Australian Ha
our International College
RTO ID: 41338 CRICOS Provider Code: 03449J
ABN: 74 603 036 102
T: 02 9268 0085
E:
[email protected]W: www.ahic.edu.au
A: Level 4, 114-120 Castlereagh Street
Sydney NSW 2000 Australia
Assessment Details
Qualification Code/Title
SIT40521 Certificate IV in Kitchen Management
Assessment Type
Assessment Task 1: Knowledge questions
Assessment Task 2: Team planning meeting
Assessment Task 3: Team work plan project
Assessment Task 4: Reward and recognition project
Time allowed
2 Weeks
Due Date
Location
AHIC
Term / Yea
Unit of Competency
National Code/Title
SITXHRM009 - Lead and manage people
Student Details
Student Name
Student ID
Assessor Details
Assessor’s Name
Assessment 1 :RESULTS (Please Circle)
SATISFACTORY
NOT SATISFACTORY
Assessment 2 :RESULTS (Please Circle)
SATISFACTORY
NOT SATISFACTORY
Assessment 3 :RESULTS (Please Circle)
SATISFACTORY
NOT SATISFACTORY
Assessment 4 :RESULTS (Please Circle)
SATISFACTORY
NOT SATISFACTORY
Feedback to student:
Student Declaration: I declare that I have been
assessed in this unit, and I have been advised of my
esult. I am also aware of my appeal rights.
Assessor Declaration: I declare that I have conducted a fair,
valid, reliable and flexible assessment with this student, and I
have provided appropriate feedback.
Signature
Signature
Date
Date
Information for Student:
· This assessment is to be completed according to the instructions given below in this document.
· Should you not answer the tasks co
ectly, you will be given feedback on the results and gaps in knowledge. You will be entitled to one (1) resubmit in showing your competence with this unit.
· If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
· Please refer to the College re-submission and re-sit policy for more information.
· If you have questions and other concerns that may affect your performance in the Assessment, please inform the assessor immediately.
· This is an Open book assessment which you will do in your own time but complete in the time designated by your assessor. Remember, that it must be your own work and if you use other sources then you must reference these appropriately.
· This is Individual Assessments. Once you have completed the assessment, please upload the softcopy of the Assessment into AHIC Moodle.
Re-assessment of Result & Academic Appeal procedures:
If a student is not happy with his/ her results, that student may appeal against their grade via a written letter, clearly stating the grounds of appeal to the Chief Executive Officer. This should be submitted after completion of the subject and within fourteen days of commencement of the new term.
Re-assessment Process:
· An appeal in writing is made to the Academic Manager providing reasons for re-assessment /appeal.
· Academic Manager will delegate another member to review the assessment.
· The student will be advised of the review result done by another assessor.
· If the student is still not satisfied and further challenges the decision, then a review panel is formed comprising the lecture
trainer in charge and the Academic Manager or if need be an external assessor.
· The Institute will advise the student within 14 days from the submission date of the appeal. The decision of the panel will be deemed to be final.
· If the student is still not satisfied with the result, he / she has the right to seek independent advice or follow external mediation option with nominated mediation agency.
· Any student who fails a compulsory subject or appeals unsuccessfully will be required to re-enrol in that subject.
The cost of reassessment will be borne by the Institute. The external assessor will base his/her judgement based on principles of assessment. These principles require assessment to be reliable, fair, practical and valid.
Academic Appeals:
· If you are dissatisfied with the outcome of the re-evaluation process, you have a right to appeal through academic appeals handling protocol.
· To appeal a decision, the person is required to complete the AHIC- Request for Appeal of a Decision form with all other supporting documents, if any. This form is available via our website. The completed Request for Appeal form is to be submitted to the Student Support Officer either in hard copy or electronically via the following contact details:
Student Support Officer, AHIC College Level 4, 114-120 Castlereagh Street, Sydney NSW 2000 Australia.
· The notice of appeal should be in writing addressed to the Chief Executive Officer and submitted within seven days of notification of the outcome of the re-evaluation process.
· If the appeal is not lodged in the specified time, the result will stand and you must re-enrol in the unit.
· In emergency circumstances, such as in cases of serious illness or injury, you must forward a medical certificate in support of a defe
ed appeal. The notice of appeal must be made within three working days of the concluding date shown on the medical certificate.
· The decision of Chief Executive Officer will be final.
· Student would then have the right to pursue the claim through an independent external body as detailed in the students’ complaint / grievance policy.
Plagiarism:
Plagiarism means to take and use another person's ideas and or manner of expressing them and to pass them off as your own by failing to give appropriate acknowledgement. This includes material sourced from the internet, RTO staff, other students, and from published and unpublished work.
Plagiarism occurs when you fail to acknowledge that the ideas or work of others are being used, which includes:
· Paraphrasing and presenting work or ideas without a reference
· Copying work either in whole or in part
· Presenting designs, codes or images as your own work
· Using phrases and passages ve
atim without quotation marks or referencing the author or web page
· Reproducing lecture notes without proper acknowledgement.
