BSBWOR501 Manage Work Priorities and Professional Development Assessment Guide v1.2

BSBWOR501 MANAGE PERSONAL WORK
PRIORITIES AND PROFESSIONAL DEVELOPMENT
ASSESSMENT GUIDE
ASSESSMENT INFORMATION for students
Throughout your training we are committed to your learning by providing a training and
assessment framework that ensures the knowledge gained through training is translated into
practical on the job improvements.
You are going to be assessed for:

 Your skills and knowledge using written and observation activities that apply to the
workplace.
 Your ability to apply your learning.
 Your ability to recognise common principles and actively use these on the job.
All of your assessment and training is provided as a positive learning tool. Your assessor will
guide your learning and provide feedback on your responses to the assessment materials until
you have been deemed competent in this unit.
HOW YOU WILL BE ASSESSED
The process we follow is known as competency-based assessment. This means that evidence of
your current skills and knowledge will be measured against national standards of best practice,
not against the learning you have undertaken either recently or in the past. Some of the
assessment will be concerned with how you apply your skills and knowledge in the workplace,
and some in the training room as required by each unit.
The assessment tasks have been designed to enable you to demonstrate the required skills and
knowledge and produce the critical evidence to successfully demonstrate competency at the
required standard.
Your assessor will ensure that you are ready for assessment and will explain the assessment
process. Your assessment tasks will outline the evidence to be collected and how it will be
collected, for example; a written activity, case study, or demonstration and observation.
The assessor will also have determined if you have any special needs to be considered during
assessment. Changes can be made to the way assessment is undertaken to account for special
needs and this is called making Reasonable Adjustment.
What if I believe I am already competent before training?

If you believe you already have the knowledge and skills to be able to demonstrate competence
in this unit, speak with your trainer, as you may be able to apply for Recognition of Prior
Learning (RPL).
Assessor Responsibilities
Assessors need to be aware of their responsibilities and carry them out appropriately. To do
this they need to:
 Ensure that participants are assessed fairly based on the outcome of the language,
literacy and numeracy review completed at enrolment.
BSBWOR501 Manage work priorities and professional development Assessment Guide v1.2 2
Copyright © Mentor Education Pty Ltd RTO 21683
 Ensure that all documentation is signed by the student, trainer,
workplace supervisor and assessor when units and certificates are complete, to
ensure that there is no follow-up required from an administration perspective.
 Ensure that their own qualifications are current.
 When required, request the manager or supervisor to determine that the student is
‘satisfactorily’ demonstrating the requirements for each unit. ‘Satisfactorily’ means
consistently meeting the standard expected from an experienced operator.
 When required, ensure supervisors and students sign off on third party assessment
forms or third party report.
 Follow the recommendations from moderation and validation meetings.
How should I format my assessments?

Your assessments should be typed in a 11 or 12 size font for ease of reading. You must include a
footer on each page with the student name, unit code and date. Your assessment needs to be
submitted as a hardcopy or electronic copy as requested by your trainer.
How long should my answers be?

The length of your answers will be guided by the description in each assessment, for example:
Type of Answer Answer Guidelines
Short Answer 4 typed lines = 50 words
Long Answer 8 typed lines = 100 words
Brief Report 500 words = 1 page typed report
Mid Report 1,000 words = 2 page typed report
Long Report 2,000 words = 4 page typed report
How should I reference the sources of information I use in my assessments?

Include a reference list at the end of your work on a separate page. You should reference the
sources you have used in your assessments in the Harvard Style.
For example: Website Name – Page or Document Name, retrieved insert the date. Webpage link.
For a book: Author surname, author initial Year of publication, Title of book, Publisher, City,
State
ASSESSMENT GUIDE
The following table shows you how to achieve a satisfactory result against the criteria for each
type of assessment task. The following is a list of general assessment methods that can be used
in assessing a unit of competency. Check your assessment tasks to identify the ones used in this
unit of competency.
Assessment Method Satisfactory Result Non-Satisfactory Result

You will receive an overall result of Competent or Not Yet Competent for the unit. The
assessment process is made up of a number of assessment methods. You are required to achieve
a satisfactory result in each of these to be deemed competent overall. Your assessment may
include the following assessment types.
All questions answered Incorrect answers for one or
correctly more questions
Questions Answers address the question Answers do not address the
in full; referring to appropriate question in full. Does not refer
sources from your workbook to appropriate or correct
and/or workplace sources.
Supervisor or manager Could not demonstrate
observes work performance consistency. Could not
and confirms that you demonstrate the ability to
Third Party Report
consistently meet the standards achieve the required standard
expected from an experienced
operator
The assessor will mark the Does not follow
activity against the detailed guidelines/instructions
guidelines/instructions
Attachments if requested are Requested supplementary
attached items are not attached
All requirements of the written Response does not address the
activity are addressed/covered. requirements in full; is missing
Written Activity a response for one or more
areas.
Responses must refer to One or more of the
appropriate sources from your requirements are answered
workbook and/or workplace incorrectly.
Does not refer to or utilise
appropriate or correct sources
of information
All elements, criteria, Could not demonstrate
knowledge and performance elements, criteria, knowledge
Observation/ evidence and critical aspects of and performance evidence
Demonstration evidence, are demonstrated at and/or critical aspects of
the appropriate AQF level evidence, at the appropriate
AQF level
Case Study All comprehension questions Lack of demonstrated
answered correctly; comprehension of the
demonstrating an application of underpinning knowledge
knowledge of the topic case (remove) required to complete
study. the case study questions
correctly. One or more
Non-
Assessment Method Satisfactory Result
Satisfactory Result
You will receive an overall result of Competent or Not Yet Competent for the unit. The
assessment process is made up of a number of assessment methods. You are required to achieve
a satisfactory result in each of these to be deemed competent overall. Your assessment may
include the following assessment types.
questions are answered
incorrectly.
Answers address the question Answers do not address the
in full; referring to appropriate question in full; do not refer to
sources from your workbook appropriate sources.
and/or workplace
All tasks in the practical activity Tasks have not been completed
must be competed and evidence effectively and evidence of
of completion must be provided completion has not been
to your trainer/assessor. provided.
All tasks have been completed
Practical Activity accurately and evidence
provided for each stated task.
Attachments if requested are Requested supplementary
attached items are not attached
ASSESSMENT COVER SHEET
Assessment Cover Sheet
Unit Code and

BSBWOR501 Manage work priorities and professional development
Name:
Student name: SAHAR KHALID
Assessor Name: Date:
Is the Student ready for assessment? Yes No
Has the assessment process been explained? Yes No

Does the Student understand which evidence is to be collected
Yes No
and how?
Have the Student’s rights and the appeal system been fully
Yes No
explained?
Have you discussed any special needs to be considered during
Yes No
assessment?
The following documents must be completed and attached

 1. Project and Project Checklist
The student will complete the project tasks provided to them
S NYS
by the assessor. The Project Checklist will be completed by the
assessor.
 2. Short Answer Questions and Short Answer Questions
Checklist
The student will answer a range of questions with written S NYS
responses. The Short Answer Checklist will be completed by the
assessor.
I agree to undertake assessment in the knowledge that information gathered will only be used
for professional development purposes and can only be accessed by the RTO:
Overall Outcome Competent Not yet Competent
Student Signature: Sahar Khalid Date: 2 February 2021
Assessor Signature: Date:
Result and Feedback
Feedback to Student:
Overall Outcome Competent Not yet Competent

