BSBHRM611 Contribute to

organizational performance

development

Submitted by:
Nirmala Tamang
SMCM20200252
 Contents

Introduction 2
Assessment Task 1: Knowledge questions 2
Assessment Task 1: Checklist 7
Assessment Task 2: Project 8
Assessment Task 2: Checklist 37
Final results record 41

Introduction

The assessment tasks for BSBHRM611 Contribute to organisational performance development are outlined
in the assessment plan below. These tasks have been designed to help you demonstrate the skills and
knowledge that you have learnt during your course.
Please ensure that you read the instructions provided with these tasks carefully. You should also follow the
advice provided in the Business Works Student User Guide. The Student User Guide provides important
information for you relating to completing assessment successfully.

Assessment for this unit

BSBHRM611 Contribute to organisational performance development describes the skills and knowledge
required to contribute to organisational performance development, through contribution to planning,
development and coordination of performance development programs.
For you to be assessed as competent, you must successfully complete two assessment tasks:
• Assessment Task 1: Knowledge questions – You must answer all questions correctly.
• Assessment Task 2: Project – You must work through a range of activities and complete a project
portfolio

Assessment Task 1: Knowledge questions

Information for students

Knowledge questions are designed to help you demonstrate the knowledge which you have acquired
during the learning phase of this unit. Ensure that you:
• review the advice to students regarding answering knowledge questions in the Business Works
Student User Guide
• comply with the due date for assessment which your assessor will provide
• adhere with your RTO’s submission guidelines
• answer all questions completely and correctly
• submit work which is original and, where necessary, properly referenced
• submit a completed cover sheet with your work

i Assessment information
Information about how you should complete this assessment can be found in
Appendix A of the Business Works Student User Guide. Refer to the appendix
for information on:
• where this task should be completed
• the maximum time allowed for completing this assessment task
• whether or not this task is open-book.
Note: You must complete and submit an assessment cover sheet with your
work. A template is provided in Appendix C of the Student User Guide.
However, if your RTO has provided you with an assessment cover sheet,
please ensure that you use that.

Questions
Provide answers to all of the questions below:

1. Write a paragraph to explain the purposes and benefits of an organisational development program. In
your answer:
• define performance development
• list at least five purposes
• list at least five benefits.

Performance development is the process of identifying, evaluating, supporting and developing the work
performance of employees in an organisation to benefit employees (e.g., improve skills) and achieve
organisational goals and objectives. Performance development may be proactive (e.g., anticipating of any
future needs or career goals of employees) or reactive (e.g., training in response to an existing situation or
need). It’s important to note that performance development management is an evolving concept that cannot
be limited to performance appraisal.

5 purpose:

• develop clear role definitions, expectations, and goals for all personnel.
• increase employee engagement and competency at all levels of
an organisation.
• improve communication and relationships among employees
and managers.
• boost productivity through improved performance
• develop a performance reward program to motivate and
incentivise accomplishment.

5 Benefits:
 • training needs are identified.
• employee morale is boosted.
• helps to identify promotion candidates.
• supports workforce planning.
• provides employee autonomy

2. Complete the table below to describe the components, resource requirements and design principles of
an organisational performance development program. The first row has been completed as an
example for you to follow.

Component Description Resources/tools Design

principle
(provide at least
one) (provide at
least one)

Objectives An objective describes All stakeholders Align the

what you want to achieve. (employees, performance
It is similar to a goal. To managers, development
establish goals or executives) program
objectives, be specific, objective to
Strategic plan
measurable, attainable, the
relevant and time-bound Operational plan organisation’s
(S.M.A.R.T). strategic plan.

Development Once goals are set, Employee, Training

opportunities employees need to have managers programs
the knowledge and skills align with the
to do the work. Internal training company
External training goals
Employee,
Rewards and Very vital component as it
managers Reward
incentives will determine the work performance
motivation of an to
Letter of
employee. During this those who
recognition
stage, an employee is meets the KPI
Promotion
publicly recognized for
good performance and is
rewarded

Reporting Reporting the employee’s Employee, Feedback and

and record performance and keep the managers KPI from
keeping document save employee
Key performance
indicator

Personal fresh set of goals are Employee, Employee

development established for an manager KPI knows which
plans employee and new areas need to
deadline is provided for improve
 Component Description Resources/tools Design
principle
(provide at least
one) (provide at
least one)
accomplishing those
objectives.

3. Describe the various roles and responsibilities associated with an organisational performance
development program. Complete the table to answer the question (the first row has been completed as
an example for you to follow):

Role Responsibilities (at least two)

Work towards achieving individual goals. Provide feedback to

Employee manager. Take responsibility for own career development.

Human Find resource for training and development, develop and implement
Resource a plan
s to close performance gap.
Develop the training programs, implement and administers
Managers
development
and training programs for company employees.
Develop training programs and review current development programs
Executives
to ensure alignment with company goals.

4. Describe how legislation addresses privacy and confidentiality in a performance development program.
In your answer:
• Name at least one legislation/act.
• Describe the legislation/act
• Provide an example of how it addresses privacy and confidentiality.
Privacy and Personal Information Protection Act 1998

The Privacy and Personal Information Protection Act 1998 (PIPP) deals with how NSW
government agencies manage personal information. It applies to state government
agencies, statutory or declared authorities, the police service and local councils. The Act also
sets out the role of the NSW Privacy Commissioner.

The Privacy and Personal Information Protection Act 1998 (PPIP Act): Protects your privacy
rights in NSW by making sure that your personal information is properly collected, stored, used
or released by NSW public sector agencies via the Information Protection Principles (IPPs).
5. Describe how organisational policies and procedures apply to a performance development program. In
your answer:
• Name at least two policies/procedures.
• Explain of how they relate to a performance development program.
Termination policy and procedure: Termination of employment is often an inevitable outcome
of the absence of any form of performance appraisal or management, whether by the
employee resigning or the employer sacking the employee. the usual reason for wishing to
terminate an employee’s employment is that they are not performing their job to the employer’s
satisfaction.

Disciplinary policy and procedure: Most performance related disciplinary action has its roots in
a lack of communication and guidance. If you are provided with training and support but are
still unable to meet the standards, then it will become a misconduct issue for which you can be
dismissed following the disciplinary process.

6. Explain methods that can be used to evaluate and report on performance development programs. In
your answer discuss:
• data collection methods (at least two)
• method to define outcomes (at least one)
• method to evaluate the program
• reporting methods (at least two)
Methods that can be used to evaluate and report on performance development programs are:
a. Interview: A face-to-face conversation between two individuals with the sole purpose of
collecting relevant information to satisfy a research purpose

b. Questionnaires: This is the process of collecting data through an instrument consisting

of a series of questions and prompts to receive a response from individuals it is
administered to.

