Elements and Performance Criteria

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the performance criteria is detailed below.
Reasons for incorporating innovation into the organisation may include:
high staff turnover
customer dissatisfaction
continuous improvement
increasing competitiveness.
Organisation systems may include:
human resources management
team management
organisational structures
product development
marketing
training and assessment.
Goals may include:
winning more business
diversifying the business
increasing staff numbers
changing the culture of the organisation
generating more income.
Innovative systems may include:
product review systems
human resources
quality management
innovation reward systems
team management
project management
learning and development systems.
Gaps or barriers may include:
hierarchical system of management
staff not being involved in decisions
people not communicating with each other or sharing information
managers who do not accept new ideas
teams who work in rigid and inflexible ways.
Methods to identify staff may include:
surveys or questionnaires
job profile analysis
observations.
Conceptualisation methods may include:
process analysis
cost-benefit analysis
brainstorming
value analysis
SWOT analysis
review of approaches and procedures used by competitors
visual imagining
jotting words
flow charts
mind maps
other creative thinking strategies.
Workplace requirements may relate to:
training
performance management
project management
client relations
briefing processes.
Resources may include:
people
materials
equipment and technology
budget
time.
Methods of consulting staff may include:
interviews
team meetings
email
memos
informal interactions.
Learning and development may include:
formal training or education
informal learning
coaching and mentoring
job rotation
information seminars
on-line learning
conferences.
Feedback may be sought and given:
verbally
in writing
through presentations
at informal and formal meetings.
Review may involve:
checking system implementation
meeting client and end user needs
best practice
financial requirements
resource requirements.

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, the range statement and the Assessment Guidelines for this Training Package.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
establishes the reasons why innovative systems are required
establishes the goals of a new innovative system
analyses current organisational systems to identify gaps and barriers to innovation
generates a number of options for innovative systems, seeks feedback, evaluates ideas and selects an appropriate idea to develop further
develops a plan to implement the new system, including staff required, financial impact, marketing and the evaluation of competencies
trials and monitors the innovative work system
reviews the trial of the innovative work system and makes adjustments to reflect evaluation feedback.
Context of and specific resources for assessment
Assessment must ensure access to:
a retail work environment
relevant documentation, such as:
policy and procedures manuals
information on the internal and external operating environment
a range of communication equipment.
Methods of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
observation of performance in the workplace
third-party reports from a supervisor
review of portfolios of evidence
written or verbal questioning to assess knowledge and understanding
review of portfolios of evidence and third-party workplace reports of on-the-job performance.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.