Assessor
Date:
Signature:
1. PROJECT
Instructions
For this assessment you are to complete the following tasks to demonstrate your ability to
manage work priorities and professional development. You are required to complete all project
tasks and submit them with this assessment.
Before attempting this assessment review your learning materials for this unit and the videos
provided.
For this assessment, you will need to perform the following tasks. These tasks will need to be
completed and submitted in a professional, word processed, format.
1. Professional and Personal Planning
Task 1
1. Your task is to develop your own plan to meet at least four goals of your job role
including the following:
a. Establish your personal work goals/career objectives in relation to your

position description
b. Set the plan and for each goal discuss how you will meet your work priorities
c. Discuss how you will develop and maintain your professional competence
2. To establish and set your goals you could use the following template or alternatively
you can create your own. You may want to use a diary (either paper or electronic) to
enter your goals for work.
Task 2
1. You are to then complete a personal development plan for your development in
relation to your job role. The “Personal Development Plan Template” below will
assist you with this task or you can create your own. There is an example of a
completed personal development plan provided for you.
2. Both completed templates must be submitted as part of your assessment for this
unit.
COMPANY NAME
GOAL PLANNING TEMPLATE
EMPLOYEE INFORMATION
Employee Sahar Khalid

Name:
1234
Employee ID:
Data Analytics Officer Business Development
Job Title: Department:
John Smith
Manager:
20-01-2021 Review Period: 1 January 2021 to 30 June 2021
Date:
INSTRUCTIONS
Goals should always be: S – Specific M – Measurable A – Achievable R – Realistic T – Time Bound
1. Goal/Objective. Briefly describe each goal/objective and when the goal/objective should be
met or accomplished.
2. Measurement. How will the goal/objective be evaluated? (Use quantitative measures such as
% or dollar increase in revenue or market share and/or use qualitative measures which are
descriptive of criteria.)
3. Importance. Rank the goal as Essential, Important, or Desirable as follows:
Essential – required for job performance
Important – helpful for job performance
Desirable – asset for job performance
1 S T GOAL/OBJECTIVE
Description: Explore my interest in the field of business development with an emphasis on data
analytics.
Measurement: I would need to attend one regional conference and research how my interests in data
analytics will specifically enhance my current position.
Importance: Essential Important Desirable
Approach: Complete conference and occupational research before the end of my annual summary
evaluation.
2 N D GOAL/OBJECTIVE
Description: Grow the number of leads generated per month from the research reports we sent to
clientele
Measurement: I would need to add additional information in our reports that other businesses aren’t
including in their monthly reports
Approach: Research a few other companies’ reports to see what information they are providing to
clients that is similar to ours, and what information they are not including in reports so we can have an
edge on their research material.
3 RD GOAL/OBJECTIVE
Description: Improve my data processing skills

Measurement: I need to improve my data processing skills in order to be able to interpret information
quicker and be able to prepare my analysis accordingly
Approach: I would need to take up a data processing course in order to enhance my skills
4 TH GOAL/OBJECTIVE
Description: Improve my networking skills

Measurement: I need to improve my networking skills in order to make more contacts which would
help me know about opportunities available in other companies, be able to share ideas and find out more
about what’s happening with other firms.
Approach: I would need to attend conferences and seminars
Personal Development Plan Template
Name: Sahar Khalid Date: 20 January 2021

Objectives Success criteria Actions Implementation Completion
What do I need to What will I need to do What support and resources will How will I measure Target Date for
learn/improve on I need success? review / Date of
Completion
Greater depth of  Complete training  Seek guidance from direct line  Course assessment 30 June 2021
knowledge of business programs manager  Line Managers
analysis  Enrol in courses  Seek support from HR to be Appraisal Report
able to take time off to attend
course
Develop a positive “can do”  Seek advice from The scope to develop in existing  Line managers Ongoing
mentality, anxious to find manager, mentor and role and show skills by feedback
ways around obstacles and team discussing with the team the  Team’s feedback
willing to explore  Determine what advantages for myself and the  Objectives being met
resources to accomplish resources are available organisation in a more efficient and
objectives  Analyse what obstacles effective way
are in the way
 Communicate with the
team to get their
suggestion and input on
how to complete a certain
task more efficiently
Enhance my presentation  Take course for  Speak to HR to see if they are  Self-Assessment 31 March 2021
skills PowerPoint, Keynote, and offering in-house training  Feedback from co-
Adobe  Sign-up for courses workers and manager
 Watch tutorials online
Improve networking skills Attend conferences and Seek approval from line manager  Self-Assessment Ongoing
seminars and HR to sign up for industry  Feedback from clients
based seminars to managers
 Becoming more well
known in the industry
Task 3
Instructions
For this task you must research each of the following topics and complete a report on your
findings.
Your report should be structured so each topic is presented in a separate section of the report.
You should include images and other illustrations of the concepts where possible. Please ensure
that all images and other sources of information that you have included and referred to are
referenced appropriately using APA Version 6.
There is no word limit for this report.
What you will need to complete this task
 Research materials such as books, internet, magazines, workplace documentation etc.

 Access to legislative and regulatory documentation relevant to own state or territory.
 Organisational policies and procedures
You should use a variety of sources to gather information including training resources,
workplace policies and procedures (if you are able to access these) and government and
industry bodies.
2. Report
The topics are:

1. Principles and techniques involved in the management and organisation of:
a. performance measurement
b. personal behaviour, self-awareness and personality traits identification
c. a personal development plan
d. personal goal setting
e. Time
2. Outline your organisation’s policies, plans and procedures relating to work priorities
and professional development.
3. Types of learning style/s and how they relate to the individual
4. How you plan to use business technology to organise and prioritise work tasks and
commitments
5. How you plan to measure and maintain personal work performance
6. Methods you are planning to use to assess competency against competency

standards
7. Methods of seeking feedback.
8. Strategies for maintaining an appropriate work-life balance to manage personal

health and stress.
9. Strategies for participation in any networks you participate in, or networks you are
planning on participating in.
10. Reflect on the new skills that you have planned to develop, and the strategies you
have highlighted to do so and what you will need to do to ensure that you reach your
objectives in both life and your career.
REPORT
1. PRINCIPLES AND TECHNIQUES INVOLVED IN THE MANAGEMENT AND

ORGANISATION OF:
A. PERFORMANCE MEASUREMENT
Principles:
In order to provide a good development, implementation, management and organisation of

performance management, a set of principles are required to be followed. They are as
follows:
1. These principles must support the organisation's mission and its objectives;
2. Development, implementation and integration of these performance management

systems must require time, effort, skills, expertise and the support of senior
management.
3. The performance measurement tools must be designed to highlight achievements and

reveal strategic and operations issues that hinder the progress towards the attainment
of the organisation’s mission.
4. The performance measures must be organised around the organisations planning and
budgeting cycles and must provide meaningful information throughout the fiscal year.
5. The performance measures must be developed in a way that provides a clear view of
financial performances, business results, and client and employee satisfaction.
6. Clear set of roles and responsibilities must be established throughout the planning,
implementation and maintenance of the performance management system.
7. At each phase, an implementation process must be developed where one phase is

completed and approved before beginning the next phase.
8. While developing and implementing the performance management system across the
organization, a cooperative and shared approach must be executed that specifies a
common set of objectives, performance measures and an agreed upon plan. This must
also specify methods to collect, analyse, interpret and report the performance
measurement information.
9. Performance measurements systems must be developed using existing sources of

