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HDTI Assessment 1
HDTI Assessment 1
HDTI Assessment 1
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The Assessment Task is due on the date specified by your assessor. Submit this document with any required evidence attached. See Procedure for instructions on how to complete the assessment, and specifications below for any further details. Performance objective For this task you will need to research the legislative requirements that can impact on decisions you may make regarding professional development programs for individuals at your workplace. Additionally, you will need to create tools to gather feedback from stakeholders, aimed at making collaborative decisions to identify training needs for individuals and within the team. Assessment description Research legislation that relates to the planning and awarding of development needs to individuals, in accordance with organisational requirements. Collect information and data to determine the needs to be addressed by a professional development program. Ensure that learning plans meet training and development needs, and that they are collaboratively developed, agreed upon and implemented.
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1. Legislation
Use the web resources listed in Section 1 of your Student workbook under Legislation and enter the site of the Commonwealth Government body that administers the national anti-discrimination legislation. Then complete the following questions. a. What is the name of this body? b. List the titles of the different legislation, including the year that governs anti-discrimination for the Commonwealth or Federal Government. c. From July 1 2009, most Australian workplaces are governed by a new system created by the Fair Work Act 2009. Who will administer this act and what will they do in relation to enforcing Commonwealth workplace law? d. Look up the website of the body governing anti-discrimination legislation in your state and list the name of the administering body and title of the legislation (as required in a. and b. above). e. In your own words, describe what unlawful discrimination is and how it can occur in regards to training. f. Consider the following scenario. Helen had been working as a registrar in a school for many years and applied to undertake internal training in new information services being developed by the department. Her application was denied because management thought she was too old to learn about new information technology, like the internet. Has Helens employer acted ethically? Justify your response. g. What do the federal and state authorities advise Helen to do in order to resolve the situation?
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Develop a form to obtain feedback from clients. Focus on the service that Mary would deliver. Note that knowledge of customer service is not being assessed in this instance. Competency is based upon the ability to collect relevant feedback from a client in regards to Marys performance, in the areas outlined in the scenario. On the form complete the following. i. Include a title, purpose of the form, and space for name, date and the persons title/job/position. ii. In consideration of your clients busy schedule, restrict subject areas to the key skills related to the placement of orders by phone, providing good service and follow-up. As you deem appropriate, use a rating system or other feedback format relevant to the subject matter.
Specifications You must provide: 1. a short research report which covers questions on anti-discrimination legislation 2a. a written employee self-evaluation form 2b. a written client feedback form 3. an evaluation report which identifies areas for employee improvement and outlines possibilities for the collaborative development of employee training objectives. Your assessor will be looking for: evidence that you have examined the relevant antidiscrimination legislation evidence that you have reflected on and analysed the information contained in the case study to develop appropriate self-evaluation and client feedback surveys analysis and identification of employee development needs based upon the requirements of the team. These needs are outlined in the information provided in the case study consideration and identification of effective and collaborative methods for motivating staff to undertake development.
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Case study You are the supervisor of a relatively new and still small import business of leather goods. Your team ships orders received mainly by phone, on a business-to-business basis to a regular client network. Mary was a foundation employee, starting as the Administrative Officer, and looks after the front office. Originally it was planned that this would be the limit of Marys duties but, as the business has developed it has been found that, as other members of the team are usually busy with other duties, she has become the unofficial Customer Service Officer for all clients. The team needs Mary to look after the customers, ensure that their needs are communicated accurately to other team members, and alert you to any unresolved issues that you need to follow-up. Mary has become a critical part of the team and you want to make sure she feels that she has your support as much as possible. To this end, you decide to identify and implement a training/professional development program for Mary that will help her to handle current demands more efficiently and ensure she has the skills to meet organisational requirements now and into the future. It is important that Mary feels motivated enough to finish any program commenced.
ANNEX A
MARYS POSITION DESCRIPTION Position title: Administrative Officer This position is responsible for the delivery of timely, efficient and effective high level administrative and/or secretarial services.
Major accountabilities
Provide a full range of secretarial and administrative support to staff in a timely and effective manner. This includes processing and monitoring accounts for payment. Maintain positive relationships with fellow staff members and behave courteously to clients and visitors. Provide timely and effective organisation of meetings, including preparing agendas, collation/distribution of discussion papers and taking minutes as directed. Produce reports, correspondence, presentations and spreadsheets in a timely and accurate manner. Other administrative duties as directed.
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Competency profile
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