- SIRXQUA004A - Set up systems that support innovation
Assessor Resource
SIRXQUA004A
Set up systems that support innovation
Assessment tool
Version 1.0
Issue Date: May 2024
This unit applies to managers and senior members of staff. It involves assessing the potential for innovative practice within an organisation, setting goals, identifying barriers and generating options for innovative systems; and trialling, evaluating and implementing new innovative systems in the workplace.
This unit describes the performance outcomes, skills and knowledge required to conceptualise and design new systems that develop and foster innovation in the workplace.
You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)
Prerequisites
Nil
Employability Skills
The required outcomes described in this unit contain applicable facets of employability skills. The Employability Skills Summary of the qualification in which this unit is packaged will assist in identifying employability skills requirements.
Evidence Required
List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.
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. Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended. |
Assessing employability skills | Employability skills are integral to effective performance in the workplace and are broadly consistent across industry sectors. How these skills are applied varies between occupations and qualifications due to the different work functions and contexts. Employability skills embedded in this unit should be assessed holistically in the context of the job role and with other relevant units that make up the skill set or qualification. |
Submission Requirements
List each assessment task's title, type (eg project, observation/demonstration, essay, assingnment, checklist) and due date here
Assessment task 1: [title] Due date:
(add new lines for each of the assessment tasks)
Assessment Tasks
Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.
This section describes the essential skills and knowledge and their level, required for this unit. |
The following skills must be assessed as part of this unit: interpersonal communication 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 ability to interpret and analyse organisational requirements for work systems evaluation of staff competencies ability to plan the implementation of new systems ability to organise and implement training and learning activities to prepare team members and managers to implement a new work system research skills. |
The following knowledge must be assessed as part of this unit: 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 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 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. |
Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.
Observation Checklist
Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice | Yes | No | Comments/feedback |
---|---|---|---|
Identify reasons for incorporating innovation into organisation systems. | |||
Clarify goals of a new innovative system. | |||
Research innovative systems in other organisations. | |||
Analyse current organisational systems to identify gaps or barriers to innovation. | |||
Identify staff who can support and foster innovation in the new systems. | |||
Conceptualise ideas for innovative work systems that will foster innovation using individual and group techniques. | |||
Evaluate and discuss the range of ideas with other team members and colleagues. | |||
Select a system idea that meets the workplace requirements and which is both feasible and innovative. | |||
Analyse the organisational structure to identify the impact of the new system on people, resources and finances. | |||
Consult staff throughout the organisation who will be involved with, or affected by, the new system. | |||
Clarify financial impact of the new system and allocate funds and resources. | |||
Develop marketing or promotional strategy to educate the organisation on the new system. | |||
Evaluate competencies of staff who will use the system and plan a learning and development strategy. | |||
Present innovative system to staff and gather preliminary feedback. | |||
Trial new system with a group within the organisation. | |||
Monitor and take action to streamline the trial where required. | |||
Review the innovative system in relation to its goals and the ways in which it fosters innovation in the workplace. | |||
Adjust the innovative system to reflect evaluation feedback. |
Forms
Assessment Cover Sheet
SIRXQUA004A - Set up systems that support innovation
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Assessment Record Sheet
SIRXQUA004A - Set up systems that support innovation
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