MANAGE PERSONAL WORK PRIOROTITES WORKBOOK 代写
ASSESSMENT WORKBOOKBSBWOR501MANAGE PERSONAL WORK PRIOROTITES ANDPROFESSIONAL DEVELOPMENT© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264Page 2 of 19Table of ContentsINSTRUCTION TO STUDENTS: 4UNIT DESCRIPTOR: 4PREREQUISITE: 4PURPOSE OF ASSESSMENT 4COMPETENCY/SUBMISSION DETAILS 4RE-ASSESSMENT 5REASONABLE ADJUSTMENTS: 5SKILLS REQUIRED 6KNOWLEDGE REQUIRED 6CRITICAL ASPECTS 6LEARNING RESOURCES: 6ASSESSMENT TASK 1 – CASE STUDY 7A SSESSMENT O BJECTIVES : 7T IMEFRAME FOR A SSESSMENT T ASKS : 7A SSESSMENT R EQUIREMENT 7MERCURY PTY LTD SIMULATED ENVIRONMENT: 8B USINESS PROFILE 8B USINESS PLAN 9B USINESS GOALS 9P OLICY AND PROCEDURE 10M ICHELLE J OB D ESCRIPTION 12DDD APPENDIX 1 – WORK PLAN 13ASSESSMENT TASK 2 WRITTEN REPORT 14A SSESSMENT O BJECTIVES : 14T IMEFRAME FOR A SSESSMENT T ASKS : 14A SSESSMENT R EQUIREMENT 14APPENDIX 1– PROFESSIONAL DEVELOPMENT PLAN 16© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264Page 3 of 19P ROFESSIONAL DEVELOPMENT OPPORTUNITIES / TRAINING 16N ETWORKING ACTIVITIES 18ASSESSMENT TASK 3 WRITTEN QUESTIONS 20A SSESSMENT O BJECTIVES : 20T IMEFRAME FOR A SSESSMENT T ASKS : 20A SSESSMENT R EQUIREMENT 20A SSESSMENT SUBMISSION REQUIREMENT : 20Q UESTIONS : E RROR ! B OOKMARK NOT DEFINED .© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264Page 4 of 19Instruction to Students:This Learner Guide / Assessment Workbook for BSBWOR501 Manage Personal Work Priorities andProfessional Development contains details of your assessments and the guidelines for you to beable to complete.Unit Descriptor:This unit describes the performance outcomes, skills and knowledge required to manage ownperformance and professional development. Particular emphasis is on setting and meetingpriorities, analyzing information and using a range of strategies to develop furthercompetence.No licensing, legislative, regulatory or certification requirements apply to this unit at the timeof endorsement.Prerequisite:There is no pre-requisite for this unit.Purpose of AssessmentTo evaluate the candidate’s ability to demonstrate the knowledge and skill to establish personalwork goals , in this unit you need to demonstrate the ability to set and meet work priorities . Alsoincluding the skills and knowledge required to develop and maintain professional competence.Assessments are the process of gathering and judging evidence in order to decide whether haveachieved a standard or objective and it is a competency based assessment. The competency-basedassessment is the method of gathering and judging of evidence in order to decide whether youachieved a standard of competency.Successful completion of assessments will contribute to the attainment of the following unit ofcompetency:BSBWOR501 Manage Personal Work Priorities and Professional Development in Diploma of Leadership& Management.Competency/Submission DetailsFor you to achieve competency in this unit, you are required to complete the following tasksand submit on the due date specified in your Training Plans. You must achieve satisfactoryratings on all tasks. Your Assessment Task must be submitted in print – out form.© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264Page 5 of 19Task Number Method of Assessment Venue of Assessment Due DateTask 1 Case Study MIV Onsite Last week of the termTask 2 Written report MIV Onsite Last week of the termTask 3 Written questions MIV Onsite Last week of the termAt each submission of your Assessment Task, you are to fill up the Assessment Cover Sheetand ensure that it is completely and accurately filled up. The Trainer / Assessor or MercuryInstitute of Victoria (MIV) representative will provide you with submission receipt to evidencethat you have handed over your Assessment Task.Upon completion of the Unit Assessments, the Trainer/Assessor will mark the AssessmentTasks and fill a Unit Assessment Summary Sheet to record the result and feedback. YourTrainer/ Assessor will discuss these with you and thereafter you will be asked to sign thedeclaration to acknowledge the feedback session.Re-assessmentIf the result of your Unit Assessment is “Not yet Competent (NYC)”, you will be given anopportunity for re-assessment. You will only work on the component/s of the Task/s that weremarked “Not satisfactory”. The re-assessment must be completed within one (1) study period.Please note that MIV will provide two (2) chances for re-assessment at no cost.Should you not able to achieve competency with all of these opportunities, you are requiredto repeat the unit at your own cost which may also result in extension of your study period.Reasonable Adjustments:If you have special needs or disabilities, reasonable adjustment will be organized inaccordance with the Special Needs / Disabilities Policy and Procedure