Unit of competency details

PSPMNGT614A - Facilitate knowledge management (Release 3)

Summary

Releases:
ReleaseStatusRelease date
3 (this release)Current 01/Nov/2012
(View details for release 2) Replaced07/Mar/2012
(View details for release 1) Replaced05/May/2009

Usage recommendation:
Superseded
Mapping:
MappingNotesDate
Is superseded by and equivalent to PSPMGT012 - Facilitate knowledge managementUnit code updated. Content and formatting updated to comply with the new standards. All PC transitioned from passive to active voice. Assessment Requirements created drawing upon specified assessment information from superseded unit. 06/Mar/2016

Training packages that include this unit

CodeTitleSort Table listing Training packages that include this unit by the Title columnRelease
PSP12 - Public Sector Training PackagePublic Sector Training Package 1.0 
DEF - Defence Training PackageDefence Training Package 1.0-2.1 
BSB07 - Business Services Training PackageBusiness Services Training Package 7.0-9.0 
BSB - Business Services Training PackageBusiness Services Training Package 2.0 

Classifications

SchemeCodeClassification value
ASCED Module/Unit of Competency Field of Education Identifier 080301 Business Management  

Classification history

SchemeCodeClassification valueStart dateEnd date
ASCED Module/Unit of Competency Field of Education Identifier 080301 Business Management  24/May/2005 
The content being displayed has been produced by a third party, while all attempts have been made to make this content as accessible as possible it cannot be guaranteed. If you are encountering issues following the content on this page please consider downloading the content in its original form

Modification History

Release 

TP Version 

Comments 

3

PSP12V1

Unit descriptor edited.

2

PSP04V4.2.

Layout adjusted. No changes to content.

1

PSP04V4.1

Primary release.

Unit Descriptor

This unit covers management of knowledge and information in the business unit to improve productivity and organisational efficiency, promote innovation and meet business unit goals. It includes establishing the organisational context for knowledge management, developing capability, facilitating knowledge management, and integrating aspects of knowledge management with information/records management.

In practice, facilitation of knowledge management may overlap with other generalist or specialist public sector work activities such as acting ethically, complying with legislation, applying government systems, managing change, managing diversity, facilitating workforce effectiveness, etc.

Related units in the Information competency theme in the Working in Government Competency field are:

  • PSPGOV206B Handle workplace information
  • PSPGOV307B Organise workplace information
  • PSPGOV406B Gather and analyse information
  • PSPGOV504B Undertake research and analysis

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

Application of the Unit

Not applicable.

Licensing/Regulatory Information

Not applicable.

Pre-Requisites

Not applicable.

Employability Skills Information

This unit contains employability skills.

Elements and Performance Criteria Pre-Content

Elements are the essential outcomes of the unit of competency.

Together, performance criteria specify the requirements for competent performance. Text in bold italics  is explained in the Range Statement following.

Elements and Performance Criteria

ELEMENT 

PERFORMANCE CRITERIA 

1 . Establish the organisational context for knowledge management 

1.1 The organisation's history, culture, functions, strategic direction, performance and knowledge  resources are identified.

1.2 Organisational strategies and goals that may be assisted by the development of organisational capability in knowledge management  are identified.

1.3 The current knowledge management position  of the organisation is assessed and the strengths and weaknesses  of its knowledge resources and activities are determined.

1.4 Consultation with stakeholders  is undertaken to raise knowledge and awareness of knowledge management and to establish knowledge management goals  for the business unit and/or the organisation.

1.5 The cultural aspects of knowledge and knowledge management are identified and explored in the context of the organisational environment.

2 . Develop capability in knowledge management 

2.1 The benefits  of knowledge management are identified and promoted to build an environment where these benefits may be realised.

2.2 Knowledge management initiatives  are developed and aligned with the overall organisational strategy and contribute to business unit goals.

2.3 Initiatives are developed to build long-term capability in knowledge management and a culture of sharing knowledge and creating new knowledge in the organisation.

2.4 Knowledge management initiatives are focused on the management and use of tacit knowledge in the business unit and creating new knowledge, as well as the capture and sharing of explicit knowledge.

2.5 Management and stakeholder support is built throughout knowledge management initiatives to ensure immediate successes are transformed into ongoing benefits.

