LEARNER’S GUIDE

BSB50420 Diploma of Leadership and Management

BSBLDR522
Manage People Performance
Mode | Classroom Delivery
Assessment Tasks
The following summative assessments are planned for these units;
# Assessment Task/Activity Type Assessment Method
1 Develop a Work Plan and Performance Indicators Team Written & Observation
2 Conduct and Communicate a Performance Review Team Written & Observation
3 Manage and Address Performance Issues: PI Plan Team Written & Observation
These assessment tasks/activities have been described in detail in the following section. Task schedule to be
advised by trainer/assessor based on the lesson and session plans.

Suggested Learner Resources

▪ Aguinis H., 2018, Performance Management (4th Edition), Prentice Hall
▪ Murphy K. R et al., 2018, Performance Appraisal and Management, SAGE Publications
▪ Evans J., and Lindsay W. M., 2016, Managing for Quality and Performance Excellence, Cengage Learning
Other Resources and Readings
▪ Harvard Business Review, 2017, HBR Guides to Performance Management Collection, HBR Press
▪ Brandon-Jones A., Slack N., and Johnston R., 2016, Operations Management, Pearson Education
▪ Performance Management Practitioner’s Guide:
http://www.psc.qld.gov.au/library/document/catalogue/organisational-management/organisation-
performance-for-practitioners.pdf
▪ CPA Australia: Performance Management: http://www.cpaaustralia.com.au/cps/rde/xchg/cpa-
site/hs.xsl/knowledge-leadership-toolkit-guides-performance-management.html
▪ Australian HE Institute (AHRI): Performance Management & Related Links:
https://www.ahri.com.au/assist/performance-management
▪ Business Balls: http://www.businessballs.com/performance_management.htm
▪ NSW Capability Framework: http://www.pscapabilities.nsw.gov.au/managers/performance-management/
▪ Sample KPIs: https://kpidashboards.com/kpi/
Referencing Guide
▪ Harvard Referencing Generator:
▪ http://www.harvardgenerator.com/
▪ http://www.citethisforme.com/au/referencing-generator/harvard
Misc. Videos and Online Educational Channels (General ref)
List of some of the online educational channels. Search for the relevant topics and concepts.
Khan Academy Channel https://www.youtube.com/user/khanacademy
#Education https://www.youtube.com/channel/UC3yA8nDwraeOfnYfBWun83g
TED Talks https://www.youtube.com/user/TEDtalksDirector/channels
TED ED https://www.youtube.com/user/TEDEducation
Massachusetts Institute of Technology (MIT)
https://www.youtube.com/user/MIT
Channel
Google for Education https://www.youtube.com/user/eduatgoogle
Big Think https://www.youtube.com/user/bigthink/videos
CrashCourse https://www.youtube.com/user/crashcourse/videos
Microsoft Education https://www.youtube.com/user/Microsoftedu
Stanford University Channel https://www.youtube.com/user/StanfordUniversity/videos
https://www.youtube.com/channel/UChA8eZO-
Management Skills Courses
WYhdLsv8HlBrJcg/videos
Harvard Business Review https://www.youtube.com/user/HarvardBusiness/videos

BSB50420| BSBLDR522 Manage People Performance Page 1 of 9

Learner’s Guide | V 1.0 | May 2021

Macquarie Education Group Australia Pty Ltd t/a Macquarie Institute

RTO Code 91305 | CRICOS Code 02657J |Sydney, NSW
 Assessment Task 1

Develop a Work Plan and Performance Indicators

Description:
This task is being given as a team task. The team will need to play the role of a project team based in an
organisation (a sample organisation profile will be provided). Note, this task forms part of the final team task
(Assessment Tasks 3). Accordingly, the teams will be required to assign roles and allocate tasks, conduct team
sessions as prescribed by the trainer/assessor and maintain a record of all the team activities and work
completed. The trainer/assessor will also play the role of the HR Manager for the purpose of this task.

Teams will be assessed for both individual and team work (see Assessment Criteria). Ensure that you attend
team sessions and complete the allocated work. Teams will need to conduct themselves in a formal manner
and maintain the roleplay requirements.

Consider the following organisational profile for the purpose of this task. Ensure that you consult and seek
clarifications of the task requirements from your trainer/assessor as part of the roleplay.

