MANAGE PERSONAL WORK PRIOROTITES WORKBOOK 代写

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MANAGE PERSONAL WORK PRIOROTITES WORKBOOK 代写

ASSESSMENT WORKBOOK

BSBWOR501

MANAGE PERSONAL WORK PRIOROTITES AND

PROFESSIONAL DEVELOPMENT

Page 2 of 19

Table of Contents

INSTRUCTION TO STUDENTS: 4

UNIT DESCRIPTOR: 4

PREREQUISITE: 4

PURPOSE OF ASSESSMENT 4

COMPETENCY/SUBMISSION DETAILS 4

RE-ASSESSMENT 5

REASONABLE ADJUSTMENTS: 5

SKILLS REQUIRED 6

KNOWLEDGE REQUIRED 6

CRITICAL ASPECTS 6

LEARNING RESOURCES: 6

ASSESSMENT TASK 1 – CASE STUDY 7

A SSESSMENT O BJECTIVES : 7

T IMEFRAME FOR A SSESSMENT T ASKS : 7

A SSESSMENT R EQUIREMENT 7

MERCURY PTY LTD SIMULATED ENVIRONMENT: 8

B USINESS PROFILE 8

B USINESS PLAN 9

B USINESS GOALS 9

P OLICY AND PROCEDURE 10

M ICHELLE J OB D ESCRIPTION 12

DDD APPENDIX 1 – WORK PLAN 13

ASSESSMENT TASK 2 WRITTEN REPORT 14

A SSESSMENT O BJECTIVES : 14

T IMEFRAME FOR A SSESSMENT T ASKS : 14

A SSESSMENT R EQUIREMENT 14

APPENDIX 1– PROFESSIONAL DEVELOPMENT PLAN 16

Page 3 of 19

P ROFESSIONAL DEVELOPMENT OPPORTUNITIES / TRAINING 16

N ETWORKING ACTIVITIES 18

ASSESSMENT TASK 3 WRITTEN QUESTIONS 20

A SSESSMENT O BJECTIVES : 20

T IMEFRAME FOR A SSESSMENT T ASKS : 20

A SSESSMENT R EQUIREMENT 20

A SSESSMENT SUBMISSION REQUIREMENT : 20

Q UESTIONS : E RROR ! B OOKMARK NOT DEFINED .

Page 4 of 19

Instruction to Students:

This Learner Guide / Assessment Workbook for BSBWOR501 Manage Personal Work Priorities and

Professional Development contains details of your assessments and the guidelines for you to be

able to complete.

Unit Descriptor:

This unit describes the performance outcomes, skills and knowledge required to manage own

performance and professional development. Particular emphasis is on setting and meeting

priorities, analyzing information and using a range of strategies to develop further

competence.

No licensing, legislative, regulatory or certification requirements apply to this unit at the time

of endorsement.

Prerequisite:

There is no pre-requisite for this unit.

Purpose of Assessment

To evaluate the candidate’s ability to demonstrate the knowledge and skill to establish personal

work goals , in this unit you need to demonstrate the ability to set and meet work priorities . Also

including 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 have

achieved a standard or objective and it is a competency based assessment. The competency-based

assessment is the method of gathering and judging of evidence in order to decide whether you

achieved a standard of competency.

Successful completion of assessments will contribute to the attainment of the following unit of

competency:

BSBWOR501 Manage Personal Work Priorities and Professional Development in Diploma of Leadership

& Management.

Competency/Submission Details

For you to achieve competency in this unit, you are required to complete the following tasks

and submit on the due date specified in your Training Plans. You must achieve satisfactory

ratings on all tasks. Your Assessment Task must be submitted in print – out form.

Page 5 of 19

Task Number Method of Assessment Venue of Assessment Due Date

Task 1 Case Study MIV Onsite Last week of the term

Task 2 Written report MIV Onsite Last week of the term

Task 3 Written questions MIV Onsite Last week of the term

At each submission of your Assessment Task, you are to fill up the Assessment Cover Sheet

and ensure that it is completely and accurately filled up. The Trainer / Assessor or Mercury

Institute of Victoria (MIV) representative will provide you with submission receipt to evidence

that you have handed over your Assessment Task.