3 . Facilitate knowledge management 

3.1 Strategies are implemented to facilitate the development of strong and trusting culturally diverse networks where knowledge can be created and shared.

3.2 Methods for creating, discovering and acquiring  knowledge are facilitated in the business unit.

3.3 Methods and systems for capturing and storing  knowledge are promoted in accordance with legislation, policy and procedures .

3.4 Methods and systems for presenting, distributing and sharing  knowledge are promoted.

3.5 Activities for revising and disposing of  knowledge are facilitated in accordance with legislation, policy and procedures.

4 . Integrate aspects of knowledge management with information management 

4.1 Processes for the management of explicit knowledge are integrated with the organisation's information management processes/systems to ensure efficiency and to provide wide access to explicit knowledge.

4.2 Explicit knowledge is recorded and stored in accordance with organisational and public sector standards for information/records management.

4.3 Structuring, maintaining and linking of explicit knowledge to related organisational information  is facilitated in accordance with organisational requirements.

4.4 Knowledge and information are managed to improve their integration and use to meet business unit goals.

Required Skills and Knowledge

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

Skill requirements 

Look for evidence that confirms skills in:

  • applying legislation, regulations and policies relating to knowledge management and information management
  • showing leadership and taking risks in the context of knowledge management
  • applying organisation and resource management techniques and methods
  • building strong and trusting networks
  • facilitating groups and learning
  • communicating with a diverse range of stakeholders to build knowledge management capacity
  • responding to diversity, including gender and disability
  • applying procedures relating to occupational health and safety and environment in the context of knowledge and information management

Knowledge requirements 

Look for evidence that confirms knowledge and understanding of:

  • legislation, regulations, policies, procedures and guidelines relating to knowledge management and information management, such as privacy, freedom of information
  • principles of knowledge management
  • Australian Standard AS 5037(Int)-2003 Knowledge management
  • tools and techniques related to introduction of knowledge management initiatives
  • intersection of knowledge management with other disciplines, such as organisational learning, information management/technology, human resources management, communications
  • cultural aspects of knowledge and knowledge management
  • equal employment opportunity, equity and diversity principles
  • public sector legislation such as occupational health and safety and environment in the context of knowledge and information management

Evidence Guide

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.

Units to be assessed together 

  • Pre-requisite units that must be achieved prior to this unit:Nil
  • Co-requisite units that must be assessed with this unit:Nil
  • Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:
  • PSPETHC601B Maintain and enhance confidence in public service
  • PSPGOV601B Apply government systems
  • PSPGOV602B Establish and maintain strategic networks
  • PSPLEGN601B Manage compliance with legislation in the public sector
  • PSPMNGT615A Influence workforce effectiveness
  • PSPMNGT602B Manage resources
  • PSPMNGT604B Manage change
  • PSPMNGT605B Manage diversity
  • PSPMNGT608B Manage risk

Overview of evidence requirements 

In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:

  • the knowledge requirements of this unit
  • the skill requirements of this unit
  • application of the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)
  • management of knowledge and information in a range of (3 or more) contexts (or occasions, over time)

Resources required to carry out assessment 

These resources include:

  • legislation, policy, procedures and protocols relating to knowledge management and information management
  • current theory and practice in knowledge management
  • Australian Standard AS 5037(Int)-2003 Knowledge management
  • case studies and workplace scenarios to capture the range of situations likely to be encountered when managing knowledge and information

Where and how to assess evidence 

Valid assessment of this unit requires:

  • an environment that closely resembles normal work practice and replicates the range of conditions likely to be encountered when managing knowledge and information, including coping with difficulties, irregularities and breakdowns in routine
  • management of knowledge and information in a range of (3 or more) contexts (or occasions, over time)

Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:

  • people with disabilities
  • people from culturally and linguistically diverse backgrounds
  • Aboriginal and Torres Strait Islander people
  • women
  • young people
  • older people
  • people in rural and remote locations

Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:

  • case studies
  • portfolios
  • projects
  • questioning
  • scenarios
  • authenticated evidence from the workplace and/or training courses

For consistency of assessment 

Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments

Range Statement

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics  in the Performance Criteria is explained here.