Method to define outcomes:

Key Performance Indicators: Analyse the performance of employees after the performance
development program and compare with performance prior

Method to evaluate program

Agree on outcomes and set goals. The points of agreement made in performance review need to be
clarified in writing promptly after the session. Ensure both participants clearly state their agreement
to these outcomes. Organisational outcomes should cover development recommendations, any
offers of rewards and issues for further discussion and resolution.

2 reporting methods:

Written reporting: most popular mode, reason being, reports can be legal records by using this mode
and can be used as reference sources

Graphic reporting: The reports may be presented in the form of charts, diagrams and pictures.
These reports have the advantage of quick grasp of trends of information presented.
Assessment Task 1: Checklist

Student’s name:

Did the student provide a Completed

sufficient and clear successfully? Comments
answer that addresses
the suggested answer for Yes No
the following?

Question 1

Question 2

Question 3

Question 4

Question 5

Question 6

Task outcome:  Satisfactory  Not satisfactory

Assessor signature:

Assessor name:

Date:
 Assessment Task 2: Project

Information for students

In this task, you are required to demonstrate your skills and knowledge by working through a number of
activities and completing and submitting a project portfolio.
You will need access to:
• your learning resources and other information for reference
• Project Portfolio template
• Simulation Pack (if you need a case study).
Ensure that you:

• review the advice to students regarding responding to written tasks in the Business Works Student
User Guide
• comply with the due date for assessment which your assessor will provide
• adhere with your RTO’s submission guidelines
• answer all questions completely and correctly
• submit work which is original and, where necessary, properly referenced
• submit a completed cover sheet with your work
• avoid sharing your answers with other students.

i Assessment information

Information about how you should complete this assessment can be found in
Appendix A of the Business Works Student User Guide. Refer to the appendix
for information on:

• where this task should be completed

• how your assessment should be submitted.
Note: You must complete and submit an assessment cover sheet with your
work. A template is provided in Appendix B of the Student User Guide.
However, if your RTO has provided you with an assessment cover sheet,
please ensure that you use that.
Activities
Complete the following activities:

1. Carefully read the following:

This project requires you to contribute towards planning, developing and

managing a performance development program for an organisation or work
area by:
• planning for a performance development program
• creating a performance development program plan
• determining the details of the program
• designing procedures and tools to support the program
• coordinating communication relating to the performance development
program
• monitoring and evaluating the program.

Vocational education and training is all about gaining and developing

practical skills that are industry relevant and that can help you to succeed in
your chosen career. For this reason, we are giving you the choice to base
this project on your own business, one you work in or a familiar with, or you
can use the case study provided. This will mean that you are applying your
knowledge and skills in a relevant, practical and meaningful way to your
own situation!

It is important that you are able to access enough information for your
chosen business in order to be able to do your assessment. As a minimum
this should include record keeping and reporting organisational policies and
procedures and a strategic plan (or objectives). You will also need data to
monitor and evaluate your performance development program.

You will need to communicate with people who are involved with the
performance development plan. Your communication may be either directly
with actual staff members or fellow students/your assessor can play the
roles of relevant people/parties. Communication can be in any appropriate
format (e.g. face to face, video conference, email) as long as it meets the
requirements outlined in the Project Portfolio.
You will be collecting evidence for this unit in a Project Portfolio. The steps
you need to take are outlined below.

2. Preparation

Make sure you are familiar with the organisation you are basing this
assessment on and have read through the necessary background
information. For the case study business, this is all of the documents
included in the Simulation Pack. If it’s your own business or a business
where you are working or are familiar with, have your business or case
study approved by your assessor.
 Complete Page 4 of your Project Portfolio for this unit.
Read through the requirements of Section 1, 2 and 3 of your Project
Portfolio.

3. Planning for a performance development plan

Complete Section 1 of your Project Portfolio.

To complete Section 1, you need to:
• describe your organisation to identify strategic objectives.
• explain the need for a performance development program plan.
• describe the purpose and objectives of the performance development
program.
• list the benefits you expect your performance development plan to have
for your work area/organisation.
• identify stakeholders who will contribute towards the performance
development program.

• identify and summarise any legislation relevant to the performance

development plan.
• identify and summarise any organisational policies and procedures
relevant to the performance development plan (at very least include
reporting and record-keeping requirements).

• plan to discuss a performance development program plan with

stakeholders including how to address cultural differences and
diversity.

Make sure you have answered all questions in Section 1. Submit to your
assessor for review.
You are also required to attach certain documents as part of your evidence
– review the documents you need to attach as outlined in Section 1 of the
Project Portfolio and make sure you attach these upon submission.
You will use the work done in this section of the Portfolio to consult with
stakeholders to develop a performance development program plan in the
next activity. In preparation, read through step 4.

4. Developing an organisational performance development program

Meet with at least two of the stakeholders you identified as part of Section 1
of your Project Portfolio.
Consult with stakeholders to agree on desired outcomes for the
performance development program and discuss actions, timeframes and
persons responsible.

i This meeting should take 20 minutes.

 This meeting may take place with actual people who work for/are
associated with your chosen business. Alternatively, classmates or your
assessor may play the role of one or more team members.
This can either be viewed in person by your assessor or you may like to
video record the session for your assessor to watch later. Your assessor
can provide you with more details at this step. Make sure you follow the
instructions below and meet the timeframes allocated. If this session is not
viewed in person by your assessor, you will attach proof of the meeting to
Section 2 of your Project Portfolio.
As part of this meeting, you are required to demonstrate your ability to:

• use appropriate language to suit the audience.

provide information to the stakeholders.
• encourage discussion.
• acknowledge and consider cultural differences and other diversity
issues as you communicate.

• use listening and questioning techniques to confirm that you

understand the views of others correctly.
You will be assessed on this.

Complete Section 2 of your Project Portfolio. To complete Section 2, you

need to:
• develop a performance management program plan.
• identify performance development opportunities (methods),
rewards/incentives and feedback options for your work area or
organisation.
• establish a performance development program management structure.
• develop tools and resources to support your development opportunities
(at least three).
• establish organisational performance development program procedures
including key accountabilities and responsibilities.

Make sure you have answered all questions in Section 2.

You are also required to attach certain documents as part of your evidence
– review the documents you need to attach as outlined in Section 2 of the
Project Portfolio.

5. Managing a performance development program

i Assume a period of time has passed.

