Student Assessment Tasks

BSBHRM611 Contribute to organisational performance development

Table of Content

Student Assessment Agreement Page 3

Assessment Cover Sheet Page 4

Introduction Page 5

Assessment Task 1: Knowledge Questions Page 6

Assessment Task 1: Checklist Page10

Assessment Task 2: Project Page 11

Assessment Task 2: Checklist Page 16

Final Assessment Results Page 19

BSBHRM611 Contribute to organisational performance development Student Assessment Tasks

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Student Assessment Agreement

Make sure you read through the assessments in this booklet before you fill out and sign the
agreement below.
If there is anything that you are unsure of, consult your assessor prior to signing this agreement.
Have you read the assessment requirements for this unit? Yes  No
Do you understand the requirements of the assessments for this unit? Yes  No
Do you agree to the way in which you are being assessed? Yes  No
Do you have any specific needs that should be considered?  Yes No
If so, explain these in the space below.

Do you understand your rights to re-assessment? Yes  No

Do you understand your right to appeal the decisions made in an assessment? Yes  No
Student name Ifraz Mohammed

Student number 20231449

Student signature

Date 07/10/23

Qualification Code
and Name
RII60520 Advanced Diploma of Civil Construction Design

BSBHRM611 CONTRIBUTE TO ORGANISATIONAL

Unit Code and Name
PERFORMANCE

Assessor name

Assessor signature

Date

Assessment Cover Sheet

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 Student Declaration
To be filled out and submitted with assessment responses
 I declare that this task is all my own work and I have not cheated or plagiarised the work or
colluded with any other student(s).
 I understand that if I If I am found to have plagiarised, cheated or colluded, action will be taken
against me according to the process explained to me.
 I have correctly referenced all resources and reference texts throughout these assessment tasks.

Ifraz Mohammed
Student name

20231449
Student ID number

Student signature

07/10/2023
Date

Introduction

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The assessment tasks for BSBHRM611 Contribute to organisational performance development are
outlined in the assessment plan below. These tasks have been designed to help you demonstrate the
skills and knowledge that you have learnt during your course.
Please ensure that you read the instructions provided with these tasks carefully. You should also
follow the advice provided in the Business Works Student User Guide. The Student User Guide
provides important information for you relating to completing assessment successfully.

Assessment for this unit

BSBHRM611 Contribute to organisational performance development describes the skills and
knowledge required to contribute to organisational performance development, through contribution to
planning, development and coordination of performance development programs.
For you to be assessed as competent, you must successfully complete two assessment tasks:

 Assessment Task 1: Knowledge questions – You must answer all questions correctly.

 Assessment Task 2: Project – You must work through a range of activities and complete a
project portfolio.

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Assessment Task 1: Knowledge questions

Information for students

Knowledge questions are designed to help you demonstrate the knowledge which you have acquired
during the learning phase of this unit. Ensure that you:

 review the advice to students regarding answering knowledge questions in the Business Works
Student User Guide

 comply with the due date for assessment which your assessor will provide

 adhere with your RTO’s submission guidelines

 answer all questions completely and correctly

 submit work which is original and, where necessary, properly referenced

 submit a completed cover sheet with your work

 avoid sharing your answers with other students.

i Assessment information
Information about how you should complete this assessment can be found in Appendix
A of the Business Works Student User Guide. Refer to the appendix for information on:

 where this task should be completed

 the maximum time allowed for completing this assessment task

 whether or not this task is open-book.

Note: You must complete and submit an assessment cover sheet with your work. A
template is provided in Appendix C of the Student User Guide. However, if your RTO
has provided you with an assessment cover sheet, please ensure that you use that.

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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

Performance development is the process of evaluating, identifying, supporting and

developing the work performance of staff in a company to benefit the staff (to improve skills)
and achieve organisational goals and objectives.

 list at least five purposes

 create clear role definitions, expectations and targets for all staff members

 helping the staff member to do something in which they are good at

 staff and managers share a healthy bond between each other

 getting better production through improved performance

 setting up programmes for staff to motivate them by rewarding them

 list at least five benefits.

 Employees can discuss productivity more freely before their productions.

 Performance developments recognises the efforts of employees which encourages them to

perform better.

 It helps the employers recognise the employees for better performance in terms of salary
increases and promotions.

 Helps employees recognise and share the workload with other team members and prioritise
their important tasks.

 Reviews form the employees helps in workforce planning and discussing current and future
workload with employees

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.

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 Component Description Resources/tools Design
principle
(provide at least
one) (provide at
least one)

Objectives An objective describes what All stakeholders Align the

you want to achieve. It is (employees, performance
similar to a goal. To establish managers, development
goals or objectives, be executives) program
specific, measurable, objective to the
Strategic plan
attainable, relevant and time- organisation’s
bound (S.M.A.R.T). Operational plan strategic plan.