information, avoiding costly development of information systems and employing work
around strategies when delays occur.
10. There must be clarity of purpose while developing these performance measurement
tools to know who will use the information, how they will use it and the purpose they
will be using it for.
11. There should be a set of indicators that provide a balanced picture of the organisations
performance, reflecting on the main aspects, including both outcomes and users
perspective. These indicators should also reflect the balance between the cost of
collecting the indicator and the value of the information provided.
12. These performance measures must be kept up to date to meet changing circumstances.
Techniques:
Performance management helps organisations become more successful and stay ahead of
their competition. It essentially involves measuring, reporting and managing progress in
order to improve performance both at an individual and organisation level. There are a few
performance management techniques that are designed to make the process more efficient
and effective. They are:
1. Key Performance Indicators (KPIs) and Metrics
KPIs and metrics provide a way to measure how well companies, business units,
projects or individuals are performing in relation to their strategic goals and objectives
and assist with better decision making and helps manage performance. It enables
managers to determine what decisions this KPI will drive, what goals it will help
organisations achieve and how it will resolve issues. It’s a vital technique of having a
clearer picture of current levels of performance and whether the business is where it
needs to be.
2. Performance appraisals
Performance appraisals incredibly powerful for aligning the goals of an individual with
the strategic aims of the organisation. These appraisals must be done on a regular
basis, and should be fair, honest and by means of a constructive two way conversation.
3. 360 degree feedback
This technique provides individuals with a broad assessment of their performance

based on the views of those around them, such as their managers, their peers, direct
reports, customers, suppliers etc. The results from the feedback are confidentially
tailed and presented to the individual by their manager. These insights are typically
used in the individuals training and development. This technique helps democratising
the review process by weighing the opinions of many people instead of just the
individual’s line manager.
4. Management by objectives (MBO)
This technique involves the process of defining specific objectives and setting out how
to achieve each individual objective. It’s particularly powerful for specific work that
needs to be done one step at a time and is a great way to create a culture of working
towards common goals. It helps boost morale and motivation amongst those who are
involved in each objective as and when they are achieved. This technique also assists in
measuring individual performance and compares it with the standards that have been
set by the organisation.
5. The Balanced Scorecard frameworks
The Balanced Scorecard framework is a technique used by managers to clarify

strategies, communicate their business priorities and objectives, monitor progress by
measuring to what extent the priorities and objectives have been met and delivered,
and manages action plans to ensure initiatives are in place to deliver the organisations
priorities and strategic objectives.
6. Reward and recognition programmes
The reward and recognition technique is an essential tool for creating a method of
celebrating success of those who are high performers, and in turn, encourages the
others to perform using their best efforts. Without the recognition of good
performance, and not rewarding the efforts that an individual makes can decrease
motivation and results in the individual disengaging from the organisations overall
mission. These can be in the form of bonuses and praises for a job well done and is
essential for maintaining morale and continued high performance.
7. Personal development plans (PDP)
The technique of having a Personal Development Plan is essentially a tailored action

plan that is based on personal reflection and awareness of an individual’s performance
and needs, and helps in constructing an action plan that will assist in setting out goals
for future performance. These personal development plans are used to identify specific
training and development needs and an action plan for meeting those needs. These
training and development plans may be in the form of courses or shadowing other
employees. By encouraging individuals to set a personal development plan and
supporting their needs, an organisation helps their staff feel more invested in the
company.
B. PERSONAL BEHAVIOUR, SELF-AWARENESS AND PERSONALITY TRAITS

IDENTIFICATION
Professional training is vital to helping individuals organize their thinking about

problematic behaviors, and to developing proactive skills that focus on prevention and
respect. This means that individuals need to focus and reflect on their personal behaviour,
be self-aware and identify their personality traits to help them and the organisation
understand how they work best.
These techniques include:
1. Self-Appraisal
Self-appraisal is a process that paves way for two-way communication between

employer and employee. This helps in revealing the overall performance of individuals
and gives deeper insights and a clear picture of their accomplishments as well as
weaknesses in certain areas.
2. Reviewing personal progress and performance
This is a technique that needs to be looked into on a regular basis as it helps individuals
modify their efforts that are not achieving the desired results, helps them gain insights
on what their weakness is, which areas they need to focus more on and helps in further
improving the skills they already possess.
3. Seeking feedback
Seeking feedback from managers and colleagues helps individuals become more self-
aware of both their strengths and the areas they need to work on, as well as how others
perceive them. And this gives them the opportunity to use this information towards
their own personal growth.
4. Be Mindful of Your Own Reaction
Individuals need to be aware of the fact that their behavior may affect the behavior of
other individuals at work, hence it’s vital to be mindful of how one conducts themselves
in the workspace, how they react when they are under pressure, and how they respond
to their peer’s behavior. Being aware of your own reaction is a technique that can help
individuals de-escalate difficult behavior and help individuals regain control and make
positive choices.
5. Maintain Rational Detachment
This technique assists individual in maintaining control by not taking negative

comments or actions personally. Without this key ability, team members may react
instinctively or defensively which will only escalate situations. Equipped with this skill,
individuals are better able to defuse challenging behavior and encourage positive
behavior.
6. Be Attentive
Paying attention to what other individuals say and do at work is an effective way of
countering their anxiety and validities their feelings, as being ignored can only result in
them acting out. It also enables individuals to better understand processes and
procedures that need to be followed, ideas that their peers suggest, and helps everyone
be on the same page.
7. Use Positive Self-Talk
Being positive and maintaining your composure at work can help individuals eliminate
negativity around them, have a clearer view on things and helps you stay motivated.
Instead of using the “I can’t deal with this” approach when things don’t go according to
plan, one must stay positive, re-think the situation and then use the “I know what to do”
approach which results in a more productive outcome.
8. Recognise your Limits
Being a professional doesn’t mean that individuals can handle everything that comes
their way. Knowing that they have the support and backup is crucial to staying in control
of their own behavior and responding appropriately. Individuals must accept their limits
and keep in mind that sometimes the best decision is to let someone else take over.
9. Debrief
When an incident occurs at work, individuals must debrief in order to determine what
happened, what went wrong and how to better respond to a similar situation next time
it occurs. This enables them to relieve the stress and be better prepared next time.
10. Be conscientiousness
Being cautious, careful and diligent is useful in being more efficient and organised. This
may include focusing on specifics, making daily plans, using reminders, and staying
social.
C. A PERSONAL DEVELOPMENT PLAN
Having a personal development plan enables individuals to be more proactive, take charge
and change the way they think about their career. When they take control, they will realise
that the only way they’ll achieve what they want personally or professionally is to think
about where they want to go, put in place a plan to get there and then start moving. A
Personal Development Plan is a structured way of doing just that. Some techniques
They have to be proactive, take charge and change the way they think about their career.
When they take control, they will realize that the only way they can achieve what they
want, personally or professionally, is to think about where they want to go, put in place a
plan to get there, and then start moving. Personal Development Planning is a structured
way of doing just that.
The process of setting a personal development plan includes:
 Understanding oneself and setting meaningful goals;

