ARTC301 Case Study WORLDUCATION

Subject Code :
ARTC301
University :
Charles Darwin University Exam Question Bank is not sponsored or endorsed by this college or university.
Country :
Australia

Case Study WORLDUCATION

Worlducation is a social startup that manufactures tablet computers for primary school students. They not only focus on the hardware, but they also have a competitive team creating software, content and activities to better engage and educate the students.

So far, Worlducation only sells their tablet computers business to business (B2B) as they realised that their content and hardware proved most effective when a whole classroom was using it, and a teacher was coordinating the activities. Also, this helped the sales team focus on larger sales, and minimised the potential number of problems that could arise from individual customers. However, the long-term plan is to also tackle a business to consumer strategy (B2C).

What makes Worlducation completely different from their competition is that they envision a world in which every child learns how to read and write a world without illiteracy. Given this vision, for every classroom that buys their products, they donate and train a classroom somewhere around the world that cant afford the same technology. Furthermore, they connect the two classrooms (those who bought the products and services and those who received the donation) so that they can grow together and collaborate throughout their learning cycle.

Worlducation was founded in 2016, and by the end of 2019 they had sold over 35,000 tablets to over 550 schools in 23 countries, generating revenue in hardware sales and software subscriptions.

Worlducation headquarters are in Sydneys CBD but they have a development team in Bulgaria, a manufacturing team in Hong Kong, and operation and marketing staff in Colombia, Egypt, Iceland, Russia and the Philippines.

Worldcation has a complex supply chain that begins when a sale is made usually via a sales representative or through and online enquiry that is handled by the sales team. Sales are recorded in an internal Enterprise Resource Planning System (ERP System) which notifies the operations team that an order needs to be delivered. The operations team verify the sales order and authorise the delivery of a manufacturing request to the factory in Hong Kong. Manufacturing team in Hong Kong notes the order specifications and delivery details and incorporates this within its production schedule. The order is manufactured and the operations team arrange freight and shipping directly to the customer.

Worlducation started 2020 with a huge sale to a school in Portugal. Although it was a great start, the context for the rest of the quarter was highly uncertain due to COVID-19. Surprisingly the pandemic brought hundreds of new leads and that led to an unprecedented growth that brought alongside dozens of operation and production problems.

The factory in Hong Kong closed down for 1 month due to government restrictions limiting supply, the sales team was overwhelmed with sale meetings over ZOOM, the tech-support team had to re-adapt the software to remote learning for many of the schools, and the founders had to start thinking on how education was going to change after this worldwide event.

Since COVID-19 and the closure of the factory due to government restrictions, of the 2000 tablets due to be shipped by April, only 500 were completed on schedule. This resulted in numerous customer complaints.

In 2019, Worlducation generated a revenue of $35 million, a net profit of $7 million and net cashflow of $4 million. They budgeted revenue of $45 million for 2020, net profit of $9 million and net cashflow of $5 million. However, following the unprecedented growth in demand and disruptions to the supply chain, management now projects 2020 revenue will amount to $55 million, net profit of $5 million and net cashflow of negative $3 million. The decrease in profit was a result of the disruption to the manufacturing process and the associated solutions implemented by Management.

The projected growth in revenue is expected to require a significant investment in working capital (both inventory and debtors) and this combined with an expected decline in profit margin is projected to result in significant cash flow pressure in the latter half of 2020. Management is considering its options to fund this investment.

In the past, senior executives met to brainstorm and provide cost estimates for future business models to ensure the sustainability of the business. Options included:

establishing a second manufacturing facility (forecasted cost $5 million)

outsourcing manufacturing to a third party (forecasted lost margin of $200 per unit sold or $2 million per year assuming 10 000 units are sold)

developing a cloud-based solution where customers can access the software remotely on their own devices (forecasted cost of $2 million)

purchasing off the shelf tablets (forecasted lost margin of $300 per unit sold or $3 million per year)

repurposing used tablets (forecasted $100 per unit sold or $1 million).

Information specific to developing an operational plan

At a recent board meeting, the Board of directors approved the development of a cloud-based solution where customers can access the software remotely on their own devices.

The CEO has asked every manager to create an operational plan to implement this model in their department. The manager must operate within the forecasted cost amounts.

The Sales manager has decided to address the objectives increase sales to increase donations to needy classrooms and strengthen the skills of our people, to better support customers.

Activities relate to the first objective include:

Activity 1: Create an online advert for the new product (quoted price of $25000)

Activity 2: Arrange a live demonstration for existing customers

Activity 3: Create rewards program to reward school based on number of downloads

Activities related to the second objective include:

Activity 1: Train sales staff to use new product

Activity 2: Organise school visits

Activity 3: Sponsorship program to develop personal relationships between less fortunate children and sales staff

A dedicated new in-house trainer will be required to provide training on the new product to staff and clients and am advertising consultant is needed to create a multi-media advert.

Information specific to monitoring an operational plan

After a period of time, the project schedule shows that the advertising consultant is delivering according to specified timeframes. The advertising consultant has issued the following invoices:

Invoice for three draft examples: $10000

Invoice for video production: $15000

Invoice for running the advert: $7000.

Strategic Plan 2020 2022

WelcomeWelcome to the Strategic Plan for Worlducation.

This document sets out our vision for the next two years and how we hope to achieve it.

We hope you enjoy reading this document.

Lucas Lopez

CEO

WorlducationExecutive SummaryFounded in 2016, Worlducation is a social startup that manufactures tablet computers for primary school students. Our focus is not only on the hardware, but also creating software, content and activities to better engage and educate primary school students.

Worlducation aims to change the way children learn at school by implementing artificial intelligence technology that can follow up on each childs progress and adjust to their needs as they learn, creating the optimal path learning experience. Worlducation envisions a world in which every child learns how to read and write a world without illiteracy. This is why, for each classroom that buys our product, we donate and train a classroom somewhere around the world that cant afford the same technology. We then connect the classrooms together so that they can grow and collaborate throughout their learning cycle.

Vision Statement

To see a world without illiteracy.

Mission StatementTo be the change and facilitate a world without illiteracy by changing the way children learn at school and the number of schools that have access to technology.

Our values are:Core values underpinning our activities are:

Ethical principles

Innovation

Collaboration.

Strategic Priorities

To be well led, high performing, profitable and accountable.

Ensure that all financial operations, performance indicators and results support the strategic policies

Identify new and expand existing sources of revenue and ways to help more classrooms in need.

Achieve profits of at least 10% per annum.

Increase our reach

Increase range of products and services offered to reach a larger target market

Increase sales to increase donations to needy classrooms.

Continue building deeper customer relationships

Customer-centred practice, with a focus on meeting their total needs for high-quality technology

Strengthen the skills of our people, to better support customers

Drive innovation to better meet customer demands

Attract, engage and develop the best staff

Continuing the drive to a customer centred, high performance workforce and culture

Strengthening the skills of our people, to better support customer needs

Empowering innovation and responsiveness to change

Continuing to enhance the diversity of our workforce

Exploring the use of technology in human resources.

The MarketThe technology market is a growing and ever-changing industry due to the rapid rate that technology is being updated. Emerging technologies include artificial intelligence and the Internet of Things (IOT). There is an increasing focus on cyber security.

Due to the global pandemic, the issues with the manufacturing industry have impacted on the supply of hardware components.

The trend for consumer spending during the pandemic has taken a downturn but this has not affected the ICT industry as due to more people working form home, consumer appetite for tablets has increased.

Situation AnalysisStrengths Weaknesses

Value and quality

Strong management

Customer loyalty

Friendly organisational culture

Level of available finance for investment Brand name not developed as well it could be

Growing organisation

Opportunities Threats

Schools needing to upgrade technology

Opportunities to offer a range of services

Opportunities for synergies across all services and products High level of competition

Economic downturn meaning less spent generally

Failing to satisfy clients demands

Marketing StrategiesOur marketing strategies aim to:

Build our brand

Generate leads now

Convert those leads quickly

Have every part of the business supporting each otherWe plan to develop our market share by:

Improving our marketing and advertising

Continually improving the quality of service given to clients

Maintaining effective communication channels with all stakeholders to ascertain industry requirements and then develop products and manage services accordingly

Continually improving communication channels with all our stakeholders, ensuring a flow of timely and accurate information to facilitate effective planning and decision making

Targeting identified growth markets with planned, market appropriate campaigns employing a variety of promotional strategies and advertising mediums

Offering attractive fee structures to our clients

Continually improving the skills, knowledge and effectiveness of our team through our commitment to training and development

Regularly reviewing the effectiveness of all our operations and making improvements when and where necessary

Finance Authorisation Policy and Procedures

Purpose of the Policy

All finance transactions as noted in this policy are to be authorised by the noted authorised person prior to the transaction being undertaken.

