Unit of competency details

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Element 

Performance Criteria 

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.

1. Conduct research into organisation systems.

1.1.Identify reasons  for incorporating innovation into organisation systems .

1.2.Clarify goals  of a new innovative system.

1.3.Research innovative systems  in other organisations.

1.4.Analyse current organisational systems to identify gaps or barriers  to innovation.

1.5.Identify staff  who can support and foster innovation in the new systems.

2. Generate innovative system options.

2.1.Conceptualise  ideas for innovative work systems that will foster innovation using individual and group techniques.

2.2.Evaluate and discuss the range of ideas with other team members and colleagues.

2.3.Select a system idea that meets the workplace requirements  and which is both feasible and innovative.

3. Develop plan for the innovative system.

3.1.Analyse the organisational structure to identify the impact of the new system on people, resources  and finances.

3.2.Consult staff  throughout the organisation who will be involved with, or affected by, the new system.

3.3.Clarify financial impact of the new system and allocate funds and resources.

3.4.Develop marketing or promotional strategy to educate the organisation on the new system.

3.5.Evaluate competencies of staff who will use the system and plan a learning and development  strategy.

4. Trial the innovative work system.

4.1.Present innovative system to staff and gather preliminary feedback .

4.2.Trial new system with a group within the organisation.

4.3.Monitor and take action to streamline the trial where required.

5. Review the trial of the innovative system.

5.1.Review  the innovative system in relation to its goals and the ways in which it fosters innovation in the workplace.

5.2.Adjust the innovative system to reflect evaluation feedback.

This section describes the essential skills and knowledge and their level, required for this unit.

Required skills 

• interpersonal skills to:

• collaborate with others and represent ideas through clear and direct communication
• ask questions to identify and confirm requirements
• use language and concepts appropriate to cultural differences
• use and interpret non-verbal communication

• analytical skills to:

• interpret and analyse organisational requirements for work systems
• evaluate of staff competencies

• management skills to:
• plan the implementation of new systems
• organise and implement training and learning activities to prepare team members and managers to implement a new work system
• research skills to access information

Required knowledge 

• principles of new systems
• leadership and management theory
• an understanding of ways in which the system can contribute to innovation in the workplace
• various options for the system
• creative thinking techniques

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, the range statement and the Assessment Guidelines for this Training Package.

Critical aspects for assessment and evidence required to demonstrate competency in this unit 

Evidence of the following is essential:

• establishes the reasons why innovative systems are required
• establishes the goals of a new innovative system
• analyses current organisational systems to identify gaps and barriers to innovation
• generates a number of options for innovative systems, seeks feedback, evaluates ideas and selects an appropriate idea to develop further
• develops a plan to implement the new system, including staff required, financial impact, marketing and the evaluation of competencies
• trials and monitors the innovative work system
• reviews the trial of the innovative work system and makes adjustments to reflect evaluation feedback.

Context of and specific resources for assessment 

Assessment must ensure access to:

• a retail work environment
• relevant documentation, such as:

• policy and procedures manuals
• information on the internal and external operating environment

• a range of communication equipment.

Methods of assessment 

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

• observation of performance in the workplace
• third-party reports from a supervisor
• review of portfolios of evidence
• written or verbal questioning to assess knowledge and understanding
• review of portfolios of evidence and third-party workplace reports of on-the-job performance.

Guidance information for assessment 

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

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 in the performance criteria is detailed below.

Reasons  for incorporating innovation into the organisation may include:

• high staff turnover
• customer dissatisfaction
• continuous improvement
• increasing competitiveness.

Organisation systems  may include:

• human resources management
• team management
• organisational structures
• product development
• marketing
• training and assessment.

Goals  may include:

• winning more business
• diversifying the business
• increasing staff numbers
• changing the culture of the organisation
• generating more income.

Innovative systems  may include:

• product review systems
• human resources
• quality management
• innovation reward systems
• team management
• project management
• learning and development systems.

Gaps or barriers  may include:

• hierarchical system of management
• staff not being involved in decisions
• people not communicating with each other or sharing information
• managers who do not accept new ideas
• teams who work in rigid and inflexible ways.

Methods to identify staff  may include:

• surveys or questionnaires
• job profile analysis
• observations.

Conceptualisation  methods may include:

• process analysis
• cost-benefit analysis
• brainstorming
• value analysis
• SWOT analysis
• review of approaches and procedures used by competitors
• visual imagining
• jotting words
• flow charts
• mind maps
• other creative thinking strategies.

Workplace requirements  may relate to:

• training
• performance management
• project management
• client relations
• briefing processes.

Resources  may include:

• people
• materials
• equipment and technology
• budget
• time.

Methods of consulting staff  may include:

• interviews
• team meetings
• email
• memos
• informal interactions.

Learning and development  may include:

• formal training or education
• informal learning
• coaching and mentoring
• job rotation
• information seminars
• on-line learning
• conferences.

Feedback  may be sought and given:

• verbally
• in writing
• through presentations
• at informal and formal meetings.

Review  may involve:

• checking system implementation
• meeting client and end user needs
• best practice
• financial requirements
• resource requirements.