Organisational Background
Based in Adelaide, Wine Australia is an Australian Government authority that promotes and regulates the
Australian wine industry. Wine Australia determines the boundaries of Australia's wine regions and sometimes
names them. Wine Australia also regulates wine exports, ensuring the quality and integrity of each shipment of
wine exported. Wine Australia has three main departments; Compliance, Market Development and Knowledge
Development.

Working closely with representative organisations, wine sector bodies and partners, Wine Australia supports a
competitive wine sector by investing in research, development and extension (RD&E), growing domestic and
international markets, protecting the reputation of Australian wine and administering the Export and Regional
Wine Support Package.

For further information, review Wine Australia’s Strategic and Operational Plans as provided. Website:
https://www.wineaustralia.com/about-us

Task
Assume that your team works as a project team with Wine Australia. In their 2018/2019 Annual Operational
Plan, the company has set two key priorities of increasing demand for Australian wine (three key strategic
areas) and increasing industry competitiveness (six key competitive areas).
With the release of the Operational Plan, project teams across the organisation have been tasked to undertake
responsibility for implementation of each of the strategic areas. Assume that your department has been
tasked with one of the nine strategic areas.

Accordingly, in this task;

1. As a team, review the given operational plan and summarise all the operational priorities;
2. Set up a meeting with your trainer/assessor to ascertain and clarify the work focus (confirmation of
the strategic area – select one strategy only);
3. Review the strategic goals/outcomes and the key activities of the given strategy
4. Allocate roles and tasks within the team based on program
5. Conduct online research in the strategic area and compile relevant information
6. Develop a team work plan (i.e. HOW the strategy is going to be implemented) – individual allocations
to team members
7. Research and outline legal and WHS/OHS requirements, including an assessment of risk associated
with any of the planned activities/work
8. Develop team performance indicators
9. Set team norms, code and work procedure (document it as part of meeting notes)

BSB50420| BSBLDR522 Manage People Performance Page 2 of 9

Learner’s Guide | V 1.0 | May 2021

Macquarie Education Group Australia Pty Ltd t/a Macquarie Institute

RTO Code 91305 | CRICOS Code 02657J |Sydney, NSW
A work plan is essentially a set of processes and steps by which the given strategy/strategies can be realised or
implemented – and who is responsible for each task, and when the tasks will be completed. Your team may
take example of a sample work plan for structure. The structure will typically include (can be used as
headings);
▪ Strategic Background/Introduction
▪ Work-plan objectives (e.g. SMART objectives)
▪ Key Tasks (e.g. Task Breakdown Structure)
▪ Required Resources
▪ Key stakeholders and the Respective Roles and Responsibilities
▪ Key Performance Indicators (KPIs)
▪ Work-plan Risks (e.g. project risks) and Mitigation Strategy

The Work Plan should be developed as a formal organisational document with appropriate structure using
headings and sub-headings. The teams may allocate different areas of the plan to different team members,
before compiling as a cohesive and consistent document. The Work Plan can also be developed using MS Excel
as a Gantt Chart. Both, a Word-based document or Excel, will be acceptable for submission. The sample guide
to managing risks in wineries may be used to develop/enhance the relevant risk context.

There is no word limit. However, it is expected that each of the above sections will be described in detail to
cover the required assessment criteria.

Where used, external sources must be cited using Harvard Referencing System (links and guide provided under
Suggested Resources of this guide, following the Lesson Plan). Record all team interaction, references, and
work completed in the team project folder (maintained by the team).

Submission Guidelines
This task must be prepared and submitted in a word-processed layout. Handwritten documents cannot be
accepted for this task.
Submit:
▪ Completed workplan
▪ Team delegation, KPIs, and notes/minutes from the meetings
▪ Signed team statement outlining the team process and member contributions
▪ Team folder (to be show to the assessor and retained for the subsequent task)
This assessment task must be completed in a designated session in presence of a trainer/assessor.
Electronic versions of the assessment task and email/electronic submission arrangements are at further
discretion of the trainer/assessor.
Student should upload completed task on the MEGA Student Portal as per trainer instructions.

