Application
Examples of how this unit works in practice can be found in the Supporting Information section of the Training Package. |
Elements and Performance Criteria
ELEMENT | PERFORMANCE CRITERIA |
1. Conduct research into organisation systems | 1.1. Reasons for incorporating innovation into organisation systems are identified. 1.2. Resources and commitment required to implement innovation are identified. 1.3. Goals of a new innovative system are clarified. 1.4. Innovative systems in other organisations are researched. 1.5. Analysis of current organisational systems is carried out to identify gaps or barriers to innovation. 1.6. Staff who can support and foster innovation in the new systems are identified. |
2. Generate innovative system options | 2.1. Ideas for innovative work systems that will foster innovation are conceptualised using individual and group techniques. 2.2. The range of ideas are evaluated and discussed with workers and colleagues. 2.3. A system idea is selected that meets the workplace requirements and which is both feasible and innovative. |
3. Develop plan for the innovative system | 3.1. Analysis of the organisational structure is carried out to identify the impact of the new system on people, resources and finances. 3.2. Staff throughout the organisation who will be involved with, or affected by, the new system are consulted. 3.3. Financial impact of the new system is clarified and funds and resources are allocated. 3.4. Marketing or promotional strategy is developed to educate the organisation on the new system. 3.5. Competencies of the staff who will use the system are evaluated and a learning and development strategy is planned. |
4. Trial the innovative work system | 4.1. Draft plans for the innovation system are presented to the organisation staff and preliminary feedback is gathered. 4.2. The new system is trialled with a group within the organisation. 4.3. The trial is monitored and action is taken to streamline it where required. |
5. Review the trial of the innovative system | 5.1. The innovative system is reviewed in relation to its goals and the ways in which it fosters innovation in the workplace. 5.2. The innovative system is adjusted to reflect evaluation feedback. |
Required Skills
Required skills |
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 workers and managers to implement a new work system research skills. |
Required knowledge |
principles of innovation leadership and management theory an understanding of ways in which the system can contribute to innovation in the workplace a knowledge of various options for the system; and knowledge of innovation @ work skills. |
Evidence Required
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package. | |
Overview of assessment | |
Critical aspects for assessment and evidence required to demonstrate competency in this unit | Evidence of the following is essential: demonstrated ability to design, trial and review more than one work system in more than one context; each work system should be planned and structured to contribute to the achievement of the organisation's mission and goals and to maximise opportunities for innovation by workers and managers in the workplace. |
Context of and specific resources for assessment | Assessment must ensure: access to a real or simulated work environment. |
Method of assessment | The following assessment method is appropriate for this unit: direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate direct observation of the candidate participating in team based innovation activities review of oral or written presentation(s) demonstrating knowledge of how and why the work systems concerned fulfil the specified workplace requirements and foster workplace innovation amongst workers and managers. |
Guidance information for assessment | This competency standard could be assessed on its own or in combination with other standards relevant to management functions within a specific context in any sector of the cultural industries. Standards may include: CUVADM01B Develop and implement arts administration systems and procedures CUSGEN03A Collaborate with colleagues in planning and producing a project Please note: the above is a generic list which may apply across the cultural industries. Some of the units may not be included in this particular Training Package. |
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, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included. | |
Reasons for incorporating innovation into the organisation may include: | continuous improvement customer dissatisfaction high staff turnover to increase competitiveness. |
Goals for innovation may include: | changing the culture of the organisation diversifying the business generating more income increasing staff numbers winning more projects. |
Gaps or barriers to innovation within the organisation might include: | a hierarchical system of management managers who do not accept new ideas people not communicating with each other or sharing information staff not being involved in decisions teams who work in rigid and inflexible ways. |
Work systems designed to foster innovation may include: | human resource management innovation reward systems learning and development systems product reviews project management quality management team management. |
Methods to identify staff who can support and foster innovation might include: | job profile analysis observations questionnaires surveys. |
Individual and group techniques to conceptualise options for the new system may include: | brainstorming cost-benefit analysis flow charts jotting words mind maps process analysis review of approaches/procedures used by competitors SWOT analysis value analysis visual imagining other creative thinking strategies. |
Consultation at every level of the organisation may be through: | informal interactions interviews memos team meetings. |
Staff competencies to be evaluated in implementing the system will include the skill sets that underpin innovation that is: | collaboration evaluation generating ideas interpretation reflection representation. In addition, technical competencies will be required to support the system. |
Sectors
Unit sector |
Competency Field
Research and Innovation |
Employability Skills
This unit contains employability skills. |
Licensing Information
Refer to Unit Descriptor