Assessment 2 MPP ABC




Assessment 2 MPP ABC

BSBMGT502B – Manage people performance Assessment 2

Q1. What are the two types of improvement pertinent to performance management?

Give an example for each.

Support the employee and provide resources

Example: support the staff through meeting, conference. When the staff need help, the manager is their consultant. The manager or supervisor will guide the staff to do work in the right way and within the timeline.

Set up the policy or the performance management standard

Example: the policy align with the organisation ‘s goal. The staff will know their performance is good enough or not from the policy. The policy will break down in many sections that is specific for the staff to apply with.

Q2. Define performance appraisals and explain how they are identified as opportunities for development within the firm.

performance appraisals is the checklist for the staff to answer all the question that is related to how they work normally, what is their habit, what is effected work etc. The staff will normally do it themself . it is called self appraisals. The staff need to take some time to check up their skill or what is their bad performance. The performance appraisals should happen every month in the informal meeting or the conference.

Q3. Explain the relationship between performance and employee attributes in achieving performance is the all action which the way the staff work or how they normally performance.

It is important to achieve goals and the performance management is main duty is to help to company reach the goals. the performance management must be designed to improve the staff skills and abilities to achieve the organisational goals.

Q4. List 5 methods management can use to improve the analysis of performance metrics divisionally or within the firm.

  • Organisation rules
  • Checklist
  • Separate the performance metric to be specific to help to analyse the employee ‘s performance better
  • Invest in the analysis of performance metrics example employ more manager
  • Compare performance metrics with other company, see what they have to improve.
  • Q5. What is an example of a tangible value derived for the employee from improved remuneration?

    Increased staff performance and productivity is an example of a tangible value because this is a benefit that can be seen and measured effectively. Improving staff remuneration will give them the encouragement to work harder and achieve better performance.

    Q6. List 5 performance management system models.

  • Setting of objectives.
  • Measuring the performance.
  • Feedback of performance results.
  • Reward system based on performance outcomes
  • ......

    Assessment 2 MPP ABC
    Last updated: Feb 2024

    Page 1

    Reward system based on performance outcomes

  • And amendments to objectives and activities
  • Q7. Explain importance of coaching in managing and monitoring people performance?

    Provide example


  • Developing self-awareness
  • Improves specific skills or behaviour
  • Greater clarity in roles and objectives
  • monitoring

  • Increased creativity/learning or knowledge
  • motivates people
  • Facilitates the adoption of a new culture orManagement style
  • Improves relationships between people/departments
  • Q8. Explain the relationship between record keeping and performance management system administration.

    While the performance management measurement process is going on, all the performance record should be kept well in order to generate an accurate evaluation and to manage record keeping risks that might occur. Also according to Australian privacy laws, staff member’s performance information are required to be kept in term of privacy and security.

    Q9. How does a firm align its performance management strategy with the firm’s business strategy and why is this important?

    A firm will align its performance management strategy with its business strategy by analysing what areas of performance can be improved in order to achieve better business performance and goals. by aligning these two strategies, the company will be able to improve its performance efficiently by focusing only on the most important areas. This is important because small businesses do not have the resources to invest large amounts of money into performance strategies and must be careful about their investments.

    Q10. Explain the performance feedback process citing examples for each step.

    The performance reviews and appraisals are usually implemented every 6 months or 1 year and therefore need to be done carefully and fairly. Once the appraisals are done, the management will need to then provide feedback to the staff about their performance. This can be done in interviews, through emails, in person, in meetings, etc. feedback should be on going and constructive so that the staff knows the areas that need improvement and how to improve.

    Q11. How poor performance management system can prevent an organisation from achieving its goal and what would be the consequences for the organisation?

    Poor performance management practices incur direct costs through loss in productivity that happens when performance problems are not addressed quickly. For example, a manager who only reviews employee performance once a year, and rarely talks to employees about performance through the year is likely to have huge inefficiencies. If the problems were discovered and addressed during the year, many of those productivity problems could be eliminated.

    Q 12. How efficient work and resource allocation can help an organisation to achieve excellence in performance?

    Resource allocation is the process of assigning and managing assets…


    Assessment 2 MPP ABC
    Last updated: Feb 2024

    Page 2

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