BSBHRM611_Student Assessment Task 1

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Australian Institute of Management *

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611

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Management

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Jan 9, 2024

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Assessment Task 1: Knowledge questions Questions Provide answers to all of the questions below: 1. Write a paragraph to explain the purposes and benefits of an organisational development program. In your answer:  define performance development  list at least five purposes  list at least five benefits. Organizational development is a science-based process or an objective-based approach used to initiate change in an existing system and achieve improved effectiveness by establishing, enhancing, and reinforcing strategies, structures, and procedures. It is possible to do this by altering the present communication mechanism or its supporting structure. Professionals research employee behaviour in this procedure to watch and analyse the work environment and predict shifts. Performance development is a key component of organisational growth. It is defined as a continuing process that involves both the employee and their supervisor and focuses on the person's professional growth throughout time. This programme includes numerous useful resources, such as forms, tools, and a systematic method for developing excellent communication between workers and supervisors, which leads to effective performance. The following are the major goals of an organisational development programme:  Enhancing employee engagement and cooperation in the workplace.  Encouraging a problem-solving attitude inside the organisation.  Raising awareness of the company's vision among its members.  Organizational Development seeks to match workers' visions with those of the company. Following are the few benefits of organizational development program:  Continuous development: Organizations generate a steady pattern of improvement through organisational programme development, in which multiple strategies are designed, reviewed, implemented, and assessed for quality and results.  Increased horizontal and vertical communication: As part of the organisational development programme, workers participate in an open communication system and

understand the necessity of change in an organisation, resulting in greater communication.  Employee development: Organizational development leads to enhanced communication, which plays a vital role in encouraging employees to make substantial changes.  Product and service enhancement: Successful employee involvement and participation results in product, innovation, and service enhancement.  Improved profit margins: Greater profit margins and efficiency are the outcome of increasing productivity and innovation.  Creating a trustworthy working environment that allows for new implementations by smoothing the shift from formal authority to personal talents and expertise. 2. Complete the table below to describe the components, resource requirements and design principles of an organisational performance development program. The first row has been completed as an example for you to follow. Component Description Resources/tools (provide at least one) Design principle (provide at least one) Objectives An objective describes what you want to achieve. It is similar to a goal. To establish goals or objectives, be specific, measurable, attainable, relevant and time-bound (S.M.A.R.T). All stakeholders (employees, managers, executives) Strategic plan Operational plan Align the performance development program objective to the organisation’s strategic plan. Development opportunities Development Opportunity means an acquisition or development of undeveloped real property or (any existing facility that does not constitute a Gaming Facility at the time such opportunity is being considered for acquisition or development, and, in each case, with respect to which the plan for such acquisition or development is to Training programs, workshops and seminars Follow the guideline adopted by an organization for development opportunities

Component Description Resources/tools (provide at least one) Design principle (provide at least one) develop a Gaming Facility at such facility. Rewards and incentives Rewards and incentives are human resource management techniques used by employers to manage their workforce effectively. Output KPIs measure the performance or output of an organisation and encouraged to generate more revenue by offering a percentage of the value of monthly gross sale. To motivating employees and driving them to perform at their best and also to retain top performers. Reporting and record keeping In an organisation, legally required to keep records of all transactions relating to your tax and superannuation affairs as you start, run, sell, change or close your business, specifically: any documents related to your business's income and expenses. The business classification scheme (BCS) thesaurus and naming conventions Informal and formal reports Personal development plans A personal development plan is an action plan designed to improve knowledge and abilities Training and online learning The structure thinking and create a strategic plan for achieving goals. 3. Describe the various roles and responsibilities associated with an organisational performance development program. Complete the table to answer the question (the first row has been completed as an example for you to follow): Role Responsibilities (at least two)

