BSB80120: Graduate Diploma of Management Partnership Assignment Sample

Building Collaborative Partnerships and Stakeholder Relationships

Assessment Task 1: Knowledge Test

Provide your response to each question in the box below:

Q1: Answer the following questions

• Explain the legislative and regulatory requirements to establish a partnership agreement in 200-250 words.
• What are the legislative and regulatory requirements for registering a partnership business? Write your answer in 100-150 words.

Satisfactory response

• Yes
• No

1.1 The following are the legislative and regulatory requirements to establish a partnership agreement

Partnership Act 1892(NSW): This act outlines the rules for creating and regulating partnerships in a business. According to the Act all partners are entitled to share equally in the capital and profit of the business and equally contribute towards the losses, whether of capital or otherwise sustained by the firm. It allows three types:

1. A partnership (normal partnership)
2. Limited partnership
3. Incorporated limited partnership

There are various requirements and features of each:

• Normal Partnerships: The normal partnership, or just partnership, must not be registered under the Partnership Act. It is suitable when 2 or more persons want to carry on the business together by using a simpler model than a company structure.

For example, husband and wife may form a partnership where one does the front-end work and the other looks at the paperwork for the business.

• Limited partnerships: This further has two types of partners- general and limited partners, and their duties and liabilities vary. There must be at least one general and one limited partner in a partnership.

General partners are responsible for the day-to-day management of the limited partnership, and their liability for its debt is unlimited. On the other hand, limited partners play no role in managing the limited partnership and their liability for its debts is limited to the amount contributed to the partnership. Also, raising funds with a limited partnership is more flexible. Moreover, these are formed by and on registration of the partnership under the Partnership Act 1892.

• Incorporate limited partnership: The third type is the Incorporated limited partnership (ILP), s are legal entity that can be set up under most State and Territory partnership legislation. It is the preferred entity when applying for registration under Commonwealth legislation for venture capital purposes.

The responsible body for registration of ILPs under the NSW Partnership Act 1892 is NSW Fair Trading.

https://www.fairtrading.nsw.gov.au/trades-and-businesses/business-essentials/starting-a-business/business-structures#:~:text=Limited%20Partnerships,-A%20limited%20partnership&text=There%20must%20be%20at%20least,more%20than%2020%20general%20partners.

1.2 The following are the legislative and regulatory requirements for registering the business in partnership

Firstly, register with NSW Fair Trading. Furthermore then one must have a written partnership agreement. The next step is to display the registration certificate in the registered office. Another critical step is to register for an Australian Business Number (ABN) and finally to register a business name with the Australian Securities and Investment Commission (ASIC)https://www.service.nsw.gov.au/transaction/register-a-limited-partnership

Q2: Scenario

• You are working on a project. As per the project task requirements, you are required to integrate a risk management plan into your project.
• Explain the seven (7) risk management principles that you would consider when integrating a risk management plan in your project in 300-350 words.

Satisfactory response

• Yes
• No

Risk management is an ongoing and iterative process that requires a proactive and systematic approach, involving all levels of the organisation. By integrating risk management into the organisational culture and aligning it with business objectives, companies can enhance their ability to anticipate and respond to potential risks, thereby increasing their resilience and overall success. Seven key principles serve as the foundation for effective risk management.

Principle 1: Understanding Potential Risks

Understanding potential risks is the foundation upon which effective risk management processes are built. This principle emphasises the importance of comprehending the risks that have the potential to impact an organisation's ability to achieve its objectives.

Principle 2: Establish a risk management process

Establishing a risk management process involves a structured approach to identifying, assessing, and mitigating potential risks that can impact an organization.

Principle 3: involve all stakeholders in the risk management Process

By including stakeholders from different areas of the organisation, risk managers can tap into a wealth of diverse perspectives and expertise, leading to more comprehensive risk identification, assessment, and mitigation.

Principle 4: Adopting a Systematic and Structured Approach

Use a structured methodology to identify, analyse, and respond to risks. Ensure consistency and repeatability in risk assessment processes. Use templates, checklists, and tools to streamline risk analysis.

Principle 5: identify, assess, and monitor types of risks

Principle 5 of risk management involves the crucial steps of identifying, assessing, and monitoring different types of risks using effective risk analysis techniques.

Principle 6: Use continuous improvement to refine the risk management processes

Continuous improvement is a crucial principle in risk management, as it allows organisations to refine their processes and enhance their ability to identify, assess, and mitigate potential risks. By incorporating continuous improvement strategies into risk management processes, organisations can refine their approaches, enhance risk awareness, and ensure the effectiveness of their risk management efforts.

Principle 7: Leverage technology to support risk management activities

Leveraging technology is a key principle in risk management, as it offers organisations the opportunity to enhance their risk management processes using advanced tools and platforms.

https://www.6clicks.com/resources/answers/what-are-the-7-principles-of-risk-management

Q3:Answer the following questions:

• Explain the purpose of an organisation’s mission, vision and value statements. Write your answer in 100-150 words.
• How do the mission, vision and values guide the strategic direction and objectives of the organisation? Write your answer in 200-250 words.
• What is the purpose of an organisational purpose statement? Why is it important? Write your answer in 350-400 words.
• Why is it important to align your organisation’s and partner organisation’s mission, purpose, values, objectives and strategies? Write your answer in 150-200 words.

Satisfactory response

• Yes
• No

3.1 Mission, vision and values statements are the foundation for an organisation’s strategic plan. They give the purpose, direction and underlying values to an organisation. When developed and implemented thoughtfully and deliberately, these statements can serve as powerful tools that provide organisations with meaningful guidance, especially during times of rapid change. Consequently, taking the time to craft relevant mission, vision and value statements should be carefully considered.

https://www.batonglobal.com/post/how-to-write-mission-vision-and-values-statements-with-examples#:~:text=Mission%2C%20vision%20and%20values%20statements,underlying%20values%20of%20the%20organization.

3.2 Vision is a broad description of values that an organisation provides. It is a visual image of what an organisation is trying to achieve or become. Therefore, it helps in directing all the strategic plans and objectives of an organisation.

Once the vision is decided, the mission statement describes how it can achieve the vision. It gives a specific approach in drafting the organisation’s strategic plan and objectives.

The value statement is also called the code of ethics. It directs the efforts of people towards a common goal.

Q4: Answer the following questions:

• What is the difference between collaboration and participation? Write your answer in 100-150 words.
• Explain any five (5) techniques that cultivate collaborative relationships and partnerships in 250-300 words.

Satisfactory response

• Yes
• No

4.1 Collaboration and participation differ in their levels of engagement and the roles individuals play in a group setting. Collaboration involves active teamwork where individuals or groups work together toward a shared goal, often combining their skills, knowledge, and efforts to achieve a collective outcome. It emphasises joint problem-solving, communication, and mutual accountability, with all contributors playing an integral role in the process.

Participation, on the other hand, is a broader term that refers to any form of involvement or engagement in a group activity. It can range from passive observation or attending a meeting to active contribution, but it doesn’t necessarily involve the depth of coordination or shared responsibility seen in collaboration.

In essence, while participation is about being present and contributing, collaboration is about working closely and interdependently to create something together. Both are essential in group dynamics but serve different purposes.

4.2 Cultivating collaborative relationships and partnerships requires deliberate strategies to foster trust, communication, and mutual respect. Here are five effective techniques:

• Clear Communication: Open and transparent communication is vital for collaboration. Regular meetings, clear updates, and accessible channels for feedback help establish a shared understanding of goals, expectations, and progress. Using communication tools like project management software can streamline this process.
• Defined Roles and Responsibilities: Establishing clear roles ensures that everyone understands their contributions and avoids duplication of effort. When each member knows their specific tasks and how they align with the group’s objectives, efficiency and accountability improve.
• Building Trust and Mutual Respect: Trust is the foundation of any successful partnership. By honouring commitments, valuing each other’s perspectives, and addressing concerns promptly, partners create an environment where collaboration thrives. Encouraging mutual respect also helps bridge differences in working styles or organisational cultures.
• Joint Goal Setting and Problem Solving: Collaborative relationships are strengthened when all parties actively participate in setting shared goals. Involving everyone in decision-making and problem-solving fosters a sense of ownership and ensures that diverse viewpoints contribute to innovative solutions.
• Recognition and Appreciation: Acknowledging contributions and celebrating successes reinforces positive collaboration. Recognising individual efforts within the group demonstrates that each member’s work is valued, motivating continued engagement and cooperation.

By employing these techniques, organisations and individuals can develop partnerships that are productive, resilient, and mutually beneficial. Strong collaborative relationships lead to better outcomes, as they leverage the collective strengths and expertise of all participants.

Q5: Explain the following common data collection methods relevant to the development of a collaborative partnership in 250-300 words.

• Interviews
• Focus groups
• Questionnaires and surveys

Satisfactory response

• Yes
• No

5 Effective data collection methods are essential for developing collaborative partnerships, as they provide insights into stakeholder needs, perspectives, and priorities. Below are explanations of three common methods:

Interviews

Interviews are one-on-one discussions that allow for in-depth exploration of individual opinions, experiences, and expectations. They are highly effective for understanding the unique perspectives of stakeholders in a partnership. Structured or semi-structured interviews can uncover valuable qualitative data, including motivations, concerns, and potential barriers to collaboration. The personalised nature of interviews builds rapport and trust, which are essential for strong partnerships.

Focus Groups

Focus groups bring together a small group of stakeholders to discuss specific topics or issues. They are particularly useful for identifying common themes, gathering diverse viewpoints, and fostering interactive dialogue. Focus groups encourage participants to build on each other's ideas, leading to richer insights. This method is valuable in partnerships for understanding group dynamics, exploring shared goals, and addressing potential conflicts. A skilled facilitator is essential to ensure constructive discussion and balanced participation.