of MIV.This may include but not limited to:• visual difficulty, we can assist by making adjustments such as larger print of documentsand assessment tools and forms• physical disabilities, assessment may be broken down into shorter/longer lengths oftime, where applicable• sick or have medical condition, due date extension may be provided© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264Page 6 of 19Skills RequiredThe required skills for you to demonstrate competency in this unit are:• use business technology to create and use systems and processes to organise andprioritise tasks and commitments• measure and maintain personal work performance including assessing competencyagainst competency standards and seeking feedback• maintain an appropriate work-life balance to manage personal health and stress• participate in networks• develop a personal development plan which includes career objectives and an actionplan• develop new skills.Note: if a specific volume or frequency is not stated, then evidence must be provided at leastonce.Knowledge RequiredThe required knowledge for you to demonstrate competency in this unit is:• To complete the unit requirements safely and effectively, the individual must:• explain principles and techniques involved in the management and organisation of:• performance measurement• personal behaviour, self-awareness and personality traits identification• a personal development plan• personal goal setting• time• discuss management development opportunities and options for self• describe methods for achieving a healthy work-life balance• outline organisation’s policies, plans and procedures• explain types of learning style/s and how they relate to the individual• describe types of work methods and practices that can improve personal performance.Learning Resources:1. IBSA Workbook BSBWOR501 Manage Personal Work Priorities and Professional Developmentand Student theory book2. Access to appropriate documentation and resources at MIV3. PowerPoint Presentation provided by MIVFor additional/general resources, please refer to the Training & Assessment Resource list which can beaccessed from the website and /or student handbook.© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264Page 7 of 19Assessment Task 1 – Case StudyAssessment Objectives:• You must be able to demonstrate the knowledge and skill required to set work goals andpriorities work goals to achieve desired position in workplace.• You must be able to develop work plans to achieve two work goals.• You must be able to prepare journal containing your reflections on and explanation of theprocess of managing work priorities.Timeframe for Assessment Tasks:This assessment task will take 4 – 6 hours to complete all partsAssessment Requirement1. Review Michelle job description and Mercury Pty Ltd. organization’s business plans, businessgoals, policies and procedures.2. Based on Michelle job description and following Mercury organization’s business plans, goals,and applicable policies and procedures, establish 4-5 personal and team goals.In your journal, describe how your personal and team goals reflect Michelle job description, thefunction of the team, and any organizational requirements.3. Develop KPIs to measure performance related to work goals.In your journal, describe:○ How the KPIs will be used to measure goal-related performance.○ How you will maintain performance under varying conditions and contingencies. Givespecific examples.○ How, given your own personal strengths and weaknesses, you will capitalize on orminimize the effect of these personal traits in your work plans.4. Consider a range of activities to advance work goals. Prioritize possible activities. Choose 2 workgoals to develop work plans for.In your journal, describe the process you undertook to prioritize activities. Describe competingdemands and how you plan to manage these to achieve goals.5. Referring to the template provided in Appendix 1 as an example, use Microsoft Word to develop2 work plans to achieve the 2 goals you have prioritized.In your journal describe the process of developing your plans to manage work priorities.Describe how you have used the plans to manage time efficiently.6. In your journal, describe:© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264Page 8 of 19○ How you will ensure you serve as a positive role model through work planning andorganization. Give examples. Describe how your work plans serve as examples to follow inyour workplace.○ How you will maintain appropriate work-life balance, manage stress and maintain health.Assessment Evidence Requirements:You must provide:● a position description● two work plans produced using Microsoft Word● A journalAssessment Submission Requirements:● use of literacy skills to interpret written job descriptions, business plans, policies and procedures,etc.