• This is the second (2) unit of assessment task student has to successfully… 1 answer below »

• This is the second (2) unit of assessment task student has to successfully…
1 answer below » Unit Assessment Task (UAT) 2 – Unit Skills Test (UST) Unit Pre-Assessment Checklist (UPAC) Assessment type: · Unit Skills Test Assessment task description: This is the second (2) unit of assessment task student has to successfully complete to be deemed competent in this unit of competency. Student must respond correctly to all the question and submit them to the Trainer/Assessor. Student must answer all questions to the required level, e.g. provide the number of points, to be deemed satisfactory in this task. Trainer/Assessor is required to provide the feedback within two weeks and notify students when results are available Applicable conditions: · All knowledge tests are untimed and are conducted as open book tests (this means a student can refer to textbooks during the test). · A student must read and respond to all questions. · A student may handwrite/use computers to answer the questions. · A student must complete the task independently. · No marks or grades are allocated for this assessment task. The outcome of the task will be Satisfactory or Not Satisfactory. · The Trainer/Assessor must assess a student’s written skills and knowledge as the student completes this assessment task. · The Trainer/Assessor may ask a student relevant questions on this assessment task to ensure that this is the student’s own work. Resubmissions and reattempts: · Where a student’s answers are deemed not satisfactory after the first attempt, a re-submission attempt will be allowed. · A student may speak to their Trainer/Assessor if the student is having any difficulty in completing this task and requires reasonable adjustments (e.g. can be given as an oral assessment) · For more information, please refer to Kent Student Handbook (VET) via Kent Website Link (MyKent Student Link> Student Policies and Forms > DOC– Kent Student Handbook (VET) – Student Login Required) Location: · This assessment task may be completed in a classroom, on the Kent Learning Management System (i.e. Moodle), workplace, or independent learning environment. · The Trainer/Assessor will provide a student with further information regarding the location for completing this assessment task. Instructions for answering written questions: · A student must complete a written assessment consisting of a series of questions. · It is expected that students will correctly answer all the questions. · Answers must demonstrate an understanding and application of relevant concepts, critical thinking, and good writing skills. A student must be concise and to the point and write answers according to the given word-limit to each question and do not provide irrelevant information. A student must not use non-discriminatory language. The language used should not devalue, demean, or exclude individuals or groups on the basis of attributes such as gender, disability, culture, race, religion, sexual preference or age. Gender inclusive language should be used. The Trainer/Assessor should not accept answers copied directly from texts without acknowledgement of the text. How trainer/assessor will assess the work? · This assessment task requires the student to answer all the questions. · Answers must demonstrate the student’s understanding and knowledge of the unit. · If all assessment tasks are deemed Satisfactory (S), then the unit outcome is Competent (C). · If at least one of the assessment tasks is deemed Not Satisfactory (NS), then the unit outcome is Not Yet Competent (NYC). · Once all assessment tasks allocated to this Unit of Competency have been undertaken, the Trainer/Assessor will complete an ‘Assessment Plan’ to record the unit outcome. The outcome will be either Competent (C) or Not Yet Competent (NYC). The ‘Assessment Plan’ is available with the Unit Assessment Pack (UAP) – Coversheet. Purpose of the assessment The purpose of this assessment task is to assess the students’ knowledge essential to apply marketing communication across a convergent industry and knowledge about the following: · Knowledge to identify relationship between traditional siloed sectors to client requirements and identify the integration points by establishing customer role within convergent environment. · Knowledge to unify messages in integrated offering. · Knowledge to identify the impact of relevant legislation, regulations and policies within the convergent environment. · Knowledge to identify and evaluate tools and techniques from traditional sectors and creating convergent tools and techniques for customer-centric divergent media environment. · Knowledge to review the value of tools and techniques and use appropriate marketing communication solutions to meet client requirements. · Knowledge to use sector and technology specific experts, establish channels to respond quickly to customers and maintain business networks relevant to marketing communication convergence. · Knowledge to read, collect, review, interpret/understand and analyse/review text-based business information from a range/number of sources. · Written knowledge to organise and deliver information effectively in applying marketing communication across a convergent industry to a range of stakeholders/interested people. · Knowledge to interact/cooperate with others using appropriate conventions/systems when communicating and consulting/discussing with stakeholders/interested parties. · Knowledge to analyse relevant/appropriate information to identify scope/range of work, goals and objectives and to evaluate/review options/other choices. · Knowledge to use familiar/known digital technology to access/get to information, document findings/results and communicate them to stakeholders. Assessment Task 2 – Unit Skills Test (UST) Instructions: · This is an individual assessment. · The purpose of this assessment task is to assess the students’ knowledge essential to apply marketing communication across a convergent industry in a range of contexts and industry settings. · To make full and satisfactory responses a student should consult a range of learning resources, other information such as handouts and textbooks, learners’ resources and slides. · All questions must be answered in