This policy is to be read in conjunction with other specific finance policies where relevant.

ProceduresPrior to any finance transactions being undertaken, Anna Armstrong must authorise the transaction.

Use of Business Credit Card Purpose of the PolicyThis policy provides guidelines for the issue and use of business credit cards.

ProceduresAn employee will only be issued a credit card once the Credit Card Authorisation Form has been completed.

The business credit card can only be used for travel, authorised entertainment and purchases of small value expenses or equipment up to the value of $500.

No cash advances are to be taken using the business credit card unless authorised by Anna Armstrong.

Where a business credit card is lost or stolen, the owner of this card is to notify the Business Manager, who is responsible for notifying the issuing agency and ensuring the card is cancelled.

The business credit card is not to be used for personal expenses.

All holders of business credit cards are required to reconcile the monthly credit card statement to the expense form, attach all receipts for payments made on the credit card and have the expense statement authorised by Anna Armstrong.

Upon completion and authorisation of the monthly expense statement, these documents are to be forwarded to the Business Manager for payment of the credit card statement.

All business credit cards are to be returned to the business when the person is requested to by the Business Manager or where they are no longer an employee of the business.

New supplier policy

Purpose of the PolicyAll new suppliers to the business must be reviewed and accepted in accordance with this policy to ensure that the supplier service is aligned with the business objectives.

ProceduresChoosing a New SupplierA new supplier must provide our business with quality products, great service, competitive pricing and efficient delivery.

The following information table must be completed prior to agreeing to services

Supplier Selection Background InformationBusiness Name of Supplier:

Location of Supplier:

Products/Services provided by supplier: (Attach a list if necessary)

Name of business owner/ sales representative:

For how many years has the supplier been trading?

Supplier Selection Review ChecklistFor each new supplier being considered the following checklist must be completed:

Is the supplier pricing competitive? Attach list to this checklist:

What are the payment terms for this supplier?

What is the return policy for this supplier?

Does the supplier provide warranties, guarantees etc.?

Are the suppliers representatives knowledgeable of the products/ services and industry?

Is there an alternative to this supplier, has the alternative supplier been considered?

What are the delivery services of the supplier?

Has a credit check been undertaken for the supplier? (attach to this checklist)

Has the Personal Property Securities Register (PPSR). been reviewed?

Has the supplier been trade checked? (attach this to this checklist)

insert relevant additional information to assist in the decision of appointing a new supplier

Appointment of SupplierThe appointment of a new supplier will be authorised by the Business Manager.

The Business Manager will independently verify the bank account or other payment details of the supplier to ensure payments made are to the correct supplier

Supplier Payment Terms

All purchases from suppliers must be supported by a purchase order.

Payment terms for all suppliers must be reviewed by the Business Manager at least once a year.

All supplier payment terms must be a minimum of 30 days.

Any variation to the above must be authorised by the Business Manager.

All supplier payments are to be reviewed once a quarter to ensure that payment terms are adhered to. For payments made to any suppliers earlier or later than the agreed terms.

Scope

This privacy policy outlines how Worlducation protects and handles personal information in accordance with its obligations under the National Privacy Principles (APPs) contained in the Privacy Act 1988 (Cth) (Privacy Act).

Collection of information

Worlducation collects personal information relating to individual creators, publishers, licensees and IT professionals as part of the normal course of its business.

Where possible, Worlducation collects personal information directly from the individuals themselves.

Third party collection: Worlducation may also collect personal information from third parties in accordance with the requirements of the APPs, including:

From other rightsholders of a work, including the publisher. This is restricted to information which will assist in member recruitment or payment to rightsholders, such as contact and entitlement information. If Worlducation cannot collect that personal information from other rightsholders, its ability to efficiently recruit and pay rightsholders will be restricted;Worlducation has agreements with similar organisations in other countries that enable the use of foreign text and images in Australia, and the collection of fees and royalties for the use of Australian works overseas and may collect information in this process;From the public domain from third party sources such as social networking services, industry directories, industry guides, and the Internet; and

Through purchased mailing lists and business database lists which are used for sending Worlducation marketing material, where recipients have consented to receiving such communications or it would be reasonably expected of us to use or disclose the information for that purpose.

Websites and online services: a variety of information is collected by users of our Websites and online services.

Emails and electronic forms: our servers may record an email address if a message is sent online. An email address will only be used for the purpose for which it has been provided and it will not be added to a mailing list or used for any other purpose without consent.

Google Analytics: Worlducation uses Google Analytics to collect data about users usage and behaviour on Websites. This information is used to improve the Websites and is not used by Worlducation to personally identify users of the site. All tracked data is anonymously collected in accordance with Google Analytics privacy policy. Refer to Googles privacy policy for further information: http://www.google.com.au/policies/privacy/

Cookies: Worlducation uses session cookies to help analyse how users use their Websites. The cookie-generated information generated about the use of the website (including IP address) will be transmitted to and stored by our service providers on servers hosted in Australia. By using our website, users consent to the processing of data about them in the manner and for the purposes set out above.

Anonymity

2.1 We provide the option for individuals to not identify themselves, or of using a pseudonym when dealing with us. In some circumstances, if a choice is made not to provide the information requested we may not be able to provide certain services.

2.2 We do not provide this option in circumstances where it is impracticable to do so or where Worlducation is legally required to deal with identified individuals only.

Use and disclosure of personal information

3.1 Worlducation uses and discloses personal information for the primary business purposes for which it is collected (set out above) and related management purposes.

3.2 Worlducation uses and discloses personal information for any other purposes to which consent has been given.

3.3 Worlducation will not otherwise use or disclose personal information without consent being given unless otherwise required or authorised by law.

3.4 Subject to the requirements of the APPs, Worlducation may also use and disclose personal information for any other related purpose that one would reasonably expect the information to be used or disclosed.

Marketing material

4.1 Worlducation may use personal information, from time to time, to send to marketing material that we consider will be useful, or other material about our activities.

4.2 Worlducation will only do this if we collected the information and one would reasonably expect us to use or disclose the information for that purpose, or if consent has been given to receiving such communications.

Personal information storage and security

5.1 Worlducation takes reasonable steps to protect personal information from loss, unauthorised access, modification, disclosure, interference or other misuse. These steps include electronic access restrictions for electronic files that contain personal information, securing paper files containing personal information in locked cabinets and physical access restrictions.

5.2 Once collected, Worlducation holds personal information in a number of different formats, including on servers (located both onsite and offsite, including in the cloud), databases, filing systems and in offsite backup storage.

5.3 Worlducation only retains personal information for as long as it is required for its business purposes or for as long as required by law. Any information that we no longer require is destroyed securely. An exception to this may be retention of the information for data analysis. However, if this occurs, the information will be retained in a form that does not allow you to be identified from that information.

5.4 Worlducation undertakes not to disclose your personal information in any manner that would be considered direct marketing.

Digital security

6.1 Input devices such as thumb drives or other external memory devices should only be used if they come from a trustworthy source.

6.2 Before opening a thumb drive folder, ensure that a malware scan is run on it.

6.3 Files that are to be modified should first be saved to the computers desktop and the thumb drive ejected before beginning work on the files.

6.4 All files should be saved to the relevant folder, and not left on the desktop.

6.5 Back up of data should be performed at the end of every week. The data should be backed up onto an external memory device, which will be stored in the security cupboard in the Administration office.

Internet security

7.1 A mailbox should be created for each email sender so they can be accessed efficiently.

7.2 Before logging off from your inbox, ensure that it is empty. All emails should be placed in their senders mailbox.

7.3 Suspicious or potentially dangerous emails should be deleted immediately. Attachments should not be opened.

7.4 Personal emails should not be opened at work, or on King Edward VII Colleges computers. If an email of a personal nature is received on a King Edward VII Colleges email address, forward it immediately to a private email address, and open it outside work. Delete the original email from the inbox once it has been forwarded.

7.5 Returned email should be examined to ensure that the address in correct. If in doubt as to the correct address, contact the source of the address and ask for verification.

7.6 Email attachments should only be opened if they come from a trusted source. Attachments are to be stored and sent only as pdf, Word, PowerPoint or Excel files. If trustworthy emails are received in other formats, they should be converted before filing.

7.7 New staff must be assessed on their email competence by their manager before they are given access to their company email address and access to company files. This assessment is to be carried out on an external email account.

Employee Training and Development Policy and Procedures

Policy brief & purpose

This policyrefers to Worlducations learning and development programs and activities for all staff members. Worlducation aims to help employees extend their knowledge and acquire new skills to do their jobs better. We want our employees to feel confident to find new ways towards personal development and success.