Knowledge  is:

  • a body of understanding and skills that is constructed by people
  • increased through interaction with information (typically from other people)
  • tacit - residing in the mind and may include aspects of culture or 'ways of doing things'
  • explicit - when recorded as information in a document, image, film clip or some other medium AS 5037(Int)-2003
  • also sometimes identified as 'expert' knowledge, or 'entrepreneurial' knowledge
  • affected by experience

Knowledge management  is:

  • a multi-disciplined approach to achieving organisational objectives by making best use of knowledge
  • involves the design, review and implementation of both social and technological processes to improve the application of knowledge in the collective interest of stakeholders AS 5037(Int)-2003

The organisation's current position in relation to knowledge management  may include:

  • low literacy in knowledge management and no trust or networks developed (new organisation)
  • low literacy in knowledge management but well-networked staff (existing organisation)
  • high literacy in knowledge management but no trust or networks developed (new organisation)
  • high literacy in knowledge management and well-networked staff (existing organisation)

Strengths and weaknesses  may relate to:

  • people
  • process
  • technology
  • content

Stakeholders  may include:

  • all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services, including:
  • boards of management
  • clients
  • community organisations
  • contractors
  • employees at all levels of the organisation
  • government
  • Ministers
  • other public sector organisations
  • service providers
  • suppliers
  • the public
  • union and association representatives
  • volunteers

Knowledge management goals  may include:

  • new knowledge creation
  • improving knowledge utilisation
  • developing a community of practice in knowledge management with strong social networks

Benefits of knowledge management  may include:

  • improved decision making
  • improved performance
  • improved productivity and organisational efficiency
  • retaining corporate knowledge and organisational learning
  • improving networking, trust and morale
  • increased innovation
  • increased motivation

Knowledge management initiatives  may include:

  • development of knowledge management policy/strategy
  • knowledge management projects
  • mentoring in knowledge management
  • electronic collaboration
  • tools and approaches to remedy weaknesses in knowledge management or build on strengths

Methods for creating, discovering and acquiring knowledge  may include:

  • meetings to foster innovation
  • employing staff or consultants with knowledge/skills not currently in the organisation for the purpose of knowledge transfer
  • research outside the organisation
  • through publications
  • analysis of existing and archived information
  • auditing/mapping of information
  • consulting staff in similar organisations

Methods and systems for capturing and storing knowledge  may include:

  • traditional information management systems, such as:
  • files
  • books
  • journals
  • documentation and archives
  • intranets
  • portals
  • web sites
  • databases
  • electronic documents
  • ways of making tacit knowledge visible and available (without making it explicit and storing as above), such as advertising available expertise, providing help desk facilities
  • capturing learning from past activities
  • openness to change
  • drive for continual improvement

Legislation, policy and procedures  may include:

  • State/Territory and Commonwealth legislation, regulations and guidelines relating to knowledge management and information management, such as privacy, freedom of information, confidentiality, security, etc
  • public sector management acts
  • codes of ethics
  • codes of conduct
  • public sector standards, such as fraud control, security management, risk control
  • disaster recovery

Methods and systems for presenting, distributing and sharing knowledge  may include:

  • information management systems
  • intranets
  • files
  • databases
  • work processes where explicit knowledge is formally distributed
  • face-to-face meetings
  • providing leadership to encourage risk taking
  • development of trusted social networks for knowledge exchange

Activities for revising and disposing of knowledge  may include:

  • processes to authenticate and update knowledge
  • processes to ensure that out-of-date or incorrect knowledge (especially tacit knowledge) is not used
  • processes for destruction of explicit knowledge that follow records management standards for destruction of records and public sector/legal requirements

Information  is:

  • data in a context to which meaning has been attributed AS 5037(Int)-2003

Unit Sector(s)

Not applicable.

Competency field

Management.

Training component details
The following details are displayed for each different NRT:-

Training packages

- Training package details
- Training package components

Qualifications

- Qualification details
- Qualification components

Accredited courses

- Accredited course details

Modules

- Module details

Units of competency

- Units of competency details
- Unit components

Skill sets

- Skill set details
- Skill set components

Click on the Export link to export the NRT information to MS Word or PDF.

Click on the Manage notification link to create or change a notification for this NRT.

When selecting the Display history check box a set of tables will appear displaying a log of historical values describing what has changed and when over time.

If you have access to make changes to an NRT, click on the Edit link on the upper right hand side of the summary box.