If you are basing this on your own business, make sure you have data
available to evaluate the performance development program against the
outcomes agreed on in the stakeholder meeting.
 If you are basing this on the case study, data is provided in the simulation
pack.

Complete Section 3 of your Project Portfolio.

To complete Section 3, you need to:

• identify reporting and record-keeping requirements according to

organisational requirements.
• develop a means to report and collate outcomes of your organisational
performance development program (e.g. spreadsheet template with
inbuilt formulas and graphing options, feedback register etc.)
• ensure individual performance development plans are completed by
relevant stakeholders (e.g. attach a performance development plan
template to a draft email).
• monitor the organisational performance development program.
• evaluate the organisational performance development program against
agreed outcomes.
• write a report to summarise the evaluation outcomes and send or
present your report through relevant management structures. Your
report must demonstrate your ability to communicates complex
relationships between ideas and information (e.g. perfromance
development program objectives and desired outcomes, desired and
actual benefits, data analysis and evaluation etc.).

Make sure you have answered all questions in Section 3. You are also
required to attach certain documents as part of your evidence – review the
documents you need to attach as outlined in Section 3 of the Project
Portfolio and make sure you attach these upon submission.

6. Submit your completed Project Portfolio

Make sure you have completed all sections of your Project Portfolio,
answered all questions, provided enough detail as indicated and proofread
for spelling and grammar as necessary. Remember to submit all necessary
attachments as indicated.

Performance development program

Brief summary of the organisation

World Education is a social start-up that manufactures tablet computers for primary school students. This
company also have a competitive team in creating software, content and activities to better engage and
educate the students.
The vison of the company is to see a world without literacy.

World Education headquarters are in Sydney’s CBD but they have a development team in Bulgaria, a
manufacturing team in Hong Kong, and operation and sales/marketing staff in Colombia, Egypt, Iceland,
Russia and the Philippines.

Objectives:

 make development of the skills

 increase sales

Need for a performance development program plan

Enhancing employee performance may be accomplished via the use of a performance development
plan (PDP). The PDP process enables management and staff to identify learning and development
needs, establish goals, monitor progress, and create a plan to attain those goals. Businesses can't
function without managing performance. It helps them coordinate their workforce, finances, and
systems in order to achieve their strategic goals, using both formally and informally approaches.
Competitive advantage may be gained by organisations that master the art of performance
evaluation.

Benefits you expect your performance development plan

 Retain more of your customers.

 Confidence and trustworthiness may be built.

 Make it easy to plan for the future.

 Boost morale amongst your workers.

 Increased productivity.

Stakeholders with whom this plan is communicated are:

 Managers

 Team leaders

 CEO

 Board of director

Policies used for Performance development plan

 Training policy

 Reward and recognition policy

These policies are used as to develop the training schedule and make sure that employees attend the
training session and after training session their performance is checked and growth chart is prepared to
make sure that invested time and money is wortled or not. Reward and recognition policy is made and
followed because every employee need some beneficial side of their hard work and thus they may increase
their efficiency of working in hope of rewards.
Address cultural differences and diversity

Remove cultural barriers:

 Ensure that every communication is respectful and straightforward.

 Make an effort to learn about other cultures.

 Make an effort to accept cultural differences.

 Educate others.

 Diversity training should be implemented and Remove diversity issues:

 Examine the way you attract and hire people.

 Establishment of mentorship programmes.

 Aim to encourage teamwork.

 Find it important to include everyone.

No. 4 Ans: Developing an organisational performance development program

Meet with at least two of the stakeholders you identified as part of Section 1
of your Project Portfolio.
Consult with stakeholders to agree on desired outcomes for the
performance development program and discuss actions, timeframes and
persons responsible.

i This meeting should take 20 minutes.

This meeting may take place with actual people who work for/are
associated with your chosen business. Alternatively, classmates or your
assessor may play the role of one or more team members.
This can either be viewed in person by your assessor or you may like to
video record the session for your assessor to watch later. Your assessor
can provide you with more details at this step. Make sure you follow the
instructions below and meet the timeframes allocated. If this session is not
viewed in person by your assessor, you will attach proof of the meeting to
Section 2 of your Project Portfolio.
As part of this meeting, you are required to demonstrate your ability to:
• use appropriate language to suit the audience.
provide information to the stakeholders.

• encourage discussion.
• acknowledge and consider cultural differences and other diversity
issues as you communicate.
 • use listening and questioning techniques to confirm that you
understand the views of others correctly.
You will be assessed on this.

Meeting:

Me: hello everyone. This meeting is conducted to discuss about the

performance development plan to achieve the best sales heights
and make sue that things could work much better.

Manager, CEO: ok. Go ahead.

Me: our performance development plan contains training sessions,

workplaces and some more activities and lectures that give our
employees new idea with skills. By this upgrade we make sure our
employees are well skilled to sell our each and every product and
with their full efficiency.

Manager; i agree with you. This will increase our sales chart and
revenue. CEO; i am also agreed. Proceed with this plan.
Me: thank you both of your approval.

Complete Section 2 of your Project Portfolio. To complete Section 2,

you need to:
• develop a performance management program plan.
• identify performance development opportunities (methods),
rewards/incentives and feedback options for your work area or
organisation.
• establish a performance development program management structure.
• develop tools and resources to support your development opportunities
(at least three).

• establish organisational performance development program procedures

including key accountabilities and responsibilities.

Make sure you have answered all questions in Section 2.

You are also required to attach certain documents as part of your evidence
– review the documents you need to attach as outlined in Section 2 of the
Project Portfolio.

Performance management program plan.

An organization's brief and long targets must be constantly accomplished in an efficient and economical
manner via the use of performance evaluation, which is a process that aligns the corporate knowledge
employees and assets to stated priorities.

• Perform or conduct a behavioural assessment to determine what needs to be improved.

• Explain what is expected of you in terms of performance and conduct.

 • Assist your employees by providing them with constructive feedback.

• Set up regular sessions with both the employee to discuss progress.

• Specify the penalties for failing to fulfil requirements.

Performance development methods

 Training

 Conferences

 360-degree performance review

 Mentoring

Feedback options:

- Taking survey to find feedback.

- Using feedback forms.

- Use personal and group interviews to taking feedback.

Performance development program management structure

In this structure some of the steps are included and followed to make the proper process
and functioning to get the objectives and aim accomplished.

Step 1: first of all there is need to find the proper performance expectations and make it
clear to the employees so that they work with their full efficiency and work spirit.

Step 2: after that training and coaching is given to the employees so that they can learn new
skills and talent.