Scope

This policy applies to all permanent, full-time or part-time, employees of the company. Employees with temporary/short-term contracts might attend trainings at their managers discretion.

Employees, managers and executives should collaborate to build a continuous professional development (CPD) culture:

The employee is responsible to seek new learning opportunities

The manager is responsible to coach their teams and identify employee development needs

Training and development includes:

Formal training sessions (individual or corporate)

Employee Coaching and Mentoring

Participating in conferences

On-the-job training

Job shadowing

Job rotation

Subscriptions or educational material

Individual training programs

All employees that have worked for the company more than four months are eligible to participate in external training programs individually or in teams.

Employees can choose to attend as many training programs as they want, provided they dont exceed the budget and day limit.

All trainings should consider what employees need and how they can learn best. This is why, we encourage employees and managers to consider multiple training methods like workshops, e-learning, lectures and more.

Corporate training programs.

Expert training

Experts (internal or external) may be required at certain times, for example:

Equal employment opportunity training

Diversity training

Leadership training for managers

Conflict resolution training for employees

Training new employees

Training teams in company-related issues (e.g. new systems or policy changes)

Training employees to prepare them for promotions, transfers or new responsibilities

Other types of training

Both employees and their managers are responsible for continuous learning. Employees should show willingness to improve by asking their managers for direction and advice. Managers should do the same with their own superiors, while encouraging and mentoring their subordinates.

Employees and managers are responsible for finding the best ways to approach learning. They can experiment with job rotation, job shadowing and other types of on-the-job training (without disrupting daily operations). We also encourage employees to use their rights for self-paced learning by asking for educational material and access to other resources within allocated budget.

General guidelines

Managers should evaluate the success of training efforts. They should keep records for reference and better improvement opportunities.

All employee development efforts should respect cost and time limitations, as well as individual and business needs.

Employees should try to make the most out of their trainings by studying and finding ways to apply knowledge to their work.

Internal Communication Policy and Procedures

Worlducation aims to enhance and streamline communications (internal and external) to reinforce the vision and strategic priorities. As such, we will continue to develop and trial new communication platforms, channels, and tools to improve information sharing and collaboration between all staff members.

This policy is to be implemented in a way that ensures compliance with relevant legislative requirements and standards of best practice.

Worlducation expects that staff will use the channels and for business purposes only and comply with all relevant policies and procedures, the Code of Conduct.

Communication channels

Worlducation has a number of internal communication channels available, including:

Channel Purpose

Staff bulletin This contains information from the executive to staff which is important and relevant to their interests, including training, employment vacancies and important announcements.

Contributions for the Staff Bulletin must be approved in advance by the contributors relevant manager before being sent to the communications officer for review and inclusion.

Staff surveys These are used to gather information and feedback from all staff members. Surveys should be sent to staff via email link.

Worlducation intranet The intranet provides important information for staff in an easily accessible location.

The intranet is to be used for conveying information which is important and relevant from the executive team to staff. It is the responsibility of the person contributing the content to ensure the content is factually correct. All contributions must be approved in advance by the contributors relevant manager.

Enterprise social networks (e.g. Yammer, Facebook) These may be used by groups of staff to collaborate and communicate on projects online (e.g. to share and comment on work-related ideas, news and activities). Personal use of these platforms may not be used during work hours. Use of these networks must comply with the Social Media Policy.

All Staff emails Emails are used for messages to and between staff. Staff are required to read all their work-related emails. Approvals must be sought via email with relevant documents attached or a link to the document provided.

Email distribution lists Email distribution lists may only be used by the executive team and should adhere to the Privacy policy.

External Communication Policy and Procedures

This policy is adheres to national laws and regulations where Worlducation does business. It applies to any information that is material and proprietary. Information is material if it is likely to have an impact on the financial performance Information is proprietary, if it provides Worlducation with a competitive advantage.

This includes annual and quarterly reports, news releases, verbal communication (with external people such as analysts, investors, and the media), senior management presentations and information on the web site and intranet.

Employees must not discuss material, non-public matters or developments with outsiders (including family members, relatives or friends).

Spokespersons

There are three main groups of designated spokespersons for Worlducation Corporation:

National and international media The Chairman, Chief Executive Officer, Chief Financial Office

Local media Managers

Trade media Marketing managers, Sales managers

Any news release being issued to the media or public must be approved by Worlducation's executive management team. This includes (but not limited to) blogs, newspapers, magazines, adverts, social media and press statements.

Emergency communication

Crisis and emergency situations that may affect Worlducation and its employees include items such as fires, explosions, accidents, floods, hazardous material emissions, acts of violence or terrorism and many others. In the event of a crisis, safety should be your immediate concern. Employees should notify their direct manager and/or facilities manager, who will in turn notify the executive team as soon as possible. When dealing with the media during a crisis make sure you are available for comment and:

state the facts truthfully

do not from disclose names of the injured or deceased

show empathy - express concern for employees and the community as appropriate

do not offer personal opinion or speculate

describe steps you are taking to manage the crisis

Say "I need to confirm that information first" if you are unsure.

Communication of Financial, Market, and Customer Information

Any reports, slides, presentations, or any other written material that contains Worlducation financial information must be accurate and complete.

Social networking policy

Worlducation employees must use these forums appropriately and responsibly, especially when discussing or disclosing any information related to Worlducation or to their employment at Worlducation.

While social networking opens up new opportunities to have a positive impact on our brand reputation and business growth, it also carries significant business risk when used inappropriately. Failure to follow Worlducation's social media and networking policy or other abuse of social media and networking tools may result in disciplinary action up to and including termination of employment.

In the event anything in the policy may conflict with local law concerning internet use and data privacy, local law will control the interpretation and application of the policy.

Documentation Policy and Procedures

All employees are required to use Worlducations templates for all workplace documentation.

Documents should be named [Department_Type_Detail_Version]

Documents are to be saved using Worlducations cloud-based storage system.

In-built software review functionality should be used, and all comments recorded in a feedback register. Feedback register should contain the date, project number, name of reviewer, person receiving feedback, comments and action required.

Procurement Policy and Procedures

This policy outlines how Worlducation manages its purchasing activities to maximise value, minimise cost and support company strategies.

The policy applies to all employees who have the delegated authority to procure goods, services and/or works on behalf of the company.

For the purpose of this Policy, the term supplier includes all suppliers, contractors and consultants engaged to provide goods, services and/or works to the company.

Procurement Practices

The procurement of goods, services and/or works must be consistent with the Health and Safety Policy.

All procurement activities must take into consideration the environmental impact and value for money over the whole-of-life of the goods and/or services.

Consideration needs to be given to ongoing operational costs including the use of water and energy, greenhouse performance, disposal, recyclability and other relevant factors.

CFO holds the overall responsibility for procurement, including compliance and drives business initiatives that help manage risk, control optimal spend, achieve vendor consolidation and cost efficiency.

The authority to approve expenditure must be in accordance with the companys Delegation and Sub-Delegation of Authority and limited to the cost centres and/or activities within control of the position.

Procurement activities should be delivered or overseen by the position or Business Unit with the appropriate expertise in that field.

Procurement Principles

Employees should first check if the goods and/or services can be provided through one of the companys current preferred or contracted suppliers, or a supplier that has already been set up to do business with the company.

For one-off or simple price-based purchases with a supplier, credit cards are a low cost and efficient means of purchasing, rather than setting up a new supplier in the finance system. Employees should confirm with the supplier that a credit card is an acceptable method of payment, prior to committing the company to the purchase.

The aggregate spend over the year should be considered - if the procurement is for repeated volumes, a fixed term contract should be negotiated to secure favourable price, service and conditions over an extended term.

Records that are created or received during the procurement process should be maintained in line with the companys current document and records management practices and systems.

Sound judgement and discretion should be exercised in determining the most appropriate sourcing strategies.

The purchase value will determine the bidding process:

Value <$2000 $2000 - $5000 $5000 - $15000 $15000 - $30000 >$30000

Method Direct purchasing Written quote More than one written quote 3 or more written quotes Proposal or tender required

Approval Team leader Team manager Department manager Senior executive CFO

Recruitment Policy and Procedures

The Staff Recruitment Policy has been established to ensure Worlducation has the opportunity to attract the best available staff and volunteers for all vacant positions. This policy relates to employment of all staff and volunteers other than the CEO.

Worlducation is committed to providing high quality programs and services to our community. To support the achievement of this objective we recognise the importance of employing the most suitable applicant for all vacant positions.

Principles

Worlducation will ensure it has the best opportunity to attract the best available staff by broadly advertising (internally and externally as deemed appropriate) all vacant remunerated positions and volunteer vacancies.

Worlducation will take all reasonable steps to ensure that applicants may be safely entrusted with the duties of their position.

