Learner Information & Outcome of Assessment

Activity A
Instructions to Assessor
Prior to conducting the assessment read this document in its entirety with the
individual or group of learners and seek feedback on the understanding of the
assessment requirements and outcomes.
Contextualise the activities, observations/demonstrations and other submitted
evidenceto ensure it reflects the individual learner or group. Check this against
the mapping, to ensure it is still valid. This assessment has been contextualised
to better reflect the required learner information and outcome of assessment.
Ensure that the learner is allocated the appropriate time and resources required
for the tasks, including that the workplace (or simulated environment for learners
that are not working) is suitable for the parameters of any required task, to
ensure the learners will have an appropriate opportunity to satisfactorily
demonstrate their required skills and knowledge to result in a Satisfactory (S)
result for the assessment tool and Competent (CO) in the Unit of Competency
(UOC) overall.
Advise the learner prior to conducting a practical observation assessment of;
 what will occur throughout the assessment process
 when the assessment will occur
 the level of competency expected
 how many times they must be assessed and demonstrate a satisfactory
result as per the unit training pack requirements
When appropriate, confirm arrangements for athird party to observe the learner
in the workplace, with the learner and the third party, including, that the third
party understands the requirements and instructions regarding the Third
PartyObservations/Demonstrations. The third party must be someone in a
position to make a valid comment on performance of the learner, e.g. Line
Manger
Use the checklists and answer guides to assist you with marking, but never show
or share them with the learner or the third party. Gather supporting documents,
where available and appropriate, as evidence to help you make a judgement of
the learner’s competency.
The learner needs to be deemed satisfactory for all of the criteria in the unit to
gain competency. When the assessment is complete, advise the learner of the
outcome and record your comments in the relevant section. You must determine
whether they are CO or Not Competent (NC) and provide appropriate and
meaningful feedback.
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If you are resulting the learner NC, ensure you outline why you have made this
decision, and provide advice on how the learner can improve skills/knowledge
prior to their next attempt.
Where learners are unable to complete the tasks in the methods specified due to
situations beyond your/their control, you will need to make reasonable
adjustments, without compromising the assessment tool(s).
Assessment Instructions to Learners
1. You must answer all questions/tasks in all sections below.
2. Read each question carefully and ensure you provide all the required
information.
3. Submit the completed assessment on the specific date, time and location as
advised by your trainer/assessor.
4. This is an individual assessment task (or group subject to approval by the
trainer/assessor).
5. Assessment answers must be typed using Microsoft Word (font size: 11,
font: Calibri) or handwritten as per the trainer/assessor instructions.
6. You are NOT allowed to copy straight from any internet-based or written
materials available. You must write your answers in your own words.
7. You are required to provide proper and appropriate referencing (if
applicable).
8. You are NOT allowed to copy or attempt to copy the work of another
student or permit another student to copy or attempt to copy your work.
9. Penalties shall apply for copying, plagiarism and any improper use of
materials or ignoring instructions given by the trainer/assessor. Penalties
may include failure of the unit and/or other penalties as per the college’s
academic misconduct policy.
10. It is your responsibility to attend to your classes and seek assistance from
the trainer/assessor to ensure you continuously succeed in good course
progress and academic standing. Remember all trainer/assessors are here
to help so ask them if you feel you need it.
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Section 1Questions/Tasks
Complete the following questions/tasks individually
Activity/
Task
1
Objective To provide you with an opportunity to analyse strategic plans to
determine organisation development needs and objectives.
Provide a reason for important to analysis strategic plans in order to determine
the organisation development.
Organisational development is a process which is done through successive and sustained
strategy making involving also the staffs. These are done to attain a sustained business
practice which is necessary to stay afloat in the market competition or else some the
competitor company will take the undue advantage. Strategic plans are necessary for
organizational development because it provides a directional movement with the required
resources. Additionally, strategic plans are also needed to be analyzed in order to analyze its
effectiveness with the current situations and the circumstances. This means different
strategic plans will be needed to tackle up the different tasks (Anderson, 2016).
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Activity/
Task
2
Objective
To provide you with an opportunity to determine who will take key
roles in the organisational development process and confirm their
commitment.
Provide a reason to profile the organisation’s culture and readiness for organisational
development.
Organizational culture and the readiness are much more required during the organizational
development process. The development may also mean bringing in some significant changes.
A change cannot be successfully implemented in organizational practices until and unless it
gets the adequate supports from its employees. There are many responsible groups who play
important roles while during the organizational development phase (Burke & Noumair, 2015).
One of such groups is the management that constructs effective and feasible strategies to
help the implementation done on the system and bring about the necessary changes.
Additionally, employees do have significant roles in facilitating the organizational
development. This is for the reason it is important that the organization has relevant cultures
at the workplace that understand the importance of development process (Burke & Noumair,
2015).
Activity/
Task 3
Objective To provide you with an opportunity to identify international markets
operating under free trade or protectionist arrangements and
estimate likely ease of entering and trading successfully.
Provide a reason to determine the commitments of people who have key roles in
the organisational development planning process
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There are few key roles in an organizational development process. Those key roles are
comprised of but are not limited to like the human resource, employees, management and
the IT professionals. The every single role that has been mentioned need to maintain their
utmost commitment to their assigned responsibilities or else the development process will
get hamper. This is so because every single role is connected to each other and is serving
each other purposes (Smither, Houston & McIntire, 2016). For example, employee’s
contribution is also important for an organizational development process. However, they
require training on the change process which is the responsibility of the human resource
management. In case, they have inadequate supports from the HR management, they might
not be able to deliver their best or which is needed the most.
Activity/
Task 4
Objective
To provide you with an opportunity to identify international trade
policies and agreements and estimate their likely impact on
international marketing opportunities.
Imagine that you are in a team of OD consultants working with a furniture manufacturing
business. The business is experiencing difficult trading conditions and has invested heavily in
new furniture designs and manufacturing processes. Sales are 15% lower than in previous
years and the number of complaints is rising. The volume of furniture that has to be reworked
or scrapped is unacceptably high. What data would you look at to explore this situation
further?
Collecting data is one of the vital activities of the organizational development process. Data
needs to be related with the area of organization that is experiencing the challenges.
Following information should be noted; however, they might vary depending on the related
tasks (Waddell et al., 2016):
 Sales/revenue figures
 Actual expenditure vs. budgets
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 Profitability
 Waste stats
 Quality data
 Productivity/production data
 Complaints
 Health & Safety records
 Customer data etc.
Provide important aspects during analysis data.
Some considerations will also be required to be fulfilled like the type of data which is needed
to be collected. Type of methods and the resources will also be required to be analyzed in
order to get accurate data set.
During analysis following will be necessary (Waddell et al., 2016):
 Differences and similarities between departments/products/different years and service
delivery
 Trends that suggest a specific pattern of improvement, stability or decline or even a
mixed process
 Attention will be paid to most critical areas which means prioritizing the different
issues
Task/
Activity 5
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Objective To provide you with an opportunity to determine and agree on
objectives and strategies for organisational development.
Identify an organisation with which you are familiar. It would be useful if this was
one that one that is currently in the public eye and which appears to be having
problems (e.g. a well-known manufacturer, service provider, etc.). Your task is to
draft one or more objectives for an OD program for this organisation and to
propose a key strategy for achieving the objective/s (less than 100 words).
The chosen organization is Fonterra which is facing few difficulties. Follow is the few
objectives and its relevant strategies (Kuipers et al., 2014):
 To brig flexibility to the workplace, so that, personnel can work under any supervision
or at any department
The objective can be fulfilled by training each employee on range of skills, so that, they gets
acquainted with the different set of skills. Appointing training coordinator and establishing
identified experts will also be the strategies.
 To attain more consistent and much effective people-management across the entire
business
The objective can be fulfilled by implementing a new process for performance management,
managing development training program, and ensuring that mangers are giving gamely
feedbacks to employees.
Task/
Activity 6
Objective To provide you with an opportunity to consider change management
techniques required to achieve the workplace culture outcomes and
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build them into the organisation development plan.
Building on your answer to Task/Activity 5, the task now is to consider which
change management techniques might be effective in achieving the objectives.
You should briefly outline which techniques you might use and why you have made
this choice (less than 100 words).
Change management techniques can be defined as those tools or strategies which can
successfully help to bring the required change. Following change management techniques
could be implemented to fulfill the set objectives (Hayes, 2014):
Organizational redesign- This will be implemented to sectors that have proved to be
dysfunctional. Such sectors will be needed to design in order to make it productive which will
also produce several benefits like excellent customer service, reduced operating costs and
increased profitability.
Job design- This means redesigning the existing jobs to make it look attractive to applicants.
This will result in tasks being added or removed and enriching or enlarging a job role.
Sensitivity training- This will be done to make employees aware of their roles and
responsibilities and on top of all, they will be made to realize the benefits of understanding
each other’s values.
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