order to gain competency for this assessment. · A student may attach a separate sheet if required. · A student must include the following particulars in the footer section of each page of the attached sheets: o Student ID or Student Name o Unit ID or Unit Code o Course ID or Course Code o Trainer and assessor name o Page numbers · A student must staple the loose sheets together along with the cover page. · A student must attach the loose sheets chronologically as per the page numbers. · Correction fluid and tape are not permitted. Please do any corrections by striking through the incorrect words with one or two lines and rewriting the correct words. Resources required to complete the assessment task: · Computer · Internet · MS Word · Printer or e-printer · Adobe acrobat/reader · Kent Learning Management System (Moodle) Assessment Task 2 Unit Skills Test (UST) Task summary This assessment task requires you, in the role of Human Resources Manager of Boutique Build Australia to develop an organisation development plan. You will also be required to and develop a communication/education plan for the upcoming 12 months. Required · Computer and Microsoft Office · Access to the internet for research · Organisation Development Plan Template · Communication and Education Plan Template. Submit · Prepare a draft of your organisational development plan · Prepare Email with draft organisational development plan · Prepare revised draft organisational development plan · Prepare Email with revised draft organisational development plan Case Study: Develop organisation development plan Carefully read the following: Boutique Build Australia was established in 2013 and is a boutique building company based in Sydney that specialises in the design and build of high quality designer homes for the Sydney metropolitan and surrounding areas. The company has been operational for three years and employs approximately 50 staff including the CEO, Operations Manager, Human Resources Manager, Human Resources Officer, Marketing and Sales Manager, Customer Service Team Leaders (2), Customer Service Officers (6), Site Managers (3) and a large team of tradespersons some of whom are employed and some of who are contractors. The company is in a period of expansion and is about to expand into the Brisbane and Sunshine Coast area, as well as the environmentally friendly build market. One of the company’s strategic objectives as documented in its Strategic Plan is to attract, engage and develop the best staff. As the company is in a period of growth, this objective is also considered to be of key importance not only in relation to the existing workforce, but for new staff that need to be recruited. However, there are a number of factors currently impacting on the operations of the company that have been identified that may impact on the ability of the company to achieve its objective in regard to staffing as follows: Development of leadership capability Strong, competent operational leadership is a critical element in any success the company might achieve in relation to delivering on its overall strategic purpose and achieving its vision. The company has had difficulty in attracting suitable candidates to operational positions from outside sources. In the short to medium term, it is felt that this means that a priority must be given to the growth of leaders from within the workforce of the company. Highly competitive employment market The demand for construction workers means that the employment market is very competitive. This presents a problem for the company in that workers have a greater range of choice of employers. This needs to be addressed in order to attract workers to the company. Gender balance Like many building companies, the company is perceived from the outside as male dominated. This perception causes particular difficulties in attracting large pools of high calibre female applicants. Strategies for the positive portrayal of the organisation in relation to female employment need to be developed. Skilled Labour Shortages Australia is unable to produce enough skilled or professionals who have the ability and knowledge to handle the job. Almost one third of construction related occupations are in shortage, including bricklayers, stonemasons, solid plasterers, roof tillers and wall and floor tillers. Level of education in the workforce The level of education and age of the workforce continues to be a major concern for the Construction Industry. The exodus of skilled employees reaching the end of their working life compared to the lower numbers entering the Industry via the apprenticeship training system is also of major concern. In response to the above, the CEO has tasked you in the role of the Human Resources Manager to develop an organisation development plan to be implemented over the next 12 months to ensure current capability of the company, as well as build future capability. Complete the following activities: 1. Develop a first draft of an organisation development plan. Review the strategic plan and the scenario information to identify the organisation development needs and objectives. Identify at least two sources of information on Australian Construction industry workforce and identify key trends and challenges for the construction industry workforce. Make notes for use at a meeting with the CEO. Research best practice change management issues and strategies in preparation for preparing a communication/education plan to inform/consult with existing staff about the organisation development plan and associated activities. Use the Organisation Development Plan Template to structure your document. (Write your answers in 400 words) Operational Objectives The following table identifies the operational objectives we plan to achieve in pursuit of our strategic objectives. Date Priorities Key performance indicator 2017 2018 Project scope The quality of our staff and leaders is critical to how effective and successful we are. We also want people to see that working for our organisation will be an admired and competitive career choice. The organisation development plan thus outlines actions that enable Boutique Build Australia to meet our staffing objectives. Context Trends Development of leadership capability Strong, competent operational leadership is a critical