● use of organisational skills to set and achieve priorities● application of principles and techniques of performance measurement:○ identification of personal behaviour to assist in managing work priorities/work-life balance○ goal setting○ time management● application of organisational policy, plans or procedures to setting or planning the achievementof work goals● application of knowledge of work practices to improve personal performance.Mercury Pty Ltd Simulated environment:Business profileFamily-owned in the second generation since its founding in 1997, Mercury Pty Ltd is focusedon developing and producing systems and solutions for automotive industry. The main focus ison manufacturing automotive spare part preparation for Holden and Ford.Mercury Pty Ltd. delivers automotive solutions focused on the needs of the customer.© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264Page 9 of 19Mercury is specialized in manufacturing automotive spare parts and sample introduction andcarrying efficient operation for R&D department.Business planMERCURY MISSIONTo provide cost effective and durable automotive spare parts to all industries andmanufacturers.SALES• Parts are evaluated by different industry experts, including military and governmentagencies with positive feedback.• Potential sales pending investment and production ramp up.• Environmental incentives to certain markets (Government sub-contractors).• All licenses, permits, governmental agencies acquired and in support of project.INVESTMENT REQUIRED AND USE OF FUNDS• $6M investment for 35% ownership estimated to reach profitability within 12-18 months.• From the second year forward, 50% of the net profit after tax will be distributed asdividends to the shareholders (as long as it will not affect the planned expansion). Theother 50% will be dedicated to growth.• Funds raised will be used for plant setup, operations, equipment, marketing and sales.First year operation with two production lines is expected to produce 1,137,000 units, with aprojected net profit of over $8 millionBusiness goalsTo provide spare part for manufacturing company with high quality, technically advancedanalytical systems for client offer: Previously unattainable detection limits Automation and improved productivity Modern design focused on the needs of the customer Accurate and reproducible results Highest standards of design quality Environmentally responsible technologies© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264Page 10 of 19 To cultivate close relationships with our customers enabling us to understand their needsand to provide solutions that help them be more successful.To provide comprehensive application support and timely first class service using the latestlogistics and communication technologies. Our dynamic team is always ready to meet the challenges we constantly face, both from oursteadily growing business and in the field of automotive analysis .Policy and procedureThe Mercury Pty Ltd. will provide all employees/contractors and their supervisors with anopportunity to plan, manage, review, recognize and improve individual employee/contractorperformance. Through performance review Mercury is able to clarify theemployee’s/contractor’s responsibility and agree on KPI’s and standards of performance, planwork and professional development activities and provide feedback.The annual performance review and development planning provides mechanisms for aligningthe Mercury Pty Ltd. goals and objectives and for planning the resources and developmentrequired to enable them. The performance review and development planning cycle is a two-stage process undertaken over a twelve – month period.All employees including permanent, causal or contractors greater than twelve months arerequired to participate in the performance review and development planning.Performance Objectives:- Assessing performance against KPI’s set in each staff position description- Assessing the acquisition and use of skills, experience and knowledge over the previous12 months- Identifying the individual work objectives that are most important in achieving thedepartment’s and the MERCURY’s strategic goals for the next 12 months- Establishing and ensuring a sustainable workload plan for the next 12 months.- Setting development goals that meet the employee’s job and career goals and whichhelp to provide the institute with a highly skilled and flexible workforce- Provide the basis for assessing eligibility for movement in other roles within thecompany.- Sharing feedback about achievement and problems so that the employees and theirsupervisors can identify and address issues that impede progress.