Development Development opportunities Allocate budgets for Opportunities

opportunities are opportunities employees subscriptions. provide a wide
can access to improve their range of
Use devices for
performance through personalities
online course or
coaching, online courses or and learning
training.
subscriptions. styles.

Rewards and To motivate workplace Personal Discuss with

incentives performance, factors to be performance employees to
considered are work/life development plans understand
balance(taking break from what motivates
Budget allocations
work) renumeration, rewards individual
(e.g awards and gifts) and Executives to give person and
recognition. approvals what is their
preference.

Reporting Performance must be Policies and Requirements

and record recorded and reported procedures to be followed
keeping according to the organisation
requirements

Personal Plans to develop individual Development plans Update plans

development performance of each realign goals
plans employee regularly,
quarterly and
annually

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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)

Employee Work towards achieving individual goals.

Provide feedback to manager.
Take responsibility for own career development.

Making sure of being supportive and engage others to engage

Executive and senior Being enthusiastic of new process.
leadership
responsibilities

Manager Should be responsible for recognising and reinforcing strong

performance in employees
Explain your team the benefits and encourage them to take
ownership of their performance developments.

HR Provide training to executives, managers and employees on

the process and steps involved and benefits gained by each
and everyone.
Explain the difference of rating between levels of performance.

4. Describe how legislation addresses privacy and confidentiality in a performance development

program. In your answer:

 Name at least one legislation/act.

Work Place Privacy

 Describe the legislation/act

The Fair Work Act requires all employers to keep certain personal information about employees in
their employee records.

Personal information held by an employer, relating to someone’s current or former employment, isn’t
covered by the Australian Privacy Principles, but only when used by the employer directly in relation
to their employment which includes:

 the employee’s personal and emergency contact details

 information about terms and conditions of employment

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  wage or salary details
 leave balances
 records of work hours
 records of engagement, resignation or termination of employment
 information about training, performance and conduct
 taxation, banking or superannuation details
 union, professional or trade association membership information.

The Australian Privacy Principles do apply to personal information about unsuccessful job candidates.
This can include applicants’ resumes, contact details, references and academic transcripts.

Third parties providing recruitment, training, human resources, payroll or other services to the
employer under a contract may need to comply with the Australian Privacy Principles.

Reference: https://www.fairwork.gov.au/tools-and-resources/best-practice-guides/workplace-privacy

 Provide an example of how it addresses privacy and confidentiality.

Disclosing pay and workplace conditions

Under the Fair Work Act, employees have workplace rights to share or not share information about:

 their pay
 their employment terms and conditions that would be needed to work out their pay, such as
their hours of work.

They also have the right to ask other employees (with the same or a different employer) about:

 their pay
 their employment terms and conditions that would be needed to work out their pay, such as
their hours of work.

Employees can’t be forced to give this information to another employee if they don’t want to.

Employers can’t take adverse action against an existing or future employee either:

 because of these rights or

 to prevent an existing or future employee from exercising these rights.

Reference: https://www.fairwork.gov.au/tools-and-resources/best-practice-guides/workplace-
privacy

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5. Describe how organisational policies and procedures apply to a performance development
program. In your answer:

 Name at least two policies/procedures

- Privacy policy
- Code of conduct

 Explain of how they relate to a performance development program.

- The Privacy Act 1988 (Cth) requires entities bound by the Australian Privacy Principles
(APPs) to have a privacy policy. This privacy policy outlines the personal information
handling practices of the Office of the Australian Information Commissioner (OAIC). OAIC
employees and prospective employees should also refer to our Human resources privacy
policy. The OAIC also has a summary privacy policy.

This policy is written in simple language. The specific legal obligations of the OAIC when
collecting and handling your personal information are outlined in the Privacy Act and in
particular in the APPs found in that Act. We will update this privacy policy when our
information handling practices change. Updates will be publicised on our website and
through our email lists.

- A code of conduct is a common policy found in most businesses. It is a set of rules that
companies expect employees to follow. The rules establish the expected behavioral
standards for all employees.

A code of conduct policy may cover the following:

- Attendance and absence
- Employee behavior
- Company values
- Confidentiality
- Plagiarism
- Use of company property
- Dress code
- Reporting misconduct

Reference: https://au.indeed.com/career-advice/career-development/examples-of-policies-and-
procedures-in-the-workplace

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)

Survey

- Survey methods focus on gathering written or multiple-choice answers about various subjects
from individuals. Typically, individuals interact with these questions online and there is little to

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 no interaction between survey distributors and survey respondents. Companies may use
them to gather quick internal or external feedback.

- Interview

Interview methods can be more personal and involve face-to-face discussions about a topic
between the researcher and participant. Researchers might share the questions with
participants before interview sessions to allow them to decide if they feel comfortable taking
part. This method may include gathering consent forms for video or audio recordings.

