MANAGE FOLLOW UP

Assessment Submission details:

• Please include following details on the top of your assessment:

• Your Name
• Your Student Id
• Your Trainer’s name
• Assessment Due Date
• Actual Submission Date
Please Note: Any changes in the assessment due date must be approved by your trainer.

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In ‘subject’ mention your ‘student Id – Your name’.

Achieving Competence:

To be deemed competent in this assessment you must:

• Correctly address all of the assessment requirements as described in this task

• Correctly address all of the submission instructions
• Successfully complete the Assessment Questions
• Submit assessment on or before the due date with an assessment cover sheet

Performance objective:
You will demonstrate your ability to manage follow up to performance management in an
organisational context.

Assessment description:
In this assessment, you will answer a series of scenario-based questions on the general topic of
following up on performance management, and on discipline and dismissal processes.

Assessment Questions:

• Review the Australian Hardware simulated business documentation provided to you by your
assessor, particularly relating to performance management requirements.

• Review and answer the scenario-based questions in Appendix 1.

• Submit supporting documentation to your assessor in accordance with the agreed timeframe,
format and the below specifications. Keep a copy for your records.

Specifications
You must:

• submit written responses to the scenario-based questions.

Your assessor will be looking for demonstration of your ability to:

• seek assistance from human resources specialists where appropriate

• reinforce excellence in performance through recognition and continuous feedback

• outline the legislative and regulatory context of the organisation with reference to equal
employment opportunity, anti-discrimination, competition and consumer protection, privacy,
industrial relations, health and safety (OHS/WHS), environmental issues and other relevant
requirements

• outline relevant awards and certified agreements

• explain unlawful dismissal rules and due process.

Appendix 1: Scenario-based questions

Question 1: Monitoring and coaching
Consider the following scenario.
 You are the Hardware and Homewares Manager at the Australian Hardware
Wollongong store. You consider the organisation’s performance management
policy and resolve to undertake some research into ways to improve the system or
its implementation.

Answer the following:

• How could variables such as recognition and continuous feedback help reinforce excellence in
performance? Give two examples that could work at Australian Hardware to affect
performance.
• How would you apply Australian Hardware procedures to monitor and coach individuals,
specifically those with poor performance?

Question 2: The legal context of performance management

Consider the following scenario.

You are the Hardware and Homewares Manager at the Australian Hardware
Wollongong store. You are concerned about your application of performance
management and want to work according to legal requirements.

Answer the following:

• For three of the following areas, what are the relevant pieces of legislation applicable to
performance management at Australian Hardware?
• equal employment opportunity
• anti-discrimination
• competition and consumer protection
• privacy
• industrial relations
• health and safety (OHS/WHS)
• environmental issues.
• For each piece of legislation identified above, identify at least one requirement relevant to
performance management at Australian Hardware.

Question 3: Seeking advice

Consider the following scenario.

You are the Hardware and Homewares Manager at the Australian Hardware
Wollongong store. One of your customer service and sales representatives, Kim
Smith, is consistently not meeting performance expectations. You have tried
 setting goals in consultation with the employee, ongoing coaching and feedback.
You have conducted two formal performance reviews. You are not sure what else
you can do.

Answer the following:

• Name any positions of an internal source you could approach for HR or performance
management advice.
• Name one external source (individual professional, consultancy or government) of HR or
performance management advice, particularly for managing poor performance.

Question 4: Counselling and support

Consider the following scenario.

You are the Hardware and Homewares Manager at the Australian Hardware
Wollongong store. One of your customer service and sales representatives, Kim
Smith, is consistently not meeting performance expectations. You have decided to
counsel the employee to alert her of poor performance in a formal way and to
inform her that dismissal may be an option for the future if her performance does
not improve.

Answer the following:

• What steps would you take to counsel the employee in accordance with organisational policy
and relevant legislation for disciplinary meetings?
• What legislation is the most relevant in this scenario?
• What is the relevant award for the employee’s role at Australian Hardware?
• What support services could you offer the employee?

Question 5: Dismissal
Consider the following scenario.

You are the Hardware and Homewares Manager at the Australian Hardware
Wollongong store. One of your customer service and sales representatives, Kim
Smith, is consistently not meeting performance expectations. You have decided to
terminate her.

