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Evidence Guide: SITXHRM402 - Lead and manage people

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!

From the Wiki University

 

SITXHRM402 - Lead and manage people

What evidence can you provide to prove your understanding of each of the following citeria?

Model high standards of performance and behaviour.

  1. Act as a positive role model through individual performance.
  2. Show support for and commitment to organisational goals in day to day work performance.
  3. Treat people with integrity, respect and empathy.
Act as a positive role model through individual performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Show support for and commitment to organisational goals in day to day work performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Treat people with integrity, respect and empathy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop team commitment and cooperation.

  1. Develop and clearly communicate plans and objectives in consultation with the team.
  2. Make plans and objectives consistent with organisational goals.
  3. Communicate expectations, roles and responsibilities of team members to encourage people to take responsibility for their work.
  4. Encourage teams and individuals to develop innovative approaches to work.
  5. Identify, encourage, value and reward individual and team efforts and contributions.
  6. Model and encourage open and supportive communication within the team.
  7. Seek and share information from the wider enterprise environment with the team.
  8. Represent team interests in the wider environment.
  9. Seek feedback from team members and implement changes within the bounds of organisational goals and policies.
Develop and clearly communicate plans and objectives in consultation with the team.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Make plans and objectives consistent with organisational goals.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate expectations, roles and responsibilities of team members to encourage people to take responsibility for their work.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Encourage teams and individuals to develop innovative approaches to work.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify, encourage, value and reward individual and team efforts and contributions.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Model and encourage open and supportive communication within the team.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Seek and share information from the wider enterprise environment with the team.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Represent team interests in the wider environment.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Seek feedback from team members and implement changes within the bounds of organisational goals and policies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage team performance.

  1. Delegate tasks and responsibilities, identify barriers to delegation and implement processes to overcome them.
  2. Evaluate the skills of team members and provide opportunities for individual development.
  3. Monitor team performance to ensure progress towards achievement of goals.
  4. Provide mentoring and coaching to support team members.
  5. Motivate individuals and teams to achieve optimum performance.
  6. Provide recognition and reward for team achievements.
Delegate tasks and responsibilities, identify barriers to delegation and implement processes to overcome them.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Evaluate the skills of team members and provide opportunities for individual development.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor team performance to ensure progress towards achievement of goals.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide mentoring and coaching to support team members.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Motivate individuals and teams to achieve optimum performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide recognition and reward for team achievements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

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 ability to:

lead by example and build positive team culture through effective leadership

monitor individual and team performance over a period of time and motivate individuals and teams to achieve optimum performance

integrate knowledge of leadership, motivation and teamwork principles.

Context of and specific resources for assessment

Assessment must ensure use of:

a real or simulated tourism, hospitality or event industry business operation, project or event for which a team is managed

a team whose overall performance is the responsibility of the individual.

Method of assessment

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

project or event activities to assess the individual’s ability to:

model high standards of performance and behaviour

communicate expectations, roles and responsibilities of team members

delegate individual tasks

coach and support team members to achieve optimum performance

evaluation of reports prepared by the individual detailing how team commitment was encouraged and how team performance was managed during the conduct of operational activities

use of, case studies and problem-solving exercises so the individual can suggest methods to overcome problematic performance issues for individuals and the team

oral or written questioning to assess knowledge of leadership, motivation and teamwork principles

review of portfolios of evidence and thirdparty workplace reports of onthejob performance by the individual.

Guidance information for assessment

The assessor should design integrated assessment activities to holistically assess this unit with other units relevant to the industry sector, workplace and job role, for example:

BSBPMG501A Manage projects

SITXCOM201 Show social and cultural sensitivity

SITXHRM503 Monitor staff performance

SITXMGT401 Monitor work operations.

Required Skills and Knowledge

Required skills

communication skills to provide effective support and motivation to a team and overcome communication barriers

literacy skills to:

read and interpret a wide range of operational workplace information

write clear and articulate team plans

planning and organising skills to ensure activities and initiatives important to team development are integrated into own work planning

problem-solving skills to identify skill deficiencies and provide opportunities for individual development

self-management skills to take responsibility for team outcomes

teamwork skills to represent team interests in the wider organisation environment.

Required knowledge

roles of and functions performed by supervisors and managers

different leadership styles

characteristics of effective leadership

principles of teamwork, including:

characteristics of effective teams

roles and attributes of team members

organisation of teams

potential team problems

benefits of effective teamwork

role and theories of motivation

group dynamics

types of organisational plans and planning processes.

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.

Plans and objectives may:

be:

short

medium

longterm

relate to:

contingency management

increased productivity

meeting Key Performance Indicators (KPI)

operational activities

organisational strategies

performance targets for a particular project

sales targets

task management.

Team may be:

contractors

paid employees

permanent teams

project or eventbased

volunteers.

Expectations, roles and responsibilities may include:

adherence to policies and procedures

cooperative and open communication

nature and scope of work

relationships with others in the workplace and interdependent areas of activity

reporting requirements

roles of leaders and managers, including:

decision making

delegation of tasks

information provision

monitoring staff

planning and organising.

Innovative approaches may include:

alerting colleagues to the potential of new technologies

making suggestions about better ways of doing things

seeking information or ideas from unexpected places

trying new approaches to old problems.

Open and supportive communicationmay involve:

being prepared to declare own need for assistance

involving others in developing solutions

planned and unplanned exchanges of information

providing constructive feedback

providing open access to documents

using technology to support effective communication, e.g. email groups.

Information may include:

organisation performance, including financial

changes in organisational policies

marketing information and targets

overall organisational objectives

plans for new equipment

rationale for management decisions

technology updates

training developments.

Feedback may be about:

allocation of tasks

effectiveness of communication:

from the leader

within the team

within the enterprise

performance of:

individuals

self

team

the enterprise

interaction between:

different departments

different teams

other supervisors and managers

workplace practices:

efficiency

deficiencies.

Opportunities for individual development may include:

change in job responsibilities

external training and professional development

formal promotion

internal training and professional development

opportunity for greater autonomy or responsibility.

Recognition and reward for team members may include:

acknowledgment to the whole team of individual good performance

incentive initiatives

informal acknowledgment

presentation of awards

written reports to management.