Step 3: Rewards and recognition policy is established so that employees always being
motivated to do work.

Step 4: career development opportunities are also recognised to them and give them
opportunity and way by which they can develop their career much better.

Key accountabilities and responsibilities

s.no. Accountabilities Responsibilities Importance

1 Make new expected performance chart Manager High
2 Arrange training sessions Manager High
3 Arrange workshops Manager Medium
4 Make rewards and recognition policy Manager High
5 Show career development
5. Managing a performance development program

i Assume a period of time has passed.

If you are basing this on your own business, make sure you have data
available to evaluate the performance development program against the
outcomes agreed on in the stakeholder meeting.
If you are basing this on the case study, data is provided in the simulation
pack.

Complete Section 3 of your Project Portfolio.

To complete Section 3, you need to:
• identify reporting and record-keeping requirements according to
organisational requirements.

• develop a means to report and collate outcomes of your organisational

performance development program (e.g. spreadsheet template with
inbuilt formulas and graphing options, feedback register etc.)
• ensure individual performance development plans are completed by
relevant stakeholders (e.g. attach a performance development plan
template to a draft email).
• monitor the organisational performance development program.
• evaluate the organisational performance development program against
agreed outcomes.

• write a report to summarise the evaluation outcomes and send or

present your report through relevant management structures. Your
report must demonstrate your ability to communicates complex
relationships between ideas and information (e.g. perfromance
development program objectives and desired outcomes, desired and
actual benefits, data analysis and evaluation etc.).

Make sure you have answered all questions in Section 3. You are also
required to attach certain documents as part of your evidence – review the
documents you need to attach as outlined in Section 3 of the Project
Portfolio and make sure you attach these upon submission.

Managing a performance development program

To keep track of your company's success, you'll need to keep accurate records. Keeping track of
your business's progress will help you figure out what needs to be done. The chance of a
company's success may be increased by keeping accurate records. You can safeguard your
company, monitor your performance, and wealth management services by maintaining accurate
records. Transaction dates and quantities, legal agreements, private customer and company data,
and other information may all be found in records, whether they be paper papers or digital ones.

Record collecting methods

These are the methods by which records are collected and analysed.

- Disclosing the transactions.

 - Making a note in the diary.

- Defining the essence of the deal.

- Adding a new entry to the ledger.

- Accounts are in order.

- The process of creating a financial report.

- Understanding financial information.

- Stakeholders need to know about it

Reporting methods

These are the methods to report giving or presenting the report tot eh relevant stakeholders
and giving them proper analysis of the

 Use spreadsheets

 Charts and graphs

 PowerPoint presentations

Develop an Individual Performance Management Plan Template

Details
Employee name
Employee position and level
Manager name
Manager position
Date of plan
Period of plan
Interim review date
Final review date
Performance improvement objective:
Required outcomes
Strategies
Support
Responsibilities
Consequences
Performance improvement objective:
Required outcomes
Strategies
Supports
Responsibilities
Consequences
Manager signature: Employee signature:

Print name: Print name:

Date: Date:

Implementation of the performance development program

Write email to staff

To: All staff

Subject: Implementation of the performance development program

Dear Sir/Madam,

I’m writing this email to inform you that you need to complete the individual performance development plan
for review. Please see the attached file for the plan.

I am also providing some resource on mentoring and managing and diffusing emotional clients. Please see
the attached file for the factsheets.

All staff need to be familiar with the communication policy and procedures, especially in the cultural and
diversity needs during the communication with the client. Please see the attached file for the policies and
procedure.

If you have any question, please don’t hesitate to contact me. Thank you for the time
Kind Regards

Nirmala

Monitoring methods

 Observation.

 interacting with others

 Keeping tabs on one's productivity and production.

 Monitoring absences and turnover among employees.

 Employee questionnaires

 Baseline measurements since the last change are included.

 Comparison of one's work to those of others.

Email:
To: stakeholders
Subject: Performance development plan:

This mail is to inform you that our performance development plan is properly evaluated and monitoring and
reporting method is also added in the plan to make sure all the processing and growth can be recorded
properly and all the things are made clear and precise to check and revise. Employee performance
template is also attached with the mail please take a review and fill it as per your mark and also reviews the
updated plan.

Thank you,

6. Submit your completed Project Portfolio

Make sure you have completed all sections of your Project Portfolio, answered all questions, provided
enough detail as indicated and proofread for spelling and grammar as necessary. Remember to submit all
necessary attachments as indicated.

Project Portfolio

Contents

Section 1: Planning for an organisational performance development program ......................... 22

Section 2: Developing an organisational performance development program .......................... 28
Section 3: Managing an organisational performance development program ............................ 33
Student name: Nirmala Tamang

Assessor: Mohammed Abbas

Date: 01/10/2022

Business this assessment

is based on:

Documentation reviewed
as preparation:
 Section 1: Planning for an organisational performance development
program

World Education is an organisation which manufactures tablet

Describe the organisation
computer for the student of primary school. Although they
you are basing this projectfocus on hardware, they have a competitive team to focus on
on. creating software, content and activities to provide better
education material and for better engagement. The aim of the
What is the name of the
organization to implement artificial intelligence which helps to
organisation? focus on each child’s progress and adjust them according to
What does the organisation need of student provides an optimal path of learning. The
management structure of organization is functional structure.
do? The organization is divided into smaller groups according to
What type of management the responsibilities such as sales representative and HR
manager both have different work abilities and have separate
structure does the
department with separate team members according to their
organisation have? professional work efficiency. Further, The necessary training
What are the key functions provided to perform the job within the organization to the
employees to improve their performance or strengthen their
and activities of the work skills can be considered as improvement of employees
area you will develop a performance.
performance development
program plan for? • Ensure that all financial operations, performance
indicators and results support the strategic policies
List at least three
objectives outlined in the • Identify new and expand existing sources of revenue
strategic plan of the and ways to help more classrooms in need.
organisation.
• Achieve profits of at least 10% per annum.
Attach proof of the
strategic plan to this
section of your portfolio.

The strategy of performance management basically insurers

Explain the need for a
the employees output and activities in a line to wider your
performance development business objectives and success of the employees’
program plan. productivity.
Why is a performance
Trainings for focused on the activities and the skills, which
development program plan supports and improves the performance to attend
needed in your work organizational objectives. In my organisation, there is need of
area/organisation? to be more focused on the roles of sales representatives. They
are very confused about their roles and were unsure of what
was expected of them. As the scenario changed due to
COVID-19. Most of work is now online. The tech-support team
had to work on design a software that can support to remote
learning and the founders need to focus on more how
education was going to change after worldwide event. The
program must address the gaps in the skills and knowledge of
the sales representatives but not incur any additional costs.
The CEO also requested an update on progress of the
performance development and client satisfaction via email
every two weeks due to the evolving challenges of COVID-19.
The performance development program need to address the
gaps in the skills and knowledge of the sales representatives.