BSB50420| BSBLDR522 Manage People Performance Page 3 of 9

Learner’s Guide | V 1.0 | May 2021

Macquarie Education Group Australia Pty Ltd t/a Macquarie Institute

RTO Code 91305 | CRICOS Code 02657J |Sydney, NSW
 Assessment Task 2

Conduct and Communicate a Performance Review

Description:
This task is continuation of Assessment Task 1. The teams will resume work within the same roleplay and the
organisational context for the purpose of this task. The trainer/assessor will continue to play the role of the HR
Manager and interact with the teams.
It must be noted that this task can only be undertaken on completion of Assessment Task 1. Consult with your
trainer/assessor prior to starting your work.

Task
Employee Performance Management is a process for establishing an organisational understanding about what
is to be achieved through employee performance and development. In an ideal scenario, the performance
management process helps align the organisational objectives with the employees’ agreed measures, skills,
competency requirements, development plans and the delivery of results. The emphasis of performance
management is on improvement, learning and development with an objective to achieve the overall business
strategy; and to create a high-performance workforce.

For the purpose of this task, you task will need to emulate performance management process and conduct and
provide feedback on individual performance appraisals. The reviews will be conducted between the team
members (in pairs). Your trainer/assessor (HR Manager roleplay) will supervise the process.

In the previous task, the team members had identified and allocated specific tasks to the each other based on
the organisational requirements (sample organisation – Wine Australia). In this assessment task, the team
members will analyse each other’s performance against the KPIs sets at the start of the team work. You will be
provided with a performance review/appraisal form template. You will also be provided a copy of the
organisation’s Performance Management Policy.
A performance review or appraisal (also referred to as a performance evaluation or employee appraisal) is a
practice by which the job performance of an employee is documented and evaluated.

Accordingly, undertake the following process;

1. Consult with your HR Manager (trainer/assessor to confirm the performance review requirements
and schedule;
2. Confirm the roleplay for conducting the review (pairs);
3. Confirm the deadlines, code, and any other requirements with the HR Manager (trainer/assessor
roleplay)
4. Obtain performance review/appraisal form;
5. Review the completed work and the KPIs of the staff/team member (roleplay) provided;
6. Prepare the performance review session (15-20 minutes);
7. Call a meeting (in coordination with your trainer/assessor) with the participant for performance
review purpose;
8. Outline the purpose and process of performance review to the staff/team member (roleplay);
9. Conduct the review and complete the appraisal form;
10. Provide a feedback to the staff/team member (roleplay);
11. Write a final report and send to the HR Manager (trainer/assessor roleplay), highlighting key
performance issues, if any (maximum 4 single-sided A4 pages);
12. Provide strategies, including training, development, or mentoring requirements, as part of the report;
13. Provide a schedule/plan for the next review/appraisal for continuous improvement purpose

Ensure that you maintain all the documentation for submission purpose. The proposed professional
development plan should be brief, ideally in a tabular format listing performance issues, development need,
proposed solution, indicative cost and timeline (in a single table).

BSB50420| BSBLDR522 Manage People Performance Page 4 of 9

Learner’s Guide | V 1.0 | May 2021

Macquarie Education Group Australia Pty Ltd t/a Macquarie Institute

RTO Code 91305 | CRICOS Code 02657J |Sydney, NSW
Submission Guidelines
This task must be prepared and submitted in a word-processed layout. Handwritten documents cannot be
accepted for this task.
Submit:
▪ Evidence of performance review meeting planning
▪ Notes for brief to the participant
▪ Completed Performance Appraisal form
▪ Written summary report
This assessment task must be completed in a designated session in presence of a trainer/assessor.
Electronic versions of the assessment task and email/electronic submission arrangements are at further
discretion of the trainer/assessor.
Student should upload completed task on the MEGA Student Portal as per trainer instructions.

BSB50420| BSBLDR522 Manage People Performance Page 5 of 9

Learner’s Guide | V 1.0 | May 2021

Macquarie Education Group Australia Pty Ltd t/a Macquarie Institute

RTO Code 91305 | CRICOS Code 02657J |Sydney, NSW
 Assessment Task 3

Manage and Address Performance Issues: PI Plan

Description:
This task is continuation of Assessment Task 1 & 2. The teams will resume work within the same roleplay and
the organisational context for the purpose of this task. The trainer/assessor will continue to play the role of
the HR Manager and interact with the teams.
It must be noted that this task can only be undertaken on completion of Assessment Tasks 1 & 2. Consult with
your trainer/assessor prior to starting your work.

