Modification History
The version details of this endorsed unit of competency set are in the table below. The latest information is at the top.
Version |
Comments |
1.0 |
N Replaces but is not equivalent to SITXHRM001A Coach others in job skills. Significant changes to Elements, Performance Criteria, and Required Knowledge to refocus the unit. Additional Performance Criteria and Required Knowledge covering coaching in organisational procedures. |
Unit Descriptor
This unit describes the performance outcomes, skills and knowledge required to provide on-the-job coaching to colleagues. It requires the ability to explain and demonstrate specific skills, knowledge and procedures and to monitor the progress of colleagues until they are able to operate independently of the coach. This unit has no parity with units in TAE10 Training and Education Training Package, but covers the situation in workplaces where buddy systems and informal on-the-job training are extremely common.
Application of the Unit
This unit applies to all tourism, hospitality and event sectors.
It applies to experienced operational personnel and to supervisors and managers who informally train other people in new workplace skills and procedures.
Licensing/Regulatory Information
No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Pre-Requisites
Not applicable.
Employability Skills Information
This unit contains employability skills.
Elements and Performance Criteria Pre-Content
Elements and 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. Prepare for on the job coaching. |
1.1 Identify the need for coaching based on a range of factors . 1.2 Identify specific coaching needs through discussion with colleague and organise coaching sessions . |
2. Coach colleagues on the job. |
2.1 Explain the overall purpose of coaching to colleague. 2.2 Explain and demonstrate the specific skills . 2.3 Communicate required knowledge and check colleague understanding. 2.4 Advise organisational procedures for completing workplace tasks. 2.5 Provide colleague with opportunity to practise the skill and ask questions. 2.6 Provide feedback in a constructive and supportive manner. |
3. Follow up coaching. |
3.1 Monitor progress of new workplace skills and provide supportive assistance. 3.2 Report progress to the appropriate person. 3.3 Identify performance problems or difficulties with the coaching and rectify or refer to the appropriate person for follow up. |
Required Skills and Knowledge
This section describes the skills and knowledge required for this unit. |
Required skills |
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Required knowledge |
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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. |
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Overview of assessment |
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Critical aspects for assessment and evidence required to demonstrate competency in this unit |
Evidence of the ability to:
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Context of and specific resources for assessment |
Assessment must ensure use of:
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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:
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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:
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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. |
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Factors may include: |
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Coaching sessions could be conducted in a range of contexts, including: |
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Skills to be coached are generally those not requiring formal or extended training sessions, but short, commonly-used tasks, such as: |
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Required knowledge refers to the essential knowledge required to carry out tasks or undertake skills effectively, such as: |
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Performance problems or difficulties may be due to: |
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Unit Sector(s)
Cross-Sector
Competency Field
Human Resource Management