1. Who do you need to consult with when determining work allocation and resources? Explain why.
2. Explain what a work plan is. Why does it need to be in line with the operational plan?
3. It is essential that work is allocated in a way that is efficient, cost effective and outcome focussed. Give an example of a workplace situation that you have experienced that required work to be reallocated due to an inefficiency.
4. Explain how you would effectively manage an induction process so that a new employee developed a good understanding of organisational Code of Conduct, expected performance standards and the different teams within the organisation.
5. List the awards and/or agreements that determine the conditions of employment at your place of work.
6. If you were developing performance indicators why would it be necessary to consult with others during this process? Why should you discuss performance indicators with staff prior to the commencement of work? (E.g. a new employee or an employee who has changed roles).
7. Why is it necessary to conduct risk analysis in accordance with the organisational risk management plan and legal requirements?
8. Explain what is involved with performance management and performance review. Why is it necessary for this process to be consistent with organisational objectives and policies?
9. Why do staff conducting performance management and review need to be trained in following the organisational process? Why not let different sections of an organisation do things their own way in their own time?
10. Performance management should be conducted in accordance with organisational protocols and timelines. Why?
11. Explain in detail why performance should be monitored on a continuous basis?
12. Provide an example of a time when you have provided informal feedback to staff on a regular basis. Explain the situation and why it was necessary.
13. If a staff member had poor performance at your place of work who would you advise and why? What actions could be taken when a staff member is underperforming?
14. Using your workplace performance management system, explain how you would document an employee's performance if they were underperforming. If you do not have a formal system in place, explain how this activity should be done in a legally compliant manner.
15. Identify four key points that need to be considered when conducting formal feedback sessions. Why is it necessary that feedback be conducted in accordance with organisational policy?
16. After a performance review has been conducted it is essential that the review is followed up. For the step "a) to f)" below, write  a paragraph on why each step needs to be performed.
    1. Write  and agree on performance improvement and development plans in accordance with organisational policies.
    2. Seek assistance from human resources specialists, where appropriate.
    3. Reinforce excellence in performance through recognition and continuous feedback.
    4. Monitor and coach individuals with poor performance.
    5. Provide support services where necessary.
    6. Counsel individuals who continue to perform below expectations and implement the disciplinary process if necessary.
17. Explain performance measurement systems utilised within your organisation. If you do not have a formal system, explain the key processes that should be involved.
18. List three examples of where on-the-job coaching could be used to improve performance. If you were monitoring the progress to improve performance, what would be indicators that the coaching was being effective?
19. Describe four different options for staff development.
20. You will need to research the answers to the following questions at the Fair Work Ombudsman website. https://www.fairwork.gov.au/

As per the 'Small Business Fair Dismissal Code' how many employees determine a small business?

 

Can an employee in a small business, who has been dismissed due to business downturn, make a claim for unfair dismissal?

 

List the legislations that contain unfair dismissal law.

 

If an individual was going to make a claim for unfair dismissal, what is the timeframe for lodgement?

 

When is a person protected from unfair dismissal?

 

Who is covered by national unfair dismissal laws in your state?

 

Who is not covered by unfair dismissal laws in your state?

 

What is classified as serious misconduct? Provide three examples.

 

According to the Fair Work Ombudsman, what is underperformance? Provide three examples.

 

What is meant by the phrase 'due processes in relation to termination'?

 

List at four other legislative and regulatory requirements that an employer is obligated by to follow in the workplace. (Provide the name of the Act and/or regulation).