Mentioning below are the few essential needs:

1. Training needs- Training need to develop skill how to

handle clients and their complaints and to adapt new software.
Training is introduction of more reviews and views in
perspective to formal and informal can help improve the
understanding and analysing the skill sets of the employees.
Campaign should be introduced for the employees that
discusses their rules on a regular basis that helps to identify
the purpose of the training which impacts the productivity. This
training helps to speed up or boost up certain skills with new
trends for their role, constantly getting reviews and maintaining
the performance campaign analysis the outcomes and
required training review profile they in coming future that
enhances the productivity level for the organization.

2. Morale- moral is something that boosts up employs energy

to work harder and improve their work ethics and it helps in
boost their confidence to handle their job roles. Everyone likes
to hear that they are doing good in the organization, hence
performance reviews are essential establishes the setting of
documents, related to the growth of the industry. Good moral
improves aura presents the environment in a line that helps to
manage and recognize every individual of the team.

The happy and good moral employee has the more productive
they become, praising the employees for their work and letting
them know that their work is recognized their over efforts are
being registered give them a boost up to work regularly and
effectively, so providing feedbacks and reviews are the nature
key points which are to be maintained with employer morale.

3. Employee promotion- this development program also helps

in identifying the correct employee for their promotion, creating
a database for the employees performance helps organization
to analyse and establishing suitable promotional designations.
Every individual employee should pass through this same
performance review process which ensures the evolution of
every individual in respect to the increment of salary, transfer if
necessary and consistent manners followed within the
organization, this development program will not only ensure
the development and improvement of the employees but also
will allow transparency and fairness of selection in the
process.

4. Planning in workplace- improving the employees’

performance can help in making strategic plans and
discussions for future and current work load with employees
that identifies the requirements of the future staff, if the
employee is currently working in the organization faces
problems and struggles with the current workloads the
profession can be established to share the load on the team
members and priorities the very important tasks.

5. Increases retention- Organisations have high rate turnover

,which makes a major impact in company. The nature of
performance management plans to ensure that the
 expectations of the employees and the objectives are crystal
clear and reviewed constantly, it is important to analyse this
term of the employees and motivate them for the same this will
encourage them to learn and develop more and be productive,
reducing the risk of turnover.

6. Employee anatomy- once the employees are a Mayor of the

business objectives and goals did try to contribute their best
relative to make the organization attain the goal, by making
good choices and understanding the responsibilities. By this
process and you’re the employees tend to be happy
productive and more committed with their work ethics and
actions.

The major objectives and purpose of performance

Describe the purpose and
development plan in an organization is to set a defined goal
objectives of the for the employees. Mentioned below are the few sections
performance development covered:
program.
1. Fulfil organizational goals- Every individual itself
What do you want to understands the goals and objectives they are supposed to
achieve? (list at least two obtain, in order to attain that it is necessary to enhance the
purposes) skill sets of the employees.
What are the objectives of 2. Encourage employee empowerment- in today’s business
the performance landscape providing proper development program for the
development program? (list employees is basically, giving them to girls to empower
at least two) themselves to make decisions and understand the company’s
crucial achievements to be gained.
How do the objectives align
to the strategic objectives? 3. Improved communication between teams- has the
performance for development program takes place the skillets
of the employees also improve, communication is important
among the industry by this development plan the objective of
the organization is to get better communication among the
teams to understand and fulfil the lack all loopholes of the
management.

Mentioned below are a few benefits that would be given for an

List the benefits you expect
organization heading it towards the given target:
your performance
development plan to have 1. Financial- growing financially is the main motive followed by
for your work every organization developed or started to grow shareholders
area/organisation. value in the share market is prominent for the company to
generate revenue growing earnings per share may involve
What benefits do you appraisal in the products price which leads to the growth of
expect? (list at least three) financial stability of the organization. The budget hotel
company is an important factor which is supposed to keep
balance nicely to maintain profitability which directly diversify
the product and gross in revenue.

2. Customer- On a major note the customer plays product or

the services for the customers. The organization must keep
best value for the cost to offer to the customer which provides
a variety range of product offerings which allows the
customers to rely on your products and services, analysing the
 needs of the customer is essential. As the customer gets more
offerings from your product it sells more which indirectly
increases the share market price.

3. Learning and growing- the organization should learn and

evaluate accordingly it should improve the technical and
analytical skills of the organization to provide better service,
maybe sometimes only before focused on improving certain
skills. Culture based performance campaign should be created
in order to enhance the productivity and the function of the
team which should invest into certain tools and elements to
make sure that the staff of the employees turn more
productive, building high performing teams for your
organization may maintain the top position among the industry
and also the alignment across the organization, this company
must also focus on developing an leader ship capability and
potential among the team members.

4. Internal factors- the last major objective of an organization

should be the internal factors, creativity and innovation must
be evaluated and changed within the products and services
among different product which differentiate the product and
invest certain amount on that innovation. This internal factor
also includes the growth percentage of the sales for the new
product and also the existing products which highly focuses on
improving the research and development the R&D sector of
the organization.

Stakeholders in a business are the individual, group, or parties

Identify stakeholders who
that invests in the organization and act in the outcomes of the
will contribute towards the organisation. Stakeholders can be the customers, the
performance development government, the communities, the suppliers, the investors,
program. and the employees. Describing below in brief:
What is your job role in the 1. Employees- the employees have direct stake in the
organisation? company which owns them the income support by themselves
along with other monetary factors and non-monetary factors
Who are the stakeholders
depending on the nature of the business the employers can
who will contribute to the and change the safety interests.
performance development
program (at least four)? 2. The suppliers- the safety and revenues of the stake are to
be considered under this section, the suppliers give the
Why are they involved with services or sells goods to the business and rely on it to
the performance generate the revenue from the ongoing income. In many
development program? industries the suppliers get directly involved in the operations
of the company.

3. Investors- the financial returns are checked under the

investor’s category. Investors include both shareholders and
debtholders, these shareholders invest for the company’s
capital and expects a return rid of that particular investment.
The business organization are acknowledged as stakeholders
but stakeholders cannot inherit the title of shareholders.