Worlducation will internally advertise all vacant positions to current staff and volunteers to encourage career advancement and increase participation.

Worlducation is committed to providing a work environment that is free from harassment and discrimination.

All recruitment and selection procedures and decisions will reflect Worlducations commitment to providing equal opportunity by assessing all potential candidates according to their skills, knowledge, qualifications and capabilities.

No regard will be given to factors such as age, gender, marital status, race, religion, physical impairment or political opinions.

Responsibilities

The CEO (or a delegated authority) is responsible to implement this policy and to monitor its performance.

It is the responsibility of Managers and Supervisors to ensure that:

They are familiar with the recruitment policies and procedures, and that they follow them accordingly;Staffing levels for their department are determined and authorised;All roles have current position descriptions that specify role requirements and selection criteria.

It is the responsibility of the Human Resources Department to ensure that:

All Managers are aware of their responsibilities in the recruitment and selection process;Managers are given continuous support and guidance in regards to recruitment and selection issues.

Procedures

Managers should carefully consider the requirements for the position, and the key selection criteria including skills, experience and qualifications.

If no position description exists for the available position, or if it requires revising, this is the responsibility of the appropriate Manager.

Once the new position description or amendments have been drafted, it should be forwarded on to Human Resources and, if appropriate, approved by the CEO and/or Board.

Prior to commencing the recruitment process, the responsible Manager is required to gain approval from the CEO / Board or delegated authority and forward this to the Human Resources Officer.

In situations where a Manager wishes to promote an employee who meets the specific selection criteria for the vacant position into the internal vacancy, the appointment must be authorised by the appropriate Manager, and the approval is to be forwarded to the Human Resources Department.

Where appropriate, Worlducation will advertise all vacancies internally.

Where a position cannot be filled internally, the available position should be advertised through relevant networks, on relevant websites, and through local employment services. All advertisements must be approved by the CEO. If required, the Human Resources Department will prepare an appropriate recruitment advertisement for the position and submit it for review and approval by the relevant Manager. The Human Resources Department will administer the placement of the advertisement and monitor applications received.

Resumes must be screened by relevant managers against the position description so that assessments can be made of their suitability for the specific role.

Applicants who are assessed as suitable will then be selected for interview.

Previous employers and referees shall be contacted, and transcripts, qualifications, publications and other certification or documentation shall be validated.

If an internal candidate is selected, the Manager is required to notify the successful candidate and their Manager. If an external candidate has been selected, the Manager is to make a verbal offer to the candidate.

The Human Resources Department will prepare a written letter of offer for the successful candidate.

Once the Human Resources Department or Manager has received the candidates signed letter of offer, the Human Resources Department is to notify all unsuccessful candidates.

The Manager is responsible for liaising with the Human Resources Department to ensure that the necessary documentation, equipment and access privileges are prepared for the new employee.

The Human Resources Department will forward an induction kit to the new employee for their completion.

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TOC o "1-3" h z t "RTO Works Heading 1,1" Section 1: Planning for an operational plan PAGEREF _Toc83380107 h 5Section 2: Developing an operational plan PAGEREF _Toc83380108 h 9Section 3: Managing operational performance PAGEREF _Toc83380109 h 14

Student name: Assessor: Date: Business this assessment is based on: Documentation reviewed as preparation:

Section 1: Planning for an operational planAbout the organisation

Provide an overview of the organisation and product/services/programs.

Describe the key functions and activities of the work area you will develop an operational plan for.

Briefly describe at least two objectives outlined in the strategic plan (if there is no strategic plan for your business, develop two objectives for your work area or business).

Describe your job role.

Explain how your job role contributes to the broader goals of the business or work area.

Source information

Identify stakeholders who will contribute to the operational plan and provide relevant approvals:

Who are they (consider escalation, specialist resource manager, colleague, client)?

What contribution will they make?

What will they approve (if relevant)?

Identify and summarise any legislation relevant to the operational plan you develop.

Identify and summarise any organisational policies and procedures relevant to the operational plan you develop. (Attach proof to this section of your portfolio).

Summarise the financial information (e.g. budget and forecast) that will inform spending and (attach proof to this section of your portfolio). Identify potential activities

What potential activities are required to address the objectives (at least three per objective)?

What are your suggested time frames for each activity?

Who will be responsible for the completion of each activity? Establish potential human resource requirements

For each potential activity in the operational plan, list the human resources required (at least one new human resource should be required).

For each human resource:

research and summarise information on resource options and how the resource may be sourced (e.g. can internal staff do the job, are consultants required etc.?).

analyse options and choose one.

explain how the resource will be recruited and inducted following policy and procedure.

explain any financial implications (e.g. approval required, amount to be budgeted for etc.).

explain any Intellectual Property (IP) requirements, rights and responsibilities linked to the resource. Establish potential physical resource requirements

Use the information from your research and knowledge of your work area.

For each potential activity in the operational plan, list the physical resources required (identify at least one).

For each physical resource:

research and summarise information on resource alternatives (e.g. RPA vs human input)

analyse options and choose best one

explain how the resource will be obtained/purchased following policy and procedures

explain any financial implications (e.g. approval required, amount to be budgeted for etc.)

explain any Intellectual Property (IP) requirements, rights and responsibilities linked to the resource (other than those already considered). Establish potential KPIs

For each activity, establish measurable KPIs.

Show how you approached establishing the KPIs in a mathematical way using problem-solving.

How do the KPIs reflect financial requirements?

List ways to monitor the KPIs. Identify data security issues

Identify any data security requirements or issues associated with the activities. 61859414351000 Attach: Proof of policies and procedures relevant to work area and/or operational plan

Proof of financial information and relevant calculations (e.g. budget, graphs)

Section 2: Developing an operational plan

Consult with others

Summarise the outcomes of your meeting with relevant stakeholders:

Which stakeholders did you consult with?

Why were these stakeholders part of the consultation process?

Were any changes to your suggested activities, resources, timeframes, KPIs and monitoring processes requested?

Describe how you collaborated to achieve joint outcomes.

How did you seek feedback, advice and support?

If not already viewed in person by your assessor, attach proof of the consultation to this section of your portfolio.

Objective Activity/

strategy to achieve objective Person responsible for completion Timeline Resources required KPI Budget

Objective selected from strategic plan Activity required to realise objective

Person responsible for the activitys successful completion When must the activity be completed by or during which period is it to be completed Human and physical resources required to complete activity KPI to measure and monitor success of the activity

Develop a contingency plan.

Activity/strategy to achieve objective Potential risks Planned Response

Activity required to realise objective Risk associated with the activity How you will mitigate the risk

Approve plan

Follow organisational policies and procedures to seek approval for your operational plan:

Who will you seek approval from?

How will you seek approval?

Attach proof of approval (e.g. minutes of executive team meeting, draft email) to this section of the portfolio. Document resource requirements

Document the resource requirements (following organisational policy and procedures).

Attach proof to this section of the portfolio. Explain plan to team

Attach proof to this section of the portfolio (if not already viewed in person by the assessor). 61859414351000 Attach: Proof of stakeholder meeting (if relevant)

Documented resource requirements

Operational plan (if you did not use the provided table)

Contingency plan (if you did not use the provided table)

Proof of operational plan approval

Explanation to team (if relevant)

Section 3: Managing operational performanceConfirm human resource acquisition

Confirm that any new staff members required to complete the activities in the operational plan were recruited and inducted according to the organisations policies, practices and procedures (e.g. via email, face-to-face conversation, survey etc.)

Attach proof to this section of the portfolio. Confirm physical resource acquisition

Confirm that any new physical resources and services required to complete the activities in the operational plan were acquired according to the organisations policies, practices and procedures (e.g. via email, face-to-face conversation, invoices, quotes etc.)

Attach proof to this section of the portfolio. Incorporate Intellectual Property (IP) requirements

Take necessary steps to ensure any IP requirements (established in Section 1 of your Project Portfolio) are incorporated in the execution of activities (e.g. memo to staff, contractual agreement, email to include it in induction process etc.)

Attach proof to this section of the portfolio. Plan and implement monitoring

Choose one activity and its related KPI.

Establish a process that can be used to monitor and document performance of the KPI (either using a flowchart or words).

Implement the process (e.g. by placing a poster in the office, sending an email etc.)

Attach proof of your implementation to this section of your portfolio. Assess progress

Assess and document the progress of the activity you selected to monitor in the previous step (use the data showing underperformance).

You may consider:

Is it likely to be completed within the timeframe set?

Will it meet budget?

Are any additional resources required?

Are any resources under-performing (identify at least one)?

Attach relevant data/proof of progress to this section of your portfolio.

Attach documented performance to this section of your portfolio. Negotiate and approve variations

Summarise the outcomes of your negotiations with relevant stakeholders:

Who was part of the negotiation?

