BSBMGT502Assessment-Task-4 Tassawan

Universal Business School Sydney **We aren't endorsed by this school
Nov 6, 2023
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Assessment Task 4 BSBMGT502 Manage people performance Manage follow up Submission details Student's name Student No: Assessor's name Assessment site Assessment date/s The assessment task is due on the date told to you by your assessor. Any changes to this arrangement must be approved by your assessor in writing. Submit this document with any required evidence attached. See specifications below for details. Performance objective You will show the skills and knowledge required to manage follow up to performance management 1 in an organisational context. Assessment description You will answer a series of scenario-based/setting questions on the general topic of following up on performance management, and on discipline/to correct and dismissal/staff removal processes. Procedure 1. Review the Australian Hardware simulated business documentation provided to you by your assessor, particularly relating to performance management requirements. 2. Review and answer the scenario-based questions in Appendix 1. 1 Performance management is the process of establishing goals and measuring performance against these goals. © 2015 Innovation and Business Industry Skills Council Ltd/Modified July 2015 1 st edition version: 2 Page 1 of 9
Assessment Task 4 BSBMGT502 Manage people performance 3. Submit supporting documentation to your assessor in accordance with the agreed timeframe, format and the below specifications/conditions. 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 (staff who hire people for the job) where appropriate reinforce/support excellence in performance through recognition/appreciation and continuous feedback outline the legislative and regulatory context (i.e government and industry rules in connection with the company) of the organisation with reference to equal employment opportunity 2 , anti- discrimination 3 , competition and consumer protection 4 , privacy 5 , industrial relations 6 , health and safety (OHS/WHS) 7 , environmental issues and other relevant requirements 2 Equal employment opportunity is employment practice where employers do not engage in employment activities that are prohibited by law. It is illegal for employers to discriminate against an applicant or employee on the basis of race, age, color, sex, religion, or national origin. 3 Anti-discrimination law refers to the law on the right of people to be treated equally. In political and all other aspects of participation people must be dealt with on an equal basis regardless of sex, age, race, ethnicity, nationality, disability, sexual orientation, gender identity and sometimes religious and political opinions. 4 Competition and Consumer Protection for competition law in Australia, it seeks to promote competition, fair trading as well as providing protection for consumers 5 Privacy - Privacy law refers to the laws which deal with the regulation of personal information about individuals which can be collected by governments and other public as well as private organizations and its storage and use. 6 Industrial Relations - the relations between management and workers in industry. 7 © 2015 Innovation and Business Industry Skills Council Ltd/Modified July 2015 1 st edition version: 2 Page 2 of 9
Assessment Task 4 BSBMGT502 Manage people performance outline relevant awards 8 and certified agreements 9 explain unlawful dismissal 10 rules and due process. Health & Safety WHS - regulations and procedures intended to prevent accident or injury in workplaces or public environments. 8 Awards - An award is a ruling handed down by either Fair Work Australia or by a state industrial relations commission which grants all wage earners in one industry or occupation the same minimum conditions of employment and wages. 9 Certified Agreements - also known as Australian Workplace Agreement (AWA) was a formalized individual agreement negotiated by the employer and employee 10 Unlawful Dismissal - an employee is considered to be unfairly dismissed if Fair Work Australia is satisfied that he or she has been dismissed, and the action by an employer was harsh, unjust or unreasonable; and was not consistent with the Small Business Fair Dismissal Code; and the dismissal was not a case of a genuine redundancy. © 2015 Innovation and Business Industry Skills Council Ltd/Modified July 2015 1 st edition version: 2 Page 3 of 9
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