Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners
TLIP4002 Mapping and Delivery Guide
Facilitate and capitalise on change in the workplace
Version 1.0
Issue Date: June 2024
Qualification | - |
Unit of Competency | TLIP4002 - Facilitate and capitalise on change in the workplace |
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Description | |||
Employability Skills | |||
Learning Outcomes and Application | This unit involves the skills and knowledge required to facilitate and capitalise on change within the workplace.It includes participating in planning for the introduction of change, developing creative and flexible approaches to solutions to change-related problems, and managing emerging challenges and opportunities in the workplace. Work is performed under limited or minimum supervision with general guidance on progress and outcomes. It involves discretion and judgement for self and others in facilitating and capitalising on change and innovation in the workplace.Work involves responsibility for facilitating change in the workplace and leading others individually or in teams.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. As a minimum, assessors must satisfy applicable regulatory requirements, which include requirements in the Standards for Registered Training Organisations current at the time of assessment. As a minimum, assessment must satisfy applicable regulatory requirements, which include requirements in the Standards for Registered Training Organisations current at the time of assessment. Assessment must occur in workplace operational situations where it is appropriate to do so; where this is not appropriate, assessment must occur in simulated workplace operational situations that replicate workplace conditions. 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. Resources for assessment include: a range of relevant exercises, case studies and/or simulations relevant and appropriate materials, tools, equipment and personal protective equipment currently used in industry applicable documentation including workplace procedures, regulations, codes of practice and operation manuals. |
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Prerequisites/co-requisites | |||
Competency Field | P – Administration and Finance |
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 | |
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Elements of Competency | Performance Criteria | |||||||
Element: Participate in planning the introduction of change | ||||||||
Element: Opportunities are taken to respond to the changing needs of customers and the organisation | ||||||||
Element: Effective contributions are made to the organisation’s planning processes to introduce change | ||||||||
Element: Plans to introduce change are made in consultation with relevant individuals/groups | ||||||||
Element: Organisation objectives and plans to introduce change are explained clearly to individuals/teams | ||||||||
Element: Develop creative and flexible approaches to solutions | ||||||||
Element: Alternative approaches to managing workplace issues and problems are identified and analysed | ||||||||
Element: Risks are assessed and action is taken to achieve a recognised benefit or advantage to the organisation | ||||||||
Element: Workplace is managed in a way that promotes the development of innovative approaches and outcomes | ||||||||
Element: Creative and responsive approaches to resource management are initiated to improve productivity and/or reduces costs in a competitive environment | ||||||||
Element: Manage emerging challenges and opportunities | ||||||||
Element: Individuals/teams are encouraged and supported to respond effectively and efficiently to changes in organisation goals, plans and priorities | ||||||||
Element: Coaching and mentoring are used to assist individuals/teams to develop competencies to handle change efficiently and effectively | ||||||||
Element: Individuals/teams are kept informed of progress in the implementation of change | ||||||||
Element: Recommendations for improving the methods/techniques to manage change are negotiated with designated persons/groups |