Upon completion of the Unit Assessments, the Trainer/Assessor will mark the Assessment

Tasks and fill a Unit Assessment Summary Sheet to record the result and feedback. Your

Trainer/ Assessor will discuss these with you and thereafter you will be asked to sign the

declaration to acknowledge the feedback session.

Re-assessment

If the result of your Unit Assessment is “Not yet Competent (NYC)”, you will be given an

opportunity for re-assessment. You will only work on the component/s of the Task/s that were

marked “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 required

to 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 in

accordance 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 documents

and assessment tools and forms

• physical disabilities, assessment may be broken down into shorter/longer lengths of

time, where applicable

• sick or have medical condition, due date extension may be provided

Page 6 of 19

Skills Required

The required skills for you to demonstrate competency in this unit are:

• use business technology to create and use systems and processes to organise and

prioritise tasks and commitments

• measure and maintain personal work performance including assessing competency

against 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 action

plan

• develop new skills.

Note: if a specific volume or frequency is not stated, then evidence must be provided at least

once.

Knowledge Required

The 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 Development

and Student theory book

2. Access to appropriate documentation and resources at MIV

3. PowerPoint Presentation provided by MIV

For additional/general resources, please refer to the Training & Assessment Resource list which can be

accessed from the website and /or student handbook.

Page 7 of 19

Assessment Task 1 – Case Study

Assessment Objectives:

• You must be able to demonstrate the knowledge and skill required to set work goals and

priorities 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 the

process of managing work priorities.

Timeframe for Assessment Tasks:

This assessment task will take 4 – 6 hours to complete all parts

Assessment Requirement

1. Review Michelle job description and Mercury Pty Ltd. organization’s business plans, business

goals, 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, the

function 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. Give

specific examples.

○ How, given your own personal strengths and weaknesses, you will capitalize on or

minimize 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 work

goals to develop work plans for.

In your journal, describe the process you undertook to prioritize activities. Describe competing

demands 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 develop

2 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:

Page 8 of 19

○ How you will ensure you serve as a positive role model through work planning and

organization. Give examples. Describe how your work plans serve as examples to follow in

your 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 journal

Assessment 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 achievement

of work goals

● application of knowledge of work practices to improve personal performance.

Mercury Pty Ltd Simulated environment:

Business profile

Family-owned in the second generation since its founding in 1997, Mercury Pty Ltd is focused

on developing and producing systems and solutions for automotive industry. The main focus is

on manufacturing automotive spare part preparation for Holden and Ford.

Mercury Pty Ltd. delivers automotive solutions focused on the needs of the customer.

Page 9 of 19

Mercury is specialized in manufacturing automotive spare parts and sample introduction and

carrying efficient operation for R&D department.

Business plan

MERCURY MISSION

To provide cost effective and durable automotive spare parts to all industries and

manufacturers.

SALES

• Parts are evaluated by different industry experts, including military and government

agencies 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 as

dividends to the shareholders (as long as it will not affect the planned expansion). The

other 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 a

projected net profit of over $8 million

Business goals

To provide spare part for manufacturing company with high quality, technically advanced

analytical 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

Page 10 of 19

 To cultivate close relationships with our customers enabling us to understand their needs

and to provide solutions that help them be more successful.

To provide comprehensive application support and timely first class service using the latest

logistics and communication technologies.

 Our dynamic team is always ready to meet the challenges we constantly face, both from our

steadily growing business and in the field of automotive analysis .

Policy and procedure

The Mercury Pty Ltd. will provide all employees/contractors and their supervisors with an

opportunity to plan, manage, review, recognize and improve individual employee/contractor

performance. Through performance review Mercury is able to clarify the

employee’s/contractor’s responsibility and agree on KPI’s and standards of performance, plan

work and professional development activities and provide feedback.

The annual performance review and development planning provides mechanisms for aligning

the Mercury Pty Ltd. goals and objectives and for planning the resources and development

required 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 are

required 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 previous

12 months

- Identifying the individual work objectives that are most important in achieving the

department’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 which

help to provide the institute with a highly skilled and flexible workforce

- Provide the basis for assessing eligibility for movement in other roles within the

company.

- Sharing feedback about achievement and problems so that the employees and their

supervisors can identify and address issues that impede progress.