Task
Performance is a function of both ability and motivation. An employee performance affects organisational
performance and it is critical to find out what is causing the performance issue. Following a through
performance review or appraisal, solutions focus largely on the ability of the person performing the job.

People with low ability may have been poorly matched with jobs they are in or no longer have the support that
previously helped them to perform well. They may have been also promoted to a position that is too
demanding for them.

In this assessment task, you will be required to identify and address a performance issue of a team member
(employee roleplay) and develop a performance improvement plan. For the purpose of this task, you will be
paired with one of your team members (same pairing as in Assessment Task 2) where performance issue has
been identified. If no specific performance issue emerged in the previous performance review, you will need to
work with either an ability or a motivation issue in consultation with your HR Manager (trainer/assessor
roleplay).

This task has two parts. You will need to complete both.

Part 1: Interview
Through an arrangement with your HR Manager (trainer/assessor roleplay), organise and conduct a follow up
interview with the staff/team member – either the same person you interviewed in the previous assessment
task or as directed by your trainer/assessor.

The purpose of the interview will be to discuss the performance issue (either an ability related or a motivation
related issue), consider the consequences from organisational perspective (i.e. if the poor performance
continues), and agreeing on an on-going training or development plan as part of the performance
management plan. You will need to review the requirements below and prepare the necessary
tools/documents in consultation with your HR Manager (trainer/assessor roleplay) prior to undertaking the
interviews. This may also involve research on issues such as employee termination and the relevant
legislations.

Use one of the following models based on the problem identified;

Ability-related Issue (Whetten and Cameron, 2011);
▪ Resupply
▪ Retrain
▪ Refit
▪ Reassign
▪ Release
Motivation-related issue;
▪ Setting of performance goals
▪ Provision of performance assistance
▪ Provision of performance feedback

BSB50420| BSBLDR522 Manage People Performance Page 6 of 9

Learner’s Guide | V 1.0 | May 2021

Macquarie Education Group Australia Pty Ltd t/a Macquarie Institute

RTO Code 91305 | CRICOS Code 02657J |Sydney, NSW
Within the above frameworks, in the interview;
1. Outline a summary of the previous performance review (Assessment Task 2)
2. Outline the organisational expectations and KPI requirements of the role (Assessment Tasks 1 & 2)
3. Confirm staff/team member career goals and/or aspiration (e.g. on-going development, promotion)
4. Discuss performance or skill gaps and issues
5. Outline consequences of continuous poor performance including termination (Prepare a termination
letter prior and simulate the termination process as an example)
6. Propose a training or a development plan based on the issue identified
7. Agree on the remedies including training, external or internal counselling, and on-going review and
professional development

Ensure that you thoroughly document the interview.

Part 2: Performance Management Plan

A performance improvement plan (PIP), also known as a performance action plan, is a tool to give an
employee with performance issues/gaps the opportunity to develop and succeed in the job role (or intended
role). It may be used to address failures to meet specific job goals or to address behaviour-related concerns.
A typical Performance Improvement Plan covers;
▪ Employee Details (e.g. position, department, manager, dates etc.)
▪ Performance Improvement Objectives
▪ KPIs
▪ Required Outcomes
▪ Key Strategies
▪ Organisational Support
▪ Sample Training Plan (obtain participant’s consent)
▪ Responsibilities
▪ Consequences (not meeting the required outcomes)
▪ Legislative, WHS and Organisational requirements
▪ Next Review

A sample PI template will be provided as a reference. Each of the above sections should be descriptive - at
least two paragraphs each – for information and evaluation purpose. You may draw the required information
on the job role and KPIs from the work completed in the previous tasks.
Once completed, send a draft copy to the HR Manager (trainer/assessor roleplay) and obtain approval.
Also, send the “Sample Training Plan” as a separate document to the roleplay participant and seek consent.
Make changes and improvements needed based on the above two feedbacks.

The emphasis is on originality of the work and extent of research, which should be demonstrated in writing
style, plan structure and references. The plan must be word processed and structured with appropriate
headings and sub-headings as needed. It must be prepared as a formal business document that can be seen as
an official document for submission to the management.