4. Government- government is to be considered as the major

stakeholder of the company as because they collect tax from it
 as well as from the people or employees of the company as
payroll taxes.

5. Communities- communities section can be elaborated as

the safety health and economic development stake of the

company this is said to be the major stakeholder in large

businesses. The impact a wide range of things which includes
job creation, economic development safety, and health.

Legislations for the preparation and implementation of the

Identify and summarise
laws by local, state legislature and the national legislatures.
any legislation relevant to The creation and the delivery of laws specifically are the
the performance exercises that improve was the functioning of the
development plan. implementation or creation of rules that forces or authorises
virtue the official organ of the state.
What is the legislation
called? Legislation covers all the rules and regulation to be followed in
the local, state and national level.
What does the legislation
cover? Legislation is related to the performance development plan of
How does it relate to your the organisation by the implementation of rules and
regulations all over the organisation’s environment under
performance development
particular aspects.
plan?
According to the Fair Work Act 2009, it requires to keep detail
of employees’ personal information in employee records by
employer. The employee’s records cover all the detail related
to employees past and current employment detail. This
information always disclosed and employer can use this detail
directly in relation to employment.

Policies are referred to be the sets of principal or roles which

Identify and summarise
are planned upon by the government and the organisation to
any organisational policies be carried out in every particular situation. policies can also be
and procedures relevant to considered as the outline of what the government wants from
the performance the organisation and what it is going to do in order to achieve
development plan. as a whole from the society it also means that the government
does not intend to hyper the policies, instead involve the
What is the
policy/procedure called? principles that are needed to enhance and achieve the target
and goals for the company policies are also meant by the
What does each documents and the laws of the organisation framed to
policy/procedure cover? precisely achieve certain goals.
How does the
The process of procedure of these policies are to train new
policy/procedure apply to and existing employees which can be the company’s biggest
your performance challenge specially when the company is changing the
development program? environment on business rapidly.

Attach proof to this section 1. Surveying of employees- the best way to gain
of your portfolio. information is to circulate a survey among the current
 employees to understand their organisational
performance and needs.
2. Align training- this aligning training is done in order to
obtain managements operating goals such as
productivity performance quality and customer
satisfaction. In addition, this legal support can get the
best training in marketing and sales which may support
and promote the quality and quantity check of the
product enhancing the level of customer satisfaction.

Mentioning the process steps or actions which should be

Plan to discuss a
included in the performance development programme of an
performance development organisation for the employees are below:
program plan with
stakeholders. 1. identify any underlining issue
2. involving the employees
What process steps or 3. setting clear objectives
actions will be included in 4. reviewing progress regularly
the plan (at least five)? 5. agreeing to train and support anytime.
What are the desired The desired outcome in every step leads towards one motive
outcomes for each step? of enhancing their performance and making their objectives
clear
Which stakeholders will
you consult with? by giving them proper training and checking the progress
What will be discussed with report on a regular basis.
stakeholders?
I would consult to the manager as a stakeholder as because
Are there any cultural he or she might help me out with every issue’s I face.
differences/diversity to take
into account at the There is cultural diversity which needs to be taken
underground for a meeting.
meeting?
How will you address these Diversity means working with people or specific group of
differences? people who are typically from different destinations and phase
discrimination. I will encourage the discussion by sharing my
Which listening and opinion and thought process of how diversity in hands is the
questioning techniques will workplace and thought process of individual are impacted with
you use? different regions race religion and others.

How will you encourage

discussion?

Attach: Proof of policies and procedures relevant to

☐
performance development plan

Proof of strategic plan ☐

 Section 2: Developing an organisational performance development
program

Consult with others to

develop a performance
development program.
Attach proof such as a
video recording of your
meeting to this section of
the portfolio (if not already
viewed in person by your
assessor)
Process step Person(s) Time Desired outcomes Done?
or action responsible frame
required
Training to re- Tech-support One The tech support team employees are Achieved
adapt the new team month able to learn new software and develop
software and manager their skills according to remote learning
workshops process.

Mentoring Sales One The sales representative are fully Achieved

Manager week confident about their roles and their skills
improved.

Develop a Sales One The sales representatives are able to ask Achieved
Questionnaire manager month correct questions to fully understand the
demands of individual clients

Meeting Founders Twice The founders planning to make changes

Achieved
according to new demand of remote
learning.
 Organisations culture can be considered as the collection of
Identify performance
expectations values and practices that guides and inform the
development opportunities activities of the team members as well as the organisation. It
(modes and methods) for can also be considered as the made up of believes behaviour
your work area or and interaction decide the decision on the work activity.
organisation.
Mentioned below are the best current practices in the
What is the organisation’s organisation to be conducted to improve the performance of
culture? the employees:
What are the learning 1. Mentoring- this particular method includes the senior
preferences of the staff? manager or senior leaders to guide the junior staff under their
wings which would help and demonstrate the activities of the
What are current best
tasks very precisely to make them understand and
practices?
Choose the best three learn the task.
performance development
2. Coaching- this method is almost similar to mentoring but this
methods for your work
can be elaborated as the hell given to the employees in order
area/organisation. to polish their skills and in hands their experiences with the
Explain what mode you will work task.
use for each method.
3. Workshops- this method benefits the employees for the
colleagues with equal opportunity to interact and give the
richness to access other perspectives.

Establishing incentives- providing a healthy incentive allows

Identify rewards/incentives.
the employees to work hard leading the organization to its
Are rewards linked to your desired goal. Quotes, contest, games and other factors can be
performance development considered under incentive along with the monetary factor
these factors enhance the productivity level of the employees.
program?
How will employees be Incentives can be linked to the performance development
rewarded or incentivised? program on the employees because the revolt began as in
sentence motivates them to work hard and improve their skills
set accordingly.

The feedback option for the performance development

Identify feedback options.
management strategy in an organisation is a crucial part it
How will feedback be analyses and evaluates every individual employee, measuring
given? the amount of productivity that deliver along with the lack of
proficiency and efficiency in the skill sets.
Who will provide feedback?
The HR, the manager or the leaders should always provide the
How often will feedback be feedback to the employees so that they themselves could
provided? understand where they stand and what things to be improved
accordingly.
 Stakeholders in a business are the individual, group, or parties
Establish a performance
that invests in the organisation and takes action in the
development program outcomes of the organisation. Stakeholders can be the
management structure. customers, the government, the communities, the suppliers,
the investors, and the employees. Describing below in brief:
What are the roles and
responsibilities of Employees- the employees have direct stake in the company
stakeholders? which owns them the income support by themselves along with
other monetary factors and non-monetary factors depending
What are the wider support
on the nature of the business the employers can and change
requirements for the the safety interests.
performance development
program? 2. The suppliers- the safety and revenues of the stake are to
be considered under this section, the suppliers give the
How do they fit into the services or sells goods to the business and rely on it to
organisation’s generate the revenue from the ongoing income. In many
management structure? industries the suppliers get directly involved in the operations
of the company.

