BSBHRM613 Contribute to the development of learning and development strategies

This Learner Assessment Pack is designed for you to complete the assessment for BSBHRM613 – Contribute to the development of learning and development strategies (Release 1). It may refer to your own workplace/organisation, or to a simulated business provided by your assessor.

The assessment tasks include Short Answer Questions where you need to demonstrate your knowledge and understanding of the unit, and the Practical Assessment (project work), where you need to demonstrate your skills required in the unit. It is recommended that you use the case study provided in the assessment where possible. If you are working on a different organisation, to discuss with the assessor first and obtain the written permission. Ensure to discuss this with your assessor prior to commencing with the assessment.

This Learner Assessment Pack is made up of two task:

Assessment Tasks

Assessment Tasks, including:

• Short Answer Questions
• Project Work (Practical Assessment)

Reasonable Adjustment

Adapted Reasonable Adjustment in teaching, learning and assessment for learners with a disability – November 2010 – Prepared by – Queensland VET Development Centre

Reasonable adjustment in VET is the term applied to modifying the learning environment or making changes to the training delivered to assist a learner with a disability. A reasonable adjustment can be as simple as changing classrooms to be closer to amenities or installing a particular type of software on a computer for a person with vision impairment.

Why make a reasonable adjustment?

We make reasonable adjustments in VET to make sure that learners with a disability have:

• The same learning opportunities as learners without a disability, and
• The same opportunity to perform and complete assessments as those without a disability.

Reasonable adjustment applied to participation in teaching, learning and assessment activities can include:

• Customising resources and assessment activities within the training package or accredited course
• Modifying the presentation medium
• Learner support
• Use of assistive/adaptive technologies
• Making information accessible both before enrolment and during the course
• Monitoring the adjustments to ensure learners needs continue to be met

Assistive/Adaptive Technologies

Assistive/Adaptive technology means ‘software or hardware that has been specifically designed to assist people with disabilities in carrying out daily activities’ (World Wide Web Consortium – W3C). It includes screen readers, magnifiers, voice recognition software, alternative keyboards, devices for grasping, visual alert systems, digital note-takers.

IMPORTANT:

Reasonable adjustment made for collecting learner assessment evidence must not impact on the standard expected by the workplace, as expressed by the relevant unit(s) of competency. For example, if the assessment were gathering evidence of the learner’s competency in writing, allowing the learner to complete the assessment verbally would not be a valid assessment method. The method of assessment used by any reasonable adjustment must still meet the competency requirements.

Resources Required for Assessment

To complete the Practical Assessment tasks, you will require access to:

• Computer with internet and email access, and a working web browser
• Installed software: Word, Adobe Acrobat Reader
• A workplace, or a simulated workplace environment that will allow you access to:
  • Relevant information, including:
    • Printed and online sources relating to:
      • Options for quality management principles.
      • Common approaches for learning and development strategy design. 
      • Continuous improvement processes associated with organisational learning and development strategies.
    • Documents/resources to determine compliance requirements for quality management policies and processes, such as quality management standards.
  • Workplace documentation, including:
    • Organisational policies and procedures relevant to learning and development strategies, training and assessment.
    • Standard operating procedures relating to learning and development.
    • Workplace documents to identify organisational requirements for learning and development, such as:
      • Strategic plans
      • Training plans
      • Workforce plans.
    • Performance data for resources and people supporting organisational learning strategy.
    • Performance data on relevant metrics/key performance indicators (KPIs) to review performance or measure success of learning and development strategy and methods.
    • Human resources documents and policies to identify human resources learning requirements.
    • Learning resources to support organisational learning, such as print materials, lesson plans, online or eLearning modules, videos and webinars.
    • Assessment tools to assess knowledge, skills and attitudes of learners, such as quizzes, aptitude tests, psychometric tests and live projects.
  • Workplace templates, including or similar to the following:
    • Learning and Development Methods Evaluation Report
    • Learning and Development Strategic Plan
    • Learning and Development Strategy
    • Standard Operating Process
    • Learning and Development Strategy Evaluation Report
  • People, including:
    • At least two relevant stakeholders to consult and verify analysis of impact of learning and development on organisation.

Relevant stakeholders are individuals or groups of individuals who can make an impact on, or those who can get impacted by decisions on organisational learning and development.

Stakeholders must include at least two personnel from the following categories:

• Internal stakeholders or individuals within the organisation such as colleagues, team leaders, heads of departments or senior managers.
• External stakeholder or individuals/entities external to the organisation such as trainers, industry bodies, industry associations or regulators. At least two relevant stakeholders who will be involved in the following:Verify analysis of impact of learning and development on organisation.Provide inputs on learning and development strategy design for an identified work area. Participate in the presentations of improvement plans for organisational learning strategy.

Relevant stakeholders for learning and development include educators, learners and others such as senior management, heads of departments IT staff, administrative staff, etc.

• Legislation, codes of practice and national standards relevant to organisational learning and development, including:
  • At least one legislation
  • At least two codes of practice
  • At least two national standards
  • Opportunity to:
    • Contribute to learning and development strategy for at least one work area in the organisation/workplace.
    • Evaluate effectiveness of organisational learning and development strategy after implementation.
    • Recommend improvements to learning and development strategy.
    • Present improvement plans for learning and development strategy to key stakeholders. 
    • Implement improvement plans for learning and development strategy.