Submission Guidelines
Submit:
▪ Evidence of interview organisation and communication (e.g. email, agenda, schedule etc.)
▪ Pre-interview notes – performance issues and concerns
▪ Interview records/minutes
▪ A hard copy of the PI plan with appropriate assessment cover sheet
▪ Sample Training Plan (as part of the PI Plan)
▪ Evidence of participant feedback

Electronic versions of the assessment task and email/electronic submission arrangements are at further
discretion of the trainer/assessor.

BSB50420| BSBLDR522 Manage People Performance Page 7 of 9

Learner’s Guide | V 1.0 | May 2021

Macquarie Education Group Australia Pty Ltd t/a Macquarie Institute

RTO Code 91305 | CRICOS Code 02657J |Sydney, NSW
 Appendix
Assessment Criteria
The following assessment criteria will be used for marking this assessment task. Ensure that you have addressed all of the
criteria in your work. The assessment will include both individual and group assessment. Both, individual and group criteria
must be met for successful completion of this task. Group formation process must be completed in presence of an
assessor. Group work and interaction completed during the sessions will be observed throughout the project duration.
Your group must also maintain a group portfolio and keep records of all group meetings and communications.
Task 1:
Teamwork:
▪ Successfully formed the group
▪ Assessed available skills and knowledge of each group (provide a skill assessment matrix/table) against expected
performance/task areas
▪ Defined and discussed roles and responsibilities of each group member
▪ Reviewed the given reference documents and made notes as required
▪ Identified and itemised the required tasks based on the strategic area
▪ Delegated tasks to group members based on their skill and knowledge sets
▪ Developed and communicated key performance indicators for respective member tasks
▪ Set norms, code and performance expectations within the team
▪ Maintained communication with the trainer/assessor within the roleplay
▪ Maintained a group folder with records of group work
▪ Maintained effective communication and group cohesion throughout the task
▪ Effectively maintained the given roleplay and demonstrated commitment as a group
▪ Successfully developed a workplan as required
Individual:
▪ Participated in group formation process and joined a project group
▪ Communicated effectively with the group members and clarified own roles and responsibilities
▪ Attended the required team sessions/meetings
▪ Actively participated and contributed in team discussions
▪ Developed own work or action plans
▪ Maintained a professions approach and focus within the give role play
▪ Completed own tasks as delegated by the group
▪ Provided support to other group members as needed and helped achieve group outcomes
▪ Maintained effective relationships and showed cultural sensitivity
▪ Completed all the allocated project tasks as per the KPIs set
Workplan:
▪ The plan is appropriately structured and presented as a formal business document reflecting a real-life practice
(sample plans as benchmarks)
▪ Appropriate headings and sub-headings are used to structure the contents
▪ The content flow covers all the required elements of the plan and contains a logical sequence of the topics
▪ An introduction/background is included and provides an overview of the plan
▪ Team goals and objectives are clearly outlined; and are relevant to the project
▪ Objectives are specific, measurable, achievable, realistic and time-bound
▪ The plan is relevant to, and built within the context of the given case organisation/profile and the operational plan
▪ The plan clearly identifies all the required stakeholders
▪ Key tasks and milestones are identified and listed
▪ Tasks are realistic; and relevant to the selected project from an organisational perceptive
▪ The plan appropriately allocates/assigns the tasks to the relevant stakeholders (work flow)
▪ Responsibilities of the various stakeholders are outlined; and processes developed for an effective interaction
▪ Contingencies for risks, barriers and project constraints are well thought out and described within the context of the
expected outcomes in the workplan
▪ Analysed and developed strategies to mitigate perceived risks and barriers
▪ Maintained a group portfolio and kept records of group meetings and communications
Task2:
▪ Complete the task as instructed
▪ Demonstrated understanding of the performance review/appraisal process and maintained the given roleplay
▪ Maintained consultation and communication with the HR Manager (trainer/assessor roleplay) as required within the
context of this task
▪ Demonstrated understanding of performance requirements and the key performance indicators
▪ Organised and conducted the review meeting
▪ Was able to articulate the need, purpose and process of the performance review