Questionnaires and Surveys

Questionnaires and surveys are versatile tools for collecting data from a larger group of stakeholders. They can include both open-ended and closed-ended questions, providing a mix of qualitative and quantitative insights. This method is useful for gauging broad trends, measuring satisfaction levels, or prioritizing issues relevant to the partnership. Online surveys are cost-effective and enable quick data analysis, making them ideal for initial assessments or periodic evaluations.

By using these methods, organisations can gather comprehensive data to inform the design and development of collaborative partnerships, ensuring that the goals, interests, and contributions of all stakeholders are effectively aligned.

Q6: Answer the following questions:

6.1 Explain any following communication techniques to conduct stakeholder consultations in 150-200 words.

• Scheduling a meeting
• Send out a newsletter.
• Project summary report

6.2. Discuss the communication techniques to foster collaborative partnerships in 250-300 words.

Satisfactory response

• Yes
• No

6.1 Communication Techniques to Conduct Stakeholder Consultations

a) Scheduling a Meeting

Scheduling a meeting is a direct and interactive communication technique that facilitates real-time dialogue with stakeholders. It allows for face-to-face or virtual discussions, enabling immediate feedback, clarification of issues, and collaborative decision-making. By preparing a clear agenda and ensuring the participation of key stakeholders, meetings foster engagement and alignment on project goals. This method is ideal for addressing complex topics or resolving concerns.

b) Send Out a Newsletter

Newsletters are effective for keeping stakeholders informed about project progress, milestones, and updates. They provide a regular communication channel that maintains transparency and builds trust. Newsletters can include visuals, such as charts or infographics, to enhance understanding. While they are primarily informational, they can also invite feedback or participation, ensuring stakeholders feel involved.

c) Project Summary Report

A project summary report is a concise document that provides an overview of the project’s objectives, progress, and outcomes. It is an excellent tool for stakeholder consultations, as it allows stakeholders to review key information at their own pace. By presenting data clearly and highlighting critical aspects, the report ensures stakeholders are well-informed and prepared to provide meaningful input.

Each technique serves a unique purpose and can be tailored to the specific needs of stakeholder consultations.

6.2 Effective communication techniques are critical for fostering collaborative partnerships as they build trust, facilitate understanding, and enhance cooperation. Below are key techniques that help nurture such partnerships:

Active Listening

Active listening ensures that all parties feel heard and valued. By focusing on the speaker, asking clarifying questions, and providing feedback, partners can better understand each other's perspectives, priorities, and concerns. This technique reduces misunderstandings and strengthens trust.

Open and Transparent Communication

Transparency fosters trust and accountability within partnerships. Sharing relevant information, being honest about challenges, and providing updates on progress create an environment of mutual respect and collaboration. Regular communication, through emails, meetings, or reports, keeps everyone aligned.

Tailored Communication

Different stakeholders may have varying preferences and needs for receiving information. Customising communication methods—such as using visuals for data-heavy content or simplifying technical language—ensures accessibility and engagement across diverse audiences.

Regular Feedback Mechanisms

Soliciting and providing feedback is essential for continuous improvement in partnerships. Regular check-ins, surveys, or review meetings allow stakeholders to voice opinions, evaluate progress, and address any issues promptly, ensuring the partnership remains effective.

Collaborative Tools and Platforms

Leveraging digital tools like project management software (e.g., Trello, Slack, or Microsoft Teams) promotes seamless communication. These platforms allow for real-time updates, centralised document sharing, and enhanced coordination, fostering teamwork and efficiency.

Conflict Resolution Communication

Addressing conflicts constructively through calm, solution-focused discussions helps sustain long-term partnerships. Techniques such as mediation or facilitated dialogues ensure that disagreements are resolved without damaging relationships.

By employing these techniques, organisations and individuals can create robust partnerships that are productive, resilient, and mutually beneficial. Clear and consistent communication remains the cornerstone of any successful collaboration.

Q7: What is emotional intelligence? What is its relationship to individual and team effectiveness? Write your answer in 250-300 words.

Satisfactory response

• Yes
• No

7.1 Emotional intelligence refers to the ability to recognise, understand, manage, and influence emotions—both one’s own and those of others. It involves five key components: self-awareness, self-regulation, motivation, empathy, and social skills. EI plays a crucial role in personal and professional settings, as it enhances interpersonal relationships, decision-making, and conflict resolution.

In terms of individual effectiveness, emotional intelligence enables people to handle stress, adapt to change, and navigate complex social environments. Self-awareness allows individuals to understand their strengths, weaknesses, and emotional triggers, which leads to better self-control and decision-making. Empathy and social skills foster effective communication and the ability to build strong relationships, making emotionally intelligent individuals more adept at leadership, collaboration, and negotiation.

At the team level, EI significantly impacts group dynamics and overall performance. Teams with emotionally intelligent members are more likely to communicate effectively, resolve conflicts constructively, and maintain a positive and inclusive work environment. Empathy within a team fosters understanding and reduces misunderstandings, while strong social skills ensure seamless collaboration. Leaders with high EI can inspire and motivate team members, fostering trust and a shared vision.

The relationship between EI and effectiveness lies in its ability to enhance both individual contributions and collective outcomes. Teams that exhibit high levels of emotional intelligence tend to have stronger cohesion, increased productivity, and higher satisfaction levels among members. Ultimately, EI serves as a foundational skill that supports resilience, adaptability, and success in both individual and team contexts.

Q8:Answer the following questions:

• What are the four 4 four stages of transformational change in an organisation? How can these stages be managed? Write your answer in 200-250 words.
• Explain the different stages of change management in 450-500 words.

Satisfactory response

• Yes
• No

8.1 The four stages of transformational change in an organisation are recognition, planning, implementation, and sustainment. Each stage requires specific strategies to ensure successful management and lasting change.

1. Recognition

This stage involves identifying the need for change, driven by internal or external factors such as market shifts, technological advancements, or declining performance. To manage this stage effectively, leaders should conduct thorough assessments, gather stakeholder input, and clearly articulate the reasons for change to create urgency and alignment.

2. Planning

In the planning stage, the organisation defines its vision, goals, and strategies for transformation. This includes developing a clear roadmap, allocating resources, and addressing potential risks. Effective management involves engaging key stakeholders, setting measurable objectives, and ensuring robust communication to build commitment and minimise resistance.

3. Implementation

This is the execution phase, where plans are translated into actionable steps. It may involve restructuring, adopting new processes, or integrating technology. Leaders must ensure consistent communication, provide training, and address challenges promptly. Monitoring progress through key performance indicators (KPIs) helps track success and maintain momentum.

4. Sustainment

The final stage focuses on embedding the change into the organisation’s culture to ensure long-term success. This involves reinforcing behaviours, recognising achievements, and continuously improving processes. Leaders should foster a culture of adaptability and innovation, ensuring that change becomes part of the organisation’s DNA.

By managing these stages thoughtfully, organisations can navigate transformational change effectively, achieving sustainable growth and competitiveness.

8.2 Change management involves a structured approach to transitioning individuals, teams, and organisations from their current state to a desired future state. The process can be understood through the following key stages:

1. Awareness and Recognition

This stage involves identifying the need for change and creating awareness among stakeholders. It is triggered by internal or external factors such as technological advancements, competitive pressures, or organisational inefficiencies. Leaders must conduct assessments to diagnose issues and clearly communicate the rationale for change. The goal is to build urgency and align stakeholders with the vision for transformation. A lack of awareness at this stage can lead to resistance later.

2. Planning and Preparation

Once the need for change is recognised, a detailed plan is developed. This includes defining the objectives, outlining the scope, and setting measurable outcomes. A change management team or committee is often established to oversee the process. Risk assessment and mitigation strategies are critical at this stage to address potential obstacles. Leaders also identify key stakeholders and determine how to engage them effectively. Communication strategies, training programs, and resource allocation are developed to ensure readiness for implementation.

3. Implementation and Execution

This stage involves putting the change plan into action. It requires consistent communication to keep all stakeholders informed and aligned. Leaders must address resistance by emphasising the benefits of change and providing necessary support, such as training or coaching. Processes, technologies, or organisational structures are modified as planned. Progress is monitored using key performance indicators (KPIs) to ensure the initiative stays on track. Flexibility is essential to adjust plans in response to challenges or feedback.

4. Engagement and Support

During this stage, continuous support is provided to individuals and teams as they transition. Open channels for feedback are established to identify and resolve issues promptly. Celebrating small wins and recognising efforts fosters morale and encourages adoption of the new practices. Leaders play a pivotal role in motivating employees and reinforcing the importance of the change.

5. Sustainment and Reinforcement

Sustaining the change involves embedding new behaviours, processes, or systems into the organisational culture. This stage ensures that the transformation becomes a permanent part of the organisation. Regular evaluations are conducted to measure the impact and identify areas for improvement. Recognising achievements and rewarding compliance further reinforces the change. Continuous learning and adaptability are encouraged to maintain momentum and prevent regression to old practices.

6. Evaluation and Continuous Improvement

In the final stage, the organisation assesses the outcomes of the change initiative against its initial objectives. Feedback is collected to understand what worked well and what didn’t. This stage provides valuable insights that can inform future change efforts. Organisations that embrace a culture of continuous improvement are better equipped to adapt to future challenges and opportunities.

By following these stages, organisations can manage change systematically, ensuring smoother transitions, reducing resistance, and achieving sustainable results.

