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Follow the links below to find material targeted to the unit's elements, performance criteria, required skills and knowledge

Elements and Performance Criteria

1. Evaluate skills of team members.
   • Identify desired skill level based on organisational and industry standards.
   • Obtain feedback from others regarding current skill level of team and individual team members.
   • Observe team member capacity to complete required tasks.
   • Define gap between desired and current skill level of team and individuals.
2. Provide development opportunities.
   • Determine appropriate modes of training and training opportunities for addressing skill gaps.
   • Create development plan to address identified skills gaps in consultation with relevant team members.
   • Facilitate development opportunities for team and individual team members.
3. Review learning effectiveness.
   • Obtain feedback from team members on learning outcomes and effectiveness of training.
   • Observe developed skills in order to measure improved productivity.
   • Facilitate sharing of individual acquired skills with the team.

Performance Evidence

Evidence of the ability to complete tasks outlined in elements and performance criteria of this unit in the context of the job role, and:

compare current skill level, against organisational performance standards, to identify and confirm the training requirements of:

one team member

one team

for the above training requirements create a development plan that covers:

training objectives

an action plan

modes of training and training delivery

review development of team members to evaluate effectiveness of the above training

communicate developments with team members.

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Knowledge Evidence

Demonstrated knowledge required to complete the tasks outlined in elements and performance criteria of this unit:

sources of information on industry and organisational skills requirements:

position descriptions

organisational procedures relevant to job role

industry standards and codes of practice relevant to job role

techniques for:

analysing performance and training needs

seeking and obtaining feedback on training needs

completing a competency gap analysis

creating a development plan

key components of a development plan:

training objectives

an action plan

modes of training:

direct feedback

on-the-training

coaching

formal training

group sessions

individual sessions

development opportunities:

formal learning events

incidental learning

coaching

mentoring

networking

job rotation

action learning projects.

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