What are reasons for underperformance and how can it be solved?

What did you negotiate (e.g. adjusted timeframe to allow for additional training)?

How can you support the resource going forward?

Which variations were approved?

Attach proof of your negotiation to this section of your portfolio (if not already viewed in person by your assessor). Approve variations.

Gain approval from relevant stakeholders for the negotiated variation(s).

Attach proof to this section of your portfolio (e.g. minutes of executive team meeting, email etc.). Address underperformance

Confirm that support is provided where necessary according to policy and procedures (e.g. email to arrange training).

Attach proof of confirmed support to this section of your portfolio. 61859414351000 Attach: Proof to confirm recruitment and induction processes

Proof to confirm physical resource acquisition processes

Proof of incorporated IP requirements

Proof of implementation of monitoring process

Proof of data/progress (if relevant)

Documented performance

Proof of negotiation (if relevant)

Proof of approval

Proof to confirm additional support

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05919470MANAGE BUSINESS OPERATIONAL PLANS

00MANAGE BUSINESS OPERATIONAL PLANS

05212008BSBOPS502

020000BSBOPS502

Assessment Instructions

BSBOPS502- Manage Business Operational Plans

Contents

TOC h z t "RTO Works Heading 1,1" Introduction PAGEREF _Toc83379335 h 4Assessment Task 1: Knowledge questions PAGEREF _Toc83379336 h 5Assessment Task 1: Checklist PAGEREF _Toc83379337 h 10Assessment Task 2: Project PAGEREF _Toc83379338 h 11Assessment Task 2: Checklist PAGEREF _Toc83379339 h 18 PAGEREF _Toc83379340 h 21

IntroductionThe assessment tasks for BSBOPS502 Manage business operational plans are outlined in the assessment plan below. These tasks have been designed to help you demonstrate the skills and knowledge that you have learnt during your course.

Please ensure that you read the instructions provided with these tasks carefully. You should also follow the advice provided in the Business Works Student User Guide. The Student User Guide provides important information for you relating to completing assessment successfully.

Assessment for this unit

BSBOPS502 Manage business operational plans describes the performance outcomes, skills and knowledge required to manage business operational plans for products, programs, processes or services to an operational level.

For you to be assessed as competent, you must successfully complete two assessment tasks:

Assessment Task 1: Knowledge questions You must answer all questions correctly.

Assessment Task 2: Project You must work through a range of activities and complete a project portfolio.

Assessment Schedule

Task Due Date

Learning Activity Only and Assessment 1 Week 1

Assessment 1 Week 2

Assessment 2 Week 3

Assessment Task 1: Knowledge questions

Information for studentsKnowledge questions are designed to help you demonstrate the knowledge which you have acquired during the learning phase of this unit. Ensure that you:

review the advice to students regarding answering knowledge questions in the Business Works Student User Guide

comply with the due date for assessment which your assessor will provide

adhere with SCSBs submission guidelines

answer all questions completely and correctly

submit work which is original and, where necessary, properly referenced

avoid sharing your answers with other students.

Submit:

Answer all the questions correctly.

Questions

Provide answers to all of the questions below:

Explain:

the purpose and content of an operational plan

the role of an operational plan in achieving the organisations objectives

the purpose and content of a contingency plan.

Explain the difference between an operational plan modelled on the organisation as a whole and one that has been modelled to suit a specific organisational goal or department.

Describe typical methods for developing an Operational Plan.

Complete the table below to describe information sources necessary to develop and present operational plans. The first row has been completed as an example for you to follow.

Information source Description Examples (provide 1)

Colleagues/Employees Colleagues may be part of the same team, or from another team. Team member

CFO

Manager of a different team

External consultants Strategic plan Budgets and forecasts Legislation and regulatory authorities Organisational policies and procedures List four ways to consult with stakeholders:

Complete the table below to describe the requirements for resources included in operational plans:

Resource Type Description of the resources and 2 examples: How to acquire the resource:

Physical How do you acquire physical resources and/or services?

What does a procurement process include (list at least four considerations)?

Relevant organisational policies and procedures (at least one):

Financial What workplace documents provides information about financial resources? (describe at least one):

How does the budgeted and actual finances influence profitability and productivity of the operational plan?

Explain how to obtain additional finances:

Human How do you recruit staff?

List at least two induction strategies:

Relevant organisational policies and procedures (at least one):

Explain the purpose of key performance indicators.

List four different approaches to developing key performance indicators.

Explain the procedure for documenting performance, including records that should be kept.

Provide a definition of a PCBU and outline their key responsibilities under WHS laws.

Outline the aim and scope of the Fair Work Act 2009.

Assessment Task 1: Checklist

Students name:

Did the student provide a sufficient and clear answer that addresses the suggested answer for the following? Completed successfully? Comments

Yes No Question 1 Question 2 Question 3 Question 4 Question 5 Question 6 Question 7 Question 8 Question 9 Question 10 Question 11 Task outcome: Satisfactory Not yet satisfactory

Assessor signature: Assessor name: Date:

Assessment Task 2: ProjectInformation for studentsIn this task, you are required to demonstrate your skills and knowledge by working through a number of activities and completing and submitting a project portfolio.

You will need access to:

a suitable place to complete activities that replicates a business environment including a meeting space and computer and internet access

your learning resources and other information for reference

Project Portfolio template

Simulation Pack (if you need a case study).

Ensure that you:

review the advice to students regarding responding to written tasks in the Business Works Student User Guide

comply with the due date for assessment which your assessor will provide

adhere with SCSBs submission guidelines

answer all questions completely and correctly

submit work which is original and, where necessary, properly referenced

avoid sharing your answers with other students.

Deliver:

Consultation with stakeholders to agree on activities, resources, timeframes, KPIs and monitoring processes. (Role-Play Meeting)

Meet with at least one stakeholder who will be responsible for an activity in the operational plan. (Role-Play Meeting)

Meet with relevant stakeholders to discuss underperformance and negotiate variations to the operational plan. (Role-Play Meeting)

Submit: Complete Project Portfolio

ActivitiesComplete the following activities:

Carefully read the following:

This project requires you to develop and manage an operational plan for one business or work area by:

sourcing information relevant to your work area/business and its related operational plan.

consulting with others to develop and approve an operational and contingency plan.

managing resource acquisition and performance according to organisational policies and procedures.

addressing underperformance.

negotiating and approving variations to the operational plan.

Vocational education and training is all about gaining and developing practical skills that are industry relevant and that can help you to succeed in your chosen career. For this reason, we are giving you the choice to base this project on your own business, one you work in or a familiar with, or you can use the case study provided. This will mean that you are applying your knowledge and skills in a relevant, practical and meaningful way to your own situation!

It is important that you are able to access enough information for your chosen business in order to be able to do your assessment. As a minimum this should include organisational policies and procedures related to operational plans. You will also need data to review and assess operational progress in step 5.

Relevant policies and procedures may include:

Recruitment, Induction and Development

Procurement and Suppliers

Reporting and Documenting

Hierarchy of control/ Approval

Any other relevant policies and procedures.

You will need to communicate with people who work for, or are involved, in this business or work area several times. Your communication may be either directly with actual staff members or fellow students/your assessor can play the roles of relevant people/parties. Communication can be in any appropriate format (e.g. face to face, video conference, email) as long as it meets the requirements outlined in the Project Portfolio.

You will be collecting evidence for this unit in a Project Portfolio. The steps you need to take are outlined below.

Preparation

Make sure you are familiar with the organisation you are basing this assessment on and have read through the necessary background information. For the case study business, this is all of the documents included in the Simulation Pack.

If its your own business or a business where you are working or are familiar with, have your business approved by your assessor and identify a work area to develop an operational plan for.

If you are using the case study, you will assume the role of sales manager and develop an operational plan for the approved business model develop a cloud-based solution.

Complete Page 4 of your Project Portfolio for this unit.

Read through the requirements of Section 1, 2 and 3 of your Project Portfolio.

Planning for an operational plan

Complete Section 1 of your Project Portfolio.

To complete Section 1, you need to:

source information relevant to the development of an operational plan for your work area, including stakeholders, legislative, organisational, financial and intellectual property requirements.

identify potential activities and resource requirements (including their financial implications and KPIs) for the operational plan (include at least one human resource and one physical resource).

identify data security issues.

Make sure you have answered all questions in Section 1. Submit to your assessor for review.

You are also required to attach certain documents as part of your evidence review the documents you need to attach as outlined in Section 1 of the Project Portfolio and make sure you attach these upon submission.

You will use the work done in this section of the Portfolio to consult with others and lead teamwork to develop an operational plan in the next activity. In preparation, read through step 4.

