- BSBCMN412A - Promote innovation and change
BSBCMN412A
Promote innovation and change
This unit covers the skills and knowledge required to promote the use and implementation of innovative work practices to effect change.This unit is related to BSBCMN312A Support innovation and change.This unit covers the skills and knowledge required to promote the use and implementation of innovative work practices to effect change.This unit is related to BSBCMN312A Support innovation and change.
Application
Not applicable.
Prerequisites
Not applicable.
Elements and Performance Criteria
Elements and Performance Criteria | |||
Element | Performance Criteria | ||
1 | Identify and develop opportunities for improved work practices | 1.1 | Options for change incorporate identified improvements to work practices and procedures |
1.2 | Risk factors affecting change are analysed to identify potential constraints | ||
1.3 | Change is planned and resourced to promote the introduction and management of new processes | ||
1.4 | Benefits of change are clear and consistent with organisational requirements | ||
1.5 | Timelines and targets for implementation are realistic and support the achievement of change | ||
2 | Lead team to foster innovative work practices | 2.1 | Team members are selected to maximise innovative opportunities |
2.2 | Work assignments are organised to facilitate innovative work skills | ||
2.3 | Team members are provided with guidance and coaching on innovation in the workplace | ||
2.4 | Models of innovative work practice are provided and discussed | ||
3 | Facilitate commitment to workplace change | 3.1 | Opinions and suggestions on improving work practices are encouraged to facilitate participation in change processes |
3.2 | Goals and objectives of change are communicated clearly and promptly to individuals and teams | ||
3.3 | Business technology is used to manage and provide access to information on progress towards objectives of change | ||
3.4 | Mentoring and coaching is provided to support individuals and groups in introduction of change | ||
3.5 | Decisions to overcome problems in the implementation of change are made in consultation with designated individuals and groups | ||
3.6 | Effective relations and communications are maintained with clients and stakeholders during the process of change | ||
4 | Monitor and evaluate change | 4.1 | Organisation's systems and technology are used to monitor progress towards objectives |
4.2 | Team members are actively encouraged to reflect on team activities and opportunities for improvement and innovation | ||
4.3 | Team activities are evaluated based on feedback from team members, management, clients and other interested people | ||
4.4 | Suggestions for work improvements made by team members are positively received and acted on where appropriate | ||
4.5 | Evidence and information on the impact of change is accurate, relevant and reported within organisational requirements | ||
4.6 | Recommendations for improving methods or techniques to manage change are negotiated with designated individuals and groups using appropriate negotiation skills | ||
4.7 | Systems, records and reporting procedures are maintained according to organisational requirements | ||
4.8 | Feedback on individual and group work practices is prompt and constructive | ||
Required Skills
Not applicable.
Evidence Required
The Evidence Guide identifies the critical aspects, underpinning knowledge and skills to be demonstrated to confirm competence for this unit. This is an integral part of the assessment of competence and should be read in conjunction with the Range Statement.
Critical Aspects of Evidence
Analysing and evaluating problems associated with change
Developing processes to introduce change
Establishing plans and schedules to achieve the objectives of change
Presenting information on the causes and introduction of the change
Communicating priorities, goals and objectives
Gathering evidence on the effect of change
Underpinning Knowledge*
* At this level the learner must demonstrate understanding of a broad knowledge base incorporating some theoretical concepts.