3. Investors- the financial returns are checked under the

investor’s category. Investors include both shareholders and
debtholders, these invest for the company's capital.

4. Government- government is to be considered as the major

stakeholder of the company as because they collect tax from it
as well as from the people or employees of the company as
payroll taxes.

The tools and resources used in the development program are:

Develop tools and
resources to support your 1. 2. 3. 4. 5.
development opportunities
(at least three). Informal mentoring, cross training,
job shadowing,
What are the
tools/resources? networking
How do they support the
development opportunity? sharing of knowledge. these tools support’s the development
opportunity by giving appropriate training to the employees and
Attach proof of your tools by attending the cross-training facility the employees will
and resources to this understand every aspect according to the departments. By
sharing the knowledge what an individual has with everyone
section of your portfolio
the perspective changes, at the same time networking plays a
(e.g. mentoring fact sheet, major role which occurs only by sharing.
list of appropriate
subscriptions, mentoring
toolkit etc.) to this section
of the portfolio.
Accountabilities and responsibilities of an organisation is to
Establish organisational
enhance the development process and increase the
performance development productivity level of the products for the organisation which
procedures. leads to understand or analyse the situation and generate
revenue.
Consider:
• Key accountabilities
and responsibilities
• Implementation
• Personal performance
development plan
• Feedback
• Incentive
• Timing

Attach proof of your

procedures to this section
of your portfolio.

Attach: Proof of stakeholder meeting (if relevant) ☐

Proof of your tools and resources to support methods ☐

(at least three)
 Section 3: Managing an organisational performance development program

The record-keeping methods used were physical records

Identify reporting and
and electronic records. Printed records are kept in filing
record-keeping methods cabinets or closed offices.
and resources following
organisational Employee records is required to report on the agreed
requirements. evaluation programs. There are other data that the
organization like considers like internal policies, partnership
What data is required to and vendor contracts, financial statements, annual reports
report on the agreed and results of audits and legal investigations.
evaluation outcomes?
Performance outcomes should be reported to the HR and
Who must performance the financial officials.
outcomes be reported to?
Outcomes will be reported every three years.
How often will outcomes be
reported on? Performance will be reported on performance review and
How will performance be skills assessment. In performance review, employee’s
performance in the workplace is evaluated. The strengths
reported on? (Explain two
and weaknesses are presented in front of the workers so
methods following policy that they can make improvements.
and procedures).
In skills assessment, the skills of an employee are tested
What resources and tools
and it is seen if the skills are required in the operation of the
will be used to assist when organization.
reporting performance
development outcomes (at The outcomes can be communicated to the employees with
least one tool must include the help of emails or through the intranet.
technology)?

Employees can study their performances over the last

Develop means to report
quarter by maintaining a timetable consisting of monthly
and collate outcomes of performances. Workers must look for goals which they can
your organisational achieve by studying the operations of the organization. They
performance development can choose a goal and come with processes or ways to
program (e.g. spreadsheet achieve the goal. Workers must make a list of resources
he/she will be needing while achieving the goal. They may
template with inbuilt
need additional tools and mentors to help guide them in
formulas and graphing their efforts. Regular assignments should not be given so
options, feedback register that the workers can focus on the achievement of goals.
etc.) The plan which may lead to success should be finalized.
 The relevant stakeholders here are the employees, the
Ensure individual
management and the higher authority. The employees can
performance development help in the development plan by focusing on their goals and
plans are completed by achieving them. They may take the help of the resources
relevant stakeholders. and assistance provided too them by the organization.
Mentoring and sharing of knowledge may prove to be of
Attach proof to this section great help. The management can take extra care of the
of the portfolio (e.g. email workers who are linked to the performance development
with plan template plans. They can help create more opportunities for training
attached, video of team and enhancement of their experience and knowledge. The
higher authority should create more chances for the
meeting requesting plan be
management and the employees
completed, hard copy of
completed plan etc.)

In the organizational performance development program,

Monitor the organisational
the managers should keep a record of the performance of
performance development each of the employees. It will help to study if the
program. performance of the workers is deteriorating or improving.
Both physical and electronic recording can be done.
What data is available?
However, electronic recording may prove to be more
Record and represent the effective. Mentoring sharing of knowledge and networking
data using the tool(s) can act as effective tools to record and represent data.
Recording data during the training session will help to
identified and developed in record the daily improvement of the workers. By sharing of
Section 2. knowledge, the knowledge of the
Attach proof of recorded
employee can be enhanced. Networking will help the
and analysed data to this workers to connect to others who may help them.
section of your portfolio.

Agreed outcomes may not always match with the

Evaluate the organisational
performance development program. Despite of putting in
performance development resources, outcomes may not be achieved. In such a
program against agreed scenario, it is important to record the reasons which
outcomes. prevented the program from achieving the agreed outcome.
If the agreed outcome is met, then the program is 100%
Were agreed outcomes successful. Concepts related to performance development
met? are about setting individual goals and striving to achieve
them. Reviewing and assessing the progress is needed so
How can the program that the improvement can be monitored. Additional
improve? resources that organizations may require are additional
funding the lack of which may decrease the number of
Are any additional
resources available for training and mentoring.
resources required?
Are the any key concepts
and principles that may be
adaptable to future
situations?
Complete performance
development program
record keeping according
to organisational
requirements.
Attach proof to this section
of the portfolio.

The performance development program is designed in

Write a report to
such a way so that the performance of the employees can
summarise the evaluation be monitored and a record is maintained both physically
outcomes and send or and electronically. The workers are conveyed about the
present your report through status of their training or performance with the help of
relevant management intranet and emails. Employees can improve themselves by
taking the help of mentors and practices like knowledge
structures.
sharing and networking. Data should be collected at every
Include: point of the training. Performance development program
may not achieve the agreed outcome and therefore, at that
• Overview of the point of time. The management and higher authority should
performance monitor the progress of the workers.
development program
• Data and analysis
• Evaluation against
outcomes

• Improvement
suggestions.
Attach your report to this
section of your portfolio.
Attach proof how you
reported through
management structures to
this section of your
portfolio.

