BSBMGT502 Manage People Performance

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BSBMGT502 Manage People Performance

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BSBMGT502 Manage People Performance

1 Download3 Pages / 702 Words

Course Code: BSBMGT502
University: Central Australian College

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Country: Australia

Question:
Describes the performance outcomes, skills and knowledge required to manage the performance of staff who report to them directly.
Development of key result areas and key performance indicators and standards, coupled with regular and timely coaching and feedback, provide the basis for performance management. No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Learning Program
As you progress through this unit you will develop skills in locating and understanding an organizations policies and procedures.
You will build up a sound knowledge of the industry standards within which organizations must operate.
You should also become more aware of the effect that your own skills in dealing with people has on your success, or otherwise, in the workplace.
Knowledge of your skills and capabilities will help you make informed choices about your further study and career options.

Answer:

Telstra Performance Management Plan
Overview of the company
Telstra is a telecommunications as well as information services company based in Australia. The corporation offers the followings services broadband access and Internet, fixed and mobile network infrastructure, cable distribution and wholesale services, advertising, search and information services. Telstra operates through business segments by providing telecommunication services, products and solutions like wireless broadband, mobile and fixed telephony and pay TV to customers in metropolitan, regional and rural areas of Australia. Therefore, according to Telstra the company believes that performance management is a well-structured technique which has the ability to properly rate its employees activities in relation to its mission and goals.       
Goals and objectives
Telstra’s plan for goal management is company-centred and recruiting quality and well-skilled personnel which in accordance to the company’s mission statement. Telstra’s mission is to advance technology and content solutions which are simple easy to use and that has value to its consumers. Therefore, the company’s performance management plan strives to know and serve its clients in the best way than anyone else.
Stakeholder’s roles and responsibilities
At Telstra shareholders plays a significant role in the sense that they believe that knowledge management is of greatest significance in the company. Therefore, the role is to ensure that all employees are highly trained. Shareholders allow their employees to acquire additional training skills which provide them with transparency to the organisational strategy to coordinate its daily practices with the firm’s objectives.  
Performance indicators
Telstra operates based on the following performance indicators customer satisfaction, employee alignment and commitment, core competencies, market share and shareholder value (Tovey, Uren, & Sheldon, 2015). Initially, Telstra used to concentrate on its products and technology. However, since then, things have changed and moved towards the concept of customer satisfaction which currently the heart belief of the company. Similarly, Telstra know that equipping the workforce with innovative solutions such as effective distribution systems is vital to developing its competencies (Bai, & Sarkis, 2014). On the same note, Telstra believes that commitment and alignment amongst employees. Thus, the company undertakes a thorough employee survey of its branches yearly with surveys conducted randomly on employees. Market share is another key indicator for fir in the technology sector. Accordingly, through collection of different market shares as it can Telstra Company is able to boost its sales and also impact the software developers it collaborate with. Telstra’s shareholder value is placed in their product design, sales, operations and international manufacturing. Therefore, this correlation is used to assess the eactivities of each unit.        
Performance management strategy
Performance management is concerned with how the company, plans, evaluates, monitors and enhances its performance at different levels. Telstra does this through coaching management in its mentoring and leadership (Nankervis, Baird, Coffey, & Shields, 2016). When performance is not according to the standards mentors and managers provide advice and guidelines to correct the discrepancy. Telstra has a continuous appraisal program where the company undertake a yearly appraisal using a 360-degree performance appraisal approach (Mir, & Pinnington, 2014). Also, Telstra allow its employees to undergo additional training and development.   
Contingency plan
Telstra plan is to roll out its fibre-optic network across the country if in case the national broadband network collapse.
Monitoring and evaluation plan
The monitoring and evaluation plan used by Telstra include the users of its services, the problems that they face and their needs. The evaluation plan should understand what the company is striving to realise and this can be evaluated using the company indicators to know its progress
 
References
Bai, C., & Sarkis, J. (2014). Determining and applying sustainable supplier key performance indicators. Supply Chain Management: An International Journal, 19(3), 275-291.
Mir, F. A., & Pinnington, A. H. (2014). Exploring the value of project management: linking project management performance and project success. International journal of project management, 32(2), 202-217.
Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2016). Human resource management: strategy and practice. Cengage AU.
Tovey, M. D., Uren, M. A. L., & Sheldon, N. E. (2015). Managing performance improvement. Pearson Higher Education AU.

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