Module Outline
Date retreived
22/07/2026 7:13 AM AWST
22/07/2026 7:13 AM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Managing Effective Working Relationships
Managing Effective Working Relationships
Module
National Code
NGMS106
NGMS106
State Code
15010
15010
DTWD Status
Approved
Approved
State Implementation and Classification
Approved Date
21/03/1994
Field of Education
080307 - Organisation Management
Nominal Hours
34
Description
The purpose of this module is to provide competency based training to develop
skills and attributes needed to work effectively with one's subordinates,
peers, colleagues and immediate manager(s).
skills and attributes needed to work effectively with one's subordinates,
peers, colleagues and immediate manager(s).
Range of Variables
This module aims to further develop the managerial knowledge, skills,
attributes and work practices of participants with shared or managerial
responsibility for the work of others, or those wishing to undertake management
skills training. Where possible it should draw upon the participant’s
workplace experiences.
All activities should not only reflect the desired learning outcomes and
performance criteria, but should be relevant to the participant.
This model provides for delivery on-the-job and off-the-job, in a variety of
modes including classroom based, teleconferencing and interactive video and
other off-campus delivery formats. It is vital that the module be delivered in
a way that will suit participants and any organisations involved.
Case studies, activities, materials and general delivery methods must fit the
industry/work and participant context. The teaching and learning methods may (CRLF
attributes and work practices of participants with shared or managerial
responsibility for the work of others, or those wishing to undertake management
skills training. Where possible it should draw upon the participant’s
workplace experiences.
All activities should not only reflect the desired learning outcomes and
performance criteria, but should be relevant to the participant.
This model provides for delivery on-the-job and off-the-job, in a variety of
modes including classroom based, teleconferencing and interactive video and
other off-campus delivery formats. It is vital that the module be delivered in
a way that will suit participants and any organisations involved.
Case studies, activities, materials and general delivery methods must fit the
industry/work and participant context. The teaching and learning methods may (CRLF
Evidence Guide
Internal Assessment 100%
The methods by which evidence of achievement of competence by participants can
be assessed must be specified and provided to participants.
The demands of any assessment should be NO MORE than required to demonstrate
competency. Demonstration requires assessment of the task or project during
performance as well as evaluation of the product.
The method(s) chosen should be appropriate to the information sought and the
environment in which assessment may be logically, safely and economically
conducted.
The methods by which evidence of achievement of competence by participants can
be assessed must be specified and provided to participants.
The demands of any assessment should be NO MORE than required to demonstrate
competency. Demonstration requires assessment of the task or project during
performance as well as evaluation of the product.
The method(s) chosen should be appropriate to the information sought and the
environment in which assessment may be logically, safely and economically
conducted.
Elements and Performance Criteria
No information