element in any success the company might achieve in relation to delivering on its overall strategic purpose and achieving its vision. The company has had difficulty in attracting suitable candidates to operational positions from outside sources. In the short to medium term, it is felt that this means that a priority must be given to the growth of leaders from within the workforce of the company. Highly competitive employment market The demand for construction workers means that the employment market is very competitive. This presents a problem for the company in that workers have a greater range of choice of employers. This needs to be addressed in order to attract workers to the company. Gender balance Like many building companies, the company is perceived from the outside as male dominated. This perception causes particular difficulties in attracting large pools of high calibre female applicants. Strategies for the positive portrayal of the organisation in relation to female employment need to be developed. Skilled Labour Shortages Australia is unable to produce enough skilled or professionals who have the ability and knowledge to handle the job. Almost one third of construction related occupations are in shortage, including bricklayers, stonemasons, solid plasterers, roof tillers and wall and floor tillers. Level of education in the workforce The level of education and age of the workforce continues to be a major concern for the Construction Industry. The exodus of skilled employees reaching the end of their working life compared to the lower numbers entering the Industry via the apprenticeship training system is also of major concern. In response to the above, the CEO has tasked you in the role of the Human Resources Manager to develop an organisation development plan to be implemented over the next 12 months to ensure current capability of the company, as well as build future capability. A. Marketing and recruitment Include at least 3 development areas. Give a clear goal for each Actions Responsibility Performance Indicators Target date B. Management and leadership training Actions Responsibility Performance Indicators Target date C. Employee engagement Actions Responsibility Performance Indicators Target date D. Retention Actions Responsibility Performance Indicators Target date 2. Send an email to your assessor. The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. It should summarise the contents of the attachment and request a time and date for a meeting. Attach your draft organisation development plan to the email. Your assessor will respond with a date and time for the meeting. (Write your answers in 300 words) A. Marketing and recruitment Include at least 3 development areas. Give a clear goal for each Actions Responsibility Performance Indicators Target date B. Management and leadership training Actions Responsibility Performance Indicators Target date C. Employee engagement Actions Responsibility Performance Indicators Target date D. Retention Actions Responsibility Performance Indicators Target date 3. Meet with the CEO (your assessor). At the meeting, you will discuss your findings and the first draft of your organisation development plan. At the meeting, the CEO will also share their views on the organisational culture at Boutique Build Australia and readiness to embrace organisational development activities. You will need to take this into account in developing the change management plan. During the meeting, you are required to demonstrate effective interpersonal and communication skills including: · Speaking clearly and concisely · Using effective non-verbal communication skills to encourage audience interest · Responding to questions · Asking questions to seek feedback · Use of active listening techniques to confirm and clarify understanding. (Write your answers in 300 words) Meeting notes (with the CEO) Date: 20/11/2021 Venue: Build Boutique Time: 10am-12am Topics discussed/Points Agreed: · Agreed objectives and strategies for development To be well led, high performing, profitable and accountable Ensure that all financial operations, performance indicators and results support the strategic policies Identify new and expand existing sources of revenue Achieve profits of at least 10% per annum. Build high quality residences to meet customer needs and aspirations Increase sales of homes in current Sydney market by 10% per annum over the next three years. Establish a presence in Queensland and build at least 100 new homes in Brisbane and the Sunshine Coast during the period of the Strategic Plan. Research and plan for the launch of new innovative, environmentally friendly homes Continue building deeper customer relationships Customer-centred practice, with a focus on meeting their total needs for a high quality home Strengthen the skills of our people, to better support customers Drive innovation to better meet customer demands Attract, engage and develop the best staff Continuing the drive to a customer centred, high performance workforce and culture Strengthening the skills of our people, to better support customer needs Empowering innovation and responsiveness to change Continuing to enhance the diversity of our workforce. · Management techniques required to achieve the workplace culture outcomes identified – Culture management aligned with committed leadership. It means the manager must be passionated about establishing a strong culture, and actively engaged in enacting the cultural shift – A tactical ad practical approach: training or rewarding system for employees. – Meetings as a platform for culture management – Leveraging cultural champions for better results · Implementation plan A. Marketing and recruitment Include at least 3 development areas. Give a clear goal for each Actions Responsibility Performance Indicators Target date B. Management and leadership training Actions Responsibility Performance Indicators Target date C. Employee engagement Actions Responsibility Performance Indicators Target date D. Retention Actions Responsibility Performance Indicators Target date 4. Finalise the organisation development plan. Ensure that you incorporate your assessor’s feedback into this draft of the plan. Rename the document to ensure that it is clear that this is your final draft. (Write your answers in 250 