- Celebrating, and where appropriate rewarding, achievements© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264Page 11 of 19ProcedureStaff Appraisals or Performance Reviews for MERCURY’s staff and ContractorsOn an annual basis the company shall conduct performance reviews to ensure that staff isperforming to the required standards of their job description and provide a formalopportunity to discuss areas of job and company’s performance.When conducting the performance appraisals the following must occur:• CEO will oversee the Performance Appraisals of all staff and may include Manager whereappropriate.• The staff member must complete the ‘Staff Self-evaluation form’• The particular staff member and their supervisor are to sign and date the Self-evaluationform and file it in the employee/contractor file.• Provide feedback to individual employees/contractors on the perceived performance ofthe responsibilities• Provide a basis for further professional development of employees. Contractors need todevelop their own professional development strategy and submit to the respectivemanager for filing purposes.The employee/contractor will be encouraged to provide relevant information on theirperformance and take an active role in appraisal and planning. The employee/contractor mustbe given the opportunity to read, comment on and sign the report.Where strategies have been developed, documented and implemented and theemployee’s/contractor performance continues to be unsatisfactory, the process outlined in inrecruitment policy procedure will apply.Performance Review Principles- Performance reviews will be fair and impartial- Performance reviews will allow for self – evaluation, as well as supervisor evaluation- Performance reviews will assist the employee to know how their position is part of theMERCURY’s mission and goals- Performance reviews acknowledge the key employee development principles offeedback, growth and accountability- Performance reviews contribute to ensuring employees are appropriately skilled tocontribute to and support the Mercury in achieving its objectives- Performance reviews give employees an opportunity to comment on any Mercurybarriers to their performance- Performance review encourage and recognize employees for high – performance andtheir work related achievements© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264Page 12 of 19Michelle Job DescriptionDescription: Production Manager Production Manager Job Purpose: Manufactures products by supervising staff; organizing andmonitoring workflow.Production Manager Job Duties:Accomplishes manufacturing staff results by communicating job expectations; planning,monitoring, and appraising job results; coaching, counseling, and disciplining employees;initiating, coordinating, and enforcing systems, policies, and procedures.Maintains staff by recruiting, selecting, orienting, and training employees; developing personalgrowth opportunities.Maintains work flow by monitoring steps of the process; setting processing variables;observing control points and equipment; monitoring personnel and resources; studyingmethods; implementing cost reductions; developing reporting procedures and systems;facilitating corrections to malfunctions within process control points; initiating and fostering aspirit of cooperation within and between departments.Completes production plan by scheduling and assigning personnel; accomplishing work results;establishing priorities; monitoring progress; revising schedules; resolving problems; reportingresults of the processing flow on shift production summaries.Maintains quality service by establishing and enforcing organization standards.Ensures operation of equipment by calling for repairs; evaluating new equipment andtechniques.Provides manufacturing information by compiling, initiating, sorting, and analyzing productionperformance records and data; answering questions and responding to requests.Creates and revises systems and procedures by analyzing operating practices, record-keepingsystems, forms of control, and budgetary and personnel requirements; implementing change.Maintains safe and clean work environment by educating and directing personnel on the useof all control points, equipment, and resources; maintaining compliance with establishedpolicies and procedures.Maintains working relationship with the union by following the terms of the collectivebargaining agreement.Resolves personnel problems by analyzing data; investigating issues; identifying solutions;recommending action.© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264Page 13 of 19ddd Appendix 1 – Work plan for Assessment Task 1Work activity Description Goal/s KPIs Timeframe Personresponsible© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264 Page 14 of 21Assessment Task 2 Written ReportAssessment Objectives:• You must be able to demonstrate the knowledge and skill required to develop a professional development plan with career objectives and an actionplan.