 Defining those goals in terms of what they want to achieve and the steps that they need
to take to get there;
 Identifying the gaps in their skills and experience and creating an action plan to fill
them in order to move towards their end goal.
Some techniques of developing a personal plan are:
1. SWAT Analysis
SWAT uncovers the Strengths and Weaknesses of an organization and identifies the
Opportunities and Threats that it faces.
By knowing their strengths, individuals can focus their efforts on the things that they’re
good at and by understanding their weaknesses, they know what to avoid, what to
improve, and where they need to get help. Taken together, their strengths and
opportunities help them identify potential long-term career goals. Weaknesses, and the
threats they face are the things that individuals need to manage, mitigate or plan for, to
ensure that their goals remain achievable.
2. PEST Analysis
PEST is an acronym for the Political, Economic, Socio-cultural, and Technological

environments in which individuals function. To complete a Personal PEST Analysis,
individuals must first identify the external factors that can influence their career. Then
analyse each of these to identify the opportunities and threats that they present.
Personal SWOT Analysis looks at the factors within an individual and the ones close to
them that can influence their success. By contrast, PEST Analysis digs deeper into the
“big picture” external factors that will either help or hinder their career success. Using it
makes the difference between choosing an exciting career that’s aligned with the forces
of change in the world, and struggling for survival in a dying industry.
Political Factors assist individuals in considering the influence that the government and
its policies may have on the opportunities they’re looking at.
Economic factors influence their decision to pursue a particular goal by considering
factors such as wages, expected remuneration, forecast rate of employment or
unemployment, long term demand for people in the line of work they’re in and
compensation levels in the career that they’re interested in.
Social-Cultural Factors are trends that influence how attractive a particular opportunity
may or may not be.
Technological Factors are those that affect their career decision. As technology moves
forward quickly, individuals should keep themselves up to date with ever changing
needs, how these technological changes will affect their current career and what
technology they will need to be familiar with for other roles in industries that they may
be interested in.
3. OPPORTUNITY ANALYSIS
This technique allows individuals to explore the best of these opportunities in more
detail, and identify the ones that they want to focus on. This can involve talking to
people who already do these jobs to find out what they’re really like, reading reports on
the leading industries and companies, and confirming that their strengths really do suit
these career paths. When an individual does this, they make sure that the way forward
they choose presents the best opportunities, and has the smallest obstacles to overcome
D. PERSONAL GOAL SETTING
Having personal goals gives individuals’ power to transform their own life into whatever
direction they desire. To accomplish ones goals, they need to know how to set them. The
process begins with careful consideration, followed by ample amounts of hard work in
order to achieve what they set out to do. Some techniques in setting personal goals are:
1. Write it down
In order to reach goal, a plan needs to be set out. In order to do that, individuals must
write their goals down and schedule dates for their completion and evaluation. By not
having goals written down, they may forget what needs to be done and when. Having
them somewhere that they see them every day will help to reiterate their significance
and increase their chances of achieving them.
2. Set goals that are specific
A goal has a much greater chance of being accomplished if it deals with specific facts and
events. Specific goals provide a routine and accuracy to their training program.
3. Set goals that are measurable
Individuals need to set goals that can be measured in terms of their progress. If they
identify what they will see, hear and feel when they reach their goals, they can feel as if
they have accomplished something tangible. In order to achieve effective goal setting,
they need to break their goal down into measurable elements.
4. Set goals that are attainable
It is important for individuals to set goals that are attainable and applicable to them and
fits with their lifestyle. If they don’t have the time, money or experience to achieve
something, they will be setting themselves up to fail and most certainly be miserable.
For the most effective goal setting, they need to ensure they are planning their steps
wisely and establishing a realistic time frame that will allow them to carry out those
steps.
5. Set goals that are realistic
Nothing can demotivate an individual more than not being able to achieve something
they set up to do. To be realistic, their goal must represent an objective in which they are
willing and able to work towards and should ensure there is a realistic chance that,
given the right circumstances, they will be able to achieve it.
6. Set goals that are timely
Every set goal should be grounded within a time frame. Without a time frame, there is no
sense of urgency. Individuals need to make a tentative plan of everything they do and
the time in which they want to do it. Instilling deadlines will help them and their team
work towards them, creating motivation that can keep morale high. However, creating
time frames can be a tricky and sensitive task. On the one hand, being too stringent on
the timely aspect of goal setting can motivate, but it can also have the opposite effect,
demotivating if they aren’t ticking the boxes on schedule.
7. Remain accountable
When working towards a goal, things are bound to get tough. When facing adversity,
individuals must hold themselves accountable. Telling family and friends about their
goals may give them the responsibility that’s needed, helping them gather the support
system to give them a push, and will enable them to surround themselves with constant
encouragement from those who are following their progress.
8. Don’t be afraid to ask for help
When entering a new venture, it is crucial to learn from those around in order to freshen
up ones skills and will help individuals set themselves apart and will get them one step
closer to achieving their goals.
9. Continuously assess your progress
As time goes on, our goals are constantly changing and evolving. The end result may not
look anything like what we initially set out to do; however, this can sometimes be a good
thing. In order to learn from one’s mistakes to ensure tasks are carried out more
effectively next time, it is essential that individuals constantly assess their progress
throughout their goal-setting journey.
E. TIME
Time management is a very important skill that most people would like to improve on.
However, they constantly stumble on seeking the ways in which they can manage time.
Some principle and techniques to manage and organise time are:
1. Planning
Planning is always important, no matter what we do. Taking a few minutes in the
morning to plan one’s day to day activities is essential for having a productive day. For a
hectic schedule, one must minimize distractions as much as possible. Various personal
planning tools to plan and organize one’s schedule include calendars, wall charts,
notebooks, electronic planners, pocket diaries and index cards.
2. Organize and Prioritize
The most fundamental premise of effective time management is differentiating what is

important and what is urgent. Note that the most important tasks are not the most
urgent tasks and vice-versa. The easiest way to prioritize one’s tasks is to make a to-do
list on daily, weekly or monthly basis depending on your lifestyle. The items in the list
must be ranked on the basis of priority as high, medium and low with the highest
priorities being executed and marked off first.
3. The 80/20 Rule
Also known as the Pareto’s Principle, the 80/20 rule, when applied to work, means that
approx. 20 percent of one’s hard work produces 80 percent results. So, individuals
should focus that 20 percent on making the most effective use of their time.
They must identify their most important tasks and follow these five steps:
 Think about the outcome they expect.

 Break it down into actions required to get the job done.
 Do the action with complete dedication and in the most accurate order.
 Identify and execute the next important action.
 Repeat until complete.
4. Do One Thing At A Time
When individuals try to accomplish multiple goals at a time, they tend to be less
dedicated and have fewer chances to succeed than those who keep themselves focused
on a single goal at a time. In order to be successful, one must concentrate on just one
thing at a time.
5. Avoid Distractions
It’s important to stay focused when trying to accomplish a task. One must avoid
distractions that can prevent them for completing their tasks and making errors. Ways
to avoid distractions can include switching ones phone off, closing web-browser,
wearing head phones to draw out the noise in the surroundings and taking breaks.
6. Delegate
Delegation means identifying if some of the tasks can be handled by others and assigning
those tasks to someone else. This enables individuals to free up some of their time that
they can give to other core activities. They should select appropriate persons who can
assist them by sharing their responsibilities in the best possible way. They should have
appropriate skills, interest, experience and authority required to accomplish the task.
7. Keep Yourself Healthy and Stress-free
The care one gives to their body will help them rejuvenate mentally and physically. Only
people with a healthy mind and body can accomplish their tasks quickly, easily and
efficiently. Individuals must practice managing their time according to their biological
clock by scheduling priority tasks during the peak time of the day, when their energy
levels are at their best.
8. Learn to say “NO”
Unless something truly important comes to you, individuals must practice saying ‘no’ to
the tasks that they feel pressured with. Instead, they must save their energy and
concentration for the activities that are important for them.
9. Make Realistic Schedules
Individuals must plan their schedule before the week starts and focus their efforts on
being as productive as possible and not worrying about things that they can’t control or
handle.
2. OUTLINING ORGANISATIONS POLICIES, PLANS AND PROCEDURES RELATING