words) Boutique Build Australia Organisation development plan Introduction Established in 2013, Boutique Build Australia is a building company specialising in the design and building of high quality designer homes for the Sydney metropolitan and surrounding areas. Our vision – to be the best home builder in Australia – drives everything we do, from the friendly greeting we give to customers at our display centre, to our supplier relationships and to our employees’ professional development. Vision To be the best quality home builder in Australia. Our values are: The core values underpinning our activities are: Quality Innovation Leadership Respect Honesty and Reliability Strategic Priorities Key strategies: To be well led, high performing, profitable and accountable Ensure that all financial operations, performance indicators and results support the strategic policies Identify new and expand existing sources of revenue Achieve profits of at least 10% per annum. Build high quality residences to meet customer needs and aspirations Increase sales of homes in current Sydney market by 10% per annum over the next three years. Establish a presence in Queensland and build at least 100 new homes in Brisbane and the Sunshine Coast during the period of the Strategic Plan. Research and plan for the launch of new innovative, environmentally friendly homes Continue building deeper customer relationships Customer-centred practice, with a focus on meeting their total needs for a high quality home Strengthen the skills of our people, to better support customers Drive innovation to better meet customer demands Attract, engage and develop the best staff Continuing the drive to a customer centred, high performance workforce and culture Strengthening the skills of our people, to better support customer needs Empowering innovation and responsiveness to change Continuing to enhance the diversity of our workforce. Operational Objectives The following table identifies the operational objectives we plan to achieve in pursuit of our strategic objectives. Date Priorities Key performance indicator 2017 2018 Project scope The quality of our staff and leaders is critical to how effective and successful we are. We also want people to see that working for our organisation will be an admired and competitive career choice. The organisation development plan thus outlines actions that enable Boutique Build Australia to meet our staffing objectives. Context Trends Development of leadership capability Strong, competent operational leadership is a critical element in any success the company might achieve in relation to delivering on its overall strategic purpose and achieving its vision. The company has had difficulty in attracting suitable candidates to operational positions from outside sources. In the short to medium term, it is felt that this means that a priority must be given to the growth of leaders from within the workforce of the company. Highly competitive employment market The demand for construction workers means that the employment market is very competitive. This presents a problem for the company in that workers have a greater range of choice of employers. This needs to be addressed in order to attract workers to the company. Gender balance Like many building companies, the company is perceived from the outside as male dominated. This perception causes particular difficulties in attracting large pools of high calibre female applicants. Strategies for the positive portrayal of the organisation in relation to female employment need to be developed. Skilled Labour Shortages Australia is unable to produce enough skilled or professionals who have the ability and knowledge to handle the job. Almost one third of construction related occupations are in shortage, including bricklayers, stonemasons, solid plasterers, roof tillers and wall and floor tillers. Level of education in the workforce The level of education and age of the workforce continues to be a major concern for the Construction Industry. The exodus of skilled employees reaching the end of their working life compared to the lower numbers entering the Industry via the apprenticeship training system is also of major concern. In response to the above, the CEO has tasked you in the role of the Human Resources Manager to develop an organisation development plan to be implemented over the next 12 months to ensure current capability of the company, as well as build future capability. A. Marketing and recruitment Include at least 3 development areas. Give a clear goal for each Actions Responsibility Performance Indicators Target date B. Management and leadership training Actions Responsibility Performance Indicators Target date C. Employee engagement Actions Responsibility Performance Indicators Target date D. Retention Actions Responsibility Performance Indicators Target date 5. Develop a communication and education plan. Use the Communication and Education Plan Template to structure this document. This plan should incorporate best practice change management techniques to maximise support for the organisation development activities. (Write your answers in 350 words) Audience Key message Delivery method Date/duration of session (if applicable) Location 6. Send an email to the CEO (your assessor). The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. It should summarise the topics discussed at the meeting, and the contents of the attachments. Attach your organisation development plan and your communication and education plan to the email. (Write your answers in 300 words) Students Appendix Communication and education plan Organisation Development Plan Template Boutique Build Plan Assessment Task 2 – Unit Skills Test (UST) Performance criteria checklist for unit assessment task: 2 Trainer/ Assessor to complete Assessment activities to be completed Develop organisation development plan Resources required for the unit assessment task Unit assessment guide template Case study Internet access Does the candidate meet the following criteria Yes No Trainer/Assessor Comments Analyse strategic plans to determine organisation development needs and objectives Consult with relevant groups and individuals to profile the organisation’s culture and readiness for organisational development Determine who will take key roles in the