Collusion:
Collusion means unauthorised collaboration on assessable work (written, oral or practical) with other people. This occurs when a student presents group work as their own or as the work of someone else.
Collusion may be with another RTO student or with individuals or student’s external to the RTO. This applies to work assessed by any educational and training body in Australia or overseas.
Collusion occurs when you work without the authorisation of the teaching staff to:
· Work with one or more people to prepare and produce work
· Allow others to copy your work or share your answer to an assessment task
· Allow someone else to write or edit your work (without rto approval)
· Write or edit work for another student
· Offer to complete work or seek payment for completing academic work for other students.
Both collusion and plagiarism can occur in group work. For examples of plagiarism, collusion and academic misconduct in group work please refer to the RTO’s policy on Academic integrity, plagiarism and collusion.
Plagiarism and collusion constitute cheating. Disciplinary action will be taken against students who engage in plagiarism and collusion as outlined in RTO’s policy.
Proven involvement in plagiarism or collusion may be recorded on students’ academic file and could lead to disciplinary
Assessment Requirements
You are required to successfully complete every task in the assessment in order to be deemed competent.
Assessment Schedule
Task
Due Date
Student Signature
Trainer Signature
Comments
Task 1-4
Week 3
Introduction
Welcome to the Student Assessment Tasks for SITXHRM009 Lead and manage people. 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 Hospitality Works Student User Guide. The Student User Guide provides important information for you relating to completing assessment successfully.
Assessment for this unit
For you to be assessed as competent, you must successfully complete two assessment tasks:
Assessment Task 1: Knowledge questions – You must answer all questions co
ectly.
Assessment Task 2: Team planning meeting – You are required to conduct a team meeting involving
ainstorm to develop ideas for the case study.
Assessment Task 3: Team work plan project – You are required to develop a team work plan from the notes you took in the previous activity and conduct a training session for a team member.
Assessment Task 4: Reward and recognition project – You are required to research and report on reward and recognition schemes that can be implemented for the case study.
Assessment Task 1: Knowledge questions
Information for students
Knowledge questions are designed to help you demonstrate the knowledge which you have acquired during the learning phase of this unit. Ensure that you:
eview the advice to students regarding answering knowledge questions in the Hospitality Works Student User Guide
comply with the due date for assessment which your assessor will provide
adhere with your RTO’s submission guidelines
answer all questions completely and co
ectly
submit work which is original and, where necessary, properly referenced
submit a completed cover sheet with your work
avoid sharing your answers with other students.
i
Assessment information
Information about how you should complete this assessment can be found in Appendix A of the Hospitality Works Student User Guide. Refer to the appendix for information on:
where this task should be completed
the maximum time allowed for completing this assessment task
whether or not this task is open-book.
Note: You must complete and submit an assessment cover sheet with your work. A template is provided in Appendix B of the Student User Guide. However, if your RTO has provided you with an assessment cover sheet, please ensure that you use that.
Questions
Provide answers to all of the questions below.
Describe the importance of each of the following tasks completed by supervisors and managers. Provide a specific example for each.
Task
Importance
Example
Decision making
Every time a supervisor ca
ies out one of the four management duties, a choice must be made.
Supervisors must determine how to interact with and inspire their team members as leaders. Controlling: In order to obtain intended results, managers must compare results to plans and take co
ective action.
Delegating tasks
You can't—and shouldn't—do everything yourself as a leader, therefore delegation is crucial. Your staff will be more empowered through delegation, and it will also foster trust and professional growth. Moreover, it teaches leaders how to choose those who are most qualified to take on particular jobs or projects.
The following are some methods for assigning tasks: Choose the best candidate for the position. Understanding your team members' skills, limitations, and preferences is a key component of being an effective leader.
Justify your delegation in detail.
Provide the appropriate guidance, materials, and teaching.
Distribute responsibility and authority, review the work and offer criticism, and always express gratitude.
Monitoring performance
A manager's daily routine should include regular staff observation. Assigning tasks and assuming they will be completed exactly as you anticipate without ever checking in with your team members is utterly inefficient. While it is important for workers to speak up when they run into difficulties, sometimes this won't happen until you check in with them and offer feedback. Understanding various performance management strategies may boost company efficiency and employee happiness.
Employ employee monitoring software that tracks activities on employees' work computers is one of five strategies to keep an eye on your team.
To keep staff on track, use task and project management software.
Use selective control and only observe a chosen few employees at once.
Include weekly or daily planning meetings to assist managers in expressing expectations.
Providing feedback
Employees should share their supervisors' and their peers' feedback on a frequent basis, in addition to managers giving it to their direct reports. When the volume of input rises, it gives managers perceptions on how their leadership abilities are doing.
Good comments: "Your emails have recently become considerably clearer. I am aware of your efforts on it, and I can see the results.
"I'm in awe of how well you've managed to juggle so many things. I could request that you instruct the rest of the staff on time management.
