Need help with these two assessment tasks. The task requirements and template has been provided.
Task 2 – Managing Organizational Change
Instructions to Learners:
This summative assessment can be completed in class or at any other convenient location.
Students are required to complete this task using digital tools and ensure to submit in an acceptable format, e.g. .docx, .pdf, .pptx, or as advised by your assessor.
Please use the following formatting guidelines to complete this assessment task:
Font Size: 12; Line Spacing: Double; Font Style: Times New Roman
Assessment activities can be completed either in real workplace environment or in a simulated environment such as your classroom. In both cases, appropriate evidence of the assessment activities must be provided.
Instruction to Assessors:
You must assess student’s assessment according to the provided Marking Criteria.
You must complete and record any evidence related to assessment activities including role-plays and presentations using appropriate forms which must be attached with student assessment submission.
You must provide students with detailed feedback within 10 working days from submission.
Skills Assessment (Practical Tasks)
| ASSESSOR NOTE These instructions must be followed when assessing the student in this unit. The checklist on the following page is to be completed for each student. Please refer to separate mapping document for specific details relating to alignment of this task to the unit requirements. This competency is to be assessed using standard and authorized work practices, safety requirements and environmental constraints. Assessment of essential underpinning knowledge will usually be conducted in an off-site context. Assessment is to comply with relevant regulatory or Australian standards' requirements. Resource implications for assessment include: • an induction procedure and requirement • realistic tasks or simulated tasks covering the mandatory task requirements • relevant specifications and work instructions • tools and equipment appropriate to applying safe work practices • support materials appropriate to activity • workplace instructions relating to safe work practices and addressing hazards and emergencies • material safety data sheets • research resources, including industry related systems information. Reasonable adjustments for people with disabilities must be made to assessment processes where required. This could include access to modified equipment and other physical resources, and the provision of appropriate assessment support. |
What happens if your result is ‘Not Yet Competent’ for one or more assessment tasks?
The assessment process is designed to answer the question “has the participant satisfactorily demonstrated competence yet?” If the answer is “Not yet”, then we work with you to see how we can get there.
In the case that one or more of your assessments has been marked ‘NYC’, your Trainer will provide you with the necessary feedback and guidance, in order for you to resubmit/redo your assessment task(s).
What if you disagree on the assessment outcome?
You can appeal against a decision made in regards to an assessment of your competency. An appeal should only be made if you have been assessed as ‘Not Yet Competent’ against specific competency standards and you feel you have sufficient grounds to believe that you are entitled to be assessed as competent.
You must be able to adequately demonstrate that you have the skills and experience to be able to meet the requirements of the unit you are appealing against the assessment of.
You can request a form to make an appeal and submit it to your Trainer, the Course Coordinator, or an Administration Officer. The RTO will examine the appeal and you will be advised of the outcome within 14 days. Any additional information you wish to provide may be attached to the form.
What if I believe I am already competent before training?
If you believe you already have the knowledge and skills to be able to demonstrate competence in this unit, speak with your Trainer, as you may be able to apply for Recognition of Prior Learning (RPL).
Credit Transfer
Credit transfer is recognition for study you have already completed. To receive Credit Transfer, you must be enrolled in the relevant program. Credit Transfer can be granted if you provide the RTO with certified copies of your qualifications, a Statement of Attainment or a Statement of Results along with Credit Transfer Application Form. (For further information please visit Credit Transfer Policy)
For this assessment you must complete the following written activity.
You have been provided with a template for you to use for the change management plan below.
Select one change:
Human resource restructure for efficiency
Implementing a new rostering system and structure
Expanding to international markets
Your task is to choose from the above list a change that could be required by a business and then complete the following report outlining the following:
How you could identify the need for the change?
Develop the change management strategy for the required change?
Discuss how you would implement the change into the business?
This assessment includes:
Research on policies and procedures relating to change management
Trends associated with the change
Performance gaps that may be related to the change
A change management plan
Resource required for the change
Communication and consultation strategies
Training required to implement the change
Evaluation methods
Submit your full report and change management plan for Assessment.
Change Management Plan Template
Note: delete the prompts under each heading before submitting your plan.
Introduction
Provide background, link to strategic goals and other changes
Project Sponsor
This person leads the change project and is accountable for ensuring the project and change plan are implemented
Project Objectives
Detail what the project will achieve.
Change Objectives and Principles
Provide details of:
What the change process will achieve [e.g. information sharing, engagement, input into system changes];
Principles that underpin the change plan [e.g. inclusiveness/consultation, timeliness]; and
Ethical issues that need to be considered and how will the change plan will address them.
Change Plan Elements
What are the main elements in the change plan? [e.g. people/culture, systems/technology, documentation, positions/roles, process, skills] Each of these elements may require a particular focus in the change plan.
Rationale for the Change
List the drivers and constraints for change.
What are the risks for the change process?
Key Stakeholder Analysis
Identify the key stakeholders [consider staff, other work units in SCU, management, unions, students and other clients] and:
Analyse their response to the change [e.g. what will be their main concerns/fear, where is there likely to be support for the change];
Identify their needs in terms of change management and consider the style of communication required [language style & level]; and
Identify the preferred media for communicating or consulting with them about the change [e.g. sessions involving dialogue about the changes, newsletters, briefings from project team members, frequently asked questions].
Assessment of Readiness to Change
Comment on the status of the change so far [e.g. is there a high-level strategy in place that stakeholders are already aware of and committed to that provides a framework for the change].
What elements might support the change [e.g. dissatisfaction with current processes; a workplace culture that supports change and innovation].
Is there strong senior support for the change?
Key Change Messages
Identify about 6 key messages to convey about the change process, being upfront about gains and losses. Consider:
What will be gained/lost for the key stakeholder groups in the change process;
The messages from the stakeholder perspective;
What will be their main concerns; and
Presenting changes in a positive light even whilst acknowledging loss.
Identify Change Elements
Structures/Processes/Responsiblities/Resources/Timeframes/Performance Measures
Consider the need for particular change support structures [e.g. a change team, super users/specialists who are trained first and can support people in the workplace, involvement of users/key stakeholders at various stages, change champions in the workplace].
Consider if there is a need for transitional arrangements to support and whether the introduction of the change process needs to be staged.
What will be the impact on workloads and how will these be managed?
Develop Change Plan
Develop a change plan including performance measures [how will you know the change plan is effective?]. Ensure the plan is adequately resourced.
| Actions | Who | When | Performance Measures |
Consolidation
Ensure policies, procedures and performance measures reinforce the changes.
Remove organisational barriers to the change.
Reinforce how changes have provided benefits.
Evaluation
How will the change be evaluated in relation to the achievement of the planned objectives?
How will the change management processes be evaluated – consider summative as well as final evaluations, how can you assess your change management strategies as you implement them?
How will the evaluation outcomes be circulated and promoted to stakeholders?
How will evaluation outcomes be used in other organisational processes?
Approved by: Nerida McDowallApproved Date: 18 Nov 2021Created by: Task 2Doc #: DOC12362Next Review: 18 Nov 2022Revision: 1.0Revision Date: 17 Nov 2021
6 | Page