Answer the following:

• What is the process of termination in accordance with organisational policy and legal
requirements? Summarise the details.
 • What are the relevant unlawful dismissal rules and due process that you must follow?

• Gurmeet kaur
• 10821170
• sam
• 26 march 2021
• 24 march 2021

Question 1: Monitoring and coaching

You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store. You
consider the organisation’s performance management policy and resolve to undertake some
research into ways to improve the system or its implementation.

• Variables such as recognition and continuous feedback can help reinfore performance
because this action provide employee with more knowledge about their
feedback.Recognition push employee with more motivation to keep doing their
work.Feedback is very important because with the help of feedback, we are able to
understand the current work performance of the employee that if she is working according to
the set performance.If any error is there then it should be corrected immidiately.In Australian
hardware feedback helps very much because we are revising the performance of kim after 6
months and if we do it on the regular basis then it will be good for the organization because
then will will guide kim according to the set performance but at this point her performance is
very low,so now kim have to use her full effort and pontential whic will take time and which
is also time consuming and not good for the organization.

• In Australian hardware after training of the employee, we will monitor until they do their
work without any mistakes.We will give them support and help them on every step.We will
coach every individual,who have poor performance and we will provide training to them
according to their last performance.If it is needed then we will even start from the beginning
to train them according to their roles in the organization.

Question 2: The legal context of performance management

You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store. You
are concerned about your application of performance management and want to work according to
legal requirements.

• In Australian hardware proper legislation is always followed.Equal employment opportunity

is given to every candidate.No one is discriminated on the basis of gender,caste,religion
etc.They also take care of the enviornment issues.The working enviornment of the
organization is healthy and peaceful for every employee.The employees help eachother out
and they work with full dedication.Health and saftey is also very important for us because
healthy employee can do work with full effort and full efficiency.

• An enviornmentl issue in Australian hardware means working condition in organization is

good so that it helps employee to achieve the desired target.Performance development is also
done by changing in working conditions sometimes due to bad working
conditions.Enviornment of the organization plays a very vital role in the perforance
management.

Question 3: Seeking advice

You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store.
One of your customer service and sales representatives, Kim Smith, is consistently not meeting
performance expectations. You have tried setting goals in consultation with the employee, ongoing
coaching and feedback. You have conducted two formal performance reviews. You are not sure
what else you can do.

• Kim is not meeting with her target so she should be demoting the kim after a discussion with
HR so that she will be trained from beginning.So it will help kim.

• Any mentor outside from business or any expert who will be with Kim for next month and
he/she will give advice to Kim on every step and make her efforts effective.

Question 4: Counselling and support

You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store.
One of your customer service and sales representatives, Kim Smith, is consistently not meeting
 performance expectations. You have decided to counsel the employee to alert her of poor
performance in a formal way and to inform her that dismissal may be an option for the future if
her performance does not improve.

• We will do counseling of those employees who are not achieving their targets.Firstly we will
talk with the poor performer and we wil try to solve his/her issues,if anything is related to
the law then organization will follow legislation so that organization can help them and sort
out the problem.

• The relevent legislation only give training to the poor performer because we can not
terminate them or before termination the organization has to give a notice so that training
is relevant.

• They are awarded regularly according to their performance on regular basis.

• We can start a new department for the employee to tain them which will only focus on
their training and that department will keep their eyes on the poor performer and any type
of issues by the employee can share with that department.

Question 5: Dismissal

You are the Hardware and Homewares Manager at the Australian Hardware Wollongong store. One
of your customer service and sales representatives, Kim Smith, is consistently not meeting
performance expectations. You have decided to
terminate her.

• Kim is not meeting with her targets from last 6 months now we are going to terminate her .Firstly
we have to give notice to the employee of 10 days.If kim starts performing good then termination
can be cancelled otherwise she will be terminated from the post due to bad performance.Only
notice is sufficient for the termination of employee.

• The unlawful rules of dismissal is when the organization terminate any employee with giving a
notice or immidiate termination of employee.It should be adopted by our business because
employee like kim who is not performing from last 6 months so it is very necessary to terminate
them on spot so that valuable time of the organization can not be wasted.