Developing an operational plan

Meet with at least two of the stakeholders you identified as part of Section 1 of your Project Portfolio. One of the stakeholders must be a client.

Consult with stakeholders to agree on activities, resources, timeframes, KPIs and monitoring processes.

ii This meeting should take 20 minutes.

This meeting may take place with actual people who work for/are associated with your chosen business. Alternatively, classmates or your assessor may play the role of one or more team members.

This can either be viewed in person by your assessor or you may like to video record the session for your assessor to watch later. Your assessor can provide you with more details at this step. Make sure you follow the instructions below and meet the timeframes allocated. If this session is not viewed in person by your assessor, you will attach proof of the meeting to Section 2 of your Project Portfolio.

As part of this meeting, you are required to demonstrate your ability to:

take a leadership role in the meeting (e.g., start and conclude the meeting)

facilitate effective group interaction (e.g., ensure everyone has a chance to speak and provide input)

influence the direction of the discussion (e.g., use persuasive language and have a firm opinion and tone, keep the discussion on topic)

present information using appropriate style, language, register and vocabulary (e.g., conduct yourself in a professional manner where everyone understands what has been said, use terms applicable to business, operational plans and the industry in which the business operates)

listen to others and comprehend what theyre saying (e.g., do not interrupt and rephrase what has been said to confirm your understanding)

seek advice, feedback and support (e.g., ask relevant questions such as do you agree with me? and let others tell you what they think)

use appropriate paralinguistic communication (e.g., appropriate body language such as not folding your arms, supportive facial expressions such as frowning or smiling, polite tone and professional pitch).

You will be assessed on this.

Complete Section 2 of your Project Portfolio.

To complete Section 2, you need to:

develop and approve an operational and contingency plan.

document resource requirements.

ii Approval can be sought in any way as long as you adhere to any organisational communication and approval requirements.

Approval may for example be:

question and answer session (each stakeholder has a copy of the operational plan)

executive team meeting

email requesting approval

updated project schedule.

Explain your operational plan to relevant work team(s). Meet with at least one stakeholder who is a co-worker and part of a team who will be responsible for an activity in the operational plan.

ii This meeting should take 20 minutes.

This meeting may take place with actual people who work for/are associated with your chosen business. Alternatively, classmates or your assessor may play the role of one or more team members.

As part of this meeting, you are required to demonstrate your ability to:

take a leadership role in the meeting (e.g., start and conclude the meeting)

listen to others and comprehend what theyre saying (e.g., do not interrupt and rephrase what has been said to confirm your understanding)

seek support (e.g., ask relevant questions such as Are the operational priorities clear?)

You will be assessed on this.

Make sure you have answered all questions in Section 2. Submit to your assessor for review.

You are also required to attach certain documents as part of your evidence review the documents you need to attach as outlined in Section 2 of the Project Portfolio and make sure you attach these upon submission.

Managing operational performance

ii Assume a period of time has passed.

If you are basing this on your own business, make sure you have data (that shows underperformance) available for the activity/KPI you selected to monitor.

If you are basing this on the case study, assume:

invoices show that the advertising consultant has spent more than what was budgeted for.

a project schedule shows the advertising consultant is still delivering within agreed timeframes.

Complete Section 3 of your Project Portfolio.

To complete Section 3, you need to:

confirm resources were acquired following organisational policy, practices and procedures.

incorporate intellectual property rights and responsibilities (e.g. via memo to staff).

plan and implement the monitoring and documentation of the performance for one activity.

assess the progress performance of the activity (using relevant data).

address the underperformance of a human or physical resource (at least one resource) and confirm support.

Meet with relevant stakeholders to discuss underperformance and negotiate variations to the operational plan. Meet with at least one of the stakeholders you identified as part of Section 1 of your Project Portfolio who is associated with the underperformance.

Negotiate with stakeholder(s) to:

establish reasons and solutions for underperformance.

negotiate variations to the operational plan required due to the underperformance.

establish support requirements.

Remember that negotiation means that you discuss something to reach a mutually agreeable outcome.

ii This meeting and negotiation should take 10 minutes.

This meeting and negotiation may take place with actual people who work for/are associated with your chosen business. Alternatively, classmates or your assessor may play the role of one or more team members.

As part of this meeting, you are required to demonstrate your ability to:

take a leadership role in the meeting (e.g., start and conclude the meeting)

facilitate effective group interaction (e.g., ensure everyone has a chance to speak and provide input)

influence the direction of the discussion (e.g., use persuasive language and have a firm opinion and tone, keep the discussion on topic)

listen to others and comprehend what theyre saying (e.g., do not interrupt and rephrase what has been said to confirm your understanding)

seek advice, feedback and support (e.g., ask relevant questions such as do you agree with me? and let others tell you what they think)

negotiate outcomes (discuss and agree on variations to the operational plan).

You will be assessed on this.

Make sure you have answered all questions in Section 3.

You are also required to attach certain documents as part of your evidence review the documents you need to attach as outlined in Section 3 of the Project Portfolio and make sure you attach these upon submission.

Submit your completed Project Portfolio

Make sure you have completed all sections of your Project Portfolio, answered all questions, provided enough detail as indicated and proofread for spelling and grammar as necessary. Remember to submit all necessary attachments as indicated.

Simulation Pack Project Portfolio

Students Appendix

Assessment Task 2: Checklist

Students name:

Did the student: Completed successfully? Comments

Yes No Plan for an operational plan by:

Outlining their role and its contribution to broader organisational objectives

Sourcing information regarding:

stakeholders

relevant legislation

relevant organisational policies and procedures

financial situation

Researching and analysing potential physical and human resource requirements and alternatives (including IP requirements, rights and responsibilities)

Showing mathematical calculations and reasoning related to budget and/or KPI requirements

Identifying data security requirements or issues related to potential activities? Develop an operational plan by:

meeting with relevant stakeholders and clients to collaborate and agree on the contents of an operational plan (activities, resources, timeframes, KPIs and monitoring processes)

developing an operational plan according to organisational requirements including:

two objectives

three activities per objective

person responsible for completion of activity

timeline requirements

resources required (both physical and human)

KPIs

budget for the activity

developing a contingency plan for each activity on the operational plan, including:

potential risks

planned response to the risk

approving their operational plan

documenting resource requirements

explaining the approved operational plan to team members via oral communication? Manage operational performance by:

confirming human resource acquisition processes

confirming physical resource acquisition processes

incorporating intellectual property requirements in the execution of activities

planning and implementing monitoring processes for one activity and its related KPI

assessing the progress of one activity to achieve profit/productivity and document performance

negotiating variations to the operational plan with relevant stakeholders

addressing underperformance and confirming support for the resource? Demonstrate effective oral communication and teamwork skills, including:

taking a leadership role in the meeting

facilitating effective group interaction

influencing the direction of the discussion

presenting information using appropriate style, language, register and vocabulary

listening to others and comprehending what theyre saying

seeking advice, feedback and support

using appropriate paralinguistic communication? Task outcome: Satisfactory Not Yet satisfactory

Assessor signature: Assessor name: Date:

Case Study WORLDUCATION

Worlducation was founded in 2016, and by the end of 2019 they had sold over 35,000 tablets to over 550 schools in 23 countries, generating revenue in hardware sales and software subscriptions.

Specific information needed for this assessment

You have recently joined the management team. Its your time to step in and make changes so that the business can keep growing, and the team culture shows strength in these strange times.

During your first days on the job you realised that one of the biggest problems that have risen during the latest months is a virtual disorganisation.

Having different team members in different parts of the world, working in different time schedules and with complementary tasks have led to an online chaos of files, inefficiencies and lost sales.Your team has had a number of internal disagreements and morale is low.

Professional Development Policy and Procedures

Purpose

The purpose of this policy is to balance the needs of the individual with the needs of the organisation in relation to professional development opportunities.

Position specific professional development

The majority of professional development activities planned for should relate to the individuals specific career position (or pathway). $500 per year is allocated to each employee for professional development that falls into this category, but employees are encouraged to regularly participate in free opportunities as investigated and advised by their team leader or manager. At least one team building exercise should be scheduled each quarter for each team by their respective manager and a minimum of 2 x 30-minute sessions can be scheduled per quarter or 1 x one-hour session. Total time may not exceed 2 hours per quarter.

Non-position specific professional development

Non-position specific professional development activities may be approved as appropriate and on a case-by-case basis. If the organisation acknowledges that it may be valuable to the organisation at a later time or in a general way; then time off work or re-arrangement of duties may be arranged if the organisation does not agree to fund the activity.