Assessment method-based instructions and guidelines: Skills Test – Research Report

Assessment type

• Skills Test - Research Report

Instructions provided to the student:

Assessment task description:

• This is the second (2) task you must complete to be deemed competent in this unit of competency.
• This assessment task comprises a research report.
• The student is required to complete a research report on potential opportunities to develop collaborative partnerships and relationships with business and industry stakeholders.
• You must attempt all criteria to the required level, e.g. the assessment criteria mentioned in the performance checklist need to be deemed satisfactory in this task.
• For your trainer/assessor to assess your competency in this assessment task, you must prepare your report by following all instructions outlined.
• You will receive your feedback within two weeks, and you will be notified by your trainer/assessor when results are available.

Applicable conditions:

• You will be assessed independently on this assessment task.
• No marks or grades are allocated for this assessment task. The outcome of the task will be Satisfactory or Not Satisfactory.
• As you complete this assessment task, you are predominantly demonstrating your knowledge and skills to your trainer/assessor.
• The trainer/assessor may ask you relevant questions during this assessment task.

Resubmissions and reattempts:

• Where a student’s answers are deemed not satisfactory after the first attempt, a resubmission attempt will be allowed.
• The student may speak to their trainer/assessor if they have any difficulty in completing this task and require reasonable adjustments.
• For more information, please refer to the Training Organisation’s Student Handbook.

Location:

This assessment task may be completed in:

• a classroom
• learning management system (i.e. Moodle)
• workplace,
• or an independent learning environment.

Your Trainer/Assessor will provide the student with further information regarding the location for completing this assessment task.

Purpose of the assessment

The purpose of this assessment task is to assess the students’ knowledge and skills essential to prepare a research report on potential opportunities to develop collaborative partnerships and relationships with business and industry stakeholders.

• Skills to research and assess legislative and regulatory requirements related to the development of collaborative partnerships and relationships with business and industry stakeholders.
• Skills to define risk management principles related to the development of collaborative partnerships and relationships, and evaluate potential risks.
• Skills to assess the relationship between the organisational and partner organisation’s mission, purpose, values, objectives and strategies.
• Skills to evaluate and define techniques that cultivate collaborative relationships and partnerships
• Skills to research and define common data collection methods to gather information regarding the potential collaborative partnerships and relationships.
• Skills to evaluate and define communication techniques to foster partnership and conduct stakeholder consultations
• Skills to assess the need for promoting emotional intelligence in the workplace and its relationship to individual and team effectiveness
• Skills to research and define the organisational transformation and the management of the stages of change if the training organisation decides to engage in collaborative partnerships and relationships with business and industry stakeholders.

Task instructions

• This assessment task aims to assess the students’ skills to prepare a research report on potential opportunities to develop collaborative partnerships and relationships with business and industry stakeholders.
• The student will take on the Operations Manager in the training organisation.
• The trainer/assessor can either provide the training organisation’s strategic plan to the student or can provide the strategic plan given in Appendix C.
• The trainer/assessor will familiarise you with the training organisation’s operations and provide you with information regarding the strategic objectives.
• The student must use the templates provided to document their responses.
• Word-limit to complete the research report is 1500-1800 words.
• The trainer/assessor must assess the student using the performance checklist provided.

Assessment Task 2: Skills Test – Research Report

Skills Test – Research Report

This assessment requires you to take on the role of an Operations Manager in your training organisation.

You are required to complete a research report on potential opportunities to develop collaborative partnerships and relationships with business and industry stakeholders for your training organisation.

Before the preparation of the research report, you must analyse the training organisation’s strategic plan.

For trainer/assessor:

The trainer/assessor can either provide the training organisation’s strategic plan to the student or can provide the strategic plan given in Appendix C.

During the preparation of the research report, you will be required to:

• Consult a range of internal stakeholders to identify the training organisation’s business strategic direction and objectives.
• Conduct online research and analyse the procedures that the training organisation can use to develop and maintain strategic business networks.

Note: The purpose of this research report to participate and carry out workplace-related activities and tasks, using your training organisation as an example of existing workplace and workplace personnel such as trainers/assessors and other nominated individuals by them as the stakeholders required to complete this assessment task.

The research report should be based on the information provided in the scenario and description sections.

Scenario

To be a successful and sustainable training organisation, all training organisations should look into opportunities to establish collaborative partnerships and relationships with business and industry stakeholders. This helps the training organisation to achieve their desired strategic objectives and open up opportunities for further growth.

The training organisation has assessed that developing and cultivating collaborative partnerships are essential for the achievement of its strategic objectives and future growth. The training organisation wants to analyse the potential to develop collaborative partnerships and relationships with business and industry stakeholders.

The training organisation has hired you as the Operations Manager, and the General Manager has allocated you with the task to analyse potential opportunities to develop collaborative partnerships and relationships with business and industry stakeholders and prepare a report based on the analysis conducted. As an Operations Manager, your job role requires you to:

• Research and assess legislative and regulatory requirements related to the development of collaborative partnerships and relationships with business and industry stakeholders.
• Define risk management principles related to the development of collaborative partnerships and relationships and evaluate potential risks.
• Assess the relationship between the organisational and partner organisation’s mission, purpose, values, objectives and strategies.
• Evaluate and define techniques that cultivate collaborative relationships and partnerships
• Research and define common data collection methods to gather information regarding the potential collaborative partnerships and relationships.
• Evaluate and define communication techniques to foster partnership and conduct stakeholder consultations
• Assess the need for promoting emotional intelligence in the workplace and its relationship to individual and team effectiveness
• Research and define the organisational transformation and the management of the stages of change if the training organisation decides to engage in collaborative partnerships and relationships with business and industry stakeholders.

Description of the activity

This activity requires the student to prepare a research report on potential opportunities to develop collaborative partnerships and relationships with business and industry stakeholders for your training organisation.

You will take on the role of the Operations Manager in your training organisation.

Your report must follow the below-given guidelines:

• The report must be prepared using Template 1 The word limit to complete the report is 1500-1800 words.
• Start with an introduction, then move on to supporting body paragraphs. Write a conclusion and cite your sources.
• You must only use authentic and verifiable information.
• The report should be presented in the provided format.
• Proofread it.
• Always make sure to run your ideas by your trainer/assessor to make sure that it is okay that you approach the report in this way.
• Your report must contain original content and should not be a “copy” of someone else’s work.
• You must use Harvard style referencing in the report.

To prepare the report, you must use Template 1 and follow the steps given below:

Step 1: Analyse the strategic plan of the training organisation and define potential opportunities to develop collaborative partnerships and relationships with business and industry stakeholders.

• Analyse and define the strategic objectives of the training organisation.
• Define two (2) potential opportunities to develop collaborative partnerships and relationships with business and industry stakeholders.

Step 2: Research and assess legislative and regulatory requirements related to the development of collaborative partnerships and relationships with business and industry stakeholders.

• Conduct online research and assess legislative and regulatory requirements related to the development of collaborative partnerships and relationships with business and industry stakeholders.
• Define the legislative and regulatory requirements related to the development of collaborative partnerships and relationships with business and industry stakeholders.

Step 3: Define risk management principles related to the development of collaborative partnerships and relationships and evaluate potential risks.

• Research and define risk management principles applicable to the development of collaborative partnerships and relationships.
• Identify three (3) potential risks associated with the development of collaborative partnerships and relationships.
• Evaluate the potential consequence of each risk identified.

Step 4: Conduct online research and define the relationship between the organisational and partner organisation’s mission, purpose, values, objectives and strategies.

Step 5: Evaluate and define techniques that cultivate collaborative relationships and partnerships.

• Evaluate the potential opportunities to develop collaborative partnerships and relationships with business and industry stakeholders.
• Define the techniques that cultivate collaborative relationships and partnerships.

Step 6: Research and define common data collection methods to gather information regarding the potential collaborative partnerships and relationships.

• Conduct online research and define common data collection methods that would be used to gather information regarding the potential collaborative partnerships and relationships.

Step 7: Evaluate and define communication techniques to foster partnership and conduct stakeholder consultations.

• Evaluate the communication techniques that will be used to foster partnership and define communication techniques to foster partnership.
• Define the communication techniques that will be used to conduct stakeholder consultation.

Step 8: Assess the need for promoting emotional intelligence in the workplace and its relationship to individual and team effectiveness.

• Conduct research and define the need for promoting emotional intelligence in the workplace and its relationship to individual and team effectiveness.
• Define the emotional intelligence skills that should be focused on when providing training to the staff member.

Step 9: Research and define the organisational transformation and the management of the stages of change if the training organisation decides to engage in collaborative partnerships and relationships with business and industry stakeholders.

• Conduct online research and define the different stages of organisational transformation.
• Define the management of the stages of change if the training organisation decides to engage in collaborative partnerships and relationships with business and industry stakeholders.

Your report must include the following:

Introduction to the report. Include the following information:

• Your research topic
• Background information
• Objectives of writing the report

Body of the report. Include the following information:

• Strategic objectives of the training organisation.

Two (2) potential opportunities to develop collaborative partnerships and relationships with business and industry stakeholders.

• Legislative and regulatory requirements related to the development of collaborative partnerships and relationships with business and industry stakeholders.
• Risk management principles applicable to the development of collaborative partnerships and relationships.

Three (3) potential risks associated with the development of collaborative partnerships and relationships.

• Potential consequence of each risk identified.
• Relationship between the organisational and partner organisation’s mission, purpose, values, objectives and strategies.
• Evaluation of the potential opportunities to develop collaborative partnerships and relationships with business and industry stakeholders.
• Techniques that cultivate collaborative relationships and partnerships.
• Common data collection methods that would be used to gather information regarding the potential collaborative partnerships and relationships.
• Communication techniques that will be used to conduct stakeholder consultation.
• Need for promoting emotional intelligence in the workplace and its relationship to individual and team effectiveness.
• Emotional intelligence skills that should be focused on when providing training to the staff member.
• Different stages of organisational transformation.
• Management of the stages of change if the training organisation decides to engage in collaborative partnerships and relationships with business and industry stakeholders.

