General work skills eg communication use of

• General work skills (e.g. communication, use of technology, etc.)
• Discipline-specific work skills (e.g. accounting, procurement, IT, marketing, etc.)
• Category-specific work skills (e.g. knowledge of travel or of office machines, etc.)
• Qualifications – and particularly when these are required for legal reasons
• Other competencies, which may be formally- or informally-recognised
Staff skills can typically be identified in one or more of the following ways:
• By requesting feedback from users about their perceived skills/training needs
• By looking at how people undertake work tasks and identifying areas of difficulty

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• By speaking with people who manage/supervise staff, to determine the areas where they
perceive people are lacking in skills/have difficulty undertaking work
• By conducting a formal skills assessment or training needs analysis
Documenting personal growth needs
Once you have identified the development needs of your team and the individuals within it, this
information should be incorporated into professional development plans. These plans are used to
record the skills and training/development particular staff members require, and also when and how
this was gained or completed.
How you complete a professional development plan depends upon your organisation’s relevant
policies and procedures – remember: you must ensure you are familiar with, and that you work
within, these. Also review existing professional development plans in your organisation. Consider this
simple example of a professional development plan:
Position Tasks Training Required Date Completed
Receptionist Greeting / directing
customers (face-to-
face, over the
telephone),
administration tasks
- Intro to cloud systems
- Using cloud for video-
and tele-conferencing
- Backing-up data in cloud
systems
 23 May 2020
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Q
UESTION
/
ACTIVITY
13. Explain the processes involved in developing plans for personal growth. Why are these plans
important in informing an organisational performance development program?

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Consider and address cultural differences and diversity issues in all
organisational performance development communications
Overview of cultural differences and diversity
Australia is an ethnically- and culturally-diverse nation. Read the following:
Australia is a vibrant, multicultural country. We are home to the world’s oldest continuous cultures,
as well as Australians who identify with more than 270 ancestries. Since 1945, almost seven million
people have migrated to Australia. This rich, cultural diversity is one of our greatest strengths. It is
central to our national identity.
In 1975, the Racial Discrimination Act came into force, making discrimination in different parts of
public life against the law. The Act, which was Australia’s first federal anti -discrimination law,
formalised our commitment to the United Natio n’s Convention on the Elimination of All Forms of
Racial Discrimination.