BSBMGT502 Assessment 3 EVE College Australia
Instructions
This assessment task requires you (the Student) to demonstrate the skills and knowledge required to performance manage people through providing formal and informal feedback and coaching in an organisational context.
In response to a simulated workplace scenario, you will plan and role-play the delivery of a feedback and coaching session. You will then complete formal performance development documentation with the employee.
Assessors will record the outcome of each question as either Satisfactory (S) or Not Satisfactory (NS) using the Assessment Task Checklist 3 Students will have a maximum of two (2) attempts to achieve a Satisfactory result for all ‘Essential Criteria’.
Students must complete all essential criteria unassisted by the Assessor or another person but, Students may refer to the learning resources and any reference material. The trainer/assessor will set a time for Students to submit their answers and Students should submit their written response and a correctly completed Assessment Cover Sheet by that due date.
Context of assessment conditions
Decision-making rules
To achieve a satisfactory result, Students must:
Essential Criteria
You must:
The focus of this part of the role-play should be on collaborating with the employee to identify performance gaps and taking positive measures to close those gaps.
The focus of part of the role-play (done immediately after the coaching session) is to formally establish with the employee the performance issues, remedial steps and work goals for the next performance review period.
You must:
Your assessor will look for demonstration of your ability to:
(Please attached the evidence such as conversation script, roleplaying video link, photos or any other method approved by your trainer and assessor)
Assessment task 3 Appendix 1: Performance scorecard – Kim Smith
KRA |
Target |
Result |
Comments |
Financial |
$8,000 sales revenue per month |
$5,000 average over six months |
This low target was set for an initial period of six months. You would expect an employee to reach a target of $10,000 at this stage. |
Customer focus |
8/10 score on customer focus |
5/10 score |
The employee is personable and tries hard to develop a rapport with customers. Customers and staff respond well to the employee. However, staff cannot rely on the employee to support them and they are constantly being asked for product information that the employee should know already. Customers are initially attracted to the employee’s friendly manner but are quickly turned off by her unserious attitude. Customers do not have confidence in this employee’s ability to help them choose a product that will meet their needs. Customers who do stick with the employee must then wait longer to complete their purchases. |
Internal process efficiency |
Two minutes to complete sales transaction |
Average five minutes |
The employee has never mastered the point-of-sale system; consequently they make errors that need to be corrected before completing transactions. |
Learning and development |
20–30 training hours |
Seven training hours |
The employee, while expressing initial enthusiasm for the role, has not made any sustained effort to learn the basic skills and knowledge necessary to reach targets, although the employee attended a one-day rapport-building workshop. The employee appears to feel that they will learn by casual experience without any effort or that they can constantly rely on others to help. |
Coaching phase |
Notes/questions/planning |
Goal and performance expectations |
|
Reality of actual performance |
|
Opportunities to develop |
|
Willingness to develop and commitment |
Name and position: |
|
Manager: |
Review period: |
Reference from operational plan |
Key result area |
Indicator of success/ performance |
Status report/results |
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