References and bibliography (Harvard style – Any five references)

Template: Research report

Research report (1200-1500 words)

Introduction to the report

Research Topic

This report examines the development of collaborative partnerships between training organisations and business or industry stakeholders. Collaborative partnerships are critical for fostering innovation, enhancing the effectiveness of training programs, and meeting industry demands.

Background Information

In a competitive and evolving training landscape, organisations must align their offerings with industry expectations to remain relevant. Collaborative partnerships are not only a strategy for resource-sharing but also a mechanism for aligning organisational objectives with stakeholder needs. However, building such relationships requires a deep understanding of regulatory requirements, risk management principles, and effective communication techniques.

Objectives of Writing the Report

• Highlight the strategic objectives of training organisations.
• Explore opportunities for developing collaborative partnerships.
• Identify risks and propose management strategies.
• Evaluate the significance of emotional intelligence in fostering collaboration.
• Discuss the stages of organisational transformation for partnership development.

Body of the report:

Strategic Objectives of the Training Organisation

Training organisations aim to provide industry-relevant skills and certifications to individuals, ensuring employability and personal growth. Their objectives often include improving learner outcomes, fostering industry alignment, and ensuring financial sustainability. Partnerships with business stakeholders help these organisations bridge the gap between theoretical knowledge and practical application, enhancing the overall training quality.

Two Potential Opportunities to Develop Collaborative Partnerships

• Work-Integrated Learning Programs

Training organisations can collaborate with businesses to offer work-integrated learning programs, such as internships and apprenticeships. These initiatives benefit both parties: students gain hands-on experience, and businesses access a pool of future talent tailored to their specific needs.

• Customised Training Solutions

Organisations can partner with industry leaders to develop customised training modules tailored to specific roles or sectors. For example, collaborating with technology companies to deliver cutting-edge IT training ensures that the workforce remains aligned with industry advancements.

Legislative and Regulatory Requirements

The formation of collaborative partnerships must comply with relevant legislative and regulatory frameworks. These may include:

• Employment laws governing internships or apprenticeships.
• Data protection regulations ensuring the confidentiality of shared information.
• Accreditation standards that maintain the quality and credibility of training programs.

Failure to adhere to these requirements can result in legal repercussions, reputational damage, and loss of accreditation.

● Risk Management Principles

Effective partnerships require careful risk management to ensure mutual benefit and sustainability. Key principles include:

• Risk Identification: Recognising potential threats, such as financial constraints or misalignment of objectives.
• Risk Analysis: Assessing the likelihood and impact of identified risks.
• Risk Mitigation: Implementing strategies to reduce or eliminate risks, such as contractual agreements and regular reviews.

Three Potential Risks and Their Consequences

• Misaligned Objectives

If the training organisation and its partner have conflicting goals, the partnership may fail to deliver the intended outcomes. This can result in wasted resources, unmet expectations, and reputational damage.

• Financial Constraints

Budget limitations or disagreements over cost-sharing may disrupt the partnership, delaying or cancelling collaborative initiatives.

• Regulatory Non-Compliance

Non-adherence to legal and accreditation requirements can lead to penalties, suspension of programs, and a loss of trust among stakeholders.

Relationship Between Organisational and Partner Objectives

Successful partnerships require alignment between the mission, purpose, values, and strategies of both organisations. For example, a training organisation committed to sustainability can collaborate with green businesses to promote eco-friendly practices. Shared objectives create a strong foundation for trust and long-term collaboration.

Evaluation of Potential Opportunities

Both opportunities identified—work-integrated learning programs and customised training solutions—offer significant benefits. Work-integrated learning bridges the skills gap and enhances employability, while customised training ensures that businesses receive a workforce tailored to their needs. However, these opportunities require careful planning, resource allocation, and adherence to quality standards to succeed.

Techniques to Cultivate Collaborative Relationships

Effective techniques for building partnerships include:

• Open Communication: Regular dialogue ensures transparency and aligns expectations.
• Trust-Building Activities: Joint planning sessions or pilot projects can foster mutual trust.
• Continuous Feedback: Encouraging feedback from all stakeholders helps refine the partnership and address issues promptly.

Common Data Collection Methods

Gathering information about potential partnerships involves:

• Surveys: Collecting insights from stakeholders on needs and expectations.
• Interviews: Engaging directly with potential partners to understand their goals.
• Market Analysis: Researching industry trends and gaps that partnerships can address.

Communication Techniques for Stakeholder Consultation

Consultation processes should employ clear and inclusive communication strategies, such as:

• Workshops and Focus Groups: Facilitating interactive discussions to gather diverse perspectives.
• Digital Platforms: Using tools like video conferencing or project management software for real-time updates and collaboration.
• Progress Reports: Regularly sharing updates to ensure alignment and maintain stakeholder confidence.

Need for Promoting Emotional Intelligence in the Workplace

Emotional intelligence (EI) is critical in fostering collaboration and teamwork. In a workplace setting, EI enhances interpersonal relationships, reduces conflicts, and improves overall productivity. For collaborative partnerships, EI ensures that teams from different organisations work cohesively, respecting cultural and operational differences.

Emotional Intelligence Skills to Focus on During Training

Training staff to develop EI skills such as empathy, self-awareness, and conflict resolution is essential. These skills enable individuals to navigate complex interpersonal dynamics, foster inclusivity, and build strong professional relationships.

Different Stages of Organisational Transformation

Organisational transformation is a structured process designed to help organisations adapt to new opportunities, technologies, and practices. This transformation typically occurs through three distinct stages: unfreezing, transitioning, and refreezing. Each stage serves a specific purpose in ensuring that the change is both effective and sustainable.

Unfreezing

The unfreezing stage is the initial phase where the organisation prepares for change. This stage focuses on breaking down existing mindsets, routines, and resistance to change. The goal is to create awareness of the need for transformation and motivate individuals and teams to embrace it.

• Addressing Resistance: Resistance to change is a natural reaction. Employees may fear uncertainty, worry about increased workloads, or feel skeptical about the benefits of the change. Leaders must engage in open communication to address concerns and provide a clear rationale for the transformation.
• Creating Awareness: It is essential to highlight why change is necessary. This could include presenting data on market trends, stakeholder feedback, or gaps in the organisation’s current approach. Awareness campaigns, team meetings, and one-on-one discussions can help foster understanding and acceptance.
• Building a Sense of Urgency: Creating a sense of urgency around the change can help mobilise teams. Leaders can do this by outlining the potential risks of inaction, such as loss of competitiveness or missed opportunities.

Transitioning

The transitioning stage involves the actual implementation of new systems, processes, or partnerships. This phase is often the most challenging, as it requires the organisation to operate in a state of flux while moving from the old to the new.

• Implementing Systems and Processes: New systems, such as technology platforms or collaborative processes, are introduced during this stage. Clear guidelines, timelines, and responsibilities are critical to ensure smooth implementation.
• Managing Uncertainty: Uncertainty can lead to confusion and stress among employees. Leaders must maintain transparency and provide consistent updates on progress, challenges, and adjustments to the plan.
• Support Mechanisms: Providing resources, such as training programs and access to expertise, ensures that employees have the tools and knowledge to navigate the transition effectively. Support groups and feedback channels can also help address issues as they arise.

Refreezing

The refreezing stage focuses on stabilising and embedding the changes within the organisational culture. The goal is to ensure that the new systems and practices become a permanent part of the organisation’s operations.

• Solidifying Changes: Processes and partnerships established during the transition are formalised. This might include updating policies, job descriptions, and performance metrics to reflect the changes.
• Building a New Culture: Leaders play a key role in reinforcing new norms and values associated with the transformation. Celebrating successes and recognising contributions can help strengthen the adoption of the new practices.
• Continuous Evaluation: Even after changes are embedded, it is important to monitor their effectiveness and make incremental improvements where necessary.

Management of Stages of Change

For a training organisation pursuing collaborative partnerships, effective management of these stages is crucial to ensure a successful transformation. The following strategies can be employed during each stage:

Engaging Stakeholders Early to Build Support

Stakeholder engagement is vital from the outset to create buy-in and align expectations.

• Involve Key Stakeholders in Planning: Collaborate with employees, partners, and industry stakeholders to design the change process. Their input ensures that the transformation aligns with organisational goals and external demands.
• Establish Clear Roles: Define roles and responsibilities for all stakeholders to ensure accountability and active participation.
• Communicate the Vision: Share a clear and compelling vision of the benefits of collaboration. Use meetings, presentations, and written communications to highlight the value of the partnerships.

Providing Training and Resources to Facilitate the Transition

During the transition phase, employees and stakeholders must be equipped with the knowledge and tools to adapt to new systems and processes.

• Comprehensive Training Programs: Offer workshops, e-learning modules, and hands-on training sessions tailored to different roles and responsibilities.
• Access to Resources: Ensure that employees have access to updated documentation, technical support, and subject matter experts who can provide guidance.
• Mentorship and Coaching: Pair employees with mentors or coaches who can provide ongoing support and advice throughout the transition.

Regularly Monitoring Progress and Making Necessary Adjustments

Continuous monitoring ensures that the transformation stays on track and any challenges are promptly addressed.

• Key Performance Indicators (KPIs): Define measurable KPIs to track progress and assess the impact of the changes. These might include partnership success rates, employee satisfaction, or customer feedback.
• Regular Feedback Loops: Create mechanisms for employees and stakeholders to provide feedback on the transformation process. Regular surveys, focus groups, and meetings can help identify areas of concern.
• Iterative Adjustments: Be prepared to refine plans and processes based on feedback and evolving circumstances. Flexibility is critical to overcoming unforeseen challenges.

Conclusion

The three stages of organisational transformation—unfreezing, transitioning, and refreezing—are interconnected and require meticulous planning and management. By engaging stakeholders, providing resources, and continuously monitoring progress, training organisations can successfully navigate the complexities of collaborative partnerships. This structured approach not only minimises resistance and uncertainty but also ensures that the changes become a lasting part of the organisation’s culture and operations.

References and bibliography (Harvard style – Any five references)

Performance Criteria/Performance Checklist: Research Report

This task must address the following performance criteria/ performance checklist.
To be assessed as satisfactory (S) in this assessment task, the participant needs to demonstrate competency in the following critical aspects of evidence	S	N/S	Trainer/Assessor to complete (Comment and feedback to students)
a)Analysed the strategic plan of the training organisation and defined potential opportunities to develop collaborative partnerships and relationships with business and industry stakeholders. Analysed and defined the strategic objectives of the training organisation. Defined two (2) potential opportunities to develop collaborative partnerships and relationships with business and industry stakeholders.
b)Researched and assessed legislative and regulatory requirements related to the development of collaborative partnerships and relationships with business and industry stakeholders. Conducted online research and assess legislative and regulatory requirements related to the development of collaborative partnerships and relationships with business and industry stakeholders. Defined the legislative and regulatory requirements related to the development of collaborative partnerships and relationships with business and industry stakeholders.
c)Defined risk management principles related to the development of collaborative partnerships and relationships and evaluated potential risks. Researched and defined risk management principles applicable to the development of collaborative partnerships and relationships. Identified three (3) potential risks associated with the development of collaborative partnerships and relationships. Evaluated the potential consequence of each risk identified.
d)Conducted online research and define the relationship between the organisational and partner organisation’s mission, purpose, values, objectives and strategies.
e)Evaluated and defined techniques that cultivate collaborative relationships and partnerships. Evaluated the potential opportunities to develop collaborative partnerships and relationships with business and industry stakeholders. Defined the techniques that cultivate collaborative relationships and partnerships.
f)Researched and defined common data collection methods to gather information regarding the potential collaborative partnerships and relationships. Conducted online research and defined common data collection methods that would be used to gather information regarding the potential collaborative partnerships and relationships.
g)Evaluated and defined communication techniques to foster partnership and conduct stakeholder consultations. Evaluated the communication techniques that will be used to foster partnership and define communication techniques to foster partnership. Defined the communication techniques that will be used to conduct stakeholder consultation.
h)Assess the need for promoting emotional intelligence in the workplace and its relationship to individual and team effectiveness. Conducted research and define the need for promoting emotional intelligence in the workplace and its relationship to individual and team effectiveness. Defined the emotional intelligence skills that should be focused on when providing training to the staff member.
i)Researched and defined the organisational transformation and the management of the stages of change if the training organisation decides to engage in collaborative partnerships and relationships with business and industry stakeholders. Conducted online research and define the different stages of organisational transformation. Defined the management of the stages of change if the training organisation decides to engage in collaborative partnerships and relationships with business and industry stakeholders.
j)An introduction was provided to the research report. Included the following information: Your research topic Background information Objectives of writing the report
k)Harvard style references were used.

The student’s performance was:	Not satisfactory Satisfactory
Feedback to student:
Student signature Arundhati Guleria
Observer signature

Assessment typeSkills Test

Instructions provided to the student:

Assessment task description:

• This is the third (3) assessment task you must successfully complete to be deemed competent in this unit of competency.
• This assessment task is a skills test.
• You are required to complete a set of activities to develop and cultivate collaborative partnerships in this assessment task.
• You will receive your feedback within two (2) weeks, and you will be notified by your trainer/assessor when your results are available.
• You must attempt all activities of the project for your trainer/assessor to assess your competence in this assessment task.

Applicable conditions:

• This skill test is untimed and is conducted as an open book assessment (this means you are able to refer to your textbook or other learner materials during the test).
• You will be assessed independently on this assessment task.
• No marks or grades are allocated for this assessment task. The outcome of the task will be Satisfactory or Not Satisfactory.
• As you complete this assessment task, you are predominately demonstrating your skills, techniques and knowledge to your trainer/assessor.
• Your trainer/assessor may ask you relevant questions during this assessment task

Resubmissions and reattempts:

• Where a student’s answers are deemed not satisfactory after the first attempt, a resubmission attempt will be allowed.
• The student may speak to their trainer/assessor if they have any difficulty in completing this task and require reasonable adjustments.
• For more information, please refer to the Training Organisation’s Student Handbook.

Location:

This assessment task may be completed in:

• a classroom
• learning management system (i.e. Moodle),
• workplace,
• simulated work environment,
• or an independent learning environment.

Your Trainer/Assessor will provide you with further information regarding the location for completing this assessment task.

Purpose of the assessment

The purpose of this assessment task is to develop and cultivate collaborative partnerships in a range of contexts and industry settings.

• Skills to establish partnership requirements in collaboration with partners according to regulatory, employment and organisational requirements
• Skills to plan partnership activity and reporting systems to review results of partnership activity
• Skills to develop collaborative approaches to enhance individual, team and organisational outcomes
• Skills to analyse results of partnership activity and implement improvements to the partnership

Task Instructions

• This assessment task aims to assess the students’ skills essential to complete a set of activities to develop and cultivate collaborative partnerships.
• The student will take on the role of the Operations Manager.
• The trainer/assessor will take on the role of the General Manager.
• The trainer/assessor will assign two staff members to the student and allocate them the role of the partners.
• The student must use the templates provided to document their responses.
• The student must follow the word limits specified in the templates.
• The trainer/assessor must assess the student using the performance checklist provided.

Assessment Task 3: Skills Test

Skills Test:

This assessment requires the student to complete a set of activities given in this assessment task based on the information given in the case study. These activities will provide an opportunity for the student to develop and cultivate a collaborative partnership for the organisation given in the case study. This includes:

• Establishing partnership requirements in collaboration with partners according to regulatory, employment and organisational requirements
• Planning partnership activity and reporting systems to review results of partnership activity
• Developing collaborative approaches to enhance individual, team and organisational outcomes
• Analysing results of partnership activity and implementing improvements to the partnership.

Introduction

“Online Media Solutions” is a new marketing and web development business based in Melbourne, Australia.

The business will operate in the web service industry to offer superior and unique services to small businesses and institutions (B2B business model). Our experience and expertise in web sales and e-commerce will give us the backing to provide solutions that are currently lacking in the market.

There is an all-time high demand for web development and marketing for small businesses with signs of rising further. Interestingly, few web developers have taken advantage of this opportunity, leaving the industry with no dominant participants.

The projects’ high costs and the focus on more prominent companies and institutions could contribute to why this market remains untapped. We will have a system that will reduce the project costs dramatically, allowing us to offer quality services at reduced costs.

Business plan

Business plan excerpt

Company details

• Company name: Online Media Solutions, Pty. Ltd
• Company address: 2/10 Lawn Court, Craigieburn, 3064, VIC

Mission

• Provide best-in-class design services
• Make a positive impact on our customers businesses
• Be respected and admired by peers

Our vision

To provide best-in-class web design and development services in a simple, effective, and cost-effective manner to the target audience.

Objectives

The objectives of Online Media Solutions are as follows:

• To exceed customer expectations.
• To provide cost-effective and quality services to our clients.
• Build and maintain long-term relationships with the clients.
• To increase operational efficiency.
• To venture into new markets based on the opportunities identified.

Keys to Success

• We will offer quality web services to small businesses and institutions at affordable prices.
• To build and tailor our services to small businesses.
• Positioning as a viable solution alternative to more established brands

Services

We currently offer the following services to our clients:

• Interface and Web Design
• Graphics design
• Website development
• Domain and web hosting
• Video editing
• Blog development
• Search engine optimisation
• E-commerce
• Values
• Quality service to our clients
• Integrity & Accountability
• Reliability
• Quality
• Innovation
• Respect
• Strategic directions

The strategic direction of ONLINE MEDIA SOLUTIONS is to achieve its mission and vision is through:

• Increasing operational efficiency
• Engaging with customers through quality research and understanding supported by marketing techniques.
• Establishing a reputation for exceptional customer service and end-to-end solutions
• Supporting people to perform via training and performance management
• Controlling costs through operational efficiency
• Organisational structure and expertise

The foundation team has 30 team members. The business has three (3) departments:

• IT department
• Marketing department
• HR department

All three (3) departments are managed by Managers who are experienced and experts in commercial web development and business-to-business sales. Further, the team members have years of experience working for MNCs.

The finance work is outsourced. Further, the organisation will establish a partnership with a call centre and provide 24/7 customer service to its clients.

All the departmental managers report to the Operations.

Business model

“Online Media Solutions” is a full-service web solutions provider for businesses. The company offers services through the mode of its B2B engagements.

B2B services:

“Online Media Solutions” service portfolio includes Web Design, Graphics design, Website development, Domain and web hosting, 2d & 3d animation, Blog development, Search engine optimisation and E-commerce. The project cost will be estimated by the appropriate number of hours needed to complete the project.

The sales team will aggressively track prospective clients and sell the services provided for businesses.

Operational model and strategies

B2B engagements

Lead generation:Lead generation refers to creating and generating prospective consumer interest or inquiry into a business’s products or services. This will be done by building a database of prospective customers using social networks, business listings, internet search etc.

Sales pitch: A sales pitch is a line of talk that attempts to persuade someone or something with a planned sales presentation strategy of a product or service designed to initiate and close a product and service sale. Sales professionals prepare and give a sales pitch using the following methods:

• Face to face meetings
• E-mailing marketing contacts from the leads

Organisational strategy/Strategic plan excerpt

Strategic plan excerpt (2021-2023)

Mission

We aim to deliver quality solutions through our highly skilled team with a technical foundation. We are bound to help hundreds of our clients impress their customers and improve their online image worldwide. We are looking forward to providing solutions to our customers at very low as well as affordable costs.

Our vision

Our professional team is very specialised and expertise to deliver solutions not only for leading brands but also for non-profit organisations and innovative start-up businesses. We are aiming to reach an elevated level of success ratio while providing unique yet creative solutions to our customers.

• Values
• Quality service to our clients
• Integrity & Accountability
• Reliability
• Quality
• Innovation
• Respect
• Strategic directions

The strategic direction of ONLINE MEDIA SOLUTIONS is to achieve its mission and vision is through:

Increasing operational efficiency

• Engaging with customers through quality research and understanding supported by marketing techniques
• Establishing a reputation for exceptional customer service and end to end solutions
• Supporting people to perform via training and performance management
• Controlling costs through operational efficiency

Competitive Advantage

The fact that our services target small businesses gives us an edge over our competitors. By setting up strategic alliances with some of the web and Internet-related companies, we will offer our customers efficient and affordable web services that will meet their demands.

Strategic objectives and organisational goals

1. To generate revenues of $800,000 by the end of our first year of operations.

1.1. Generate sales of $800,000 by the end of the year.

1.2. Establish strategic partnerships with Internet service providers and companies in computer consultancy and promote services to generate revenue.

2. To attain a net profit of 18% in the first year, 32% in the second year and 40% in the third year.

2.1. Maintain profitability by implementing processes that decrease operating costs.

2.2. Implement cost tracking systems to increase operational efficiency.

3. Provide 24/7 customer service to the clients

3.1. Maximise customer satisfaction by providing 24/7 customer service to the clients.

3.2. Develop partnerships with call centre and provide 24/7 customer service to the clients.

4. Maintain professional growth and development of the staff members

4.1. Arrange training and professional development sessions to ensure the growth and development of staff members.

4.2. Establish a partnership with organisations offering professional development programs for the ongoing development of staff members.

Key performance indicators

• $ in sales
• % profits
• % customer satisfaction rate
• % increase in customer base
• % increase in employee performance
• % decrease in conflict

Implementation (How to make strategy a habit)

• Appoint a strategic plan manager
• Hold people accountable (now that they are able)
• Put in place an incentive compensation plan
• Coach for achievement
• Empower managers.
• Hold effective strategy meetings - first Mondays Hold annual retreat - the second week in December

Trainer : Arif Arif_mahiuddin@yahoo.com

Partnerships based on strategic objectives

Online Media Solutions have the following existing partnerships:

• Online Media Solutions has a partnership with an Indian call centre, “Info centre”, that handle customer inquiries and issues. This call centre operated 24/7.
• Online Media Solutions established four strategic partnerships with two Internet service providing companies and another two with computer consultancy firms. We intend to use the alliances to attract more businesses and referrals from our competitors.

Need for further partnership based on strategic objectives:

Online Media Solutions need to establish a partnership with two (2) organisations offering professional development programs for the ongoing development of staff members. The professional development sessions will be focused on the following skills:

• Critical thinking
• Emotional intelligence
• Conflict resolution
• Collaboration and workplace relationships
• Interpersonal skills

Each professional development session is to be delivered over the period of the next six months.

Policies and procedures for partnership processes and activities

Purpose

This policy and procedure provide a framework for establishing, managing and evaluating partnership agreements to maximise their potential benefit. This document will ensure a partnership agreement:

• activities offer value in terms of return on investment and are aligned with the organisation’s values and strategic goals
• opportunities are effectively coordinated and assessed fairly and comprehensively, and
• are effectively managed and systematically evaluated to meet the organisation’s ongoing needs

Scope

This policy and procedure applies to

• employees
• partnership agreements

Policy statement

Purpose of partnership agreements:

• The organisation’s partnership agreements support the achievement of strategic goals.
• Partnership agreements are used as an important tool to raise awareness and the profile of the organisation, enhance reputation and access target markets. As such, partnership agreements require formal management and involvement by senior and other relevant employees.
• Formal partnership documents set out objectives, responsibilities and mechanisms for managing the partnership and ensure that all parties are aware of the requirements and implications of the partnership and demonstrate a commitment to agreed outcomes.

Types of partnership agreementsPartnership agreements may be established in the form of a Memorandum of Understanding (MOU) (non-legally binding) or a contractual (legally-binding) partnership agreement with a partner external to the organisation. Unless a MOU is specifically required, the appropriate partnership agreement should be developed as the first preference for an agreement between partners.

Conditions required for partnership agreements

All partnerships must possess the following core criteria:

• benefits the organisation as a whole
• is consistent with the organisation’s strategic direction, core values and brand attributes
• creates opportunities for the organisation to build relationships with organisations and leaders
• provides opportunities for employee and/or student participation
• delivers mutually beneficial outcomes
• enhances the organisation’s reputation and profile
• contains unambiguous outcomes, and
• includes evaluation/review mechanisms.

Developing, approving and managing partnership agreements

• The proposed partnership is assessed as requiring a contractual partnership agreement; the business area must work with their Operations Manager to draft and/or review the legal agreement.
• All contractual partnership agreements must include a specific provision for terminating the agreement under circumstances that minimise potential adverse consequences for a training organisation.
• Termination and exit from partnerships must comply with Australian and international regulatory obligations for the parties covered under the agreement.

The business area is responsible for developing and managing the partnership agreement, in consultation with the relevant office, which includes:

• ensuring the agreement is strategically aligned to the organisation’s interests
• identifying risks in accordance with the Risk Management Policy and Enterprise Risk Management Framework
• demonstrating consultation with all relevant stakeholders

Realiaising with the external partner/s regarding the proposed relationship and relative activities agreed to by the organisation and negotiating a final agreement with the external partner ensuring systems and processes are in place to manage students and business arrangements during the term of the contract ongoing management such as relationship management, negotiations, performance and accountability seeking legal advice regarding the agreement arranging approvals and signatures taking all relevant steps to ensure compliance by the organisation and partner within the terms of the agreement resolving issues that arise during the term of the agreement performance monitoring, evaluation and reporting in relation to the partnership agreement recording all relevant information in the organisation’s database/s and record management systems, and ensuring relevant employees are up-to-date with partnership arrangements and requirements.

Evaluating partnership agreements

• Business areas responsible for managing partnership agreements must identify and provide sufficient support to enable appropriate reporting and evaluation.
• All partnership agreements, including MOUs, must be reviewed after 12 months from the date of execution and every 12 months thereafter and recommended to the delegated authority if the partnership is continuing or being discontinued.
• When evaluating an MOU, the need or otherwise to establish it as a contractual partnership agreement must be considered.
• Ongoing partnership agreements must be evaluated annually, and, where relevant, such reviews must incorporate feedback from employees serviced by the partnership.
• The evaluation must be undertaken when each partnership agreement concludes to determine if the partnership activities were successful, e.g. delivered intended outcomes and met all requirements.
• Where the partner or partnership does not meet the financial targets or other requirements as agreed in the partnership agreement, the business area responsible for managing the partnership must terminate the agreement according to its termination provisions.
• The evaluation must be documented and filed in the organisation’s records system for reference when considering future involvement with the same partners or similar agreements.

Your role and responsibilities

You are working as Operations Manager in ‘Online Media Solutions’. You report to the General Manager of the organisation.

The General Manager wants you to develop and cultivate collaborative partnerships for ‘Online Media Solutions’. This includes:

• Establishing partnership requirements in collaboration with partners according to regulatory, employment and organisational requirements.
• Planning partnership activity and reporting systems to review the results of partnership activity.
• Developing collaborative approaches to enhance individual, team and organisational outcomes.
• Analysing results of partnership activity and implementing improvements to the partnership.

As part of your job role, you have the following responsibilities:

• Identify new partnerships and assess any existing partnerships according to task objectives, and select partners according to strategic objectives.
• Establish communication strategy, key indicators and feedback processes for evaluating the health of the business partnerships.
• Identify and implement strategies for staff and stakeholder commitment and contribution.
• Identify legal framework and processes for partnership activity in collaboration with partners, and plan and allocate resource requirements to accomplish the activity with partners.
• Establish processes to resolve conflict in a fair, equitable and collaborative manner between partners and implement reporting systems for reporting results against planned partnership activity outcomes.
• Analyse reporting system results of partner activity against intended outcomes and identify improvements to partnership in collaboration with partners.
• Implement identified improvements to partnership operations.

Skills Test:

This assessment requires the student to complete a set of activities given in this assessment task based on the information given in the case study. These activities will provide an opportunity for the student to develop and cultivate two (2) collaborative partnership for Online Media Solutions. This includes:

• Establishing partnership requirements in collaboration with partners according to regulatory, employment and organisational requirements.
• Planning partnership activity and reporting systems to review results of partnership activity.
• Developing collaborative approaches to enhance individual, team and organisational outcomes.
• Analysing results of partnership activity and implementing improvements to the partnership.

 To do so, you must complete the following activities:

• Activity 1: Identify new partnerships and determine partnership outcomes.
• Activity 2: Establish partnership through activity.
• Activity 3: Cultivate partnership performance.

The roles and their responsibilities: Relationships with stakeholders such as General manager and partners

The assessment task requires you to communicate with a number of organisational stakeholders. The main roles applicable to the assessment task includes: 

Role number 1: General Manager: The General Manager is the individual who supervises or is in charge of the organisation. They belong to a higher rank or status. Their job role and responsibilities are:

• Assign a team to you to complete the project.
• Assist you in understanding the task requirements.
• Provide you with information about job roles and responsibilities.
• Supervise you in completing the assessment task and requirements.

Role number 2: Partners: The partners are associates that work with the organisation in the achievement of strategic objectives:

• Assist you in completing the project on time.
• Participate in a healthy and open discussion.
• Collaborate with the Operations Manager to establish partnership requirements and communication strategy.

Note:

• The trainer/assessor will take on the role of General Manager.
• The trainer/assessor will assign two staff members to the student and allocate them the role of the partners.
• Each student will be assessed individually for all assessment activities.

Timeframe to complete the project:

• Two weeks (You have two weeks to complete the project)

Task requirements

• You will be assessed on your technical knowledge and skills to complete this project
• You will be assessed on working in a team environment and meeting your job role and responsibilities.
• You must follow the instructions provided by the General Manager.
• All individuals must complete their role and assigned responsibilities and meet the specified deadlines.
• The task must be completed in the specified timeframe.

Activity 1: Identify new partnerships and determine partnership outcomes.

This activity requires you to identify new partnerships based on the strategic objectives of the Online Media Solutions and determine partnership outcomes.  

To do so, you are required to complete the following parts:

• Part A: Identify new partnerships and assess any existing partnerships.
• Part B: Select partners according to strategic objectives.
• Part C: Establish partnership requirements and communication strategy in collaboration with the partners.
• Part D: Establish key indicators and feedback processes for evaluating the health of the business partnerships.
• Part E: Identify strategies for staff and stakeholder commitment and contribution

Part A: Identify new partnerships and assess any existing partnerships.

This part of the activity requires you to identify new partnerships and assess any existing partnerships according to task objectives.

To do so, you are required to follow the steps given below and document the outcomes using Template 1 provided.

• Step 1: Analyse the organisation's strategic objective given in the case study and document them using Template 1.
• Step 2: Evaluate the existing partnerships based on the information given in the case study, evaluate their importance to the organisation, and document the outcomes using Template 1.
• Step 3: Identify the need for two (2) new partnerships based on the analysis of the strategic objectives and document them using Template 1.

Template 1: Identify new partnerships and assess any existing partnerships

Identify new partnerships and assess any existing partnershipsStrategic objective of the organisationThe strategic objectives of Online Media Solutions are:

• Revenue Growth: Achieve a revenue target of $800,000 in the first year by securing more business-to-business (B2B) engagements and strategic partnerships with industry stakeholders.
• Profitability: Attain a net profit of 18% in the first year, rising to 40% by the third year, through operational efficiency and cost reduction strategies.
• Customer Service Excellence: Provide 24/7 customer service to maximise client satisfaction, creating a competitive edge in the market.
• Professional Development: Foster the professional growth of employees through training and partnerships with organisations offering development programs (Stachová et al., 2019).
• Operational Efficiency: Streamline internal operations to control costs and improve service delivery for long-term sustainability.

Existing partnerships and their importance (200-250 words)Partnership with "Info Centre" Call Centre

• This partnership provides 24/7 customer service to clients, ensuring constant availability and resolution of customer inquiries.

Importance:

• Supports the strategic objective of customer service excellence by delivering uninterrupted service.
• Enhances client satisfaction and loyalty, which are critical for retaining and expanding the customer base.

Partnerships with Internet Service Providers (ISPs)

• Online Media Solutions has strategic alliances with two ISPs to support seamless integration of web services.

Importance:

• Facilitates the delivery of high-quality and reliable web solutions to clients.
• Aligns, intending to build long-term relationships with clients by ensuring the stability and functionality of services.

Partnerships with Computer Consultancy Firms

• These partnerships offer technical support and consultancy for customised web development solutions.

Importance:

• Contributes to operational efficiency by outsourcing technical expertise, reducing overhead costs.
• Helps meet client-specific requirements, supporting customer satisfaction and revenue growth.

These existing partnerships are vital for Online Media Solutions to achieve its strategic goals, particularly in enhancing customer service, operational efficiency, and technical excellence. However, to further strengthen its competitive advantage and employee development, the organisation requires new partnerships.Need for two (2) new partnerships based on the analysis of the strategic objectives and reason for partnerships (200-250 words)Based on the strategic objectives of Online Media Solutions, the organisation requires two new partnerships to address key gaps and enhance its capacity to achieve its goals effectively.

Partnership with Professional Development Organisations

• Reason: Online Media Solutions places significant emphasis on the professional growth of its employees to maintain high-quality service delivery (Alford & O’Flynn, 2012). Partnering with professional development organisations will provide structured training programs focused on critical skills such as emotional intelligence, conflict resolution, critical thinking, and collaboration. These programs will enhance individual and team performance, directly impacting the organisation's ability to exceed client expectations. Furthermore, developing staff competencies aligns with the strategic objective of fostering operational efficiency and improving customer service through well-trained, motivated employees (Chukwunweike Mokogwu et al., 2024).
• Alignment: This partnership directly supports the strategic goal of building a skilled workforce, ensuring long-term organisational success.

Partnership with an Additional Call Centre

• Reason: While the existing partnership with the "Info Centre" call centre has proven effective, reliance on a single provider creates potential risks, such as service disruption or limited scalability during high-demand periods. Establishing a partnership with an additional call centre will mitigate these risks and ensure consistent 24/7 customer support, meeting the strategic objective of maximising client satisfaction. This partnership will also allow for workload distribution and create opportunities for enhancing service quality through competition.
• Alignment: This partnership aligns with the objective of operational efficiency and reinforces the commitment to providing exceptional customer service.

Part B: Select partners according to strategic objectives.

This part of the activity is a continuation of part A.

This part of the activity requires you to analyse strategic objectives, conduct research, evaluate potential partnership opportunities, and select partners that best meet the organisation's strategic objectives.

To do so, you are required to follow the steps given below and document the outcomes using Template 2 provided.

Step 1: Analyse the strategic objective of the organisation given in the case study.

Step 2: Conduct research and assess the type of partnership that would best meet the organisation’s strategic objectives. Document the outcomes using Template 2. Include the following information:

• Type of partnership that would best meet the organisation’s strategic objectives.
• Reason for selection of the type of partnership.

Step 3: Conduct research and identify four (4) potential partners based on the strategic objectives and document the outcomes using Template 2.

Step 4: Analyse the advantages that each partnership will bring to the organisation and select two (2) partners according to the strategic objectives. Document the outcomes using Template 2.

• Advantages that each partnership will bring to the organisation.
• Two (2) selected partners.
• Factors used to analyse each partnership.
• Reason for selection of each partner.

Template 2: Select partners according to strategic objectives

Select partners according to strategic objectives

Type of partnership that would best meet the organisation’s strategic objectives and reason for selection of the type of partnership. (250-300 words)

The strategic objectives of Online Media Solutions—enhancing customer satisfaction, fostering operational efficiency, achieving revenue growth, and developing employee skills—highlight the need for partnerships that address operational scalability, professional development, and service quality. Based on these goals, two types of partnerships would best meet the organisation’s objectives:

1. Professional Development Partnership

This partnership involves collaborating with organisations offering structured training and development programs tailored to enhance critical employee skills such as emotional intelligence, conflict resolution, and collaboration (Morandini et al., 2023).

Reason for Selection:

• Alignment with Strategic Objectives: Employee development is a key organisational goal to improve operational efficiency and maintain high service standards (Kulkov et al., 2023). Professional development partnerships will provide the necessary expertise and resources to upskill employees, ensuring that they contribute effectively to achieving organisational goals.
• Long-Term Benefits: Investing in staff development increases retention, fosters a positive work culture, and ensures consistent service delivery, aligning with the vision of providing best-in-class services.

2. Operational Support Partnership (Call Centre)

This partnership involves outsourcing customer service operations to an additional call centre provider to complement the existing partnership with "Info Centre."

Reason for Selection:

• Risk Mitigation: Reducing reliance on a single provider ensures uninterrupted 24/7 customer service, especially during peak periods or unforeseen disruptions.
• Enhanced Service Quality: A second call centre partner creates an opportunity for performance benchmarking and introducing innovative practices, improving customer satisfaction (Nudurupati et al., 2020).
• Scalability: The partnership provides flexibility to scale operations as the organisation grows, contributing to revenue and profit targets.

By establishing these partnerships, Online Media Solutions will address critical organisational gaps, enhance service delivery, and build a competitive edge in the market. These partnerships directly align with the strategic objectives of operational efficiency, client satisfaction, and employee development.

Four (4) potential partners based on the strategic objectives

1. Professional Development Organisation: Leadership Edge Australia

Focus: Leadership training and professional development programs.

Relevance to Strategic Objectives:

• Provides targeted training in critical thinking, emotional intelligence, and conflict resolution.
• Aligns with the strategic objective of fostering employee growth and operational efficiency.

Potential Advantage:

• Expertise in delivering custom training solutions tailored to organisational needs, ensuring improved employee performance.

2. Professional Development Organisation: SkillsFuture Australia

Focus: Workplace skills development with a focus on collaboration and interpersonal skills.

Relevance to Strategic Objectives:

• Offers workshops on building teamwork and effective workplace relationships.
• Supports the objective of enhancing team dynamics and organisational outcomes.

Potential Advantage:

• Established reputation for measurable improvements in team productivity and workplace culture.

