Course Content
Allocating work
1.1 Consult relevant groups and individuals on work to be allocated and resources available 1.2 Develop work plans and allocate work according to organisational requirements and operational plans 1.3 Develop and confirm performance standards and key performance indicators with relevant staff 1.4 Conduct risk analysis according to organisational risk management plan and legal requirements
0/4
Assess performance & provide feedback
2.1 Review performance management and processes according to legislation, organisational objectives and policies 2.2 Train participants in the performance management and review process 2.3 Conduct performance management according to organisational policies procedures and relevant timelines 2.4 Monitor and evaluate performance according to performance standards and key performance indicators 3.1 Provide informal feedback and coaching to staff 3.2 Advise relevant personnel, where performance is poor and take necessary actions 3.3 Document feedback according to the organisational performance management system 3.4 Conduct formal structured feedback sessions as necessary and according to organisational policy
0/7
Manage performance follow up
4.1 Develop performance improvement and development plans according to organisational policies 4.2 Monitor underperforming individuals according to organisational policies 4.3 Respond to underperforming individuals, as required 4.4 Reinforce excellence in performance through recognition and continuous feedback
0/2
BSBLDR522 Manage people performance
About Lesson

Performance Management in Australian Businesses: Legal and Organisational Landscape

Australia doesn’t have a single, centralised law dictating performance management. However, there are several legal and organisational influences that shape how businesses conduct reviews:

Legislative Framework:

  • Fair Work Act 2009 (FW Act): This act sets out minimum employment standards, including unfair dismissal. Performance management processes need to be fair and documented to comply with the FW Act.

 

Organisational Requirements:

  • Modern Awards: These industry-specific awards may outline performance management expectations for a particular sector.
  • Enterprise Bargaining Agreements (EBAs): Union-negotiated agreements between employers and employees may have specific performance management clauses.
  • Organisational Policies & Procedures: Most businesses will have their own policies outlining their performance management approach, including goals, timelines, and review formats.

 

Common Practices:

  • Goal Setting & Alignment: Setting clear performance goals aligned with organisational objectives is a common practice.
  • Regular Feedback: Performance reviews are often complemented by regular informal feedback discussions throughout the year.
  • Performance Review Meetings: Formal reviews typically happen annually or biannually, focusing on achievements against goals and areas for development.

 

The Move Towards a More Strategic Approach:

There’s a growing trend for Australian businesses to move beyond performance reviews as a compliance exercise. They’re aiming for a more strategic approach that:

  • Links performance management to development opportunities.
  • Encourages a culture of continuous feedback.
  • Aligns individual goals with broader organisational objectives.

 

Resources for Further Reading: