Did the learner implement systems to ensure that individuals and teams are actively encouraged and supported to participate in the decision making processes, assume responsibility and exercise initiative?
In this document, you will find the foundation of what is required to become competent in this unit. For further information on each element, you can refer to the Assessment Matrix. Included in this document are the elements for the unit, foundation skills, assessment requirements as well as an assessment tool definition list and the crucial observation and third party check lists. As well as all of the areas covered here, each student must also complete all workbook activities, case studies and major activities, where stated, to become competent within this unit.
Students will have a maximum of two (2) reassessments attempts if competency is not achieved in the first instance.
The final grade of ‘C’ for Competent or ‘NC’ for Not Competent is only given at the completion of the unit of competency when all components or parts of the assessment are graded as ‘S’ for Satisfactory. Unsatisfactory results are marked as NS.
Elements for Competency Demonstration
Elements for Competency Assessment:
1.Implement continuous improvement systems and processes
2.Monitor and review performance
3.Provide opportunities for further improvement
Performance Evidence:
ØImplement continuous improvement systems and provide mentoring and coaching support to enable individuals and teams to participate in decisions, take responsibility, show initiative and implement improvement processes
ØImplement processes to inform team members about savings and productivity/service improvements achievements
ØCommunicate effectively to support the continuous improvement system and implementation of improvements
ØApply continuous improvement to customer services including internal and external customers
ØImplement, monitor and adjust improvement plans, processes and procedures to improve performance
ØDocument performance to identify further opportunities for improvement
ØManage records and reports within the organisation’s systems and procedures.
Reading
ØEvaluates and integrates facts and ideas to construct meaning from a range of text types in an effort to implement continuous improvement systems and processes
Writing
ØSelects vocabulary, grammatical structures and conventions appropriate to text
ØResearches, plans and prepares continuous improvement documentation for relevant stakeholders
ØParticipates in a variety of spoken exchanges with a range of audiences using structure and language to suit the audience
Navigate the world of work
ØMonitors adherence to organisational policies and procedures and considers own role in terms of its contribution to broader goals of the work environment
Interact the work of others
ØSelects and uses appropriate conventions and protocols when communicating with diverse individuals to seek or share information
ØCollaborates with others to achieve joint outcomes, playing an active role in facilitating effective group communication, influencing direction and taking a leadership role on occasion
Did the learner communicate the organisation’s continuous improvement processes to individuals and teams, and obtain feedback?
To complete the unit requirements safely and effectively, the individual must:
ØGive examples of continuous improvement processes
ØList typical areas of need for coaching and mentoring to support continuous improvement
ØExplain how change management techniques can support continuous improvement and initiative
ØIdentify the organisation’s systems and data that can be used for benchmarking and monitoring performance for continuous improvement.
Assessment must be conducted in a safe environment where evidence gathered demonstrates consistent performance of typical activities experienced in the management and leadership field of work and include access to:
ØRelevant workplace documentation and resources
ØCase studies and, where possible, real situations
ØInteraction with others.
Assessors must satisfy NVR/AQTF assessor requirements.
Companion volumes available from the IBSA website: https://www.ibsa.org.au/companion_volumes – https://www.ibsa.org.au/companion_volumes
Any observations and practical assessments must be recorded in the observation checklist. All practical tasks should be demonstrated during the length of the course. As the instructor, you must maintain a record demonstrating the date of the practical activities and any comments relevant to the performance of each student. Where a student is not able to demonstrate competence in a practical observation activity, further questioning should be put in its place.
As the instructor, you could be assessing the student’s literacy, numeracy and language skills, as well as the content and context of his/her answers.
In some cases, you will have to adjust and amend the assessment tools, using different and varied methods (such as oral assessment), to allow students to be assessed according to their needs and abilities.
Assessment Tool Definitions
Assessment Tool How is it used? What is it?
(Entire completion is required) Each student should be given a Learner Workbook which will hold a number of activities, both formative and summative, that all need to be completed in conjunction with the appropriate sessions. The PowerPoint, Learner Guide and instructor should provide further information to help with the activities.
Observation/Demonstration
(To be completed for each numbered point as stated on the checklist) An observation should be completed for each of the students by the instructor. If the tasks aren’t everyday actions, a simulated environment is acceptable or a demonstration can be set up. An observation checklist can be found at the end of this document.
Major Activity
(Entire completion is required) A Major Activity is a summative assessment and can be found in the Learner Workbook, after all of the activities are completed. This is an extended piece of summative assessment which should take anywhere between 1-2 hours and every student should complete this work. It is a requirement for each unit to check knowledge and understanding.
Did the learner ensure effective mentoring and coaching allows individuals and teams to implement the organisation’s continuous improvement process?
Skills and Knowledge Activity
(Entire completion is required) A Skills and Knowledge Activity is a summative assessment and is found before the Major Activity in the Learner Workbook. This should take between 1-2 hours and every student should complete this work. It is a requirement for each unit to check knowledge and understanding of the foundation skills and knowledge evidence.
Third Party
(To be completed for each numbered point as stated on the checklist) A Third Party checklist is very similar to an Observation Checklist in its format, but it can be completed by someone who works with the learner and has witnessed them completing tasks which coincide with the elements of the unit. The checklist can be found at the end of this document.
Case Study
(Entire completion is required) Not all units will have Case Studies but those that do will be clearly stated within the PowerPoint and the Learner Workbook. It will appear as any other activity but it will be named ‘Case Study’ and will provide an example of a possible real life situation for the learner to read, interpret and then answer questions on.
Learner Guide
(To be used as an informational guide) The Learner Guide links with the Learner Workbook as it provides the information given during sessions and more. It can help students to further their knowledge and to also complete the activities.
Evidence Document
(Not a necessity for completion of unit but can be used as an aid or to collect further evidence) The Evidence Document lists all of the Elements and Performance Criteria with an area for written reports etc, to add evidence to the student’s portfolio. It can be used for any of the performance criteria, especially those which may not have been covered by any other assessment tool. The student can circle a number of the criteria that they may feel they need further evidence of or it can be used as a guide for completing further Observations and Third Party reports.
Throughout this unit, the learner will be expected to show their competency of the elements through observations or demonstrations. The observations and demonstrations will be completed as well as the formative and summative assessments found in the Learner Workbook. An explanation of demonstrations and observations:
Demonstration is off-the-job
A demonstration will require:
ØPerforming a skill or task that is asked of you
ØUndertaking a simulation exercise
Observation is on-the-job
Did the learner use organisation’s systems and technology to monitor and review progress and to identify ways in which planning and operations could be improved?
The observation will usually require:
ØPerforming a work based skill or task
ØInteraction with colleagues and/or customers
The observation/demonstration will take place either in the workplace or the training environment, depending on the task to be undertaken and whether it is an observation or demonstration. Each task must be observed. You will need to ensure you provide the learner with the correct equipment and/or materials to complete the task. You will also need to inform the learner of the time they have to complete the task; this will once again vary, depending on the task.
ØImplement continuous improvement systems and processes
ØMonitor and review performance
ØProvide opportunities for further improvement
Learners should also demonstrate the following skills:
ØReading
ØWriting
ØOral Communication
ØNavigate the world of work
ØInteract the work of others
Observation/Demonstration Checklist
Candidate’s Name
Assessor or Observer’s Name
Unit of Competence
(Code and Title)
Date of Assessment
Location
Demonstration Tasks
Materials and Equipment
Tasks to be observed, demonstrated or simulated if appropriate Yes No Comment
1.Implement Continuous Improvement Systems and Processes:
Did the learner demonstrate they could implement systems to ensure that individuals and teams are actively encouraged and supported to participate in the decision making processes, assume responsibility and exercise initiative?
2.Implement Continuous Improvement Systems and Processes:
Did the learner demonstrate they could communicate the organisation’s continuous improvement processes to individuals and teams, and obtain feedback?
3.Implement Continuous Improvement Systems and Processes:
Did the learner demonstrate they could ensure effective mentoring and coaching allows individuals and teams to implement the organisation’s continuous improvement process?
4.Monitor and review performance:
Did the learner demonstrate they could use organisation’s systems and technology to monitor and review progress and to identify ways in which planning and operations could be improved?
5.Monitor and review performance:
Did the learner demonstrate they could improve customer service through continuous improvement techniques and processes?
6.Monitor and review performance:
Did the learner demonstrate they could formulate and communicate recommendations for adjustments to those who have a role in their development and implementation?
7.Provide opportunities for further improvement:
Did the learner demonstrate they could implement processes to ensure that team members are informed of savings and productivity/service improvements in achieving the business plan?
8.Provide opportunities for further improvement:
Did the learner demonstrate they could document work performance to aid the identification of further opportunities for improvement?
9.Provide opportunities for further improvement:
Did the learner demonstrate they could manage records, reports and recommendations for improvement within the organisation’s systems and processes?
Did the learner improve customer service through continuous improvement techniques and processes?
The candidate’s performance was: Not Satisfactory Satisfactory
The candidate’s performance was: Not Satisfactory Satisfactory
The Third Party Report should be completed by a senior member of staff i.e. a supervisor or manager, where possible. The report should cover the points below, with a description to show that the tasks have been witnessed over time, while working with the learner. Examples, times, dates etc. should be included, if possible.
As this unit is about implementing continuous improvement, you will need to have witnessed the learner within a working or training environment:
1.Implementing continuous improvement systems and processes
2.Monitoring and reviewing performance
3.Providing opportunities for further improvement.
Ticking yes/no next to the tasks is required, as well as an accompanying report.
Candidate’s Name
Assessor or Observer’s Name
Unit of Competence
(Code and Title)
Date of Assessment
Location
Demonstration Tasks
Materials and Equipment
Tasks to be simulated if not witnessed over time: Yes No
The candidate’s performance was: Not Satisfactory Satisfactory
As part of the assessment for the units of competency, we are seeking evidence to support a judgment about the candidate’s competence. As part of the evidence of competence we are seeking reports from the supervisor and other people who work closely with the candidate.
Do you understand which evidence/tasks the candidate has Yes No
provided/performed that you are required to comment on?
As the assessor explains the purpose of the candidates Yes No assessment?
Are you aware that the candidate will see a copy of this form? Yes No
Are you willing to be contacted should further verification of this Yes No
statement be required?
What is your relationship to the candidate?
How long have you worked with the person being assessed?
How closely do you work with the candidate in the area being assessed?
What is your technical experience and/or qualification (s) in the area being assessed? (Include any assessment or training qualifications.)
Does the candidate:
Perform tasks to the industry standards?
Managed job tasks effectively?
Implement safe working practices?
Solve problems on the job?
Work well with others?
Add that to new tasks?
With unusual or non-routine situations?
Overall do you believe the candidate conforms to the standard required by the unit of competency on a consistent basis?
Implement continuous improvement systems and processes
1.1 Implement systems to ensure that individuals and teams are actively encouraged and supported to participate in the decision making processes, assume responsibility and exercise initiative 1A-1C,
Did the learner formulate and communicate recommendations for adjustments to those who have a role in their development and implementation?
1.2 Communicate the organisation’s continuous improvement processes to individuals and teams, and obtain feedback 1A-1C, 2A 1.2 2 2 1 2
1.3 Ensure effective mentoring and coaching allows individuals and teams to implement the organisation’s continuous improvement process 1C 1.3 3 3 1 3
2.Monitor and review performance
2.1 Use organisation’s systems and technology to monitor and review progress and to identify ways in which planning and operations could be improved 1A-1B,
2.2 Improve customer service through continuous improvement techniques and processes 1A, 2B, 2C
2.3 Formulate and communicate recommendations for adjustments to those who have a role in their development and implementation – 2.3 6 6 1 6
3.Provide opportunities for further improvement
3.1 Implement processes to ensure that team members are informed of savings and productivity/service improvements in achieving the business plan 1A-1C,
3.2 Document work performance to aid the identification of further opportunities for improvement 1A-1B,
3.3 Manage records, reports and recommendations for improvement within the organisation’s systems and processes 1B, 3C
ØImplement continuous improvement systems and provide mentoring and coaching support to enable individuals and teams to participate in decisions, take responsibility, show initiative and implement improvement processes 1A-1C, 2A 1.1-1.3 1-3 1-3 1 1, 2, 3, 4, 6
ØImplement processes to inform team members about savings and productivity/service improvements achievements 1A-1C, 2A 3.1 7 7 1 1, 2, 8
ØCommunicate effectively to support the continuous improvement system and implementation of improvements 1A-1C, 2A 1.1-1.3, 2.3 1-3, 6 1-3, 6 1 1-7
ØApply continuous improvement to customer services including internal and external customers 1A, 2B, 2C 2.2 5 5 1 5
ØImplement, monitor and adjust improvement plans, processes and procedures to improve performance 1A-3C 1.1-3.3 1-9 1-9 1 1-9
ØDocument performance to identify further opportunities for improvement 1A-1B,
ØManage records and reports within the organisation’s systems and procedures. 1B, 3C
ØEvaluates and integrates facts and ideas to construct meaning from a range of text types in an effort to implement continuous improvement systems and processes
ØSelects vocabulary, grammatical structures and conventions appropriate to text
ØResearches, plans and prepares continuous improvement documentation for relevant stakeholders 1A-3C 1.1-3.3 1-9 1.9 1 1-9
Oral Communication
ØParticipates in a variety of spoken exchanges with a range of audiences using structure and language to suit the audience 1A-1C,
Navigate the world of work
ØMonitors adherence to organisational policies and procedures and considers own role in terms of its contribution to broader goals of the work environment 1A-1C
Did the learner implement processes to ensure that team members are informed of savings and productivity/ service improvements in achieving the business plan?
ØSelects and uses appropriate conventions and protocols when communicating with diverse individuals to seek or share information
ØCollaborates with others to achieve joint outcomes, playing an active role in facilitating effective group communication, influencing direction and taking a leadership role on occasion
ØTakes responsibility for planning and organising own workload to achieve required outcomes
ØUses systematic, analytical processes in complex, non-routine situations, setting goals, gathering relevant information and identifying and evaluating options against agreed criteria
ØEvaluates effectiveness of decisions in terms of how well they meet stated goals
ØUses digital applications to access and filter data, extract, organise, integrate and share relevant information
ØRecognises the potential of new approaches to enhance work practices and outcomes 1A-1C 1.1-3.3 1-9 1-9 1 1-9
To complete the unit requirements safely and effectively, the individual must:
ØGive examples of continuous improvement processes 1A-3C 1.1-3.3 1-9 1-9 1 1, 2, 4, 5, 8, 9
ØList typical areas of need for coaching and mentoring to support continuous improvement 1C 1.3 3 3 1 3
ØExplain how change management techniques can support continuous improvement and initiative 1A-3C 1.1-3.3 1-9 1-9 1 1-9
ØIdentify the organisation’s systems and data that can be used for benchmarking and monitoring performance for continuous improvement. 1A, 1B,
Candidate Details
Assessment – BSBMGT403:Implement continuous improvement
Please complete the following activities and hand in to your trainer for marking. This forms part of your assessment for BSBMGT403:Implement continuous improvement.
I declare that no part of this assessment has been copied from another person’s work with the exception of where I have listed or referenced documents or work and that no part of this assessment has been written for me by another person.
Signed: ____________________________________________________________
Date: ____________________________________________________________
If activities have been completed as part of a small group or in pairs, details of the learners involved should be provided below;
This activity workbook has been completed by the following persons and we acknowledge that it was a fair team effort where everyone contributed equally to the work completed. We declare that no part of this assessment has been copied from another person’s work with the exception of where we have listed or referenced documents or work and that no part of this assessment has been written for us by another person.
Learner Name: _______________________________________________________
Date of Assessment: _______________________________________________________
The learner has been assessed as competent in the elements and performance criteria and the evidence has been presented as;
Did the learner document work performance to aid the identification of further opportunities for improvement?
Learner is deemed: COMPETENT NOT YET COMPETENT(Please circle)
If not yet competent, date for re-assessment:
Comments from Trainer / Assessor
Throughout this unit, you will be expected to show your competency of the elements through observations or demonstrations. The observations and demonstrations will be completed as well as the formative and summative assessments found in the Learner Workbook. An explanation of demonstrations and observations:
Demonstration is off-the-job
A demonstration will require:
ØPerforming a skill or task that is asked of you
ØUndertaking a simulation exercise
Observation is on-the-job
The observation will usually require:
ØPerforming a work based skill or task
ØInteraction with colleagues and/or customers
The observation/demonstration will take place either in the workplace or the training environment, depending on the task to be undertaken and whether it is an observation or demonstration. Each task must be observed.
You should be able to demonstrate they can:
ØImplement continuous improvement systems and processes
ØMonitor and review performance
ØProvide opportunities for further improvement
ØOral Communication
ØNavigate the world of work
ØInteract the work of others
Objective To give participants an opportunity to think about the continuous improvements systems that may be in place at their organisation.
Activity In small groups or in pairs, ask the participants to brainstorm the following questions;
Does your organisation have a system in place to allow staff to participate in the decision making process?
If not, how could team members be encouraged to participate in the decision making processes?
Employees can be encouraged to participate in the decision making process in various ways including:
a.The Board Level: Generally referred to as democracy, board level participation of employees plays an important role in the protection of employees’ interests, with the representative being able to place all the employees’ issues and problems on the managements’ knowledge and guide the members of the board on investing on schemes for employee benefit.
b.Through ownership: The method basically converts employees to become the company’s shareholders by involving them in advancing loans, buying equity shares, offering assistance to them financially with an aim of enabling them to buy equity shares.
c.Through collective bargaining: employees can participate in decision making through collective agreements and by adhering to set regulations and rules.
d.Through suggestion schemes: the method involves encouraging employees to bring new ideas to the organization on various matters including reward system, safety measures, waste management, and cost cutting.
e.Through complete control: the system is also referred to as the self management system where the union of workers acts as the management with the acquiring of the management’s full control through elected boards.
Did the learner manage records, reports and recommendations for improvement within the organisation’s systems and processes.
How could your organisation ensure that team members could take some responsibility for the Continuous Improvement Process at your organisation?
Team members can have some responsibility in the continuous improvement process through the delegation of duties, having a well laid-out team structure, providing them with required tools and training required for their role, and other benefits which are the management’s role.
Objective To give participants an opportunity to discuss how continuous improvements changes are communicated at their organisation.
Activity Activity In small groups or in pairs, ask the participants to discuss the following questions;
How does your organisation currently communicate its continuous improvement process to individuals and teams?
The management consistently and clearly communicates why the continuous improvement process is beneficial to the organization. Additionally, it embeds communication and functional expertise in the implementation team, driving employee solution ownership, developing track competence, effective training and reference materials, ensuring leaders lead by example, and by communicating reward effort and success.
Is it an effective method of communication? Why or why not?
It is an effective method of communication as it builds motivation through momentum, effective leadership, sustainability and ownership.
Can you suggest a better way for the communication to take place? What could be done to improve the way information is communicated?
Continuous improvement process can be better communicated through email communication, teleconferencing, video conferencing, and other messaging methods including instant messaging.
Develop a form for the organisation to use as a template for provided feedback on the continuous improvement process.
Standard indicator
Rating from self-assessment and/or date identified Issue and improvement action required
Responsible person to action Required by date Outcome and
Objective To give participants an opportunity to discuss the coaching and mentoring process and how it applies to them.
Activity In pairs, ask the participants to discuss the following questions;
Have you ever been part of a coaching or mentoring process? Were you the person delivering the coaching or mentoring or receiving it? Was it effective? Why or why not?
I had been assigned the responsibility of coaching the day shift dietary staff on the importance of working as a team. After coaching, I arrived the next day at 9:00 a.m. and found the department to be very busy with no evidence of teams having been formed. After locating the departmental manager for an update on the team work arrangement process, he responded that team work would be scheduled on another day since the department was working short. Moreover, he explained that he had made the assignments for each individual and was going to follow the normal way of managing processes and, therefore, the coaching I had delivered seemed to be ineffective since the management was still rigid to change and preferred running things the old way.
Elements for Competency Demonstration
If it wasn’t effective, what would you do differently next time to improve the process?
I would display confidence in the willingness and ability of employees in solving the issues and describe in detail the problems of performance when each employee is working individually. Additionally, I would determine whether problems limiting the ability of employees in the performance of tasks and accomplishment of objectives are existing. I would discuss the applicability and importance of teamwork in solving issues related with performance and advice on improvement actions to be taken. Lastly, I would initiate a written agreement which will serve as an action plan listing what the manager and employees should do in order to form teams to improve the situation and correct problems. I would then follow-up to confirm if the action plan has been implemented.
Objective To give participants an opportunity to brainstorm ideas for improvements in their organisations.
Activity In pairs or small groups, ask the participants to complete the following;
Brainstorm some ideas for implementing processes to inform staff of productivity and service improvements in your organisation.
In order to implement processes, the organization should consider upgrading coaching and monitoring process to be more effective in order to keep track of employee’s performance and recognise the most performing employee. The staff should also be rewarded with bonus and overtime incentives which will motivate and inform them that their efforts have led to increased market share.
Has your company or a company you have ever worked for managed change management in a positive way? What made it positive?
The organisation managed changed in positive way by setting expectations that change is inevitable hence providing employees with enough time for them to adapt. According to Justenlund & Rebelo, (2012, March) the organisation that expects the change to take time usually succeeds in implementation of change on employees in their workforce. The change was positive as employees contributed effectively in into their workforce despite few challenges from some employees.
Has your company or a company you have worked for managed change in a negative way? What do you think the company did wrong? What could they have done to improve the way in which change was managed?
The organisation did wrong in managing the change by not monitoring change effectively after implementation resulting to some employees losing focus on change and therefore going back to their initial ways or cultures. In order to improve the change, the organisation should also inform the employees about the impacts of change and how it will beneficial for both organisation and themselves. Furthermore, organisation should also support employees after change so that they are in position of adapting to change effectively and survive challenges experience by the change in the new environment.
Elements for Competency Assessment
Objective To give you an opportunity to discuss the PMP (or similar) process at your workplace.
Activity In pairs or small groups, discuss the following;
Discuss whether your organisation has a PMP or similar process in place. If so, is it beneficial to staff? If not, do you think it would be beneficial to have one in place? Why or why not?
The organisation has PMP which helps to breakdown roles and responsibilities of employees hence making the project in progress manageable. The PMP process also improves the employee’s project management skills and knowledge of how to handle various workforce projects and hence guides them to achieve their set targets and goals. Furthermore, PMP is crucial determinants of company progress as its assist in planning, initiating and implementation of budgets which meets all the organisational financial wants (Kerzner & Kerzner, 2017).
Estimated Time 20 Minutes
Objective To give you an opportunity to discuss record keeping processes (or similar) process at your workplace.
Activity In pairs or small groups, discuss the following;
Does your organisation have a record keeping procedure in place? If so, do you feel it is working well?
My organisation has recording keeping procedure. Despite a few challenges of the procedures being long and tedious, the record keeping procedure are working well as document and reports are well backed up and kept in secure manner away from unauthorised personnel. According to Hayes & Ninemeier, 2009). A good record keeping system must be accurate and accessible and therefore the organisation procedures of company have meet the two key essentials hence its effective.
What records are you required to maintain for your organisation?
The records I need to keep include attendance list, feedback forms, self-evaluations, contact list of other stakeholders, display set up, referrals, list of where all resources came from, injury reports, hazard reports, incident reports, formal assessment details and consent forms.
Can you think of a better way to keep accurate records?
The best way for keeping records accurate will be making sure all activities are computerised and data entry clerk is keen on what he or she Is keying into the computer system. Furthermore, any income should be recorded immediately and electronic payment mode should be used. The research on trending technology that can keep document more accurately will make the organisation implement or upgrade records system to enhance more accuracy.
Is your organisation using version control in managing records, reports and documents? If so, is it an efficient system?
Reading
My organisation issuing version control in managing records, reports and documents. The system is effectives as documents and reports which requires amendments can be easily changed by different users and track which user made the amendments although the changes may not be immediately apparent. Furthermore the system maintains due silence and coordinates the teams.
Estimated Time 60 Minutes
Objective To provide you with an opportunity to demonstrate your knowledge of the required skills, knowledge and critical aspects of assessment.
Activity Complete the following individually and attach your completed work to your workbook.
The answers to the following questions will enable you to demonstrate your knowledge of:
ØOral Communication
ØNavigate the world of work
ØInteract the work of others
ØContinuous improvement processes
ØTypical areas of need for coaching and mentoring to support continuous improvement
ØChange management techniques and how they can support continuous improvement and initiative
ØOrganisation’s systems and data that can be used for benchmarking and monitoring performance for continuous improvement.
Think of an existing problem in your workplace which can be streamlined and / or improved upon, in terms of fluidity and ease, in order to secure and maintain the smooth flowing of the business. Create a report detailing the issue you have selected and your proposition for a solution. Write a paragraph explaining an effective and enjoyable method of introducing your solution to your colleagues.
Employee relation refers to the relationship between various employees in the organization related to their work and which may affect their productivity and the relation between the employer and employees (Sy et al., 2006). Employers may supervise the activity of employees so as to ensure that work has been done according to the requirements and expectations. Poor employee relation can affect company productivity. Therefore, the report examines the employee relation at Tesco PLC.
Company Overview
Tesco PLC is a British Multinational company which boasts of being the largest corporation in the world. Founded in 1999, the company runs business in more than twenty-two companies throughout the world (Brannen et al., 2013).
Main Players in Employee Relations
The main players for employee relations at Tesco PLC include employers, managers, trade unions, and the government. The method of supervision by the managers may affect their relationship with employees whereby the manager may be pushing the employees beyond their limits hence causing work stress. Additionally, although trade unions work to improve employee relation, some aspects may not be reported and may go unnoticed. Trade unions ensure that the workewrs’ dignity and job security at Tesco PLC has been protected. Moreover, Tesco has to adhere to the regulations of the UK government so as to maintain the stipulated trade guidelines. The government protects the rights of the employees and develops business expansion.
Writing
Poor Employee Relation at Tesco
Tesco employees have poor relations in the workplace which is affecting how duties are being carried out. There is evident lack of teamwork, with several employees raising personal issues and concerns in the workplace.
Proposed Solutions for Employee Conflict at Tesco PLC
The aspects of resolving poor employee relation at Tesco PLC include resolving, forcing, avoiding the conflict, and compromising. Compromising can solve the employee relation which does not have any basis. Avoiding can be used to solve poor employee issues which have been noted before they can occur. Forcing may be the best solution to end some serious employee relations which are poor by forcing the employees to adhere to company rules and regulations. Lastly, resolving will serve as the last option where the poor employee issues are resolved either internally or with the use of a mediator.
Conclusion
Training the employees on the importance of healthy employee relation can boost the performance of employees hence improving organizational effectiveness. Having a good and effective work relation is the foundation of integrity and trust which leads to teamwork hence a successful organization.
Objective To provide you with an opportunity to revise the unit.
Activity This is a major activity – your instructor will let you know whether you will complete it during class or in your own time.
Attach your completed answers to the workbook.
You must individually, answer the following questions in full to show your competency of each element:
1.Implement continuous improvement systems and processes
2.Monitor and review performance
3.Provide opportunities for further improvement
Use your workplace to assist in this or a work place that you are familiar with to answer the following questions and generate a report from your answers.
1)In order to ensure successful continuous improvement, all departments within an organisation should be involved. Why does the involvement of all departments contribute to successful improvement and what is a possible issue of a failure to achieve this?
The involvement of all departments will ease the decision making process in the organisation. Different departments may experience the common problems and therefore when all departments are involved in improvement process they can be able to come to solution of problems. For example, if the operations manager is not working in accordance to organisational culture the involvement of departments can provide collaborative solution to the management. Furthermore a research by Han, Chiang & Chang (2010) indicates that organisation which involves all employees in the implementation of decision faces no challenges when implementing change. Involvement of employees will also make the department feel valued and part of organisation therefore booting morale and motivating employees to improve productivity.
Navigate the world of work
What are three ways of obtaining feedback from staff, regarding a recent change or improvement?
Regular employees performance reviews
Team meetings
Suggestion box
Regular employees surveys
2)Note the beneficial effects of workplace coaches / mentors who are:
ØTrustworthy
The workplace coaches who are honesty develops the confidence among the employees and therefore they training can be trusted.
ØFamiliar with principles
The workplace coaches who are familiar with their principle facilitate to smooth flow of training by keenly following all process.
ØExperienced within their own role
The workplace coaches who are experienced in workforce solves the similar problems which had occurred earlier and advices on ways of curbing preventing occurrence of those problem in future.
3)How could you use the organisation’s own existing systems and technology to ensure that all staff have received their required training?
I will conduct a survey which will assist me to collect information about what employees are saying about the existing system whether they are user friendly and satisfying the organisational needs. Furthermore, I will check the rate if errors which have occurred in the system, if the errors are high then it means that the employees did not get enough training.
4)How can the company ensure that they are providing the best possible customer service?
I will make sure the employees first have a good knowledge about the product they are offering to the market. Furthermore, the company should ensure that customer service staff are well trained and dedicated toward the goal of satisfying customers.
5)What possible negative effects could be caused by communicating recommendations to a particular individual or department within your organisation and how could you avoid this?
The other staff or departments may look at it as bias and discriminations and this may lead to internal organisation conflicts. To avoid this problem the organisation need to inform every individual about the recommendations. The best way to facilitate the communication by emailing all employees or using the manager of department.
6)Why could not handling change in a good way damage a business?
Lack of handling change well may lead to low profits in the business as employees may fail to adapt to change as expected and therefore fail to perform as expected.
7)Suggest a method of documenting work performance among staff and describe how it may be implemented.
The coaching and counselling can document employee’s performance as supervisors can be in a position of discussing the work performance improvements with employee and therefore it’s not considered as disciplinary process. The method can be implemented during the regular, monthly review session or objective setting meeting.
8)Why is it important to keep a record of who has accessed files and when? How could you implement this?
Keeping records of people who access the files, it can be possible to track down the users which have done amendments in case of any issues which might arise concerning the file. I will implement through using version software for keeping records that will track down changes by users.
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