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Employee Work towards achieving individual goals. Provide feedback to manager. Take responsibility for own career development. Managers Hire and staff their team with individuals who can work as per organisations goal. Training staff Coaching and developing existing employees Board Executive Recognize and reinforce strong performance in employees. Done via reward recognition programs. Identifying areas of underperformance and addressing them through corrective action or additional training. Ensure all employees are performing at their best and contributing to organisational success. 4. Describe how legislation addresses privacy and confidentiality in a performance development program. In your answer:  Name at least one legislation/act.  Describe the legislation/act  Provide an example of how it addresses privacy and confidentiality. Fair Work Act 2009 Legislation for the preparation and implementation of the laws by local, state legislature and the national legislatures. The creation and the delivery of laws specifically are the exercises that improve was the functioning of the implementation or creation of rules that forces or authorities virtue the official organ of the state. Legislation covers all the rules and regulation to be followed in the local, state and national level. According to the Fair Work Act 2009, it requires to keep detail of employees’ personal information in employee records by employer. The employees records cover all the detail related to employees past and current employment detail. This information always disclosed and employer can use this detail directly in relation to employment. But this information can legally disclose employee records to a third party in some circumstances, for instance, A Fair Work Inspector can request information about employees to check your business is meeting its employment obligations.

5. Describe how organisational policies and procedures apply to a performance development program. In your answer:  Name at least two policies/procedures.  Explain of how they relate to a performance development program. Policies are referred to be the sets of principal or roles which are planned upon by the government and the organisation to be carried out in every situation. policies can also be considered as the outline of what the government wants from the organisation and what it is going to do in order to achieve as a whole from the society it also means that the government does not intend to hyper the policies, instead involve the principles that are needed to enhance and achieve the target and goals for the company policies are also meant by the documents and the laws of the organisation framed to precisely achieve certain goals. The two polices are: Standards may be internationally accepted practices, government requirements or industry regulations. Codes of practice provide information on a specific issue and help you achieve legal standards. 6. Explain methods that can be used to evaluate and report on performance development programs. In your answer discuss:  data collection methods (at least two)  method to define outcomes (at least one)  method to evaluate the program  reporting methods (at least two). Data collection is a process of collecting data and analyzing that data in order to get a specific information to provide a solution to find answer to relevant question and evaluate the outcomes. It main focused on a particular subject or matter to get required solution or results. There are different type of data collection methods, two of them are: Interview: it is a face to face conversation between two individuals with the main aim of collecting relevant information to provide a result or for solution to further research. Questionnaires: It includes a series of question related to a research topic. This is the process of collecting data through an instrument consisting of a series of questions and prompts to receive a response from individuals. It is designed to collect data from a group. The performance development program needs to be evaluated regularly, it is important to make sure that it still serving the needs of both the organization and employees. Outcomes are meaningful changes for the population served, such as anticipated changes in knowledge, skills, attitudes, behavior, condition, or status. Changes should be measured and monitored and link directly to the program. An outcome is an effect your program produces on the people or issues you serve or address. For instance, the result of a training program might be the

number of graduates who get a job and keep it for a particular period, and Tracking and analysis of demographic data of program participants Methods of evaluate the program Kirkpatrick’s Four-level Training Evaluation Model : this method of evaluating is one of the oldest way of evaluating. It works in four different steps these are below. Step 1: Evaluate learners’ reactions to training. It is commonly measured after training. Ask learners to complete a survey about their overall satisfaction with the learning experience. Step 2: Measure what was learned during training. Use assessments to measure how much knowledge and skills have changed from before to after training. Step 3: Assess whether or not (and how much) behavior has changed as a result of training. The best way to measure behavior change is through workplace observations and comparing 360-degree reviews from pre- and post-training. Step 4: The final and most important step is to evaluate the impact of your employee training program on business results. Here, it’s common to measure results like productivity, quality, efficiency, and customer satisfaction ratings. The Phillips ROI Model This model is the same as Kirkpatrick’s, but with an extra step. The fifth step of the Phillips ROI model is to evaluate the program’s return on investment (ROI). but there is need to measure the difference between your training cost and training results. Data reporting is the process of gathering and submitting data to be further subjected to analysis. The key aspect of data reporting is reporting accurate data because of inaccurate data reporting leads to uninformed decision making. There are two types of data reporting are formal and informal reports. Formal reports are carefully structured; they stress objectivity and organization, contain much detail, and are written in a style that tends to eliminate such elements as personal pronouns. Informal reports are usually short messages with natural, casual use of language.

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BSBHRM611_Student Assessment Task 1

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