Unit of competency Outline

Date retreived
23/07/2026 12:58 AM AWST

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Manage workplace learning

Manage workplace learning

Unit of competency
National Code
MSS405046
State Code
OER32
TGA Status
Current
DTWD Status
Approved
Current Release Number
1.00
Current Release Date
16/12/2022
View on TGA
State Implementation and Classification
Approved Date
03/05/2023
Field of Education
080303 - Human Resource Management
Original Release Date
03/05/2023
Nominal Hours
70
Description
This unit describes the skills and knowledge required to manage development activities to enable employees to implement competitive systems and practices.This unit applies to supervisors, managers and those in similar roles who are required to liaise with others to identify current skills gaps for the organisation’s competitive systems and practices, identify future skill needs, determine appropriate methods for skill development and define and coordinate the activities.This unit applies in any organisation that is implementing competitive systems and practices. No licensing or certification requirements exist at the time of publication. Relevant legislation, industry standards and codes of practice within Australia must be applied.
Notes
Elements and Performance Criteria
1. Determine and monitor skill requirements
  • 1.1 Confirm organisation’s values, goals and strategies for competitive systems and practices with input from relevant personnel
  • 1.2 Establish which competitive systems and practices are being used and/or being planned within organisation and their stage of implementation
  • 1.3 Consult with operational employees, other stakeholders and, as needed, specialists, to determine skills and knowledge required to implement organisation’s competitive systems and practices
  • 1.4 Map skills and knowledge requirements to existing job roles and identify areas where changes to job roles may be needed
  • 1.5 Liaise with relevant personnel to determine action on areas of potential change to job roles
  • 1.6 Establish or improve record keeping processes to provide clear and current information on required and current skills for organisation and for employees
  • 1.7 Regularly consult with operational employees, other stakeholders and, as needed, specialists, to identify changes in skill requirements
2. Determine employee development needs
  • 2.1 Oversee application of record keeping processes and take action to maintain current employee skills records
  • 2.2 Consult with operational employees and other stakeholders to identify where employee skills are not current and/or valid
  • 2.3 Determine organisation’s values that can be supported by development activities
  • 2.4 Source feedback and/or other information on application of identified values to determine where development is needed
  • 2.5 Compare required and current employee skills and document skills gaps
3. Manage development activities
  • 3.1 Review identified development needs to determine a basic structure for development activities
  • 3.2 Liaise with relevant personnel and, as needed, specialists, to confirm or amend structure of development activities
  • 3.3 Obtain any approvals for budget, content, scheduling and other logistics for development activities
  • 3.4 Identify suitably qualified people to provide preferred development methods and liaise with them to define specific activities and/or programs and related performance indicators
  • 3.5 Plan and coordinate delivery of activities and/or programs in accordance with procedures and approvals
  • 3.6 Review activities and outcomes against performance indicators and initiate action in response to poor performance
4. Forecast future skill needs
  • 4.1 Review documentation and consult with relevant managers to confirm strategic directions and imminent and longer term changes for organisation
  • 4.2 Consult with operational and technical personnel to determine likely impact of changes on skill needs for short and long term
  • 4.3 Determine changes in skill needs that will require new development activities and those that can be built into to existing activities
  • 4.4 Document expected future skill needs and plans for implementing ongoing skill development to meet future needs
5 Capture learnings from daily activities
  • 5.1 Review information from operational activities to identify potential learnings
  • 5.2 Facilitate and guide communications with operational and technical personnel to determine details of learnings and expected benefits
  • 5.3 Manage development of content and dissemination mechanisms appropriate to learnings, audience and future access needs
  • 5.4 Consult with operational employees, other stakeholders and, as needed, specialists to confirm or amend content and dissemination mechanisms
  • 5.5 Take or initiate action to disseminate and integrate learnings into operations
No information
No information
Replaces
State Code National Code Title Type
BAJ65 MSS407008 Capture learning from daily activities in an organisation Unit of competency
OAS82 MSS405016 Manage workplace learning Unit of competency