Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners

MSS405012 Mapping and Delivery Guide
Manage workplace learning

Version 1.0
Issue Date: May 2024


Qualification -
Unit of Competency MSS405012 - Manage workplace learning
Description
Employability Skills
Learning Outcomes and Application This unit of competency covers the ability to manage learning and skill development for employees within an organisation implementing competitive systems and practices. The unit includes effective communication, teamwork, and problem solving skills, initiative and enterprise in order to assess and address skill needs for an individual and organisation. Planning and organising is required to ensure that skill development meets the needs of the organisation; and aspects of self-management and learning are required to ensure improvement of performance.This unit of competency applies to people with responsibility for managing the identification of skills required by employees to participate in implementing competitive systems and practices; and arranging any associated learning. The unit does not cover trainer and assessor skills.No licensing, legislative or certification requirements apply to this unit at the time of publication.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.

The unit should be assessed holistically and the judgement of competence shall be based on a holistic assessment of the evidence.

The collection of performance evidence is best done from a report and/or folio of evidence drawn from:

a single project which provides sufficient evidence of the requirements of all the elements and performance criteria

multiple smaller projects which together provide sufficient evidence of the requirements of all the elements and performance criteria.

A third-party report, or similar, may be needed to testify to the work done by the individual, particularly when the project has been done as part of a project team.

Assessment should use a real project where managing workplace learning occurs in an operational workplace.

Knowledge evidence may be collected concurrently with performance evidence or through an independent process such as workbooks, written assessments or interviews (provided a record is kept).

Assessment processes and techniques must be appropriate to the language, literacy and numeracy requirements of the work being performed and the needs of the candidate.

Conditions for assessment must include access to all tools, equipment, materials and documentation required, including relevant workplace procedures, product and manufacturing specifications associated with this unit.

Foundation skills are integral to competent performance of the unit and should not be assessed separately.

Assessors must satisfy the assessor competency requirements that are in place at the time of the assessment as set by the VET regulator.

The assessor must demonstrate both technical competency and currency.

Technical competence can be demonstrated through:

relevant VET or other qualification/Statement of Attainment AND/OR

relevant workplace experience

Currency can be demonstrated through:

performing the competency being assessed as part of current employment OR

having consulted with an organisation providing relevant environmental monitoring, management or technology services about performing the competency being assessed within the last twelve months.
Prerequisites/co-requisites
Competency Field Competitive systems and practices
Development and validation strategy and guide for assessors and learners Student Learning Resources Handouts
Activities 		Slides
PPT 		Assessment 1 Assessment 2 Assessment 3 Assessment 4
Elements of Competency Performance Criteria              
Element: Determine current skill requirements for employees
  • Establish range and stage of implementation of competitive systems and practices techniques in the organisation.
  • Consult with relevant stakeholders on skill requirements for effective implementation of competitive systems and practices techniques used in the organisation.
  • Ensure records/database of skill mix currently required by employees are maintained in accordance with procedures.
  • Re-assess and monitor the skills required by employees as organisation requirements change.
  • Consult with relevant stakeholders to predict any new/different skill requirements arising from changes to products, processes, equipment or work organisation.
       
Element: Determine current skill mix of employees
  • Ensure current records/database of skill profile of individuals are maintained.
  • Consult with relevant stakeholders and monitor the application of these skills in the workplace to ensure they remain current and valid.
  • Compare the actual and required skill mix for employees.
       
Element: Make arrangements for skill development
  • Consult with employees and identify any mismatch between skills possessed and used and skills required.
  • Identify any new skills required due to anticipated changes.
  • Consult with relevant stakeholders to determine the best way to refresh existing skills/develop new skills.
  • Develop individual skill development programs.
  • Ensure skill development arrangements are implemented in accordance with procedures.
       
Element: Forecast possible future skill needs
  • Examine strategic directions of organisation.
  • Discuss possible future directions with relevant stakeholders.
  • Determine possible long-term future skill requirements in consultation with relevant stakeholders.
  • Develop plan to ensure skills are developed in advance of when they are required.
       


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.

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1

Determine current skill requirements for employees

1.1

Establish range and stage of implementation of competitive systems and practices techniques in the organisation.

1.2

Consult with relevant stakeholders on skill requirements for effective implementation of competitive systems and practices techniques used in the organisation.

1.3

Ensure records/database of skill mix currently required by employees are maintained in accordance with procedures.

1.4

Re-assess and monitor the skills required by employees as organisation requirements change.

1.5

Consult with relevant stakeholders to predict any new/different skill requirements arising from changes to products, processes, equipment or work organisation.

2

Determine current skill mix of employees

2.1

Ensure current records/database of skill profile of individuals are maintained.

2.2

Consult with relevant stakeholders and monitor the application of these skills in the workplace to ensure they remain current and valid.

2.3

Compare the actual and required skill mix for employees.

3

Make arrangements for skill development

3.1

Consult with employees and identify any mismatch between skills possessed and used and skills required.

3.2

Identify any new skills required due to anticipated changes.

3.3

Consult with relevant stakeholders to determine the best way to refresh existing skills/develop new skills.

3.4

Develop individual skill development programs.

3.5

Ensure skill development arrangements are implemented in accordance with procedures.

4

Forecast possible future skill needs

4.1

Examine strategic directions of organisation.

4.2

Discuss possible future directions with relevant stakeholders.

4.3

Determine possible long-term future skill requirements in consultation with relevant stakeholders.

4.4

Develop plan to ensure skills are developed in advance of when they are required.

