workers. Attach: Proof to ensure individual performance development plans are completed by relevant stakeholders ☐ Proof of recorded and analysed data ☐ Record keeping proof ☐ Proof how you reported through management structures ☐ BSBHRM611 Contribute to organisational performance development Project Portfolio 3

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