Modification History
New unit, superseding MSACMC611A Manage people relationships - Not equivalent
Unit Descriptor
This unit of competency covers the skills and knowledge required to manage the human relationship aspects of implementing and operating competitive systems and practices.
Application of the Unit
This unit applies to a person (who may be a manager, technical specialist or other person) who is required to work with employees and relevant people, encourage them to accept change and also to increase the quality, quantity and reliability of output consistent with customer requirements.
This unit primarily requires strong communication, teamwork and problem solving skills to achieve effective relationships that support a competitive systems and practices environment. Initiative, enterprise, planning and organising are also required to ensure relationships are monitored and issues are resolved proactively. The unit also includes aspects of self-management and learning to ensure improvement of own performance and communication skills.
Licensing/Regulatory Information
Not applicable.
Pre-Requisites
Not applicable.
Employability Skills Information
This unit contains employability skills.
Elements and Performance Criteria Pre-Content
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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. |
Elements and Performance Criteria
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1 |
Confirm organisation competitive systems and practices status |
1.1 |
Establish number and status of competitive systems and practices techniques being used within the organisation |
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1.2 |
Identify key performance indicators (KPIs) for each technique |
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1.3 |
Identify key sections and value stream members responsible for each KPI |
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1.4 |
Identify key personnel for communications |
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2 |
Develop an open environment |
2.1 |
Establish and maintain regular dialogue between all levels and all relevant sections of the organisation |
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2.2 |
Encourage a flow of communications in both directions |
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2.3 |
Develop and maintain a formal mechanism for the flow of issues, concerns and suggestions in both directions |
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2.4 |
Develop and maintain regular and frequent communication with all key stakeholders |
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3 |
Identify significant issues |
3.1 |
In liaison with relevant team members/stakeholders, identify current and potential issues |
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3.2 |
Assist team members/stakeholders to formulate issues |
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3.3 |
Identify and define boundary and non-negotiable issues for all team members/stakeholders |
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3.4 |
Negotiate with relevant team members/stakeholders over actual and potential issues |
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4 |
Proactively resolve issues |
4.1 |
Liaise with team members/stakeholders to develop agreed, and where possible, win-win solutions |
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4.2 |
Negotiate acceptable solutions, as required, in accordance with company practices/procedures |
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4.3 |
Obtain any required official authorisations |
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4.4 |
Consult with relevant stakeholders to develop implementation plan |
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4.5 |
Implement solution |
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5 |
Monitor ongoing situation |
5.1 |
Determine relevant KPIs for plan |
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5.2 |
Check that implementation is proceeding to plan |
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5.3 |
Check for unforeseen consequences |
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5.4 |
Take appropriate action to resolve any arising issues |
Required Skills and Knowledge
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This section describes the skills and knowledge required for this unit. |
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Required skills |
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Required skills include:
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Required knowledge |
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Required knowledge includes:
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Evidence Guide
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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. |
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Critical aspects for assessment and evidence required to demonstrate competency in this unit |
A person who demonstrates competency in this unit must be able to provide evidence of the ability to:
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Context of and specific resources for assessment |
Assessment of performance must be undertaken in a workplace using or implementing one or more competitive systems and practices. Access may be required to:
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Method of assessment |
A holistic approach should be taken to the assessment. Competence in this unit may be assessed by using a combination of the following to generate evidence:
In all cases it is expected that practical assessment will be combined with targeted questioning to assess underpinning knowledge. Where applicable, reasonable adjustment must be made to work environments and training situations to accommodate ethnicity, age, gender, demographics and disability. |
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Guidance information for assessment |
Assessment processes and techniques must be culturally appropriate and appropriate to the oracy, language and literacy capacity of the candidate and the work being performed. |
Range Statement
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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. |
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Competitive systems and practices |
Competitive systems and practices may include, but are not limited to:
Competitive systems and practices should be interpreted so as to take into account:
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Key personnel |
Key personnel for communication include:
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Formal mechanisms |
Formal mechanisms for communication will vary according to the organisation but may include:
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Stakeholders |
Stakeholders may include:
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Unit Sector(s)
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Unit sector |
Competitive systems and practices |
Custom Content Section
Not applicable.