TO WORK PRIORITIES AND PROFESSIONAL DEVELOPMENT
Professional Development and work priorities plan and procedures include the provision of
learning and development opportunities and activities to extend and broaden the scope of
professional capabilities of individuals in relation to their role and responsibilities. Professional
development activities build on the individual’s collective knowledge and experience and
provides them with opportunities to acquire, practice and adopt new knowledge, thereby
enhancing individual, group and organisational learning and capabilities.
Some of these Policies and Plans include:
1. Having career development plans to enable individuals to plan their careers and engage in
career development activities that will improve their career prospects and job progression
or promotion;
2. Having career management process that includes actively planning, managing, developing
and evaluating the individual’s career;
3. Providing continual professional development opportunities to facilitate recognition of

individuals as a professional group and reflect a commitment to demonstrating high
professional standards, building professional capabilities, continuous quality improvement
in work practices, and optimising career opportunities;
4. Having approved formal award courses that lead to a national qualification issued in the
higher education sector and that are recognised under the Australian Qualifications
Framework (AQF). Approved formal award courses must be relevant to the individual’s
current position or career and have significant value to both the individual and to the
organisation;
5. Encouraging individuals to enrol in short courses that are normally from half a day to five
days in length, run on consecutive days or over a period of time, offered by an external
provider and which would not normally lead to a qualification under the AQ;
6. Acknowledging Continuing Professional Development as a framework to support and

encourage opportunities for continuous learning;
7. Applying the principle of merit or achievement relative to opportunity to determine equity

of access to professional development programs, resources and support;
8. Using performance planning and career development processes as the primary means of
ensuring alignment between individual, unit, and organisational plans and priorities and
identifying individual and work unit training and development needs of employees;
9. Evaluating employee participation, learning outcomes and the relevance and quality of
professional development programs on an ongoing basis.
Procedures to implement time management and professional development include:
1. Having internal professional development providers;
2. Having individual development plans set up;
3. Allocate salaries budget to meet professional development;
4. Providing induction to new employees;
5. Having continual professional development facilities;
6. Encouraging individuals to enrol in seminars and short courses;
7. Providing education support;
8. Providing Secondment opportunities;
9. Establishing priorities and allocating time to those tasks accordingly;
10. Planning the week and daily task list;
11. Managing emails, telephone, and minimising distractions and interruptions;
12. Avoid procrastinating;
13. Keeping one’s workspace clean and organised.
3. TYPES OF LEARNING STYLE/S AND HOW THEY RELATE TO INDIVIDUALS
There are predominantly three types of learning styles:
1. Auditory Learning
Auditory learners take in information through listening and speaking. To fully comprehend
certain details, these learners prefer to hear instructions and, sometimes, verbally repeat
them. Individuals relate to this style by:
 Retaining information through hearing and speaking;

 Having being told how to do things and then summarizing the main points out loud to
help with memorization;
 Noticing different aspects of speaking;
 Being able to concentrate better with soft music playing in the background.
2. Visual Learning
Visual learners are those who best absorb information when they see the material being
presented. They also often associate certain subjects, ideas and tasks with images.
Individuals relate to this style by:
 Using visual objects such as graphs, charts, pictures, and seeing information;
 Reading body language well and having a good perception of aesthetics;
 Being able to memorize and recall various information;
 Remembering things better when they are written down;
 Being able to learn better in lectures by watching them.
3. Kinaesthetic Learning
Kinesthetic learners are “doers.” They can read or listen to information all day long, but for
it to really sink in they prefer firsthand experience with practical applications. They take
the term “hands-on” literally. Individuals relate to this style by:
 Using the hands-on approach to learn new material;

 Demonstrating how to do something rather than verbally explain it;
 Learning or reading while standing or moving.
4. USING BUSINESS TECHNOLOGY TO ORGANISE AND PRIORITIES WORK TASKS

AND COMMITMENTS
Increasing productivity at work can become hard at times, and making use of technology
appropriately can help enhance efficiency and productivity at work. Some ways individuals can
use technology to stay organised and on top of their priorities are:
1. Using an online Calendar and syncing it
Calendars can be used for jotting down appointments, social events, meetings, as well as
locations. Reminders can also be set from a couple of days before to a few minutes before
the event. Individuals must ensure that all of their devices are synced up is just one step to
being organised.
2. Ticking off tasks with Notes or Reminders
Notes & Reminders are great apps that allow individuals to create lists, tasks, and sends
reminders to complete tasks. Notes allows individuals to create lists, add images, make
checklists, and also share the list with other people via email, text and a shareable link.
Reminders allow individuals to schedule items and lists so that they are able to stay on time
and on track with the things they need to get done. These reminders can also be customised
in terms of day and time the reminder goes off, they can be set to repeat and also be
prioritised.
3. Utilising Timers & alarms
By having alarms and timers set, you can organise your tasks, setting bedtimes to set for
each separate day of the week in order to get enough sleep to be productive for the next
day. Pre-scheduling ones sleep time can also be helpful if you have changing schedules.
4. Using Productivity App’s
There are an abundance of apps to help boost productivity and to stay organised. These
include to do lists, note-taking apps, emails, word processing, spreadsheets and
presentation software’s.
5. Bringing teammates near and far closer together with communication software
Effective communication is crucial for team productivity. Technological solutions can be

used to booth communication between employees and team members by using team
messengers and video conferencing apps.
6. Using cloud-based project or task management software
Cloud-based project and task management software’s can be used to stay organised across
workflows. This also assists to carry on projects even when you lose documents or files
saved in a hard-drive or laptop if it crashes. Having all projects, assets and milestones in
sync and easily accessible on cloud-based software’s can significantly improve individual
and overall team performance.
5. PLAN TO MEASURE AND MAINTAIN PERSONAL WORK PERFORMANCE
There are a few ways individuals can measure and maintain their personal work performance:
1. Graphic rating scales
A typical graphic scale uses sequential numbers, such as 1 to 5, or 1 to 10 to rate relative

performance in specific areas. Scales are often used to rate behavioural elements, such as
"understands job tasks" or "participates in decision-making", or could note the frequency
an individual performs a certain task or behaviour, for example “always,” “frequently,”
“occasionally,” or “never”. Individuals can adapt these scale to measure their own
performance.
2. Decide on the metrics
Individuals can set measurements in the form of goals, deadlines and timelines set by their
managers, and for their own personal aims and objectives. These metrics must be specific,
measurable, achievable, realistic, and time-bound.
3. Seeking Feedback
Individuals must continually seek feedback, opinions and assessments from the circle of
people they work with such as their co-workers, managers and even customers. By
evaluating the input from many sources, individuals can note positive and negative
similarities and trends. They can also identify areas that may need additional
measurements and support.
4. Self-Evaluation/Self Reflection
Asking individuals to evaluate their own performance can be very effective. Often, they may
be more critical of their performance than individuals might be themselves. They can use a
form that requires multiple-choice answers, essay-type answers, or a combination of the
two. Comparing a self-evaluation to one’s own objective appraisal can be helpful in finding
similarities and discrepancies along with a richer understanding of their performance. It
can generate conversations that can be beneficial to their development.
5. Management by Objectives (MBO)
Also known as “management by results,” this is a process whereby individuals and