BSB50420| BSBLDR522 Manage People Performance Page 8 of 9

Learner’s Guide | V 1.0 | May 2021

Macquarie Education Group Australia Pty Ltd t/a Macquarie Institute

RTO Code 91305 | CRICOS Code 02657J |Sydney, NSW
▪ Efficiently structured the review within the given timeframe
▪ Was able to analyse and assess performance against the KPIs
▪ Was able to identify, note, and communicate performance feedback and issues
▪ Maintained a professional conduct and clearly communicated with the roleplay staff/team member
▪ Used an appropriate tool to record the review process
▪ Review notes and records are descriptive and substantive for analysis purpose (e.g. detailed explanation and
justification if a KPI is not meet)
▪ Conducted performance review in accordance with the organisational policy and procedures (sample provided)
▪ Was able to summarise and provide concise and accurate feedback to the participant
▪ Was able to effectively communicate issues related to poor performance and the need for further training or
development
▪ Developed a brief development plan as part of the final report
▪ The final report contains a summary of the interview/meeting, key points discussed, performance issues identified,
strategies for development and a tentative professional development plan
▪ Report was communicated to the HR Manager (trainer/assessor roleplay) in timely and formal manner
Task 3:
▪ Completed the task as instructed – undertook both the parts within the prescribed sessions and time frames
▪ Maintained consultation and communication with the HR Manager (trainer/assessor roleplay) as required within the
context of this task
▪ Demonstrated understanding of performance management concepts and performance improvement strategies
▪ Organised and conducted the performance planning meeting
▪ Was able to articulate the need, purpose and process of employee (roleplay) performance management
▪ Was able to review, summarise and communicate performance related issues and concerns from the available
information
▪ Understood and categorised performance issues or concerns within the ability and/or motivation models
▪ Demonstrated a logical and structured approach to address the issues and prepared the required tools and talking
points
▪ Was able to communicate and emphasise consequences for not meeting performance expectations
▪ Prepared and simulated a disciplinary or performance related termination process as an example to the employee
(roleplay)
▪ Was able to articulate and obtain consent for development and improvement opportunities based on the devised
strategies and discussion
▪ Maintained effective interview records
▪ The plan is appropriately structured and presented as an official document reflecting a real-life example
▪ Appropriate headings and sub-headings are used to structure the contents
▪ The content flow covers all the required elements of the plan and contains a logical sequence of the topics
▪ The plan overview is included and provides an overview of the plan
▪ Appropriate PM model/approach is selected, and the PI approach is consistent with the same
▪ Addressed legislative issues such as privacy, equal opportunity and OHS as part of the plan
▪ Plan contains performance strategies and employee performance goal setting processes
▪ Continuous observation and data gathering processes are outlined to collect performance data on an ongoing basis
▪ Performance appraisal plan is explained, and tools provided
▪ Plan includes feedback mechanisms and actions resulting from appraisals
▪ Continuous employee training and development focus is maintained
▪ Cost and resources for implementation of the plan are identified and outlined
▪ Maintained a professional conduct and clearly communicated with the roleplay staff/team member
▪ Used an appropriate tool to record the review process
▪ Communicated and obtained feedback on the plan for further improvements
BSBLDR522 Manage People Performance
Supporting: BSB50420 Diploma of Leadership and Management; May also support other qualifications based on respective packaging rules
© Skillworks Australia Pty Ltd, 2021
Copyright:
Provided under license from Skillworks Australia Pty Ltd. All rights reserved.
This document and its contents are protected by Australian and International copyright laws. No part of this document may be reproduced or transmitted
in any form or by any means, electronically or mechanically, including photography, scanning, recording or any information storage or retrieval system,
without permission in writing from the copyright owner. Information and/or resources used from the Commonwealth, government agencies,
training.gov.au, public domain information, or any other external sources do not constitute copyright and remain the property of the original
authors/agencies.
All the websites and external resources mentioned in this publication, including any information linked to or referred to public domain information, are
copyrighted to their respective owners. Web links are used as examples for reference purpose only and may have changed since publication of this
resource. Skillworks Australia Pty Ltd or the author do not claim endorse the views expressed by them.
Skillworks Australia Pty Ltd - ACN: 153 650 894

BSB50420| BSBLDR522 Manage People Performance Page 9 of 9

Learner’s Guide | V 1.0 | May 2021

Macquarie Education Group Australia Pty Ltd t/a Macquarie Institute

RTO Code 91305 | CRICOS Code 02657J |Sydney, NSW