Attach: Proof to ensure individual performance ☒

development plans are completed by relevant
stakeholders

Proof of recorded and analysed data ☒

 Record keeping proof ☒

Proof how you reported through management ☒

structures

Performance Development Program Plan Action plan

Process step or Person(s) Time

Desired outcomes Done?
action required responsible frame
The performance development
complete
Source information HR, managers 2weeks program objective need to be
d
align with the strategic plan
Establish
Training program have been
development t Employee, complete
1 week established following the policies
opportunity managers d
and procedure
alternatives
Establish feedback
Employee, Feedback from customers, complete
and mechanism and 1 week
managers employees’ KPI d
timing
Employee, Reward performance to those complete
Establish incentives 1 week
managers who meets the KPI d
Establish record Update the record keeping complete
managers 1 week
keeping requirement s policies and procedures d
complete
Create resources and
HR, Managers 2 weeks Internal training External training d
tools

Which program useful for the complete

Monitor program Manager 2 weeks
development d
Find the most useful training for complete
Evaluate program Manager 2 weeks
the employee d

References

Aydiner, A. S., Tatoglu, E., Bayraktar, E., & Zaim, S. (2019). Information system capabilities
and firm performance: Opening the black box through decision-making performance and
business- process performance. International Journal of Information Management, 47, 168-
182.

Dubreuil, P., Forest, J., Gillet, N., Fernet, C., Thibault-Landry, A., Crevier-Braud, L., &
Girouard, S. (2016). Facilitating well-being and performance through the development of
strengths at work: Results from an intervention program. International Journal of Applied
Positive Psychology, 1(1), 1-19.

Eckart, K., McPhee, Z., & Bolisetti, T. (2017). Performance and implementation of low
impact development–A review. Science of the Total Environment, 607, 413-432.
augen, T., Seiler, S., Sandbakk, Ø., & Tønnessen, E. (2019). The training and development
of elite sprint performance: an integration of scientific and best practice literature. Sports
medicine-open, 5(1), 1-16.

Ismail, H. N., & Rishani, M. (2018). The relationships among performance appraisal
satisfaction, career development and creative behavior. The Journal of Developing Areas,
52(3), 109-124.

Li, Y., O’Donnell, J., García-Castro, R., & Vega-Sánchez, S. (2017). Identifying stakeholders
and key performance indicators for district and building energy performance analysis.
Energy and Buildings, 155, 1-15.

Martinaityte, I., Sacramento, C., & Aryee, S. (2019). Delighting the customer: Creativity-
oriented high- performance work systems, frontline employee creative performance, and
customer satisfaction. Journal of Management, 45(2), 728-751.

Mensah, I. K. (2019). Impact of government capacity and E-government performance on the

adoption of E-Government services. International Journal of Public Administration.

Revianti, E., Wibisono, C., & Indrayani, I. (2020). DETERMINATION OF CAREER

DEVELOPMENT, INCENTIVES, DISCIPLINE OF EMPLOYEES ON EMPLOYEE
PERFORMANCE THROUGH WORK SATISFACTION IN ENVIRONMENTAL
MANAGEMENT BOARD AND TAX RETRIBUTION IN BATAM CITY. Zona Manajerial:
Program Studi Manajemen (S1) Universitas Batam, 9(1), 32-41.

Rowe, A. K., Labadie, G., Jackson, D., Vivas-Torrealba, C., & Simon, J. (2018). Improving
health worker performance: an ongoing challenge for meeting the sustainable development
goals. Bmj, 362.

Sebok-Syer, S. S., Goldszmidt, M., Watling, C. J., Chahine, S., Venance, S. L., & Lingard, L.
(2019). Using electronic health record data to assess residents’ clinical performance in the
workplace: the good, the bad, and the unthinkable. Academic Medicine, 94(6), 853-860.

Kondratenko, V., Okopnyk, O., Ziganto, L., & Kwilinski, A. (2020). Innovation development of
public administration: Management and legislation features.

Assessment Task 2: Checklist

Student’s name:

Completed
successfully? Comments

Did the student: Yes No

Plan for a performance development

program by:
• explaining the need for a
performance development
program plan.

• describing the purpose and

objectives of the performance
development program.
• listing the benefits, they expect
their performance development
plan to have for the work
area/organisation.

• identifying stakeholders who will

contribute towards the
performance development
program.

• identifying and summarising any

legislation relevant to the
performance development plan.
• identifying and summarising any
organisational policies and
procedures relevant to the
performance development plan
(at very least include reporting
and record-keeping
requirements).

• planning how to address cultural

differences and diversity.

Develop an organisational
performance development program
by:

• consulting with relevant

stakeholders to:
o discuss a performance
development plan.

o agree on outcomes of the

performance development
program.
• developing a performance
management program plan.
• identifying performance
development opportunities
(modes and methods),
rewards/incentives and feedback
options for your work area or
organisation.
• establish a performance
development program
management structure.
• develop tools and resources to
support your development
opportunities (at least three).

• establish organisational
performance development
program procedures including
key accountabilities and
responsibilities.

Managing a performance
development program by:
• identifying appropriate reporting
and record-keeping methods,
resources and tools (at least one
is a digital tool).
• developing a means to report
and collate outcomes of their
organisational performance
development program.
• ensuring individual performance
development plans are
completed by relevant
stakeholders.

• monitoring the organisational

performance development
program using data and
analysis.
• completing organisational
performance development
record-keeping and reporting
requirements.
• evaluating the organisational
performance development
program against agreed
outcomes.
• writing a report to summarise the
evaluation outcomes and
reporting through relevant
management structures (the
report communicates complex
relationships between ideas and
information).

Demonstrate effective oral

communication skills, including:
• Uses appropriate language to
suit the audience.
• Encourages discussion.
• Acknowledges and considers
cultural differences and other
diversity issues as you
communicate.
• Uses listening and questioning
techniques to confirm that you
understand the views of others
correctly.

Task outcome:  Satisfactory  Not satisfactory

Assessor signature:

Assessor name:

Date:
 Final results record

Student name: Nirmala Tamang

Assessor name: Mohammed Abbas

Date 30/09/2022

Final assessment results

Result

Did not
Task Type Satisfactory Unsatisfactory submit

Assessment Task S U DNS

Knowledge Questions
1

Assessment Task S U DNS

Project
2

Overall unit C NYC

results

Feedback
 My performance in this unit has been discussed and explained to me.
 I would like to appeal this assessment decision.

Student signature: ___________________________________ Date: ______________

 I hereby certify that this student has been assessed by me and that the assessment has
been carried out according to the required assessment procedures.

Assessor signature: ________________________________ Date: _____________