managers form objectives together. They jointly determine individual objectives, how they
align with company goals, and how performance will be measured and evaluated. MBO
gives them a clear understanding of what’s expected and allows them to participate in the
process, which may foster better communication and increase motivation.
6. Checklists
Using a simple “yes-no” checklist is a quick and easy way to identify deficiencies individuals
may have in various performance areas. It will also identify those that need additional
training and knowledge to become more efficient.
7. Move forward
Developing a strategy to improve weaker areas and keeping notes on what individuals have
done to improve is essential in monitoring personal performance. During one’s formal
performance evaluation, individuals should be prepared to show their manager what they
have done, communicate their personal development plans to their managers, and touch
base with them regularly, so that they can help steer them in the right direction.
6. METHODS USED TO ASSESS COMPETENCY AGAINST COMPETENCY

STANDARDS
Some ways individuals can assess their competency against company standards are:
1. Listening to Feedback in Performance Reviews
It’s essential for individuals to seek regular feedback from their co-workers, supervisors
and clients in order to assess what they’re good and where they lack efficiency in order to
work on the areas they are weak in.
2. Focus on what you’re good at
Individuals need to focus on what they are good at in order to be able to enhance those
skills and increase their value within the workplace and to make themselves more
employable in other organisations.
3. Take responsibility of your own learning and personal skill development
Individuals need to make the effort of self-learning, enrolling in courses, training programs
to increase their knowledge, be up to date with changing trends and expand their skills.
4. Have a buddy or a coach assigned
Having a buddy or a coach assigned means they can observe how individuals work and
provide feedback to facilitate them to enhance their skills and correct areas they lack
knowledge in.
5. Have a mentor
Having a mentor at the workplace can encourage individuals to identify and achieve their
career goals by having them identify and correct gaps in generic skills and knowledge and
increases their confidence.
7. METHODS OF SEEKING FEEDBACK
There are several ways individuals can seek feedback in the workplace. These can be formal or
informal. Some of the methods include:
1. Seeking feedback from Managers/Supervisors/Colleagues
This can be formal or informal and can include comments on how well an individual has
done their job, what areas they can improve on and suggest ways on how to being about that
improvement.
2. Seeking feedback through formal performance appraisals
These appraisals usually occur on a periodic basis such as quarterly, half yearly or annually.
Most organisations conduct their first appraisal after 3 or 6 months from the date of
employment which is referred to as a probationary period. This appraisal highlights the
achievements of the individual, appraises their efforts, and makes a note of where they need
modifications and further training to improve on those skills.
3. Seeking feedback from Customers
This kind of feedback is usually informal and is in the form of appraisal from customers for
providing them satisfactory customer service.
4. Seeking feedback from surveys/forms
This method uses tools such as surveys, complaint forms or satisfaction forms that can assist
individuals to know how the customer found their performance and level of knowledge or if
they lack in a certain area so as to be able to improve on them.
5. Seeking feedback from Self
Individuals must constantly reflect on their own performance in order to determine where
they are in terms of their goals and objectives, if they have performed a job as efficiently and
effectively as required and if they think they need any further development in certain skills.
8. STRATEGIES FOR MAINTAINING AN APPROPRIATE WORK-LIFE BALANCE TO
MANAGE PERSONAL HEALTH AND STRESS
1. Prioritise your time
Individuals may have a to-do list with 50 tasks on it, so they need to prioritise those tasks
into four categories. They are:
 Urgent and important
 Important but not urgent
 Urgent but not important
 Neither urgent nor important.
2. Play to your strengths
Individuals shouldn’t be focusing on doing everything including the things they may not
be good at. They should focus on their strengths and outsource others to perform tasks
that they’re not that confident with.
3. Know your peaks and troughs
Some individuals perform better first thing in the morning, others as they day progresses.
They should assign tough, high concentration tasks according to when they know their
efficiency will be at its peak.
4. Take some personal time
It’s important for every individual to take time out for themselves, their family and friends
in order to stay mentally active and refreshed instead of burying themselves at work all
the time, which can cause stress levels to rise.
5. Have set work hours – and stick to them
Individuals should set work hours for themselves and do everything they can to stick to
them.
6. Find time for your finances
It’s important for individuals to feel confident about their finances. In order to do this,
they need to get some accounting software in place and use it from time to time in order
to stay on top of their finances.
7. Make workspace comfortable
Working long hours and not having much downtime requires having a comfortable
workspace, including a comfortable chair, an ergonomic keyboard, a support stand for
your laptop, etc. Hence individuals must invest in comfortable equipment for themselves.
8. Tap into technology
In order to save unnecessary traveling and balancing work schedules, individuals must
use technology such as Skype, Zoom or Teams to attend meetings and conferences instead
of driving to meetings unless their physical presence is absolutely necessary.
9. Make exercise a must-do, not a should-do
Individuals must ensure that they give as much priority to exercise and health as they give
to work and their clients as a healthy body means a fresh mind, which in turn helps
function more efficiently and complete tasks in less time.
10. Take time to make time
Individuals should invest in time-tracking tools that they can use to track everything from
the frequency and duration of meetings, to chasing and converting leads. Time-tracking
software can allow them to quickly build an understanding of how long a particular task
takes, thus enabling them to effectively estimate how long their next task will take.
11. Be realistic
At the end of each working day, individuals should perform a little self-analysis and ask
themselves what worked today, what didn’t, what went wrong and how the issue can be
fixed, and should not hesitate to get assistance or help from valuable resources around
them such as their peers.
12. Step out
Working long hours can get stressful and tiring so individuals should schedule some
phone calls or take time out to get coffee with like-minded people to discuss ideas and
offer support to each other.
13. Meet clients halfway – literally
We shouldn’t always agree to meet a client at their office. Instead, we should meet
halfway, perhaps at a café or restaurant. This will save us time and energy, not to mention
money spent on travel.
14. Manage our mind
When fear or self-doubt or anxiety creeps in, we must do some work on our mental health
such as meditation or reading a book. Alternatively, we should also spend time with
someone who will lift our spirits and support us.
15. Take a break
We must remember to take time out throughout our day. Some tasks are easier than
others, so if we find ourselves with an hour up our sleeve, we should be realistic about
whether we can “afford” to rest or not, and should do our best to take a lunch break. We
must also make it a point to get up and stretch every 15 minutes as it will help us become
more focused and more productive.
16. Have that holiday
We should make time for a holiday and book in breaks, at least quarterly, or go away on a
long weekend when we can and must always remember to advise our clients and
customers well in advance.
9. STRATEGIES FOR PARTICIPATING IN ANY NETWORK YOU PARTICIPATE IN,
OR NETWORKS YOU ARE PLANNING ON PARTICIPATING IN
Whilst networking is important, it’s even more important to do it well. Self-promotion can be
tricky especially when one is advocating for their career. Adopting these strategies can not only
help maximise one’s networking abilities, they can also build on their list of connections:
1. Practice
Before going to a network event, individuals should practice talking about themselves and
their career. That was when the time comes to introduce themselves, they’ll be able to talk
about them and their career feeling confident about themselves.
2. Have a good sense of your goals
Having a good sense of one’s goals can help individuals speak more naturally and
confidently about themselves and will direct them toward the kind of networking events
they chose to pursue and the one’s that will help them build the right connections.
3. Listen
Listening is probably one of the most important strategy in networking. It’s quite easy to
get caught up talking about one selves but it’s essential to show they are interested in what
the other person has to say. Bring invested in the conversation will help them be more
memorable and enjoyable to talk to, and may also lead the discussion to a topic of interest
to them. Listening also helps in remembering what the other person is saying, that way
when you leave the networking session, you’ll remember who you spoke with and if you get
to see them again, you can ask them questions that related to that conversation.
4. Do your research
Before going to a networking event, it’s helpful to do some research about the key note
speaker, or the sponsors so that you can have a relatable conversation with them when you
meet them. Similarly, it’s also helpful doing your research on people you met at the
networking event in order to find out more about them in case you intend on reaching out
to them.
5. Follow-up
Keeping in touch with new and old connections is one of the easiest ways to network. When
you get someone’s business card at a networking event, it’s important to stay in touch if you
feel you share similar interests or if you may be interested in their organization. When you
follow-up, you end up establishing a business relationship that comprises of trust and once
that level of comfort and trust has been reached, it becomes easy to reach out for advice or
favors.
10. REFLECT ON NEW SKILLS THAT YOU PLAN TO DEVELOP, AND THE STRATEGIES YOU HAVE HIGHLIGHTED TO DO SO AND WHAT YOU WILL
NEED TO DO TO ENSURE THAT YOU REACH YOUR OBJECTIVES IN BOTH LIFE AND CAREER
New skills to develop Strategies Implementation
What do I need to learn/improve on What support and resources will I need How will I reach my goal
Obtain knowledge of Project Management  Seek guidance from direct  Enrol in Project
line manager to assess if Management Diploma
this knowledge will assist  Seek guidance from
me in performing my supervisor to assist with
duties more efficiently understanding concepts of
 Seek support from HR to Project Management that
be able to take time off to relate directly to the job
attend course  Ask for the opportunity to
assist with Project
Management tasks to help
understand the concepts
better by having on the job
training
List of references
1. Lawrence J Gitman, Carl Mcdaniel, Amit Shah, Monique Reece, Linda Koffel, Bethann Talsma, James C Hyatt, 2018, Introduction to Business, Opestax,
Huston, Texas
2. http://www.bayt.com/en/specialties/q/94689/how-quality-in-work-can-be-measured/
3. https://www.qld.gov.au/health/mental-health/balance/lifestyle/index.html
4. http://hsc.csu.edu.au/business_services/services_120/work/4118/feedback.htm
PROJECT CHECKLIST
Project Checklist
Unit Code and