organisational development process and confirm their commitment Collect and analyse data on areas of the business experiencing problems or that need realignment Determine and agree on objectives and strategies for organisational development Consider change management techniques required to achieve the workplace culture outcomes and build them into the organisation development plan Develop communication/education plans to achieve communication objectives in relation to the desired work environment and desired approach to problem-solving and developmental activities The student’s performance was: Not yet Satisfactory Satisfactory Feedback to student: Student signature Chuluuntsetseg Observer signature Nazrul Unit Assessment Result Sheet (UARS) Assessment Task 2 – Unit Skills Test (UST) Student and Trainer/ Assessor Details Unit code BSBMGT615 Unit name Contribute to Organisation Development Outcome of Unit Assessment Task (UAT) First attempt: Outcome (please make sure to tick the correct checkbox): Satisfactory (S) ? or Not Satisfactory (NS) ? Date: __19___(day)/ _Nov___(month)/ ___2021____(year) Second attempt: Outcome (please make sure to tick the correct checkbox): Satisfactory (S) ? or Not Satisfactory (NS) ? Date: _______(day)/ _______(month)/ ____________(year) Feedback to Student First attempt: Second attempt: Student Declaration I declare that the answers I have provided are my own work. Where I have accessed information from other sources, I have provided references and or links to my sources. I have kept a copy of all relevant notes and reference material that I used as part of my submission. I have provided references for all sources where the information is not my own. I understand the consequences of falsifying documentation and plagiarism. I understand how the assessment is structured. I accept that all work I submit must be verifiable as my own. I understand that if I disagree with the assessment outcome, I can appeal the assessment process, and either re-submit additional evidence undertake gap training and or have my submission re-assessed. All appeal options have been explained to me. Student Signature Chuluuntsetseg Date 19/Nov/2021 Trainer/Assessor Name Md Nazrul Islam Trainer/Assessor Declaration I hold: þ Vocational competencies at least to the level being delivered þ Current relevant industry skills þ Current knowledge and skills in VET, and undertake þ Ongoing professional development in VET I declare that I have conducted an assessment of this candidate’s submission. The assessment tasks were deemed current, sufficient, valid and reliable. I declare that I have conducted a fair, valid, reliable, and flexible assessment. I have provided feedback to the above-named candidate. Trainer/Assessor Signature Nazrul Date Office Use Only Outcome of Assessment has been entered onto the Student Management System on _________________ (insert date) by (insert Name) __________________________________ Unit Assessment Task (UAT) 3 – Unit Project (UP) Unit Pre-Assessment Checklist (UPAC) Assessment type: · Unit Projects Assessment task description: This is the third (3) unit of assessment task student has to successfully complete to be deemed competent in this unit of competency. Student must respond correctly to all the question and submit them to the Trainer/Assessor. Student must answer all questions to the required level, e.g. provide the number of points, to be deemed satisfactory in this task. Trainer/Assessor is required to provide the feedback within two weeks and notify students when results are available Applicable conditions: · All knowledge tests are untimed and are conducted as open book tests (this means a student can refer to textbooks during the test). · A student must read and respond to all questions. · A student may handwrite/use computers to answer the questions. · A student must complete the task independently. · No marks or grades are allocated for this assessment task. The outcome of the task will be Satisfactory or Not Satisfactory. · The Trainer/Assessor must assess a student’s written skills and knowledge as the student completes this assessment task. · The Trainer/Assessor may ask a student relevant questions on this assessment task to ensure that this is the student’s own work. Resubmissions and reattempts: · Where a student’s answers are deemed not satisfactory after the first attempt, a re-submission attempt will be allowed. · A student may speak to their Trainer/Assessor if the student is having any difficulty in completing this task and requires reasonable adjustments (e.g. can be given as an oral assessment) · For more information, please refer to Kent Student Handbook (VET) via Kent Website Link (MyKent Student Link> Student Policies and Forms > DOC– Kent Student Handbook (VET) – Student Login Required) Location: · This assessment task may be completed in a classroom, on the Kent Learning Management System (i.e. Moodle), workplace, or independent learning environment. · The Trainer/Assessor will provide a student with further information regarding the location for completing this assessment task. Instructions for answering written questions: · A student must complete a written assessment consisting of a series of questions. · It is expected that students will correctly answer all the questions. · Answers must demonstrate an understanding and application of relevant concepts, critical thinking, and good writing skills. A student must be concise and to the point and write answers according to the given word-limit to each question and do not provide irrelevant information. A student must not use non-discriminatory language. The language used should not devalue, demean, or exclude individuals or groups on the basis of attributes such as gender, disability, culture, race, religion, sexual preference or age. Gender inclusive language should be used. The Trainer/Assessor should not accept answers copied directly from texts without acknowledgement of the text. How trainer/assessor will assess the work? · This assessment task requires the student to answer all the questions. · Answers must demonstrate the student’s understanding and knowledge of the unit. · If all assessment tasks are deemed Satisfactory (S), then the unit outcome is Competent (C). · If at least one of the assessment tasks is deemed Not Satisfactory (NS), then the unit outcome is Not Yet Competent (NYC). · Once all assessment tasks allocated to this Unit of Competency have been undertaken, the Trainer/Assessor will complete an ‘Assessment Plan’ to record the unit outcome. The outcome will be either Competent (C) or Not Yet Competent (NYC). The ‘Assessment Plan’ is available with the Unit Assessment Pack (UAP) – Coversheet. Purpose of the assessment The purpose of this assessment task is to assess the students’ knowledge essential to apply marketing communication across a convergent industry and knowledge about the following: · Knowledge to identify relationship between traditional siloed sectors to client requirements and identify the integration points by establishing customer role within convergent environment. · Knowledge to unify messages in integrated offering. · Knowledge to identify the impact of relevant legislation, regulations and policies within the convergent environment. · Knowledge to identify and evaluate tools and techniques from traditional sectors and creating convergent tools and techniques for customer-centric divergent media environment. · Knowledge to review the value of tools and techniques and use appropriate marketing communication solutions to meet client requirements. · Knowledge to use sector and technology specific experts, establish channels to respond quickly to customers and maintain business networks relevant to marketing communication convergence. · Knowledge to read, collect, review, interpret/understand and analyse/review text-based business information from a range/number of sources. · Written knowledge to organise and deliver information effectively in applying marketing communication across a convergent industry to a range of stakeholders/interested people. · Knowledge to interact/cooperate with others using appropriate conventions/systems when communicating and consulting/discussing with stakeholders/interested parties. · Knowledge to analyse relevant/appropriate information to identify scope/range of work, goals and objectives and to evaluate/review options/other choices. · Knowledge to use familiar/known digital technology to access/get to information, document findings/results and communicate them to stakeholders. Assessment Task 3 – Unit Project (UP) Instructions: · This is an individual assessment. · The purpose of this assessment task is to assess the students’ knowledge essential to apply marketing communication across a convergent industry in a range of contexts and industry settings. · To make full and satisfactory responses a student should consult a range of learning resources, other information such as handouts and textbooks, learners’ resources and slides. · All questions must be answered in order to gain competency for this assessment. · A student may attach a separate sheet if required. · A student must include the following particulars in the footer section of each page of the attached sheets: o Student ID or Student Name o Unit ID or Unit Code o Course ID or Course Code o Trainer and assessor name o Page numbers · A student must staple the loose sheets together along with the cover page. · A student must attach the loose sheets chronologically as per the page numbers. · Correction fluid and tape are not permitted. Please do any corrections by striking through the incorrect words with one or two lines and rewriting the correct words. Resources required to complete the assessment task: · Computer · Internet · MS Word · Printer or e-printer · Adobe acrobat/reader · Kent Learning Management System (Moodle) Assessment Task 3, Unit Project (UP) Projects: Part-A: Task summary This assessment task requires you, in the role of Human Resources Manager of Boutique Build Australia, to implement organisation development plan activities. This will require you to develop a draft leadership development framework to present to a staff meeting. At the meeting, you will also be required to manage resistance to the planned program, as well as brainstorm alternative approaches to leadership development. Required · Computer and Microsoft Office · Access to the internet for research · Leadership Development Template · Boutique Build Strategic Plan · Space for a staff meeting with a projector and screen for the presentation. Deliver Presentation and participate on staff meeting Submit · Email to your assessor with your PowerPoint presentation attached. · Email to your assessor outlining additional approaches to developing leadership skills Scenario-1: Implementation project Assume that an organisation development activity included in the organisation development plan is to implement a leadership development framework for Boutique Build Australia staff. It should promote leadership behaviours across all staff, irrespective of their experience and regardless of whether they are in a leadership role or of their career stage. The leadership development framework is and outline of behaviours that are required to become an engaging leader within the company. The way that the leadership development framework works is that employees are asked to complete a series of reflective question to encourage thinking around intentions and motivations and where behaviours are analysed and evaluated to modify future behaviours. Once completed a personalised leadership development action plan can be developed to assist in achieving leadership skills. 