Elements and Performance Criteria

The Range Statement provide the range of applications of this unit of competency to allow for differences within enterprises and workplaces. It provides details of practices, knowledge and requirements referred to in the elements and performance criteria. The variables chosen in training and assessment will depend on the work contexts.

The following variables may include but are not limited to

Reasons for incorporating innovation into the organisation may include:
high staff turnover
customer dissatisfaction
continuous improvement
increasing competitiveness

Goals for innovation may include:
winning more projects
diversifying the business
increasing staff numbers
changing the culture of the organisation
generating more income

Innovative systems may include:
product review systems
human resource
quality management
innovation reward systems
team management
project management
learning and development systems

Gaps or barriers may include:
hierarchical system of management
staff not being involved in decisions
people not communicating with each other or sharing information
managers who do not accept new ideas
teams who work in rigid and inflexible ways

Methods to identify staff may include:
surveys or questionnaires
job profile analysis
observations

Conceptualisation methods may include:
process analysis
cost-benefit analysis
brainstorming
value analysis
SWOT analysis
review of approaches/procedures used by competitors
visual imagining
jotting words
flow charts
mind maps
other creative thinking strategies

Staff consultations may include:
interviews
team meetings
email
memos
informal interactions

The following components of the evidence guide relate directly to the performance criteria and the Range Statement for the competency standard and provide guidance for assessment of the unit in the workplace and/or training program.
Critical Aspects of Evidence

Competency in this unit requires evidence that the candidate:

Establishes the reasons why innovation systems are required.
Establishes the goals of a new innovative system.
Analyses current organisational systems to identify gaps and barriers to innovation.
Generates a number of options for innovative systems, seeks feedback, evaluates ideas and selects an appropriate idea to develop further.
Develops a plan to implement the new system including staff required, financial impact, marketing and the evaluation of competencies.
Trials and monitors the innovative work system.
Reviews the trial of the innovative work system and makes adjustments to reflect evaluation feedback.

Underpinning Skills and Knowledge

Knowledge and skills are essential to apply this standard in the workplace, to transfer to other contexts and deal with unplanned events. The requirements for this competency standard are listed below:


Knowledge of:

Principles of the new system
Leadership and management theory
An understanding of ways in which the system can contribute to innovation in the workplace
Various options for the system
Creative thinking techniques

Skills in:

Ability to interpret and analyse organisational requirements for work systems
Evaluation of staff competencies
Ability to plan the implementation of new systems
Ability to organise and implement training and learning activities to prepare workers and managers to implement a new work system
Research skills

Assessment process
For valid and reliable assessment of this unit, evidence should be gathered through a range of methods to indicate consistent performance.
It can be gathered from assessment of the unit of competency alone, through an integrated assessment activity or through a combination of both.
Evidence should be gathered as part of the learning process.

Integrated competency assessment
Evidence is most relevant when provided through an integrated activity which combines the elements of competency for each unit, or a cluster of units of competency.

The candidate will be required to:

Apply knowledge and skills which underpin the process required to demonstrate competence, including appropriate key competencies.
Integrate knowledge and skills critical to demonstrating competence in this unit.
Unit WRRO11A can be assessed with other units that make up a particular job function.

Evidence Gathering Methods

Evidence should include products, processes and procedures from the workplace. Evidence might include:

Observation of the person in the workplace
Third party reports from a supervisor
Answers to questions about specific skills and knowledge

Resources Required
A retail work environment
Relevant documentation, such as:
store policy and procedures manuals
A range of communication equipment

There are a number of processes that are learnt throughout work and life which are required in all jobs. They are fundamental processes and generally transferable to other work functions. Some of these are covered by the key competencies, although others may be added. The questions below highlight how these processes are applied in this unit of competency. Following each question a number indicates the level to which the key competency needs to be demonstrated where 0 = not required, 1 = perform the process, 2 = perform and administer the process, and 3 = perform, administer and design the process.
Communicating ideas and information
The process of communication is used for collaborating with workers and managers. (3)

Collecting analysing and organising information
This process is used to gather information about the type of systems to be implemented and the strategies and resources needed to implement them. (3)

Planning and organising activities
A number of activities need to be planned, for example, the system development processes, system implementation activities, and system review procedures. (3)

Working with others and in teams
The development, implementation and review of the work system should be carried out in collaboration with workers and other managers. (3)

Using mathematical ideas and techniques
Mathematical ideas would need to be applied in calculating resource requirements and constraints. (3)

Solving problems
Problem solving would be applied to the identification of system requirements, the streamlining of the system during implementation and the review of the system once implemented. (3)

Using technology
Technology might be used to document and disseminate information on the work system. (3)