Motivation through recognition and rewards
Implementing a rewards and recognition programme aids in boosting employee engagement, which has several advantages for the business, including greater productivity and staff retention. Employees stated that receiving personal praise from a boss or organisation was the best incentive to accomplish outstanding work in a poll. Since they emphasise the positives, recognition programmes effectively convey to staff members the importance of their work. Giving your staff what they desire as a reward for good work can keep them motivated and focused on improving. These initiatives support staff members in setting and achieving objectives on a daily, monthly, quarterly, or yearly basis.
3 instances
Praise. Individuals are curious as to whether their work is up to par.
Promote independence.
Give them due respect.
Planning and organising
The supervisor's primary responsibility is to organise the daily work schedule of the employees by explaining the nature of their jobs to them and distributing the work among them in accordance with their interests, aptitudes, talents, and qualifications.
Examples of management planning involve looking into the future, analysing it, and choosing an action plan in advance. An yearly sales plan is created based on an estimate of future sales as an example of planning in the management process.
For each of the following information, explain why it is important for supervisors and managers to provide this to staff.
organisation performance: This is crucial because it promotes employee involvement by allowing them the freedom to establish objectives that are pertinent to their professions or fields, their skills, and company goals. This gives them a greater sense of ownership and drive. They may take charge of their behaviour and performance within the organisation with the aid of all of this. This also makes sure that management is aware of the job they are doing and can quickly spot when performance is declining.
changes in organisational policies: Organizational policies are the primary means through which decision-makers are given a
oad plan on how to approach potential problems. Change is inevitable, practically every part of a business might encounter opposition, and various cultures can react differently to both the change itself and the methods used to promote it. You must make adjustments as a result of elements that have an impact on both your internal and external environment, one of which is adjusting your organisational policy since it directs how you work with your organisation to become successful.
marketing information and targets: Knowing who your target market is can help you decide what kind of marketing content you should offer to them. That would enable you to create efficient marketing campaigns, ultimately giving consumers what they want. These two are strong and should be taken into account because they are what will keep you going in the long term.
overall organisational objectives: The very first thing you will do, before doing anything else, is set your company's or business's goals. These goals will act as your guide for how you should conduct your company. Your objectives will give you something to plan towards, which will inspire you to work more and give your clients high-quality service.
plans for new equipment: Can you imagine operating a business without thinking about equipment purchases? Your actual store would be uninteresting. Without such tools, you wouldn't be able to sell your goods to clients, right? What will your employees use while at work? Planning ahead is crucial since purchasing new equipment can consume a sizable portion of your income. Of course, you won't just accept a low-quality item because you can. You must ensure the lifespan and quality of the goods it produces since it is an investment.
ationale for management decisions: As your workforce has a right to know why and how you a
ived at certain judgements, it is crucial to explain the logic behind such decisions to them. As we all know, senior management makes the majority of decisions. Even if they weren't involved in the decision-making process, they will be involved in its execution, and if you were to quantify their impact in terms of a percentage, it would undoubtedly be bigger.
technology updates: With the speed at which technology is evolving, it is crucial to explain these changes to your team since they will need to adapt in the future. It is also crucial for you, the business, to offer the required trainings or seminars on such so that your employees will have a clear grasp of how those technologies operate, particularly if you have staff members who weren't reared in an era when technology wasn't a huge deal. Without taking action, information distribution is pointless. Hence, the two must be combined in order for it to be reasonable for your team and yet allow for successful and efficient work.
training developments: Staff members can improve and shape their abilities at work with the support of ongoing training developments. Companies must invest in training programmes because they will help their employees learn new skills and keep them motivated to come to work each day because they know that their employer is investing in their personal growth and helping them become better people. They will also be aware that their employer is making sure to meet their needs as well as those of their staff. Through various training improvements, students learn that they possess these unused abilities that are most appropriate for the business.
Explain the importance of the following in relation to being part of a work team.
a) adhering to policies and procedures: Policies and procedures play a crucial role in addressing underlying problems and offering solutions. They also serve as examples of how employees should behave, think, and make decisions.
) cooperative and open communication: The key is to provide workers equitable and participatory responsibilities so they can impact the performance and operations of the business. To encourage innovative and creative thinking and to make it easier for employees to comprehend company aims and objectives, open communication structures should be established.
c) understanding the nature and scope of work: Employees can better comprehend the nature, extent, and purposes of the task at hand by being aware of the nature and scope of the work. The objective is to lessen the risks
ought on by staff misunderstanding and improper project communication.
d) forming relationships with others in the workplace and understanding interdependent areas of activity: Good working environments with autonomous processes and established working relationships tend to boost employee morale and increase organisational productivity. Employee engagement in the organization's activities and operations increases performance.
e) understanding reporting requirements: Understanding reporting expectations provides crucial information that enables the organisation to assess the firm's present status and develop forecasts for the future. Making competitive and efficient performance analyses is key.
Explain how each of the following can assist in developing individuals at work.
a) change in job responsibilities: Employees benefit from regular changes in their activities since it allows them to explore new areas of work and, in general, lessens the boredom of doing the same chores. When an employee is given a new task or duty, a new challenge arises as a result of the shift, which enables the person...