The relevant legislation from all levels of government that affects business operation, especially in regard to Occupational Health and Safety and environmental issues, equal opportunity, industrial relations and anti-discrimination
Understanding of common effects of change and innovation in the workplace
Understanding of industrial and organisational context of change
Understanding of organisation's policies, plans, procedures and structure
Knowledge of resources required by the organisation's operations
Understanding processes to interpret and apply feedback
Knowledge of principles and techniques of goal setting and recording priorities
Knowledge of the principles of negotiation
Underpinning Skills
Literacy skills to read and understand a variety of texts; prepare general information and papers according to target audience; spell with accuracy; use grammar and punctuation effectively as an aid to understanding
Planning skills to schedule work activities for the implementation of change
Team work skills for working as a member of a team during period of changes
Consultation skills for including stakeholders in the change process
Analytical skills for monitoring outcomes of change
Negotiation skills for dealing with competing objectives
Estimation skills for identifying resources necessary to support introduction of change
Ability to relate to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities
Resource Implications
The learner and trainer should have access to appropriate documentation and resources normally used in the workplace
Consistency of Performance
In order to achieve consistency of performance, evidence should be collected over a set period of time which is sufficient to include dealings with an appropriate range and variety of situations
Context/s of Assessment
Competency is demonstrated by performance of all stated criteria, including paying particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope as defined by the Range Statement
Assessment must take account of the endorsed assessment guidelines in the Business Services Training Package
Assessment of performance requirements in this unit should be undertaken in an actual workplace or simulated environment
Assessment should reinforce the integration of the key competencies and the Business Services Common Competencies for the particular AQF Level. Refer to the Key Competency Levels at the end of this unit
Key Competency Levels
Collecting, analysing and organising information - (Level 2) to set goals and objectives
Communicating ideas and information - (Level 2) with members of the work team
Planning and organising activities -(Level 2) to promote change
Working with teams and others - (Level 2) in completing scheduled tasks
Using mathematical ideas and techniques - (Level 2) as an aid to measure impact of change
Solving problems - (Level 2) to diagnose problems of implementation
Using technology - (Level 2) to manage scheduling of tasks
The Evidence Guide identifies the critical aspects, underpinning knowledge and skills to be demonstrated to confirm competence for this unit. This is an integral part of the assessment of competence and should be read in conjunction with the Range Statement.
Critical Aspects of Evidence
Analysing and evaluating problems associated with change
Developing processes to introduce change
Establishing plans and schedules to achieve the objectives of change
Presenting information on the causes and introduction of the change
Communicating priorities, goals and objectives
Gathering evidence on the effect of change
Underpinning Knowledge*
* At this level the learner must demonstrate understanding of a broad knowledge base incorporating some theoretical concepts.
The relevant legislation from all levels of government that affects business operation, especially in regard to Occupational Health and Safety and environmental issues, equal opportunity, industrial relations and anti-discrimination
Understanding of common effects of change and innovation in the workplace
Understanding of industrial and organisational context of change
Understanding of organisation's policies, plans, procedures and structure
Knowledge of resources required by the organisation's operations
Understanding processes to interpret and apply feedback
Knowledge of principles and techniques of goal setting and recording priorities
Knowledge of the principles of negotiation
Underpinning Skills
Literacy skills to read and understand a variety of texts; prepare general information and papers according to target audience; spell with accuracy; use grammar and punctuation effectively as an aid to understanding
Planning skills to schedule work activities for the implementation of change
Team work skills for working as a member of a team during period of changes
Consultation skills for including stakeholders in the change process
Analytical skills for monitoring outcomes of change
Negotiation skills for dealing with competing objectives
Estimation skills for identifying resources necessary to support introduction of change
Ability to relate to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities
Resource Implications
The learner and trainer should have access to appropriate documentation and resources normally used in the workplace
Consistency of Performance
In order to achieve consistency of performance, evidence should be collected over a set period of time which is sufficient to include dealings with an appropriate range and variety of situations
Context/s of Assessment
Competency is demonstrated by performance of all stated criteria, including paying particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope as defined by the Range Statement
Assessment must take account of the endorsed assessment guidelines in the Business Services Training Package
Assessment of performance requirements in this unit should be undertaken in an actual workplace or simulated environment
Assessment should reinforce the integration of the key competencies and the Business Services Common Competencies for the particular AQF Level. Refer to the Key Competency Levels at the end of this unit
Key Competency Levels