- Celebrating, and where appropriate rewarding, achievements

Page 11 of 19

Procedure

Staff Appraisals or Performance Reviews for MERCURY’s staff and Contractors

On an annual basis the company shall conduct performance reviews to ensure that staff is

performing to the required standards of their job description and provide a formal

opportunity 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 where

appropriate.

• The staff member must complete the ‘Staff Self-evaluation form’

• The particular staff member and their supervisor are to sign and date the Self-evaluation

form and file it in the employee/contractor file.

• Provide feedback to individual employees/contractors on the perceived performance of

the responsibilities

• Provide a basis for further professional development of employees. Contractors need to

develop their own professional development strategy and submit to the respective

manager for filing purposes.

The employee/contractor will be encouraged to provide relevant information on their

performance and take an active role in appraisal and planning. The employee/contractor must

be given the opportunity to read, comment on and sign the report.

Where strategies have been developed, documented and implemented and the

employee’s/contractor performance continues to be unsatisfactory, the process outlined in in

recruitment 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 the

MERCURY’s mission and goals

- Performance reviews acknowledge the key employee development principles of

feedback, growth and accountability

- Performance reviews contribute to ensuring employees are appropriately skilled to

contribute to and support the Mercury in achieving its objectives

- Performance reviews give employees an opportunity to comment on any Mercury

barriers to their performance

- Performance review encourage and recognize employees for high – performance and

their work related achievements

Page 12 of 19

Michelle Job Description

Description: Production Manager  

Production Manager Job Purpose: Manufactures products by supervising staff; organizing and

monitoring 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 personal

growth opportunities.

Maintains work flow by monitoring steps of the process; setting processing variables;

observing control points and equipment; monitoring personnel and resources; studying

methods; implementing cost reductions; developing reporting procedures and systems;

facilitating corrections to malfunctions within process control points; initiating and fostering a

spirit 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; reporting

results 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 and

techniques.

Provides manufacturing information by compiling, initiating, sorting, and analyzing production

performance records and data; answering questions and responding to requests.

Creates and revises systems and procedures by analyzing operating practices, record-keeping

systems, forms of control, and budgetary and personnel requirements; implementing change.

Maintains safe and clean work environment by educating and directing personnel on the use

of all control points, equipment, and resources; maintaining compliance with established

policies and procedures.

Maintains working relationship with the union by following the terms of the collective

bargaining agreement.

Resolves personnel problems by analyzing data; investigating issues; identifying solutions;

recommending action.

Page 13 of 19

ddd Appendix 1 – Work plan for Assessment Task 1

Work activity Description Goal/s KPIs Timeframe Person

responsible

Assessment Task 2 Written Report

Assessment Objectives:

• You must be able to demonstrate the knowledge and skill required to develop a professional development plan with career objectives and an action

plan.

• You must be able to demonstrate the skill required to seek feedback on your professional competency in order to assist in the development of your

plan.

Timeframe for Assessment Tasks:

This assessment task will take 4 – 6 hours to complete all parts

Assessment Requirement

1. 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 professional

competency.

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 edge

o Planned participation in networks or professional associations to enhance professional development

o Timeframes in which to achieve development opportunities, new skills, participation in networks

In your journal, you should discuss:

○ The process you undertook to identify, evaluate and select the development opportunities included in your professional development plan. Discuss

learning 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 relationships

Submit your professional development plan, feedback and journal to your assessor as per the specifications below. Ensure you keep a copy of all work

submitted for your records

Assessment 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 journal

Assessment 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

● knowledge of types of learning styles and application to professional development planning.

Appendix – Professional development plan for Assessment Task 2

Name

Date of development Date to be reviewed



Discussed with mentor/colleague

Name:



Discussed with manager

Name:

Professional development opportunities/ training

Timeframe Description of opportunity/training Skills/ competency to develop

Networking activities

Timeframe Description of networking activities Opportunity/professional advantage

MANAGE PERSONAL WORK PRIOROTITES WORKBOOK 代写

Timeframe Description of networking activities Opportunity/professional advantage

Assessment Task 3 Written Questions

Assessment 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 Requirement

Complete 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

• Time

Q2. Outline organisation’s policies, plans and procedures

Q3. Explain types of learning style/s and how they relate to the individual

Q4. Define 80:20 Rules

Q5. Describe some practices that can improve personal performance?

MANAGE PERSONAL WORK PRIOROTITES WORKBOOK 代写