Reference: https://www.indeed.com/career-advice/career-development/methods-of-data-collection

 method to define outcomes (at least one)

Employee Performance Standards

Employee performance measurements can determine an employee's compensation,

employment status or opportunities for advancement. For these reasons, performance
management programs must consist of methods that enable fair and accurate assessments of
employee performance. To assist with measuring employee performance, employers first
establish performance standards. Performance standards define what it takes for employees to
meet or exceed the company's performance expectations.

Reference: https://smallbusiness.chron.com/three-types-methods-used-measure-performance-
23612.html

 method to evaluate the program

A ratings scale or grading system

is probably the most commonly used performance review method. This method is based on a set
of employer-developed criteria—which may behaviours, traits, competencies, or completed
projects through which employees are judged. The employer assigns each criterion a numerical
value, usually on a ten- or five-point scale. A word of caution to employers using this method: be
sure your employees fully understand where success and failure fall on the scale. Some
employees will consider a three-out-of-five to be merely average, but you may consider it to be
above satisfactory. So, be sure to properly set expectations, especially if you require a self-
evaluation.
Reference: https://www.webpt.com/blog/5-common-performance-review-methods#:~:text=A%20ratings
%20scale%E2%80%94or%20grading,against%20which%20employees%20are%20judged.

 reporting methods (at least two).

1. Status reports

A status performance report details the current state of a project at any given time. Some of these
reports include milestones reached, any incidents that occurred, and the remaining available
resources.

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Managers use status performance reports to measure performance, indicating how well the project is
progressing and whether teams are on track to meet deadlines, and highlighting areas of
improvement or imminent risks.

2. Progress reports

A progress report describes what’s been accomplished since the last reporting instance.

Using schedule, cost, and work performance analysis, the progress report helps managers compare
the progress made so far with the expected progress during project planning. This gives them a more
proactive measure of what’s working in team productivity and what needs to be re-evaluated.

Reference: https://www.hotjar.com/performance-reporting/

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Assessment Task 2: Project

Information for students

In this task, you are required to demonstrate your skills and knowledge by working through a number
of activities and completing and submitting a project portfolio.
You will need access to:

 your learning resources and other information for reference

 Project Portfolio template

 Simulation Pack (if you need a case study).

Ensure that you:

 review the advice to students regarding responding to written tasks in the Business Works
Student User Guide

 comply with the due date for assessment which your assessor will provide

 adhere with your RTO’s submission guidelines

 answer all questions completely and correctly

 submit work which is original and, where necessary, properly referenced

 submit a completed cover sheet with your work

 avoid sharing your answers with other students.

Assessment information
i

Information about how you should complete this assessment can be found in Appendix
A of the Business Works Student User Guide. Refer to the appendix for information on:

 where this task should be completed

 how your assessment should be submitted.

Note: You must complete and submit an assessment cover sheet with your work. A
template is provided in Appendix B of the Student User Guide. However, if your RTO
has provided you with an assessment cover sheet, please ensure that you use that.

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Activities
Complete the following activities:

1. Carefully read the following:

This project requires you to contribute towards planning, developing and managing
a performance development program for an organisation or work area by:

 planning for a performance development program

 creating a performance development program plan

 determining the details of the program

 designing procedures and tools to support the program

 coordinating communication relating to the performance development program

 monitoring and evaluating the program.

Vocational education and training is all about gaining and developing practical skills
that are industry relevant and that can help you to succeed in your chosen career.
For this reason, we are giving you the choice to base this project on your own
business, one you work in or a familiar with, or you can use the case study
provided. This will mean that you are applying your knowledge and skills in a
relevant, practical and meaningful way to your own situation!

It is important that you are able to access enough information for your chosen
business in order to be able to do your assessment. As a minimum this should
include record keeping and reporting organisational policies and procedures and a
strategic plan (or objectives). You will also need data to monitor and evaluate your
performance development program.

You will need to communicate with people who are involved with the performance
development plan. Your communication may be either directly with actual staff
members or fellow students/your assessor can play the roles of relevant
people/parties. Communication can be in any appropriate format (e.g. face to face,
video conference, email) as long as it meets the requirements outlined in the
Project Portfolio.
You will be collecting evidence for this unit in a Project Portfolio. The steps you
need to take are outlined below.

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2. Preparation

Make sure you are familiar with the organisation you are basing this assessment on
and have read through the necessary background information. For the case study
business, this is all of the documents included in the Simulation Pack. If it’s your
own business or a business where you are working or are familiar with, have your
business or case study approved by your assessor.
Complete Page 4 of your Project Portfolio for this unit.
Read through the requirements of Section 1, 2 and 3 of your Project Portfolio.