Collecting, analysing and organising information - (Level 2) to set goals and objectives
Communicating ideas and information - (Level 2) with members of the work team
Planning and organising activities -(Level 2) to promote change
Working with teams and others - (Level 2) in completing scheduled tasks
Using mathematical ideas and techniques - (Level 2) as an aid to measure impact of change
Solving problems - (Level 2) to diagnose problems of implementation
Using technology - (Level 2) to manage scheduling of tasks
Range Statement
The Range Statement provides advice to interpret the scope and context of this unit of competence, allowing for differences between enterprises and workplaces. It relates to the unit as a whole and facilitates holistic assessment. The following variables may be present for this particular unit:
They may use legislation, codes and national standards relevant to the workplace including:
award and enterprise agreements and relevant industrial instruments
relevant legislation from all levels of government that affects business operation, especially in regard to Occupational Health and Safety and environmental issues, equal opportunity, industrial relations and anti-discrimination
relevant industry codes of practice
Change may include:
implementation of new work practices and/or services
organisational restructures
introduction of new technology
change in work location
new client base
staffing changes
job role changes
work priorities
Innovative work skills are:
the skills required to come up with and develop new ideas or the new use of an old idea. They include:
interpretation
conceptualisation
representation
reflection
evaluation
Organisational requirements may be included in:
quality assurances and/or procedures manuals
goals, objectives, plans, systems and processes
legal and organisational policy/guidelines and requirements
Occupational Health and Safety policies, procedures and programs
business and performance plans
anti-discrimination and related policy
access and equity principles and practice
ethical standards
quality and continuous improvement processes and standards
defined resource parameters
consultation and communication processes
Risk factors may include:
disturbances to workflow
confusion/loss of confidence
cost blow out
supplier problems
product/service delivery problems
time delays
Business technology may include:
computer
internet/extranet/intranet
software
answering machine
fax machine
telephone
Mentoring and coaching may include:
providing feedback to another team member
fair and ethical practice
non-discriminatory processes and activities
respecting the contribution of all participants and giving credit for achievements
presenting and promoting a positive image of the collective group
problem solving
providing encouragement
Monitoring progress may include:
weekly report
monthly report
consultative groups
occupational health and safety
union delegates
financial departments
public profiles
Evidence and information may include:
customer surveys
employee satisfaction
industrial disputes
supplier feedback
productivity measures
cost savings
marketshare data
Negotiation skills may include:
assertiveness
collaboration
solution designing
confidence building
conflict reduction
stress management
empathising
The Range Statement provides advice to interpret the scope and context of this unit of competence, allowing for differences between enterprises and workplaces. It relates to the unit as a whole and facilitates holistic assessment. The following variables may be present for this particular unit:
They may use legislation, codes and national standards relevant to the workplace including:
award and enterprise agreements and relevant industrial instruments
relevant legislation from all levels of government that affects business operation, especially in regard to Occupational Health and Safety and environmental issues, equal opportunity, industrial relations and anti-discrimination
relevant industry codes of practice
Change may include:
implementation of new work practices and/or services
organisational restructures
introduction of new technology
change in work location
new client base
staffing changes
job role changes
work priorities
Innovative work skills are:
the skills required to come up with and develop new ideas or the new use of an old idea. They include:
interpretation
conceptualisation
representation
reflection
evaluation
Organisational requirements may be included in:
quality assurances and/or procedures manuals
goals, objectives, plans, systems and processes
legal and organisational policy/guidelines and requirements
Occupational Health and Safety policies, procedures and programs
business and performance plans
anti-discrimination and related policy
access and equity principles and practice
ethical standards
quality and continuous improvement processes and standards
defined resource parameters
consultation and communication processes
Risk factors may include:
disturbances to workflow
confusion/loss of confidence
cost blow out
supplier problems
product/service delivery problems
time delays
Business technology may include:
computer
internet/extranet/intranet
software
answering machine
fax machine
telephone
Mentoring and coaching may include:
providing feedback to another team member
fair and ethical practice
non-discriminatory processes and activities
respecting the contribution of all participants and giving credit for achievements
presenting and promoting a positive image of the collective group
problem solving
providing encouragement
Monitoring progress may include:
weekly report
monthly report
consultative groups
occupational health and safety
union delegates
financial departments
public profiles
Evidence and information may include:
customer surveys
employee satisfaction
industrial disputes
supplier feedback
productivity measures
cost savings
marketshare data
Negotiation skills may include:
assertiveness
collaboration
solution designing
confidence building
conflict reduction
stress management
empathising
Sectors
Not applicable.
Employability Skills
Not applicable.
Licensing Information
Not applicable.