This unit applies to individuals working in a managerial role who direct the work of others. They may work in any industry context and with teams of variable sizes.

The unit applies to the management of Australian staff who are expatriated to work in overseas offices.

ELEMENT

PERFORMANCE CRITERIA

1. Plan for offshore work

1.1. Review type of work to be conducted offshore and record roles, tasks and responsibilities of team members

1.2. Research cultural, linguistic and regulatory differences of offshore work site

1.3. Evaluate Australian and host country taxation law as it affects offshore work

1.4. Review and select options for employment contracts and remuneration arrangements

1.5. Develop selection procedures ensuring employee adaptability

1.6. Create team and individual work plans and timeframes

1.7. Ensure that necessary work permits, visas and immunisations are obtained and that travel and accommodation arrangements are made

1.8. Plan for required technology and equipment for offshore team

2. Support expatriate staff to achieve goals

2.1. Arrange for the provision of cultural awareness training and orientation to new work site and living situation

2.2. Provide relevant organisational information and clarify performance expectations

2.3. Establish clear procedures for open and honest communication

2.4. Manage team dynamics and support team performance

2.5. Review individual and group performance and provide development opportunities

2.6. Assist in the management of conflict and address disputes and grievances

2.7. Recognise and reward contributions of team members

3. Arrange and evaluate repatriation

3.1. Support staff to plan for repatriation

3.2. Assign work roles and responsibilities to returning staff

3.3. Provide mentoring through transition following return to Australia

3.4. Evaluate effectiveness of management strategies and support for expatriated staff

Required skills

communication skills to:

clarify performance expectations

debrief and mentor repatriated staff

liaise effectively, establish expectations and address differences between staff in other locations

provide cultural information

initiative and enterprise skills to deal with new situations and challenges that emerge with staff in other countries

learning skills to contribute to learning within the organisation so that staff can effectively operate offshore

literacy skills to:

evaluate taxation law as it affects offshore work

review and select options for employment contracts and remuneration arrangements

develop supporting documentation, such as selection procedures and work plans

oversee the completion of necessary work permits and visas

planning and organising skills to:

schedule work

make necessary arrangements for staff to relocate

Required knowledge

cross-cultural understanding and understanding of host country regulatory environment

performance management systems

range of technology for offshore communication

recruitment processes

requirements for sending staff offshore, including visa requirements

taxation law in relation to expatriate work

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.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential:

development of a:

plan for managing staff who work offshore

strategy for providing support and managing team conflict to staff working offshore

plan for repatriating staff.

Context of and specific resources for assessment

Assessment must ensure access to:

a workplace or simulated work environment

office equipment and resources

relevant organisational documentation.

Method of assessment

The following assessment methodsare appropriate for this unit:

analysis of responses to case studies and scenarios

review of a portfolio of evidence documenting research, planning and implementation of a strategy for managing staff working offshore

oral or written questioning around the management of staff working offshore

observation of presentation of reports to relevant personnel

assessment of reports.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.

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.

Roles, tasks and responsibilities may involve:

accountabilities

goals and targets

key performance indicators

performance targets or measures

quality standards

reporting lines

task lists.

Employee adaptability may include:

family circumstances

intercultural sensitivity

language and communication skills

psychopathology

religious beliefs, values and attitudes.

Technology may include:

computers

digital conferencing systems and software

internet

telecommunications devices.

Organisational information may include:

organisational chart

annual reports

requirement for protection of intellectual property and trade secrets.

Unit sector

Management and leadership - management

This unit contains employability skills.