BSBMGT502 Manage People Performance

Question:

1.why is it necessary to consult relevant group and individual on work to be allocated the resources they will need?

2.Why are work plan necessary? How do work plan support operational plan to achieve its objectives?

3.What procedure might be followed to allocate work? Explain the criteria that should be considered when allocating work individual employees?

4.Explain what a code of conduct is and how it might affect work output

5.In what ways might it be possible to confirm work outputs with relevant teams and individual and what things might be considered in terms of work outputs?

7. Choose an organisation and conduct a risk analysis related to its people performance at the work place. Answer the following and fill the following templates,
 a.Provides your organisations description. Write about ¼ of a page.

 b.Identify four issues and the risk associated with those performance management issues and fill the template A.

 c.Identify the control measures for those issues, how management should overcome the issues?

 d.For two of the risk, create a contingency plan for each risk; considering legal requirements. Template C.

8.Why should both manager and employees receive suitable training. In how to handle performance review/ appraisal interviews? How and how often do you think performance appraisal should be held and why should be held and why do you think this?

9.Why is it necessary that performance monitoring and evaluation be a continuous process?

10What is feedback and why is it important to staff on regular basis?

11.In a short paragraph for each answer the question. You need to address these complaints. What performance areas will you investigate?

 a.How would you approach Sue regarding these complaints?

 b.If you needed to gather information from other sources, how would you address the issues confidentiality?

 c.How do you think these issues can be resolved?

12.Explain what is coaching and mentoring and how coaching and mentoring are done on the job, making certain that the difference between the two processes are clearly explained?

13.Why is it necessary to document and record performance?

14.Under what circumstances and for what reasons might HR expertise be of benefit to manage and employees who are negotiating performance improvement?
15.What procedure might be followed to draw up implement a performance improvement plan?

16.In what ways do you think excellent performance should be recognised and rewarded? Explain the procedure that should be followed and explain why you think these ideas will motivate employees?

17.Explain what you consider the benefits of mentoring and coaching to be and explain how it can be used to support performance improvement.

18.Why should counselling be initiated in the case where performance does not improve?

19.Explain the disciplinary actions that might be taken by an organisation if an employees performance does not improve.

20.What are some of the option that might aid an employee in resolving performance issues? Give at least five examples.

1.What should you do in the following situations? Answer all three scenarios1.why is it necessary to consult relevant group and individual on work to be allocated the resources they will need?

2.Why are work plan necessary? How do work plan support operational plan to achieve its objectives?

3.What procedure might be followed to allocate work? Explain the criteria that should be considered when allocating work individual employees?

4.Explain what a code of conduct is and how it might affect work output

5.In what ways might it be possible to confirm work outputs with relevant teams and individual and what things might be considered in terms of work outputs?

7. Choose an organisation and conduct a risk analysis related to its people performance at the work place. Answer the following and fill the following templates,

 a.Provides your organisations description. Write about ¼ of a page.

 b.Identify four issues and the risk associated with those performance management issues and fill the template A.

 c.Identify the control measures for those issues, how management should overcome the issues?

 d.For two of the risk, create a contingency plan for each risk; considering legal requirements. Template C.

8.Why should both manager and employees receive suitable training. In how to handle performance review/ appraisal interviews? How and how often do you think performance appraisal should be held and why should be held and why do you think this?

9.Why is it necessary that performance monitoring and evaluation be a continuous process?

10What is feedback and why is it important to staff on regular basis?

11.In a short paragraph for each answer the question. You need to address these complaints. What performance areas will you investigate?

 a.How would you approach Sue regarding these complaints?

 b.If you needed to gather information from other sources, how would you address the issues confidentiality? 

 c.How do you think these issues can be resolved?

12.Explain what is coaching and mentoring and how coaching and mentoring are done on the job, making certain that the difference between the two processes are clearly explained?

13.Why is it necessary to document and record performance?

14.Under what circumstances and for what reasons might HR expertise be of benefit to manage and employees who are negotiating performance improvement?
15.What procedure might be followed to draw up implement a performance improvement plan?

16.In what ways do you think excellent performance should be recognised and rewarded? Explain the procedure that should be followed and explain why you think these ideas will motivate employees?

17.Explain what you consider the benefits of mentoring and coaching to be and explain how it can be used to support performance improvement.

18.Why should counselling be initiated in the case where performance does not improve?

19.Explain the disciplinary actions that might be taken by an organisation if an employees performance does not improve.

20.What are some of the option that might aid an employee in resolving performance issues? Give at least five examples.

21.What should you do in the following situations? Answer all three scenarios