Assessment Tool 2 (AT2): Written/Oral Questions

1. When allocating work, what things should be taken into consideration

When allocating work, you need to ensure that it is goal and target orientated. The manager and employee need to set realistic goals that are achievable and also have time frames attached. It is imperative to ensure that your staff members possess the necessary skills and have undertaken suitable developmental activities to complete the work given. On occasion, the lack of such skills can lead to perceived unfairness. A team member might, for example, feel upset that he or she is not being allocated particular tasks which they feel they can accomplish. However, as a manager, if you feel that the team member lacks …show more content…
6. What should a good performance management system aim for?
The goal of a performance management system is to help boost employee performance and, ultimately, the productivity of the business. For it to be effective, a performance management system should incorporate updated job descriptions, performance measures and standards, evaluation and training, employee input and compensation and rewards. A good performance management should provide employees with a clear understanding of job expectations regular feedback about performance, advice and steps for improving performance, and rewards for good performance.

7. If managers decide that an employee’s performance is so poor as to necessitate dismissal, what must they be aware of?

If managers decide to dismiss an employee, they must ensure that they have documentation to backup their actions. They need to have discussed previously with the employee regarding their performance, have worked out an action plan, documented it, and followed up on it. The manager must give the employee a reasonable amount of time to put such plan into action and to ensure the employee is staying on task. Constant documentation of the employee’s work performance in this situation is essential, as you shouldn’t go down the dismissal path unless you have the means to support your actions.The employer should consider section 387 of the fair work act 2009.

8. What needs to be considered when