1. Write a Leadership Development Plan Research the range of methods an organisation can use to develop leadership skills in managers. At least one of the methods you should research is use of leadership development frameworks. Familiarise yourself with their purpose and application. Make notes on the methods of developing leadership skills you have developed, including use of leadership frameworks. Note that you will also use the research on the range of leadership development methods for brainstorming alternative ways of developing leadership skills in an organisation. Based on the organisation values as identified in the Strategic Plan and construction workforce trends and challenges, identify at least four key behaviours that would be expected of managers at Boutique Build Australia and develop a leadership framework based on these key behaviours. Use the Leadership Development Framework Template provided to develop your framework. The leadership development action plan is included within the framework. (Write your answers in 350 words) Boutique Build Australia Leadership Behaviour: – Active listening – Support and encourage the development of employees – Coaching – Build the trusts and good relationship with the employees and other managers Essential behaviours: · What are essential behaviours for the leaders? · What are the benefits of these essential behaviours? · How can the leaders can build these essential behaviours? Proficient behaviours Include at least 3 reflective questions describe what would constitute proficient behaviours · What are proficient behaviours for the leaders? · What are the benefits of these proficient behaviours? · How can the leaders can build these essential behaviours? Exemplary behaviours · What are exemplary behaviours for the leaders? · What are the benefits of these exemplary behaviours? · How can the leaders can build these exemplary behaviours? Leadership development action plan Leadership area Goal Activity Support needed How to measure success Timeline 2. Develop a PowerPoint presentation. When you have completed the leadership development framework, develop a PowerPoint presentation to explain the framework to your team at a meeting. The presentation you develop should clearly explain the purpose of the framework, and guide staff members though the use of the framework and completion of the leadership development plan. · The PowerPoint slides must be written in clear and concise English and use visual such as images, charts or tables. · The PowerPoint slides must clearly describe the leadership development framework. · Your presentation will be submitted to your assessor as per the instruction in 3.4 below. (Write your answers in 350 words) 3. Write a report on conflict management techniques. Prior to the meeting, research techniques for managing conflict as you will need to use these at the meeting as you expect there may be resistance to the introduction of the framework. Develop a brief report on potential conflict management strategies. Your report should be at least one page. (Write your answers in 350 words) 4. Send an email to the CEO (your assessor). The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. It should introduce and summarise the contents of the attachments, and seek their feedback and ask for the place, date and time of the meeting. · Attach the following to your email: · Leadership Development Plan · PowerPoint presentation · conflict management techniques report Your assessor will also respond to you with a proposed time and date for the team meeting. (Write your answers in 350 words) 5. Give your PowerPoint presentation at the staff meeting. Your assessor will have arranged for 2 to 3 students to attend the meeting as staff members. At the meeting, explain the leadership development framework to staff using the power points you have developed. Seek staff members input into the framework by providing the opportunity for questions. During the presentation, demonstrate effective interpersonal and communication skills including: · Use of appropriate style (formal), tone (encouraging, respectful) and vocabulary (professional, business language) for the meeting · Active listening skills · Asking questions and listening to responses to clarify understanding · Responding to questions openly and honestly · Non-verbal communication skills that encourage discussion and feedback, for example, nodding, smiling, eye contact. At the meeting, you will encounter some resistance to the introduction of the framework from the staff. You will need to use the skills you have researched to manage this conflict. After you have presented the framework and based on the resistance encountered to the leadership framework, brainstorm other ways of developing leadership skills. (Write your answers in 350 words) 6. Send an email to your assessor. Following the meeting, send an email to the CEO (your assessor) reporting on the resistance to the introduction of the leadership development framework, and outlining additional approaches to developing leadership skills discussed at the meeting. Include your recommendations on whether any of these additional approaches should be adopted. (Write your answers in 200 words) Student Appendix 1. Leadership Development Template 2. 3. Boutique Build Strategic Plan 4. Part- B: Task summary This assessment task requires you, in the role of Human Resources Manager of Boutique Build Australia, to monitor and evaluate organisation development plan activities. This will require you to seek staff input through a questionnaire about the leadership development framework, report on that feedback to staff at a meeting and report to the CEO via email. Required · Computer and Microsoft Office · Access to the internet for research · Organisation development evaluation report template Submit · Email to your assessor with your staff survey attached · Email to CEO outlining staff feedback and evaluation of organization development plan, as well as draft email to be sent to staff supporting ongoing implementation of the organisation development plan. Scenario-2: Monitoring and evaluation Carefully read the following: Assume that it is 12 months later, and the leadership development framework has been implemented. Review the following feedback: · The organisation development plan has been well received and accepted by staff. · The costs of implementing the plan have been mainly staff time and some marketing costs involved in promoting the company and its brand (approximately $5,000). · Performance appraisals show improved leadership skills across all staff based on the implementation of the leadership development framework. 1. Develop a staff survey The survey will be used to seek input from staff about the leadership development framework. The survey should begin with a statement of the survey’s purpose. Develop at least five questions for the survey. (Write your answers in 200 words) Ref Questions Rating (please tick)
4 indicates very high level of satisfaction and
1 indicate very low level of satisfaction 4 3 2 1 1 How well have managers communicated the
organisation’s mission, vision and values,
strategy, and service plans? 2 How clear is your role in achieving the