3. Planning for a performance development plan

Complete Section 1 of your Project Portfolio.

To complete Section 1, you need to:

 describe your organisation to identify strategic objectives.

 explain the need for a performance development program plan.

 describe the purpose and objectives of the performance development

program.

 list the benefits you expect your performance development plan to have for
your work area/organisation.

 identify stakeholders who will contribute towards the performance development

program.

 identify and summarise any legislation relevant to the performance

development plan.

 identify and summarise any organisational policies and procedures relevant to

the performance development plan (at very least include reporting and record-
keeping requirements).

 plan to discuss a performance development program plan with stakeholders

including how to address cultural differences and diversity.

Make sure you have answered all questions in Section 1. Submit to your assessor
for review.
You are also required to attach certain documents as part of your evidence –
review the documents you need to attach as outlined in Section 1 of the Project
Portfolio and make sure you attach these upon submission.
You will use the work done in this section of the Portfolio to consult with
stakeholders to develop a performance development program plan in the next
activity. In preparation, read through step 4.

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4. Developing an organisational performance development program

Meet with at least two of the stakeholders you identified as part of Section 1 of your
Project Portfolio.
Consult with stakeholders to agree on desired outcomes for the performance
development program and discuss actions, timeframes and persons responsible.

This meeting should take 20 minutes.

i
This meeting may take place with actual people who work for/are associated with
your chosen business. Alternatively, classmates or your assessor may play the role
of one or more team members.
This can either be viewed in person by your assessor or you may like to video
record the session for your assessor to watch later. Your assessor can provide you
with more details at this step. Make sure you follow the instructions below and meet
the timeframes allocated. If this session is not viewed in person by your assessor,
you will attach proof of the meeting to Section 2 of your Project Portfolio.
As part of this meeting, you are required to demonstrate your ability to:

 use appropriate language to suit the audience.

provide information to the stakeholders.

 encourage discussion.

 acknowledge and consider cultural differences and other diversity issues as

you communicate.

 use listening and questioning techniques to confirm that you understand the
views of others correctly.
You will be assessed on this.

Complete Section 2 of your Project Portfolio. To complete Section 2, you need to:

 develop a performance management program plan.

 identify performance development opportunities (methods), rewards/incentives

and feedback options for your work area or organisation.

 establish a performance development program management structure.

 develop tools and resources to support your development opportunities (at

least three).

 establish organisational performance development program procedures

including key accountabilities and responsibilities.

Make sure you have answered all questions in Section 2.

You are also required to attach certain documents as part of your evidence –
review the documents you need to attach as outlined in Section 2 of the Project

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 Portfolio.

5. Managing a performance development program

Assume a period of time has passed.

i
If you are basing this on your own business, make sure you have data available to
evaluate the performance development program against the outcomes agreed on in
the stakeholder meeting.
If you are basing this on the case study, data is provided in the simulation pack.

Complete Section 3 of your Project Portfolio.

To complete Section 3, you need to:

 identify reporting and record-keeping requirements according to organisational

requirements.

 develop a 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.)

 ensure individual performance development plans are completed by relevant

stakeholders (e.g. attach a performance development plan template to a draft
email).

 monitor the organisational performance development program.

 evaluate the organisational performance development program against agreed

outcomes.

 write a report to summarise the evaluation outcomes and send or present your
report through relevant management structures. Your report must demonstrate
your ability to communicates complex relationships between ideas and
information (e.g. perfromance development program objectives and desired
outcomes, desired and actual benefits, data analysis and evaluation etc.).

Make sure you have answered all questions in Section 3. You are also required to
attach certain documents as part of your evidence – review the documents you
need to attach as outlined in Section 3 of the Project Portfolio and make sure you
attach these upon submission.

6. Submit your completed Project Portfolio

Make sure you have completed all sections of your Project Portfolio, answered all questions,
provided enough detail as indicated and proofread for spelling and grammar as necessary.
Remember to submit all necessary attachments as indicated.

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 References
1. Reference: https://www.fairwork.gov.au/tools-and-resources/best-practice-guides/workplace-
privacy
2. Reference: https://www.fairwork.gov.au/tools-and-resources/best-practice-guides/workplace-
privacy
3. Reference: https://au.indeed.com/career-advice/career-development/examples-of-policies-
and-procedures-in-the-workplace
4. Reference: https://www.indeed.com/career-advice/career-development/methods-of-data-
collection

5. Reference: https://smallbusiness.chron.com/three-types-methods-used-measure-
performance-23612.html

6. Reference: https://www.webpt.com/blog/5-common-performance-review-methods#:~:text=A
%20ratings%20scale%E2%80%94or%20grading,against%20which%20employees%20are%20judged.

7. Reference: https://www.hotjar.com/performance-reporting/

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