Name:
Student name:
Assessor name:
Has the student

satisfactorily completed
the written activity?
Did the Student provide evidence of their ability to:
Yes No
1. Personal and Professional Planning
 Your task is to develop your own plan to meet at

least four goals of your job role including the  
following:
o Establish your personal work goals/career

objectives in relation to your position  
description
o Set the plan and for each goal discuss how

 
you will meet your work priorities
o Discuss how you will develop and maintain

 
your professional competence
 To establish and set your goals you could use the

following template or alternatively you can create
 
your own. You may want to use a diary (either paper
or electronic) to enter your goals for work.
 
 You are to then complete a personal development
plan for your development in relation to your job
role. The “Personal Development Plan Template”
below will assist you with this task or you can create
your own. There is an example of a completed
personal development plan provided for you.
 Both completed templates must be submitted as part

 
of your assessment for this unit.
2. Report
 Principles and techniques involved in the

 
management and organisation of:
o performance measurement  
o personal behaviour, self-awareness and

 
personality traits identification
o a personal development plan  
o personal goal setting  
o time  
 Outline organisation’s policies, plans and procedures  
 Types of learning style/s and how they relate to the

 
individual
 How you plan to use business technology to organise

 
and prioritise work tasks and commitments
 How you plan to measure and maintain personal

 
work performance
 Methods you are planning to use to assess

 
competency against competency standards
 Methods of seeking feedback  
 Strategies for maintaining an appropriate work-life

 
balance to manage personal health and stress
 Any networks you participate in or networks you are

 
planning on participating in
 
 The new skills that you have planned to develop, and
the strategies you have highlighted to do so
 Career objectives  
2. SHORT ANSWER QUESTIONS
Instructions
Answer the questions below by writing in the space provided. If you require more space, use a
blank sheet of paper. Alternatively, you may like to use Microsoft Word and print out your
answers to each question.
What you will need
 Research materials such as books, internet, magazines, workplace documentation etc.

 Access to legislative and regulatory documentation
 Your Learner Guide and other learning materials provided for this unit of competence
Word limit
Short Answer Approximately 4 typed lines = 50 words

Responses
1. Discuss three ways to be a good role model.
1. Hard work. Work hard and help when your staff needs help, demonstrating
commitment to company goals.
2. Accountability. Take responsibility for their actions and inspire others to do

the same. If you make a mistake, admit it and let the team know how you plan
to correct the situation. Never blame others or make excuses.
3. Respect. Show respect for all individuals; customers, employees and vendors.

Respect is paramount in every situation, and is especially important during
situations when you have to correct behaviour. Never criticize an employee in
public, and keep your feedback focused on the task at hand.
2. Discuss the PDCA cycle.
PDCA (Plan-Do-Check-Act) is an iterative, four-stage approach for continually

improving processes, products or services, and for resolving problems. It involves
systematically testing possible solutions, assessing the results, and implementing
the ones that have shown to work.
Plan – Identifies the problem
Do – Develops and implements a solution
Check – Confirms the results through before-and-after data comparison
Act – Documents the results, informs others about process changes, and makes
recommendations
3. What is the intention of reviewing personal progress and performance?
The intention of reviewing personal progress and performance is to promote
communication and provide useful feedback about job performance, to facilitate
better working relationships, to provide an historical record of performance and
to contribute to professional development. It also ensures that individuals know
their own the strengths and weaknesses by receiving feedback during the review
process and assists them to recognise their potential to fill specific positions
within the organisation.
4. Discuss five ways of prioritising your workload at work.
1. Make a to-do list - At the beginning of each day or week, create a to-do list
that reflects what you want to get done.
2. Regularly review your workload - Regularly reviewing your workload will

assist in tick off several completed list items, giving a sense of
accomplishment, and keeping a track on what still requires attention.
3. Concentrate on the most crucial - 80 per cent of our work contributes less
than 20 per cent of its value, so we should focus on the most important 20 per
cent in order to complete the most crucial tasks. This should increase
performance at work as the most important jobs are complete.
4. Set realistic deadlines - It is important to accurately estimate the time each

task will take you to do in order to achieve and gain that sense of satisfaction
at the end of your working day.
5. Allow time for interruptions – We should do the more urgent work during
the times we are less likely to get interrupted. That way we can focus better
and complete the tasks quicker, without having to break away from them.
5. What ways can you use technology to efficiently and effectively to manage your
work priorities and commitments?
Some ways one can efficiently and effectively manage their work priorities and
commitments are:
1. Using an online Calendar and syncing it
2. Ticking off tasks with Notes or Reminders
3. Utilising Timers & alarms
4. Using Productivity App’s
5. Bringing teammates near and far closer together with communication software
6. Using cloud-based project or task management software
6. Discuss at least three ways you can strike a good work-life balance.
1. Have set work hours and stick to them - Set work hours for yourself and do
everything in your power to stick to them.
2. Exercise and meditate - Exercise is an effective stress reducer. It pumps feel-

good endorphins through our body and helps lift our mood.
3. Do what you love - Make time for something you love – other than work –
and give it the time it deserves. It will energise and refresh you, and enable
you to nurture the creative thought that is essential to maintaining a healthy
mind.
7. Where can you find information about further training or professional development
options in your workplace?
Most information about further training or professional development options at

the workplace can be sought from HR regarding traineeships, further study,
professional development workshops, product information, First Aid or Fire
Warden training, Union representation training, or simply by approaching a
buddy or a coach assigned during your induction period, or a mentor in the
workplace that you can reach out to in order to find out about what options you
have in relation to further training or professional development.
8. How can you accept negative feedback gracefully?
One can listen to negative feedback gracefully by:

1. Listening fully without interruptions,
2. Ask questions as to why they think the way they do and seek clarification;
3. Don’t take it personally and use that feedback to improve yourself;
4. Acknowledge the weaknesses that have been brought forward in the feedback
if you also agree you lack in those areas;
5. Take action and work on the weaknesses that have been pointed out in the
feedback;
6. Circle back once you have worked on the items mentioned in your feedback to
see how they think you have progressed in that area.
9. What are the benefits of a Personal development plan to your working life?
The benefits of having a personal development plan is that is helps you figure out
what you want to do and how you need to go about with achieving it. It also help
you to be able to make clearer goals and be more motivated. Having a personal
development plan can also help in using your time better and allowing you to
have a healthy work-life balance. It can also open new career opportunities and
improves your salary prospectus.
10. Complete the following quiz to discover your preferred learning style
For each statement below, give yourself points according to the following scale:
5 = Often true
3 = Sometimes true (about half the time)
1 = Seldom or almost never true
Section I. Visual Learning Style
__5___ Follow written directions better than oral directions.

__5___ Like to write things down or take notes for visual review.
__5___ Am skilful and enjoy developing and making graphs and charts.
__5___ Can understand and follow directions on maps.
__5___ Can better understand a news story by reading it than by listening to it on the
radio.
__5___ Feel the best way to remember is to picture it in your head.
__5___ Grip objects in your hands during learning periods.
__5___ Obtain information on an interesting subject by reading related materials.
Section II. Auditory Learning Style
__3___ Can remember more about a subject through listening than reading.
__3___ Require explanations of graphs, diagrams, or visual directions.
__3___ Can tell if sounds match when presented with pairs of sounds.
__3___ Do better at academic subjects by listening to tapes and lectures.
__5___ Learn to spell better by repeating the letters out loud than by writing the word on
paper.
__3___ Would rather listen to a good lecture or speech than read about the same material
in a book.
__5___ Prefer listening to the news on the radio than reading about it in the newspaper.
__3___ Follow oral directions better than written ones.
Section III. Kinaesthetic Learning Style
__3___ Bear down extremely hard when writing.

__5___ Enjoy working with tools or working on models.
__5___ Remember best by writing things down several times.
__1___ Play with coins or keys in pockets.
__3___ Chew gum, snack or smoke during study time.
__3___ Do a lot of gesturing, am well coordinated.
__3___ Am good at working and solving jigsaw puzzles and mazes.
__1___ Feel very comfortable touching others, hugging, handshaking, etc.
Scoring: Add up your score for each section above. The highest total indicates your
preferred method of learning while the lowest score indicates your least preferred.
Section I. Visual Learning Style

__40___ Total number of points
Section II. Auditory Learning Style

Section III. Kinaesthetic Learning Style

SHORT ANSWER QUESTIONS CHECKLIST
Short Answer Questions Checklist
Unit Code and

Name:
Student name:
Assessor name:
Satisfactory
response
Yes No
Discuss three ways to be a good role model.
1  
Discuss the PDCA cycle.

2  
What is the intention of reviewing personal progress and

performance?
3  
Discuss five ways of prioritising your workload at work.

4  
What ways can you use technology to efficiently and effectively to

manage your work priorities and commitments?
5  
Discuss at least three ways you can strike a good work-life balance.
6  
Where can you find information about further training or

professional development options in your workplace?
7  
How can you accept negative feedback gracefully?

8  
What are the benefits of a Personal development plan to your
working life?
9  
Complete the following quiz to discover your preferred learning

style.
10  
Feedback to Student:
Result  Satisfactory  Not Yet Satisfactory

BSBWOR501 Manage Work Priorities and Professional Development Assessment Guide v1.2

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BSBWOR501 MANAGE PERSONAL WORK

PRIORITIES AND PROFESSIONAL DEVELOPMENT

You are going to be assessed for:

 Your ability to apply your learning.

HOW YOU WILL BE ASSESSED

What if I believe I am already competent before training?

 Ensure that their own qualifications are current.

 Follow the recommendations from moderation and validation meetings.

How should I format my assessments?

How long should my answers be?

Long Answer 8 typed lines = 100 words

Brief Report 500 words = 1 page typed report

Mid Report 1,000 words = 2 page typed report

Long Report 2,000 words = 4 page typed report

How should I reference the sources of information I use in my assessments?

Assessment Method Satisfactory Result Non-Satisfactory Result

Assessment Cover Sheet

Unit Code and

Student name: SAHAR KHALID

Assessor Name: Date:

Is the Student ready for assessment? Yes No

Has the assessment process been explained? Yes No

The following documents must be completed and attached

Overall Outcome Competent Not yet Competent

Student Signature: Sahar Khalid Date: 2 February 2021

Assessor Signature: Date:

Overall Outcome Competent Not yet Competent

1. Professional and Personal Planning

a. Establish your personal work goals/career objectives in relation to your

GOAL PLANNING TEMPLATE

Employee Sahar Khalid

Description: Improve my data processing skills

Description: Improve my networking skills

Name: Sahar Khalid Date: 20 January 2021

There is no word limit for this report.

What you will need to complete this task

 Research materials such as books, internet, magazines, workplace documentation etc.

The topics are:

b. personal behaviour, self-awareness and personality traits identification

c. a personal development plan

d. personal goal setting

3. Types of learning style/s and how they relate to the individual

5. How you plan to measure and maintain personal work performance

6. Methods you are planning to use to assess competency against competency

7. Methods of seeking feedback.

8. Strategies for maintaining an appropriate work-life balance to manage personal

1. PRINCIPLES AND TECHNIQUES INVOLVED IN THE MANAGEMENT AND

In order to provide a good development, implementation, management and organisation of

2. Development, implementation and integration of these performance management

3. The performance measurement tools must be designed to highlight achievements and

7. At each phase, an implementation process must be developed where one phase is

9. Performance measurements systems must be developed using existing sources of

1. Key Performance Indicators (KPIs) and Metrics

3. 360 degree feedback

This technique provides individuals with a broad assessment of their performance

4. Management by objectives (MBO)

5. The Balanced Scorecard frameworks

The Balanced Scorecard framework is a technique used by managers to clarify

7. Personal development plans (PDP)

The technique of having a Personal Development Plan is essentially a tailored action

B. PERSONAL BEHAVIOUR, SELF-AWARENESS AND PERSONALITY TRAITS

Professional training is vital to helping individuals organize their thinking about

Self-appraisal is a process that paves way for two-way communication between