organisation’s development goals? 3 How visible and accessible are your managers? 4 To what extent is the organisation committed to
supporting and caring about its people? 5 To what extent the training programs helped you
to fulfil your responsibilities and implement
development programs 6 How well do managers respond to your ideas? 7 How effective is communication in the
organisation to achieve development objectives? 8 How well the development activities
implemented 9 To what extent are you encouraged to take
responsibility for your own development and
improvement? 10 To what extent are you involved in helping your
colleagues to improve and develop? 2. Send an email to your assessor. The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. It should summarise the contents of the attachment, and seek their approval to move forward with the project. Attach your survey to the email. Your assessor will reply to your survey, and you will need to analyse the feedback and report on this to staff members at a team meeting. (Write your answers in 200 words) 3. Meet with staff (your assessor) At the meeting, you will discuss the feedback provided and how you intend to action it. Based on the survey responses, indicate any changes that should be made to the organisation development plan. During the meeting, demonstrate effective communication skills including: · Speaking clearly and concisely · Using non-verbal communication to assist with understanding · Asking questions to identify required information · Responding to questions as required · Using active listening techniques to confirm understanding (Write your answers in 200 words) 4. Send an email to the CEO. Following the meeting, send an email to the CEO about the feedback provided and your recommendations for action and seeking support for such actions, including approval of all associated resources. In addition, provide an evaluation of the costs and benefits of the organization development plan as per the scenario information and your overall evaluation of the benefits of the organization development activities. One of your recommendations will need to be that the CEO sends an email to all staff about the importance of the organisation development plan. Include a draft of an email for approval by the CEO that can be sent to all staff. (Write your answers in 200 words) Assessment Task 3 – Unit Project (UP) Performance criteria checklist for unit assessment task: Trainer/ Assessor to complete Assessment activities to be completed Implement organisation development activities Maintain organisation development program Resources required for the unit assessment task Unit assessment guide template Access to computer and Internet Does the candidate meet the following criteria Yes No Trainer/Assessor Comments Identify and implement consultative processes to maximise participation in the organisation development process Undertake team development and training activities to develop collaborative approaches to problem-solving and development Facilitate groups to articulate problems and to propose means for resolving the problems Manage conflict between individuals and/or groups to achieve consensus or agreement Undertake interventions in accordance with the organisation development plan Brainstorm alternative proposals and negotiate and agree on outcomes Undertake surveys to identify any loss of support for organisational development programs and activities Maintain regular team meetings and individual feedback in accordance with communication plan Set out activities and interventions in the organisation development plan and maintain, evaluate and modify them as required Ensure senior management reinforces organisation development program by ongoing messages of support and appropriate resource allocation Evaluate organisation development plans in terms of costs and benefits, including opportunity costs The student’s performance was: Not yet Satisfactory Satisfactory Feedback to student: Student signature Chuluuntsetseg Observer signature Nazrul Unit Assessment Result Sheet (UARS) Assessment Task 3 – Unit Project (UP) Student and Trainer/ Assessor Details Unit code BSBMGT615 Unit name Contribute to Organisation Development Outcome of Unit Assessment Task (UAT) First attempt: Outcome (please make sure to tick the correct checkbox): Satisfactory (S) ? or Not Satisfactory (NS) ? Date: ___19__(day)/ __Nov__(month)/ ____2021____(year) Second attempt: Outcome (please make sure to tick the correct checkbox): Satisfactory (S) ? or Not Satisfactory (NS) ? Date: _______(day)/ _______(month)/ ____________(year) Feedback to Student First attempt: Second attempt: Student Declaration ? I declare that the answers I have provided are my own work. Where I have accessed information from other sources, I have provided references and or links to my sources. ? I have kept a copy of all relevant notes and reference material that I used as part of my submission. ? I have provided references for all sources where the information is not my own. I understand the consequences of falsifying documentation and plagiarism. I understand how the assessment is structured. I accept that all work I submit must be verifiable as my own. ? I understand that if I disagree with the assessment outcome, I can appeal the assessment process, and either re-submit additional evidence undertake gap training and or have my submission re-assessed. ? All appeal options have been explained to me. Student Signature Chuluuntsetseg Date 19/Nov/2021 Trainer/Assessor Name Md Nazrul Islam Trainer/Assessor Declaration I hold: þ Vocational competencies at least to the level being delivered þ Current relevant industry skills þ Current knowledge and skills in VET, and undertake þ Ongoing professional development in VET I declare that I have conducted an assessment of this candidate’s submission. The assessment tasks were deemed current, sufficient, valid and reliable. I declare that I have conducted a fair, valid, reliable, and flexible assessment. I have provided feedback to the above-named candidate. Trainer/Assessor Signature Nazrul Date 19/Nov/2021 Office Use Only Outcome of Assessment has been entered onto the Student Management System on _________________ (insert date) by (insert Name) __________________________________ The End
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