05595620DEVELOP AND USE EMOTIONAL INTELLIGENCE

00DEVELOP AND USE EMOTIONAL INTELLIGENCE

03321685STUDENT VERSION

020000STUDENT VERSION

04724400BSBPEF502

020000BSBPEF502

4547235269831PROJECT PORTFOLIO

020000PROJECT PORTFOLIO

PROJECT PORTFOLIO

BSBPEF502 Develop and Use Emotional Intelligence

Contents

TOC o "1-3" h z t "RTO Works Heading 1,1" Section 1: Evaluation criteria PAGEREF _Toc54872827 h 5Section 2: Personal analysis PAGEREF _Toc54872828 h 6Section 3: Personal emotional intelligence development plan PAGEREF _Toc54872829 h 10Section 4: Team emotional intelligence developmentplan PAGEREF _Toc54872830 h 11Section 5: Reflection PAGEREF _Toc54872831 h 15

Student name: Assessor: Date: Business this assessment is based on: Business objectives: Team objectives: Team members:

Section 1: Evaluation criteriaWhat is the format you have developed your evaluation criteria in? Which question numbers cover an evaluation of a persons empathy? Which question numbers cover an evaluation of a persons ability to self-regulate their emotions? Which question numbers cover an evaluation of a persons positivity? Which question numbers cover an evaluation of a persons adaptability? How will you measure the results? Explain how your rating or measurement for a persons emotional intelligence will be determined.

A copy (or the link) to your evaluation to your portfolio.

Your completed evaluation and results

Section 2: Personal analysisStudent name: Feedback participant 1 (name and contact number) Feedback participant 2 (name and contact number) Answer all of the questions below using the results of the evaluation in section 1 to guide your answers, and feedback from your classmates/friends/family for parts c and d.

Document your findings on yourself in the four areas focussed on in your evaluation in section 1 as discuss your strongest area.

Reflecting on the results, identify what stood out for you in terms of what it tells you about yourself as a person.

Thinking about the questions asked as part of the evaluation and your learnings as part of this unit, identify five of your emotional strengths.

Thinking about the questions asked as part of the evaluation and your learning as part of this unit, identify five of your emotional weaknesses.

Explain how you believe the emotional strengths you have identified above help your workplace performance and relationships.

Discuss how you believe your emotional weaknesses hinder your workplace performance and relationships.

Complete the following table about personal stressors at work. Identify at least four sources of stress that are most likely to result in workplace stress for you, your stress response (emotional, physical, behavioural) and actions that you can take (or have taken) to manage stress.

The table includes examples only, as there could be a wide range of responses from students.

Personal stressor What is your stress response Actions/methods to address

Review the following list of needs and choose at least three that most trigger your emotions when you dont get these needs met. Consider this question in the context of the workplace.

Acceptance

Being understood

Being in control

Attention

Peacefulness

Order

Safety

Respect

Being needed

Being right

Comfort

Balance Variety

Predictability

New challenges

Being loved/liked

Being valued

Being treated fairly

Freedom

Consistency

Being included

Autonomy

Fun

Now complete the table below.

Write down each need you have chosen and why this need is important to you at work.

Also give an outline of the emotions triggered in you when you dont get these needs met and ways that you can control your emotions in the face of not having your needs met.

The table includes examples only, as there could be a wide range of responses from students.

Need and why this need is important to you at work What is your emotional response when this need is not met? Emotional control mechanism

What other criteria could you use other than those you created in your evaluation to determine your own emotional strengths and weaknesses?

Section 3: Personal emotional intelligence development planBased on the identified areas for improvement and/or gaps, list at least five activities that should improve your ability to identify and respond appropriately to a range of emotional expression through self-reflection and feedback from others.

Enter the activities in order of priority.

Identified area of emotional intelligence development Briefly describe why you have identified this as a priority Actions to improve area of emotional intelligence development

Section 4: Team emotional intelligence developmentplanComplete the following tables for two team members after the roundtable discussion in the role of their team leader or manager.

Team member: Summary of this person as per their personality profile discussed at the round table (emotional responses, beliefs, identified strengths and weaknesses): How can you create opportunities for this person to express their thoughts and feelings in the work team that best suits them? How can you show consideration to this person when making decisions that affect them as their team leader?

Identified area of emotional intelligence development Briefly describe why you have identified this as a priority Actions to improve area of emotional intelligence development

How could this person build further productive relationships within the team?

How can this person maximise their contribution to the team and increase work outputs?

How can this persons strengths contribute to reaching team goals?

Team member: Summary of this person as per their personality profile discussed at the round table (cultural behaviours, beliefs, identified strengths and weaknesses) How can you create opportunities for this person to express their thoughts and feelings in the work team that best suits them? How can you show consideration to this person when making decisions that affect them as their team leader?

Identified area of emotional intelligence development Briefly describe why you have identified this as a priority Actions to improve area of emotional intelligence development

How could this person build further productive relationships within the team?

How can this person maximise their contribution to the team and increase work outputs?

How can this persons strengths contribute to reaching team goals?

Section 5: ReflectionAnswer the following reflective questions:

Which two tasks did you complete? Note, they must be different. Task 1

Outline details of the activity you completed together. How did this activity help the team to achieve team goals? How did you model behaviours that demonstrate your emotional intelligence during this task? Provide at least two examples. How did this activity align with the policy/procedures of the business? How did both of your team members contribute towards the team goal in an individual capacity? Team member 1:

Team member 2:

Task 2

Team member 2:

4552950-125426STUDENT ASSESSMENT TASKS

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ASSESSMENT INSTRUCTIONS

BSBPEF502- DEVELOP AND USE EMOTIONAL INTELLIGENCE

left5920105DEVELOP AND USE EMOTIONAL INTELLIGENCE

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020000BSBPEF502

Contents

TOC h z t "RTO Works Heading 1,1" Introduction PAGEREF _Toc54872383 h 4Assessment Task 1: Knowledge questions PAGEREF _Toc54872384 h 5Assessment Task 1: Checklist PAGEREF _Toc54872385 h 7Assessment Task 2: Project Portfolio PAGEREF _Toc54872386 h 8Assessment Task 2: Checklist PAGEREF _Toc54872387 h 14 PAGEREF _Toc54872388 h 16

IntroductionThe assessment tasks for BSBPEF502 Develop and use emotional intelligence are outlined in the assessment plan below. These tasks have been designed to help you demonstrate the skills and knowledge that you have learnt during your course.

Assessment for this unit

BSBPEF502 Develop and use emotional intelligence describes the performance outcomes, skills and knowledge required to develop and use emotional intelligence to increase self-awareness, self-management, social awareness and relationship management in the workplace.

For you to be assessed as competent, you must successfully complete two assessment tasks:

Assessment Task 1: Knowledge questions You must answer all questions correctly.

Assessment Task 2: Project You must work through a range of activities and complete a project portfolio.

Assessment Schedule

Task Due Date

Learning Activity Only and Assessment 1 Week 1

Assessment 1 Week 2

Assessment 2 Week 3

Assessment Task 1: Knowledge questions

Information for studentsKnowledge questions are designed to help you demonstrate the knowledge which you have acquired during the learning phase of this unit. Ensure that you:

review the advice to students regarding answering knowledge questions in the Business Works Student User Guide

comply with the due date for assessment which your assessor will provide

adhere with SCSBs submission guidelines

answer all questions completely and correctly

submit work which is original and, where necessary, properly referenced

avoid sharing your answers with other students.

Submit:

Answer all the questions correctly.

Questions

Provide answers to all of the questions below:

Explain emotional intelligence and the importance of this characteristic at work.

Explain each of the five essential principles of emotional intelligence as defined by Daniel Goleman.

Explain the key principles of the Emotional Intelligence Theory developed by Caruso and Salovey (2004).

Explain three strategies that can be used to build emotional intelligence.

Explain how a manager with high emotional intelligence can assist in achieving business objectives. Provide an example to illustrate your answer.

Explain the importance of recognising cultural differences in emotional intelligence. Provide two examples example to illustrate your answer.

Explain two ways of communicating effectively with a diverse workforce with varying emotional responses.

Explain two ways of using emotional intelligence to build and manage effective workplace relationships.

Assessment Task 1: Checklist

Students name:

Did the student provide a sufficient and clear answer that addresses the suggested answer for the following? Completed successfully? Comments

Yes No Question 1 Question 2 Question 3 Question 4 Question 5 Question 6 Question 7 Question 8 Task outcome: Satisfactory Not Yet satisfactory

Assessor signature: Assessor name: Date:

Assessment Task 2: Project PortfolioInformation for studentsIn this task, you are required to complete activities and fill out a project portfolio. You will participate in a number of activities to demonstrate that you can identify, use and promote emotional intelligence in yourself and others.

You will need access to:

a suitable place to complete activities that replicates a business environment including a meeting space and computer and internet access

your learning resources and other information for reference

Project Portfolio template.

