Unit of competency details

Unit descriptor 

This unit describes the performance outcomes, skills and knowledge required to contribute to the creation of an organisation development plan which ensures that the organisation will become more effective over time in achieving its goals.

No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.

Application of the unit 

This unit applies to senior managers with organisation wide responsibilities who are critically involved in shaping and focussing the organisation so that it can adapt to new technologies, challenges and markets.

People who have this responsibility may be in a dedicated organisation design role or may be change managers, or human resources managers. They may also be employed as consultants or contractors.

Prerequisite units 

Employability skills 

This unit contains employability skills.

Elements describe the essential outcomes of a unit of competency.

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide.

ELEMENT 

PERFORMANCE CRITERIA 

1. Develop organisation development plan

1.1. Analyse strategic plans to determine organisation development needs and objectives

1.2. Consult with relevant groups and individuals  to profile the organisation's culture and readiness for organisational development

1.3. Determine who will take key roles in the organisational development process and confirm their commitment

1.4. Collect and analyse data on areas of the business experiencing problems or that need realignment

1.5. Determine and agree on objectives and strategies for organisational development

1.6. Consider change management techniques  required to achieve the workplace culture outcomes and build them into the organisation development plan

1.7. Develop communication /education plans  to achieve communication objectives in relation to the desired work environment and desired approach to problem-solving and developmental activities

2. Implement organisation development activities

2.1. Identify and implement consultative processes to maximise participation in the organisation development process

2.2. Undertake team development and training activities  to develop collaborative approaches to problem-solving and development

2.3. Facilitate groups to articulate problems and to propose means for resolving the problems

2.4. Manage conflict between individuals and/or groups to achieve consensus or agreement

2.5. Undertake interventions in accordance with the organisation development plan

2.6. Brainstorm alternative proposals, and negotiate and agree on outcomes

3. Maintain organisation development program

3.1. Undertake surveys to identify any loss of support for organisation development program and activities

3.2. Maintain regular team meetings and individual feedback in accordance with communication plan

3.3. Set out activities and interventions  in the organisation development plan and maintain, evaluate and modify them as required

3.4. Ensure senior management reinforces organisation development program by ongoing messages of support and appropriate resource allocation

3.5. Evaluate organisation development plans in terms of costs and benefits, including opportunity costs

REQUIRED SKILLS AND KNOWLEDGE 

This section describes the skills and knowledge required for this unit.

Required skills 

• leadership skills to gain commitment and followership
• communication and interpersonal skills to persuade others
• lateral thinking skills to find new, improved or different ways of working or engineering the organisation.

Required knowledge 

• planning processes
• concepts and theory of organisation behaviour; organisation dynamics; organisation culture; organisation change.

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 following is essential:

• detailed organisation development plan which clearly addresses what is to be developed and why, and how development will occur
• analysis of an organisation development process
• knowledge of concepts and theory of organisation behaviour; organisation dynamics; organisation culture; organisation change.

Context of and specific resources for assessment 

Assessment must ensure:

• access to appropriate documentation and resources normally used in the workplace.

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:

• analysis of responses to organisation development processes or organisational case studies
• assessment of written reports on organisation development
• direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
• observation of demonstrated techniques in engaging others in change processes
• review of analysis of data on areas of the business experiencing problems or that need realignment
• review of documentation outlining interventions undertaken
• review of organisation development consultative processes implemented
• evaluation of documentation outlining alternative proposals brainstormed, and negotiation and agreement on outcomes.

Guidance information for assessment 

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

• other units from the Advanced Diploma of Management.

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.

Relevant groups and individuals  refers to:

• personnel who have knowledge about the issue being dealt with and the expertise to assist the decision-making process

Change management techniques  may include:

• business re-engineering
• consultative processes
• job redesign
• organisational redesign
• sensitivity training
• systems redesign
• work re-organisation

Communication /education plans  refers to:

• documented range of activities designed to ensure all affected groups and individuals (and other relevant parties) obtain sufficient knowledge to allow them to understand what is happening and why, and to allow them to participate where appropriate

Team development and training activities  may include:

• computer-based training
• group work
• one-on-one sessions
• informal coaching
• mentoring
• sensitivity training

Activities and interventions  may include:

• action research
• brainstorming
• career planning
• inter-group team building
• job redesign
• quality circles
• re-engineering
• sensitivity training
• succession planning
• surveys (with feedback)
• team building
• training
• transition analysis

Unit sector 

Competency field 

Management and Leadership - Management

Co-requisite units