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SITXHRM0006 Assessment 3

Assessment 3

Your tasks:

This assessment consists of 3 parts, Part A, Part B and Part C.

Part A requires you to

  1. Monitor the effectiveness of staff in your area of work, using the criteria and checklist you developed in Part A of Assessment 2. You must ensure that your monitor and record the effectiveness of staff members, comparing their performance against at least 6 of the criteria.
  2. Provide supportive feedback for the staff being monitored, as well as guidance for improving performance standards in cases where observed performance is below the required standard.

Part B requires you to

Plan and conduct a structured performance appraisal of at least 2 staff members you have observed in Part A in line with established organisational procedures.

Part C requires you to

Plan and conduct formal counselling and training sessions for at least 2 staff members you have observed in Part A in line with established organisational procedures.  

PART A – Monitoring staff effectiveness

Your tasks:

  1. You will be observed monitoring staff performance for 6 of the performance standards listed in the table below over 2 or more service periods as instructed.
  2. You will be required to use the criteria and checklist developed in Assessment 2, PART A for these tasks.
  3. During the monitoring of staff performance you will be required to provide supportive feedback on each staff member’s performance against the specified criteria.
  4. In cases where you determine that the staff member’s performance does not meet the required standard, you will be required to provide guidance for how the staff member can improve their performance – you will be required to conduct the structured formal counselling and training sessions for 2 students in Part C of this assessment.

Instance

Staff members monitored

Performance standards monitored

(6 must be selected in Total – this may be covered in 2, 3  or more instances as relevant to organisational processes.)

Instance 1:

Date:

_________

Duration

From:

_________

To:

_________

Name:

Job role:

Name:

Job role:

Name:

Job role:

  adherence to procedures

  cost minimisation

  customer service standards

  level of accuracy in work

  personal presentation

  productivity

  punctuality

  response times

  team interaction

  waste minimisation

Instance 2:

Date:

_________

Duration

From:

_________

To:

_________

Name:

Job role:

Name:

Job role:

Name:

Job role:

  adherence to procedures

  cost minimisation

  customer service standards

  level of accuracy in work

  personal presentation

  productivity

  punctuality

  response times

  team interaction

  waste minimisation

Instance 3:

Date:

_________

Duration

From:

_________

To:

_________

Name:

Job role:

Name:

Job role:

Name:

Job role:

  adherence to procedures

  cost minimisation

  customer service standards

  level of accuracy in work

  personal presentation

  productivity

  punctuality

  response times

  team interaction

  waste minimisation

Observation Checklist

Instance 1

1.Instance

2.Instance

3.Instance

Criteria

S

NYS

S

NYS

S

NYS

Comment

Informs staff of expected performance standards

             

The information provided to staff is detailed and covers the key requirements according to performance standards

             

Uses positive communication when discussing performance requirements

             

Offers staff the opportunity to clarify requirements

             

Observes staff conducting operational activities

             

Monitors staff performance standards:

1.

2.

3.

             

Identifies breaches of performance standards or underperformance

List:

___________________________________

___________________________________

___________________________________

             

Offers appropriate guidance and support to staff members where underperformance is identified:

(Tick all that apply)

  advises on training and development opportunities

  confirms organisational objectives and key performance requirements

  ensures adequate resources are applied

  provides opportunity to discuss work challenges

  provides confirming and corrective feedback

  represents staff interests in other forums

  provides support with difficult interpersonal situations

             

Feedback provided is appropriate to the task or underperformance

             

Feedback provided is positive and encouraging, and enhances work performance

             

Recognises outstanding performance

             

Offers appropriate recognition for outstanding performance, in line with organisational policies

             

Records of observation are sufficient in detail and complete

             

PART B – Conducting Performance Appraisals

Your task:

Using your plan for conducting performance appraisals developed in Assessment 2 Part A, you will be observed how you organise and undertake performance appraisals of 3 staff you have observed in Part A of this assessment.

Observation Criteria

Staff Appraisal

Appraisal  1

Appraisal  2

Appraisal  3

Criteria

S

NYS

S

NYS

S

NYS

Comment

             

Prepares for performance appraisal

             

Selects appropriate stakeholders to be involved in the performance appraisal

             

Notifies stakeholders of time and location of performance appraisal

             

Informs stakeholders of how the performance appraisal will be administers

             

Collects performance data and other relevant staff records from appropriate sources

             

Collects self-assessment, peer assessment, team assessment and/or 360 degree feedback

             

Analyses performance data and feedback to inform the performance appraisal process

             
             

Performance Appraisal

             

Uses effective listening skills

             

The appraisal process is structured and organised

             

Conducts appraisal in a friendly, encouraging manner

             

Adapts interview techniques according to cultural or special needs where relevant

             

Draws on performance data and relevant feedback to discuss the staff member’s performance

             

Evaluates and considers factors that may contribute to poor performance during the appraisal

             

Provides opportunities for the staff member to provide input and clarify issues

             

Identifies areas where training / counselling is recommended

             

Agrees on an action plan for implementing solutions:

  additional training

  adjusting workload

  organising counselling

  initiating grievance procedures

  reorganizing work practices

             

Agrees short term and long term goals for the staff member, in consultation

             

Assists with problems outside of the workplace where appropriate

             

Recognises outstanding performance

             

Provides recognition and/or rewards according to organisational procedures

             

Follows up Performance Appraisal

             

Completes all required documentation

             

Forwards action plans to relevant stakeholders, e.g. to organise training or counselling sessions, or grievance procedures

             

PART C – Conducting Counselling and Training Sessions

Your task: following your observations in Part A, you are required to conduct each, a training session (1.) and a formal counselling session (2.) to two students who were underperforming during these sessions.

Training session:

Nature of the training:

Performance requirements:

Staff member name:

Location:

Date:

Resources:

Documentation:

Signature staff member: ___________________________________________

Signature Student: _______________________________________________ 

Criteria

S

NYS

S

NYS

Comment

The skill requirements have been identified correctly based on the performance checklist used in Part A

         

The requirements for performance of tasks have been put into steps.

         

The task steps have been explained to staff member

         

Staff member was given opportunity to clarify any queries/questions

         

The task steps are demonstrated to the staff member, confirming each step.

         

The staff member is given opportunity to undertake each step

         

Staff member is corrected where relevant

         

Constructive feedback is provided

         

Opportunities for applying learnt skills are identified and suggested for practice

         

Opportunities and procedures for follow-up are discussed

         

The training session is conducted in a professional manner

         

Counselling session:

Reason/Nature of the session:

Performance requirements:

Staff member name:

Location:

Date:

Resources:

Signature staff member: ___________________________________________

Signature Student: _______________________________________________

Criteria

S

NYS

S

NYS

Comment

The underperformance(s)  have been identified correctly based on the performance checklist used in Part A

         

The underperformance(s) are discussed and outlined to the staff member

         

Staff member is  given opportunity to provide input for reasons of underperformance(s):

         

The reasons are evaluated

         

Suitable solutions are explored:

1.

2.

3.

         

The solutions determined for post counselling are cost-effective/feasible

         

Further procedures for formal counselling have been outlined  where relevant

         

Disciplinary measures have been discussed where and if relevant

         

Steps to implement solutions are discussed

         

Constructive feedback is provided

         

Opportunities and procedures for follow-up are discussed

         
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