Ensure that you:

review the advice to students regarding responding to written tasks in the Business Works Student User Guide

comply with the due date for assessment which your assessor will provide

adhere with SCSBs submission guidelines

answer all questions completely and correctly

submit work which is original and, where necessary, properly referenced

avoid sharing your answers with other students.

Deliver:

Round table discussion to improve strategies for emotional intelligence (Role-Play)

Submit:

Complete Project Portfolio

Activities

Complete the following activities:

Carefully read the following:

Parts of this project requires you to work with others collaboratively in a team setting where you will be able to demonstrate that you can recognise and respond to the emotional states of others and promote the development of emotional intelligence in yourself, and others. You can do this based on the assumption that you are the team leader of a case study business or your own business if applicable. Its important that this business has organisational and team objectives already developed. Speak to your assessor to get approval if you want to base this on your own business.

Vocational education and training is all about gaining and developing practical skills that are industry relevant and that can help you to succeed in your chosen career. For this reason, basing your project on real relationships with classmates or work colleagues will mean that you are applying your knowledge and skills in a relevant, practical and meaningful way!

You will be collecting evidence for this unit in a Project Portfolio. The steps you need to take are outlined below. Before you begin, complete page 4 of your Project Portfolio.

Develop evaluation criteria and test yourself

Develop a set of evaluation criteria that you can use for assessing emotional strengths and weaknesses in yourself. You must develop a set of at least 10 questions that will help you to analyse strengths and weakness related to:

Empathy

Emotional self-control

Positivity

Adaptability

You can develop the evaluation however you choose, namely multiple-choice questions, true or false, respond to the scenario etc. You will be using this criterion to analyse yourself and you may choose to develop a soft or hard copy evaluation or you may like to use an online tool. You must also develop some way to measure the results, for example, a point system for multiple choice. Attach a copy or include the link to the evaluation you have developed in Section 1 of your Project Portfolio.

Complete the review yourself and attach the results to your portfolio.

Review and feedback

Document your findings from the activity step above and discuss the results with two other people these may be classmates you know well or family and friends. Using the information in Section 2 of your Project Portfolio, ask them to give you feedback on sections b and c (what they believe your emotional strengths and weaknesses are) and take notes so you can include their analysis in your personality test review.

Now, answer all of the questions in section 2 using the results of your evaluation to guide your answers.

Each question should be answered in approximately a paragraph and be professionally written in a way that clearly explains your concepts and ideas in a logical and cohesive manner.

Submit to your assessor.

Round table discussion

In a group round-table style discussion with a student group of approximately four or five, you will analyse the results of your emotional intelligence assessment with others and share ideas on ways to improve your emotional intelligence and also how this can contribute towards the team goals and objectives of the business. The group will also share stories of their own personal culture and its characteristics, and any experiences they would like to share (positive or negative).

Each person will have a turn (10 minutes per person) to talk about:

Personal characteristics in relation to emotional intelligence, as set out in the personality test results.

Personal stressors, resulting emotions and actions to control emotional responses.

Own emotional response to unmet needs and effective strategies to control emotional responses.

Emotional triggers in the workplace and an analysis of how this can make you react (negatively) or respond (appropriately).

Then, with your group participants, share and discuss strategies for improving your emotional intelligence based on the reviews you have made in your portfolio and discuss the methods for responding to personal stressors and how likely they are to work. Make sure you take notes on strategies brainstormed for yourself and for at least two of the other participants as you are going to have to develop individual and team plans in later steps. This part of the discussion must run for at least 30 minutes and not more than one hour.

Your assessor will be looking to see that you can:

respond appropriately to the emotional states and cues of others

create an inclusive atmosphere by way of speech and interaction

demonstrate consideration, empathy and acknowledgement of others feelings and perspectives

create opportunities for others in the group to express themselves: their ideas, thoughts and feelings

evaluate impacts of specific situations discussed and the impact of reacting versus responding

demonstrate effective communication skills including:

Speaking clearly and concisely

Using non-verbal communication to assist with understanding

Asking questions to identify required information

Responding to questions as required

Using active listening techniques to confirm understanding

Develop a personal emotional intelligence development plan

After the round table, using the feedback from your group as well as the results from your evaluation, plan how you are going to improve your own emotional intelligence in Section 3 of your Project Portfolio. Your emotional intelligence development plan should include at least 5 actions you could take to improve your ability to identify and respond appropriately to a range of expressions of emotions. Keep this plan private for now and do not share with the rest of your group.

Develop a team emotional intelligence development plan

Assume you are the team leader for the group that you were in for the round table discussion. Select two members from this group to develop planning for. Use Section 4 of your Project Portfolio to develop these plans based off the information you learned during the round table discussion. Ensure that actions will help this team member to meet the organisational and team goals. You will develop these plans on your own based from your observations during the round table and not in discussion with your team members. You have to compete one of these activities planned so make sure its something realistic that can be completed in the classroom.

Discuss the plans with team members

Meet individually with the two team members as if you were their manager and discuss the plan in a positive manner that highlights the actions and benefits to themselves and their team. Explain your decisions about actions that will help them to achieve their goals. The meeting should last for at least 15 minutes each and no more than 30 minutes.

Your assessor will be looking to see that you can:

respond appropriately to the emotional states and cues of your team members by being flexible and adaptable, modifying your approach as relevant

create an inclusive atmosphere by way of speech and interaction

demonstrate consideration, empathy and acknowledgement of their feelings and perspectives

create opportunities to express themselves: their ideas, thoughts and feelings about your plans

demonstrate effective communication skills including:

Speaking clearly and concisely

Using non-verbal communication to assist with understanding

Asking questions to identify required information

Responding to questions as required

Using active listening techniques to confirm understanding

Implement planning to achieve two different work tasks

Based on your planning and the meetings with your team members, its now up to you and your team to implement an aspect of the planning in order to enhance the teams performance and complete two work tasks. This could include completing a professional development session together, a trust or team building activity or the development of something for the business that helps to achieve a team or organisational goal. Make sure you adhere to the professional development policy and procedures of your chosen business when planning and completing this.

The two tasks must be different, for example, you cannot complete two team building activities.

Summarise this information in your portfolio and attach the policy.

Complete Section 5 of your Project Portfolio.

Submit your completed Project Portfolio

Make sure you have completed all sections of your Project Portfolio, answered all questions, provided enough detail as indicated and proofread for spelling and grammar as necessary.

Submit to your assessor for marking.

Simulation Pack Project Portfolio

Students Appendix

Assessment Task 2: Checklist

Students name:

Did the student: Completed successfully? Comments

Yes No Identify the impacts of their own emotions on others in the workplace by:

Developing evaluation criteria to determine their own emotional strengths and weaknesses

Identifying personal stressors and emotional states that are related to them and the workplace

Analysing, evaluating and documenting emotional triggers and better ways to respond

Using self-reflection and feedback from others to improve their own emotional intelligence to develop a plan for themselves Recognise and address emotional strengths and weaknesses of others and promote the development of emotional intelligence by:

Analysing and documenting emotional responses of co-workers

Developing planning for two colleagues to improve their emotional intelligence, create opportunities for them to express their thoughts and feelings and to consider their personal behaviour and its effects

Encouraging a positive and inclusive atmosphere when completing a team task together that will contribute to achieving organisation and team goals and adhered to organisational policy

Modelling behaviours that demonstrate management of emotions to teammates During interactions with teammates:

respond appropriately to the emotional states and cues of others by being flexible and adaptable

create an inclusive atmosphere by way of speech and interaction

demonstrate consideration, empathy and acknowledgement of their feelings and perspectives

create opportunities to express themselves: their ideas, thoughts and feelings about your plans During interactions with teammates demonstrate effective communication skills including:

Speaking clearly and concisely

Using non-verbal communication to assist with understanding

Asking questions to identify required information

Responding to questions as required

Using active listening techniques to confirm understanding Task outcome: Satisfactory Not Yet satisfactory

Assessor signature: Assessor name: Date:

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ARTC301 Case Study WORLDUCATION

Case Study WORLDUCATION

Strategic Plan 2020 2022

Vision Statement

Purpose of the Policy

New supplier policy

Location of Supplier:

Scope

Collection of information

Anonymity

Policy brief & purpose

Scope

Recruitment Policy and Procedures

Principles

Responsibilities

Procedures

Contents

Objective Activity/

Assessment Instructions

Assessment for this unit

Assessment Task 1: Knowledge questions

Assessment Task 1: Checklist

Preparation

Assessment Task 2: Checklist

Case Study WORLDUCATION

Purpose

Assessment for this unit

Assessment Task 1: Knowledge questions

Assessment Task 1: Checklist

Review and feedback

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