1. Consult stakeholders in order to identify work requirements, performance standards and agreed performance indicators for a specific group of employees for an automotive Workshop. Develop work plans and allocate work for the achievement of desirable workplace outcomes.
2. This activity will require you to monitor, evaluate, and provide feedback based upon employee performance and established work plans. Measure the employee's performance against agreed work requirements, standards and indicators. Evaluate the findings of your evaluation and assessment should be documented in accordance with the organisational performance management system. You should also seek the assistance of human resource specialists for improvement in accordance with organisational expectations.

(Guideline)

Workplace consultations may include:

• Formal and informal meetings
• Discussions with employee representatives
• Telephone
• Email
• Newsletters and bulletins
• Intranet messages
• Surveys and questionnaires
• Information points.

It will be necessary to confirm the standards that are expected in relation to the completion of each task. These standards should be realistic and achievable for the employees. Their performance may be measured in terms of quality, quantity, timeliness, and benefits for the organisation.

The following aspects should be considered during the establishment of performance standards:

• Customer desires and expectations
• Employee skills and knowledge
• Comparisons with work produced by other employees and companies
• Quality standards
• Use of resources
• Effects on business finances and profitability.

Work outputs should be discussed and agreed with the employees. These work outputs should be linked to the performance standards and associated with aspects of quality and quantity. The learners will also need to discuss and agree upon appropriate performance indicators.

Work plans should be developed in accordance with organisational expectations. Ideally, the work plans will be broken down into segments, with specific tasks being fairly assigned to individuals and groups within the organisation. Tasks which are considered particularly important should be prioritised. They should also be written in accordance with operational plans.

Documentary evidence should be provided for the completion of this activity.

2. You should apply different monitoring methods and evaluate the employees performance against agreed objectives and standards. There should be a focus on aspects of behaviour and general results of the employee's work.

Monitoring may include:

• Workplace observations and inspections
• Informal discussions with employees
• Work quality assessments
• Video and audio recordings
• Baseline measurements
• Benchmarking
• Surveys and questionnaires.

The evaluation may involve inspection of the employee's work and consideration of the reports provided by colleagues. You should attempt to gather as much information as possible in order to effectively gauge the employee's work and progression.

The employees should be provided with feedback regarding positive aspects of performance and potential improvements. The learners should use appropriate communication techniques in order to ensure engagement and understanding. It will also be necessary to address underperformance and take action in accordance with organisational expectations.

You should use appropriate forms of documentation to record the results of monitoring and evaluation. They should also include details of the employee's response to feedback, coaching, and mentoring. The documentation should be written in accordance with organisational style guides.

Documentation may include:

• The operational plan
• List of strategic goals, including breakdown
• SMART goals
• Contingency plans for emergencies
• Documents regarding recruitment and employment
• Quality improvement information.

You may also need to make contact with human resource specialists in order to deal with the following issues:

• Change management
• Staff training
• Coaching
• Employee assistance programs
• Grievances and disputes
• Industrial relations
• Learning and development
• Performance management
• Selection and recruitment.