• You must be able to demonstrate the skill required to seek feedback on your professional competency in order to assist in the development of yourplan.Timeframe for Assessment Tasks:This assessment task will take 4 – 6 hours to complete all partsAssessment Requirement1. Assess your personal knowledge and skills against competency standards of your professional goal.In your journal, describe the process you undertook to assess your professional competency.2. Seek written feedback from two classmates, friends, employees, colleagues, clients or supervisors who can assess aspects of your professionalcompetency.In your journal, describe the process of seeking, receiving, analyzing the feedback and applying the feedback to your professional development plan.3. Using the template provided in Appendix 1, develop a professional development plan (you can make your own template as well). You should include:o Liaise with your Colleague/ Manager/Friend /Mentor/Assessor to explore the opportunities of professional development and their implementations.o Development opportunities such as training. Include opportunities to undertake within 1 year and within 5 years.o New skills you aim to acquire to achieve or maintain a competitive edgeo Planned participation in networks or professional associations to enhance professional development© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264 Page 15 of 21o Timeframes in which to achieve development opportunities, new skills, participation in networksIn your journal, you should discuss:○ The process you undertook to identify, evaluate and select the development opportunities included in your professional development plan. Discusslearning styles and application to your planning○ New skills you plan to acquire. Explain how acquiring these skills will provide a competitive edge.○ Examples of networking you have undertaken or are currently undertaking to enhance knowledge, skills or work relationshipsSubmit your professional development plan, feedback and journal to your assessor as per the specifications below. Ensure you keep a copy of all worksubmitted for your recordsAssessment Evidence Requirements:You must provide:● a professional development plan● written feedback from two people in a position to assess aspects of your professional competency● a journalAssessment Submission Requirements:Your assessor will be looking for evidence of:● communication skills to receive, analyse and report on feedback● application of principles and techniques of planning professional development● knowledge of management development opportunities© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264 Page 16 of 21● knowledge of types of learning styles and application to professional development planning.Appendix – Professional development plan for Assessment Task 2Name Date of development Date to be reviewed Discussed with mentor/colleagueName:Discussed with managerName:Professional development opportunities/ trainingTimeframe Description of opportunity/training Skills/ competency to develop© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264 Page 17 of 21Timeframe Description of opportunity/training Skills/ competency to develop© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264 Page 18 of 21Networking activitiesTimeframe Description of networking activities Opportunity/professional advantage
MANAGE PERSONAL WORK PRIOROTITES WORKBOOK 代写© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264 Page 19 of 21Timeframe Description of networking activities Opportunity/professional advantage© MIV BSBWOR501- Assessment Workbook Ver.: 1.1 Jan15 Next Review Dec. 16 CRICOS #03439M TOID # 41264 Page 20 of 21Assessment Task 3 Written QuestionsAssessment Objectives:• You must be able to demonstrate the knowledge and skill required.Timeframe for Assessment Tasks:This assessment task will take 1-2 hours to answer all questions.Assessment RequirementComplete the entire written question.Assessment submission requirement:You need to submit written questions answered to achieve the competency in this Task.Q1: Explain principles and techniques involved in the management and organisation of:• Performance measurement• Personal behaviour, self-awareness and personality traits identification• a personal development plan• Personal goal setting• TimeQ2. Outline organisation’s policies, plans and proceduresQ3. Explain types of learning style/s and how they relate to the individualQ4. Define 80:20 RulesQ5. Describe some practices that can improve personal performance?MANAGE PERSONAL WORK PRIOROTITES WORKBOOK 代写
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