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
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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
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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
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BSBLDR522 Manage people performance
About Lesson

Training Staff on Your Organisations Performance System: A Guide for Managers

Equipping your team with a thorough understanding of your organisation’s performance management system empowers them to actively participate and achieve success. Here’s a breakdown of how a manager can effectively train staff:

1. Content & Structure:

  • System Overview: Explain the purpose and key components of the performance management system. This includes setting goals, providing feedback, conducting reviews, and development planning.
  • Roles & Responsibilities: Clarify the roles and responsibilities of both managers and employees within the system. For example, how employees can contribute actively to setting goals and self-appraisal.
  • Performance Management Tools: Familiarise staff with any tools or software used for performance management, such as online goal-setting platforms or electronic feedback forms.

2. Interactive Learning:

  • Go beyond lectures: Use interactive training methods like case studies, role-playing scenarios, and group discussions to enhance understanding and engagement. Simulating real-world situations allows employees to practice applying their knowledge of the system.
  • Employee Participation: Encourage questions and open discussion throughout the training. This clarifies doubts and ensures all staff members feel comfortable navigating the system.

3. Practical Resources & Support:

  • Provide Resources: Offer resources such as reference guides, online tutorials, or templates to support staff in utilising the performance management system throughout the year.
  • Ongoing Support: Offer ongoing support beyond the initial training. This could include Q&A sessions or one-on-one coaching to address specific issues or concerns employees may encounter while using the system.

4. Tailoring the Training:

  • Consider experience levels: If training caters to both new and experienced employees, tailor the content to their needs. New hires might require a more comprehensive overview, while experienced staff might benefit from focusing on specific aspects of the system.
  • Departmental variations: If performance management practices vary slightly across departments, consider department-specific training sessions to ensure clarity on any nuances.