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Elements and Performance Criteria

Required Skills

This section describes the essential skills and knowledge and their level required for this unit

The following skills must be assessed as part of this unit

interpersonal communication skills to

collaborate with others and represent ideas through clear and direct communication

ask questions to identify and confirm requirements

use language and concepts appropriate to cultural differences

use and interpret nonverbal communication

ability to interpret and analyse organisational requirements for work systems

evaluation of staff competencies

ability to plan the implementation of new systems

ability to organise and implement training and learning activities to prepare team members and managers to implement a new work system

research skills

The following knowledge must be assessed as part of this unit

principles of new systems

leadership and management theory

an understanding of ways in which the system can contribute to innovation in the workplace

various options for the system

creative thinking techniques

Evidence Required

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria required skills and knowledge the range statement and the Assessment Guidelines for this TrainingPackage

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential

establishes the reasons why innovative systems are required

establishes the goals of a new innovative system

analyses current organisational systems to identify gaps and barriers to innovation

generates a number of options for innovative systems seeks feedback evaluates ideas and selects an appropriate idea to develop further

develops a plan to implement the new system including staff required financial impact marketing and the evaluation of competencies

trials and monitors the innovative work system

reviews the trial of the innovative work system and makes adjustments to reflect evaluation feedback

Context of and specific resources for assessment

Assessment must ensure access to

a retail work environment

relevant documentation such as

policy and procedures manuals

information on the internal and external operating environment

a range of communication equipment

Methods of assessment

A range of assessment methods should be used to assess practical skills and knowledge The following examples are appropriate for this unit

observation of performance in the workplace

thirdparty reports from a supervisor

review of portfolios of evidence

written or verbal questioning to assess knowledge and understanding

review of portfolios of evidence and thirdparty workplace reports of onthejob performance

Holistic assessment with other units relevant to the industry sector workplace and job role is recommended

Assessing employability skills

Employability skills are integral to effective performance in the workplace and are broadly consistent across industry sectors How these skills are applied varies between occupations and qualifications due to the different work functions and contexts

Employability skills embedded in this unit should be assessed holistically in the context of the job role and with other relevant units that make up the skill set or qualification

Range Statement


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.

Reasons for incorporating innovation into the organisation may include:	high staff turnover customer dissatisfaction continuous improvement increasing competitiveness.

Organisation systems may include:	human resources management team management organisational structures product development marketing training and assessment.

Goals may include:	winning more business diversifying the business increasing staff numbers changing the culture of the organisation generating more income.

Innovative systems may include:	product review systems human resources quality management innovation reward systems team management project management learning and development systems.

Gaps or barriers may include:	hierarchical system of management staff not being involved in decisions people not communicating with each other or sharing information managers who do not accept new ideas teams who work in rigid and inflexible ways.

Methods to identify staff may include:	surveys or questionnaires job profile analysis observations.

Conceptualisation methods may include:	process analysis cost-benefit analysis brainstorming value analysis SWOT analysis review of approaches and procedures used by competitors visual imagining jotting words flow charts mind maps other creative thinking strategies.

Workplace requirements may relate to:	training performance management project management client relations briefing processes.

Resources may include:	people materials equipment and technology budget time.

Methods of consulting staff may include:	interviews team meetings email memos informal interactions.

Learning and development may include:	formal training or education informal learning coaching and mentoring job rotation information seminars on-line learning conferences.

Feedback may be sought and given:	verbally in writing through presentations at informal and formal meetings.

Review may involve:	checking system implementation meeting client and end user needs best practice financial requirements resource requirements.