Evidence required to demonstrate competence in this unit must be relevant to and satisfy the requirements of the elements and performance criteria and include the ability, for one (1) or more workplace areas or workgroups, to:

identify the processes used and scope of products/services supplied by the organisation and the deliverables expected by customers

relate processes and products/services to the competitive systems and practices implementation process and the stage of implementation

establish skill needs from processes/products and competitive implementation process in the organisation

use formal and informal channels of communication, including feedback mechanisms to assist in identification of skill needs

manage delivery and recording of training to ensure required skills are gained by employees.

Must provide evidence that demonstrates sufficient knowledge to interact with relevant personnel and be able to manage workplace learning, including knowledge of:

features and benefits of common competitive operational practices in own workplace

skills analysis methods and how to access skill analysis from relevant experts

skill development methods and how to access skill development programs from relevant experts

electronic and other systems to record and maintain training and skills records

formal qualifications and units of competency relevant to competitive systems and practices and the processes and products of the organisation

current processes and principles of operation sufficient to enable communication with others on the impact of competitive operational changes

sources of data on the processes and/or products of the organisation and implications for workplace learning.

Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assignment, 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.

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1

Determine current skill requirements for employees

1.1

Establish range and stage of implementation of competitive systems and practices techniques in the organisation.

1.2

Consult with relevant stakeholders on skill requirements for effective implementation of competitive systems and practices techniques used in the organisation.

1.3

Ensure records/database of skill mix currently required by employees are maintained in accordance with procedures.

1.4

Re-assess and monitor the skills required by employees as organisation requirements change.

1.5

Consult with relevant stakeholders to predict any new/different skill requirements arising from changes to products, processes, equipment or work organisation.

2

Determine current skill mix of employees

2.1

Ensure current records/database of skill profile of individuals are maintained.

2.2

Consult with relevant stakeholders and monitor the application of these skills in the workplace to ensure they remain current and valid.

2.3

Compare the actual and required skill mix for employees.

3

Make arrangements for skill development

3.1

Consult with employees and identify any mismatch between skills possessed and used and skills required.

3.2

Identify any new skills required due to anticipated changes.

3.3

Consult with relevant stakeholders to determine the best way to refresh existing skills/develop new skills.

3.4

Develop individual skill development programs.

3.5

Ensure skill development arrangements are implemented in accordance with procedures.

4

Forecast possible future skill needs

4.1

Examine strategic directions of organisation.

4.2

Discuss possible future directions with relevant stakeholders.

4.3

Determine possible long-term future skill requirements in consultation with relevant stakeholders.

4.4

Develop plan to ensure skills are developed in advance of when they are required.

This field allows for different work environments and conditions that may affect performance. Essential operating conditions that may be present (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) are included.

Competitive systems and practices include one or more of:

lean operations

agile operations

preventative and predictive maintenance approaches

statistical process control systems, including six sigma and three sigma

Just in Time (JIT), kanban and other pull-related operations control systems

supply, value, and demand chain monitoring and analysis

5S

continuous improvement (kaizen)

breakthrough improvement (kaizen blitz)

cause/effect diagrams

overall equipment effectiveness (OEE)

takt time

process mapping

problem solving

run charts

standard procedures

current reality tree.

Stakeholders include one or more of:

team members

personnel officers

industrial officers

union delegates

production management

human relations management

financial management

engineering/technical personnel.

Skill development arrangements include one or more of:

formal vocational and education delivery by a registered training provider (RTO)

education and training delivery by a higher education provider

non-accredited on and off-the-job training by the organisation, equipment suppliers, industry associations, and so on

coaching and mentoring

self-directed learning

arrangements for recording skills gained by employees.

Procedures (written, verbal, visual, computer based, etc.) include one or any combination of:

work instructions

standard operating procedures (SOPs)

safe work method statements

formulas/recipes

batch sheets

temporary instructions

any similar instructions provided for the smooth running of the plant.

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
Establish range and stage of implementation of competitive systems and practices techniques in the organisation. 
Consult with relevant stakeholders on skill requirements for effective implementation of competitive systems and practices techniques used in the organisation. 
Ensure records/database of skill mix currently required by employees are maintained in accordance with procedures. 
Re-assess and monitor the skills required by employees as organisation requirements change. 
Consult with relevant stakeholders to predict any new/different skill requirements arising from changes to products, processes, equipment or work organisation. 
Ensure current records/database of skill profile of individuals are maintained. 
Consult with relevant stakeholders and monitor the application of these skills in the workplace to ensure they remain current and valid. 
Compare the actual and required skill mix for employees. 
Consult with employees and identify any mismatch between skills possessed and used and skills required. 
Identify any new skills required due to anticipated changes. 
Consult with relevant stakeholders to determine the best way to refresh existing skills/develop new skills. 
Develop individual skill development programs. 
Ensure skill development arrangements are implemented in accordance with procedures. 
Examine strategic directions of organisation. 
Discuss possible future directions with relevant stakeholders. 
Determine possible long-term future skill requirements in consultation with relevant stakeholders. 
Develop plan to ensure skills are developed in advance of when they are required. 

Forms

Assessment Cover Sheet

MSS405012 - Manage workplace learning
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

Signature:

Date:

Assessment Record Sheet

MSS405012 - Manage workplace learning

Student name:

Student ID:

Assessment task 1: [title] Result: Competent Not yet competent

(add lines for each task)

Feedback to student:

 

 

 

 

 

 

 

 

Overall assessment result: Competent Not yet competent

Assessor name:

Signature:

Date:

Student signature:

Date: