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Evidence Guide: MSS405046 - Manage workplace learning

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!

From the Wiki University

 

MSS405046 - Manage workplace learning

What evidence can you provide to prove your understanding of each of the following citeria?

Determine and monitor skill requirements

  1. Confirm organisation’s values, goals and strategies for competitive systems and practices with input from relevant personnel
  2. Establish which competitive systems and practices are being used and/or being planned within organisation and their stage of implementation
  3. Consult with operational employees, other stakeholders and, as needed, specialists, to determine skills and knowledge required to implement organisation’s competitive systems and practices
  4. Map skills and knowledge requirements to existing job roles and identify areas where changes to job roles may be needed
  5. Liaise with relevant personnel to determine action on areas of potential change to job roles
  6. Establish or improve record keeping processes to provide clear and current information on required and current skills for organisation and for employees
  7. Regularly consult with operational employees, other stakeholders and, as needed, specialists, to identify changes in skill requirements
Confirm organisation’s values, goals and strategies for competitive systems and practices with input from relevant personnel

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Establish which competitive systems and practices are being used and/or being planned within organisation and their stage of implementation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult with operational employees, other stakeholders and, as needed, specialists, to determine skills and knowledge required to implement organisation’s competitive systems and practices

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Map skills and knowledge requirements to existing job roles and identify areas where changes to job roles may be needed

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Liaise with relevant personnel to determine action on areas of potential change to job roles

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Establish or improve record keeping processes to provide clear and current information on required and current skills for organisation and for employees

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Regularly consult with operational employees, other stakeholders and, as needed, specialists, to identify changes in skill requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Determine employee development needs

  1. Oversee application of record keeping processes and take action to maintain current employee skills records
  2. Consult with operational employees and other stakeholders to identify where employee skills are not current and/or valid
  3. Determine organisation’s values that can be supported by development activities
  4. Source feedback and/or other information on application of identified values to determine where development is needed
  5. Compare required and current employee skills and document skills gaps
Oversee application of record keeping processes and take action to maintain current employee skills records

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult with operational employees and other stakeholders to identify where employee skills are not current and/or valid

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Determine organisation’s values that can be supported by development activities

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Source feedback and/or other information on application of identified values to determine where development is needed

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Compare required and current employee skills and document skills gaps

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage development activities

  1. Review identified development needs to determine a basic structure for development activities
  2. Liaise with relevant personnel and, as needed, specialists, to confirm or amend structure of development activities
  3. Obtain any approvals for budget, content, scheduling and other logistics for development activities
  4. Identify suitably qualified people to provide preferred development methods and liaise with them to define specific activities and/or programs and related performance indicators
  5. Plan and coordinate delivery of activities and/or programs in accordance with procedures and approvals
  6. Review activities and outcomes against performance indicators and initiate action in response to poor performance
Review identified development needs to determine a basic structure for development activities

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Liaise with relevant personnel and, as needed, specialists, to confirm or amend structure of development activities

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Obtain any approvals for budget, content, scheduling and other logistics for development activities

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify suitably qualified people to provide preferred development methods and liaise with them to define specific activities and/or programs and related performance indicators

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Plan and coordinate delivery of activities and/or programs in accordance with procedures and approvals

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review activities and outcomes against performance indicators and initiate action in response to poor performance

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Forecast future skill needs

  1. Review documentation and consult with relevant managers to confirm strategic directions and imminent and longer term changes for organisation
  2. Consult with operational and technical personnel to determine likely impact of changes on skill needs for short and long term
  3. Determine changes in skill needs that will require new development activities and those that can be built into to existing activities
  4. Document expected future skill needs and plans for implementing ongoing skill development to meet future needs
Review documentation and consult with relevant managers to confirm strategic directions and imminent and longer term changes for organisation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult with operational and technical personnel to determine likely impact of changes on skill needs for short and long term

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Determine changes in skill needs that will require new development activities and those that can be built into to existing activities

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Document expected future skill needs and plans for implementing ongoing skill development to meet future needs

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Capture learnings from daily activities

  1. Review information from operational activities to identify potential learnings
  2. Facilitate and guide communications with operational and technical personnel to determine details of learnings and expected benefits
  3. Manage development of content and dissemination mechanisms appropriate to learnings, audience and future access needs
  4. Consult with operational employees, other stakeholders and, as needed, specialists to confirm or amend content and dissemination mechanisms
  5. Take or initiate action to disseminate and integrate learnings into operations
Review information from operational activities to identify potential learnings

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Facilitate and guide communications with operational and technical personnel to determine details of learnings and expected benefits

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage development of content and dissemination mechanisms appropriate to learnings, audience and future access needs

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult with operational employees, other stakeholders and, as needed, specialists to confirm or amend content and dissemination mechanisms

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Take or initiate action to disseminate and integrate learnings into operations

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Required Skills and Knowledge