SITXHRM006A Monitor staff performance
Recognition of Prior Learning (RPL)
EasyRPL is the Leading provider of Recognition of Prior Learning (RPL) for SITXHRM006A Monitor staff performance. We focus on Skills Recognition for the full qualification. If required we can organise gap training where needed.
This unit describes the performance outcomes, skills and knowledge required to monitor staff performance within the framework of established performance management systems. It includes the skills to conduct structured performance appraisal and formal counselling sessions.
This unit applies to individuals who monitor day-to-day staff performance in a tourism or hospitality context. It requires the application of significant communication and problem-solving skills combined with sound knowledge of current performance management practice.
Depending upon the sector and organisation, dedicated specialist staff, operational supervisors or managers undertake this role.
A more strategic approach to performance management can be found in specialist human resource management units from the Business Services Training Package.
The following skills must be assessed as part of this unit:
communication and interpersonal skills to provide effective feedback, coaching and counselling to team members
problem-solving skills to develop and respond to unpredictable staff performance issues
planning and organisational skills to monitor and maintain a formal performance management system
literacy skills to express potentially complex and sensitive information in writing and to develop and interpret typical performance management documentation
numeracy skills to work with documents such as staff records and schedules.
The following knowledge must be assessed as part of this unit:
understanding of the performance management concept within an organisation
types of performance standards and performance management systems applicable to tourism and hospitality workplaces
role and importance of feedback and coaching, including appropriate communication, in relation to monitoring staff performance
performance appraisal techniques and systems, including:
reasons for performance appraisal
types of performance assessment
compiling and using performance data
protocols and procedures for performance appraisal interviews
procedures for formal counselling sessions
communication skills, including active listening, questioning and using appropriate non-verbal communication in relation to counselling, providing feedback and coaching
industrial relations, equal employment opportunity (EEO) and diversity issues and legislation that impact on monitoring staff performance.
Critical aspects for assessment and evidence requird to demonstrate competency in this unit
Evidence of the following is essential:
knowledge of typical procedures and processes for formal performance management and counselling
ability to demonstrate appropriate communication skills to provide supportive feedback and guidance to colleagues
project or work activities that allow the candidate to address typical performance management issues found in tourism or hospitality workplaces.
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the performance criteria is detailed below.
Expected standards of performance and performance problems may relate to:
level of accuracy in work
adherence to procedures
customer service standards
Appropriate guidance and support may include:
advice on training and development opportunities
support with difficult interpersonal situations
opportunity to discuss work challenges
confirmation of organisational objectives and key performance requirements
ensuring adequate resources are applied
representing staff interests in other forums.
Recognition and reward may include:
acknowledgment of an individual's good performance to the whole team
presentation of awards
written report to management.
Possible solutions to performance may include:
assistance with problems outside of the workplace
adjustment of workload
reorganisation of work practices
agreement on short-term goals for improvement.
Required procedures for a formal counselling session may include:
formal notification to staff member and management
invitation of appropriate people
organisation of appropriate location for counselling session.
Performance management systems may include:
type of assessment, e.g. self, peer, team and productivity indicators
methods of collecting performance data
methods of interpreting performance data
processes for performance appraisal interviews.
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