3. Call Centre: Apex Contact Solutions

Focus: Outsourced customer service solutions.

Relevance to Strategic Objectives:

• Provides 24/7 customer service, reducing reliance on the existing call centre partner.
• Ensures operational resilience and customer satisfaction.

Potential Advantage:

• Experience in handling high customer volumes with scalable operations, ensuring service continuity during peak periods.

4. Call Centre: Global Response Partners

Focus: Customer engagement and support services.

Relevance to Strategic Objectives:

• Specialises in B2B customer interactions, aligned with Online Media Solutions’ business model.
• Enhances service quality and customer loyalty.

Potential Advantage:

• Advanced technology integration for real-time customer interaction tracking and analytics, improving service delivery metrics (Raghunath et al., 2023).

Advantages that each partnership will bring to the organisation.

Two (2) selected partners.

Factors used to analyse each partnership.

Reason for selection of each partner. (500-600 words)

1. Leadership Edge Australia

Advantages:

• Provides customised training programs focused on critical thinking, emotional intelligence, and conflict resolution.
• Enhances employee performance and productivity, directly contributing to operational efficiency.
• Strengthens teamwork and collaboration, improving overall organisational outcomes.
• Helps create a culture of continuous learning and development, leading to higher employee satisfaction and retention (Murtiningsih, 2020).

2. SkillsFuture Australia

Advantages:

• Offers comprehensive workplace skills training, focusing on collaboration and interpersonal skills.
• Improves team dynamics and fosters a more collaborative work environment.
• Supports the strategic objective of maintaining high service quality through well-trained staff.
• Delivers measurable outcomes, allowing the organisation to track improvements in employee performance and productivity (Vuong & Nguyen, 2022).

3. Apex Contact Solutions

Advantages:

• Provides 24/7 customer service, reducing reliance on the existing call centre partner.
• Ensures continuity of operations during high-demand periods or unforeseen disruptions.
• Scalable operations enable the organisation to grow without compromising customer service quality.
• Introduces innovative practices and performance benchmarking opportunities to improve service delivery.

4. Global Response Partners

Advantages:

• Specialises in high-quality B2B customer interactions, aligned with the organisation’s business model.
• Offers advanced technology integration for tracking and analysing customer interactions in real-time.
• Enhances customer satisfaction through faster response times and improved service quality.
• Strengthens client retention and loyalty, contributing to the strategic objective of increasing revenue and profit margins (Gazi et al., 2024).

Two Selected Partners

After a thorough evaluation of the potential partners, the two selected partners are:

• Leadership Edge Australia
• Apex Contact Solutions

Factors Used to Analyse Each Partnership

Alignment with Strategic Objectives:

• Evaluated how well the partnership aligns with the organisation’s goals, including employee development, customer satisfaction, and operational efficiency.

Expertise and Track Record:

• Assessed the partner’s experience in delivering the required services and their track record of success in similar partnerships.

Scalability and Flexibility:

• Determined the partner’s ability to scale operations or services as the organisation grows and evolves.

Cost-Effectiveness:

• Considered the financial feasibility of the partnership, ensuring that it provides a good return on investment.

Risk Mitigation:

• Analysed the partner’s ability to mitigate risks such as service disruptions or operational inefficiencies.

Reason for Selection of Each Partner

Leadership Edge Australia

Reason for Selection:

• Leadership Edge Australia was chosen for its ability to address the strategic objective of professional development (Bryant et al., 2020). The organisation’s customised training programs are tailored to Online Media Solutions’ needs, focusing on critical skills like emotional intelligence, conflict resolution, and teamwork. These programs will enhance employee capabilities, resulting in improved service delivery and operational efficiency. Additionally, their expertise ensures measurable improvements, making them a reliable partner for fostering a culture of continuous learning and professional growth.

Apex Contact Solutions

Reason for Selection:

• Apex Contact Solutions was selected for its ability to provide 24/7 customer service, ensuring that Online Media Solutions meets its strategic goal of maximising customer satisfaction. The partnership mitigates the risk of over-reliance on a single call centre, ensuring uninterrupted service during peak periods or disruptions. Apex’s scalable operations and innovative practices also align with the organisation’s objective of enhancing operational efficiency while maintaining superior service quality.

Conclusion

The partnerships with Leadership Edge Australia and Apex Contact Solutions address critical gaps in Online Media Solutions’ operations, aligning directly with its strategic objectives. These partnerships will enhance employee skills, improve customer service, and ensure operational resilience, driving the organisation towards sustainable growth and competitive advantage (Tarigan et al., 2021).

Part C: Establish partnership requirements and communication strategy in collaboration with the partners.

This part of the activity requires you to establish partnership requirements and communication strategy in collaboration with the partners.

Your trainer/assessor will allocate the role of two (2) partners to the staff members.

Instructions for trainer assessor:

The trainer/assessor must ensure that the staff members are detailed about the following information:

• Case study information, including strategic objectives and partnership requirements.
• Outcomes of part A and part B of this activity.

The trainer/assessor must observe the student performing this part of the activity.

Instructions for the student:

• The student must lead the discussion.
• The student must use language and non-verbal features to suit the audience.
• The student must use active listening and questioning to seek the views and opinions of the partners.

To establish the partnership requirements and communication strategy, you need to collaborate with the partners and follow the steps given below and complete Template 3 and Template 4.

Step 1: Establish a communication strategy in collaboration with the partners. Document the communication strategy using Template 3. Include the following information:

• What does the partnership intend to accomplish?
• Who is responsible for partner communication?
• What information must be recorded, and how will it be shared?
• Plan to ensure that communication is reliable, transparent, and timely.
• Communication methods that can be most effectively used.
• What information is needed to be protected, and how can the partner member ensure that it is protected?

Step 2: Establish partnership requirements in collaboration with partners. Document the partnership requirements using Template 4. Include the following information:

• Legal framework (Legislative and regulatory requirements) to be followed during the collaborative partnership.
• Employment laws that should be complied with during the partnership.
• Organisational requirements (including policies and procedures) that should be followed.

Step 3: Establish the following processes for partnership and document using Template 4.

• Developing partnerships
• Sustaining partnerships

Template 3: Communication strategy

Communication strategy (700-800 words)

What does the partnership intend to accomplish?

The partnerships between Online Media Solutions, Leadership Edge Australia, and Apex Contact Solutions aim to achieve specific strategic objectives that align with the organisation’s goals. These objectives include:

Enhancing Employee Skills

The partnership with Leadership Edge Australia intends to deliver targeted professional development programs focusing on emotional intelligence, critical thinking, conflict resolution, and collaboration (Silver et al., 2023). By equipping employees with these skills, the organisation aims to enhance individual and team performance, leading to improved service delivery and operational efficiency.

Ensuring Operational Resilience

The partnership with Apex Contact Solutions is designed to provide uninterrupted 24/7 customer service, complementing the existing call centre arrangement. This partnership mitigates risks associated with over-reliance on a single provider, ensuring scalability and consistency in customer support during peak periods.

Achieving Organisational Growth

Both partnerships contribute to the broader goal of driving growth and profitability (Cacciolatti et al., 2020). Enhanced employee capabilities and reliable customer service support the organisation’s mission of exceeding client expectations, thereby fostering client loyalty and generating revenue.

The overarching aim of these partnerships is to create a sustainable framework for continuous improvement, operational excellence, and long-term success.

Who is responsible for partner communication?

Effective communication is critical for the success of these partnerships. The following roles and responsibilities ensure seamless coordination and alignment between partners:

Operations Manager (Student Role):

• Acts as the primary point of contact for both partners.
• Leads all communications, ensuring clarity and alignment with strategic objectives.
• Monitors progress, facilitates discussions, and addresses any issues that arise.

General Manager:

• Provides oversight and strategic direction to ensure the partnerships align with the organisation’s long-term goals.
• Supervises the Operations Manager and reviews progress reports to ensure accountability.

Partner Representatives:

• Leadership Edge Australia: Designated representatives share training schedules, progress updates, and feedback from participants.
• Apex Contact Solutions: Assigned account managers provide updates on customer service metrics, issue resolution rates, and performance improvements.

Team Leads from Online Media Solutions:

• Departmental managers in HR and IT collaborate with partners to implement training programs and monitor outcomes.
• By assigning clear responsibilities, the organisation ensures accountability, fosters collaboration, and streamlines communication processes.

What information must be recorded, and how will it be shared?

Key Information to Be Recorded:

Training Programs (Leadership Edge Australia):

• Training schedules, attendance records, and participant feedback.
• Progress metrics, including skill assessments and post-training evaluations.

Customer Service Metrics (Apex Contact Solutions):

• Daily and weekly performance reports, including response times, resolution rates, and customer satisfaction scores.
• Logs of escalated issues and their resolution status.

Additional Information:

• Partnership agreements, including roles, responsibilities, and deliverables for each party.
• Meeting minutes and action points from regular progress reviews.
• Confidential data such as employee details for training programs and customer data for call centre operations.

Sharing Methods:

Email Communication:

• For formal correspondence, such as sharing reports, agreements, and meeting summaries.

Project Management Tools:

• Tools like Asana or Trello to provide real-time updates on tasks, deadlines, and progress.

Shared Cloud Storage:

• Platforms like Google Drive or OneDrive for storing and sharing training schedules, reports, and feedback securely.

Weekly and Monthly Meetings:

• Regular virtual or in-person meetings to discuss updates, address challenges, and plan upcoming activities.

Instant Messaging Platforms (e.g., Slack):

• For quick updates, clarifications, and real-time communication on urgent matters.

By implementing these methods, Online Media Solutions ensures that information is communicated effectively, transparently, and securely, enabling all parties to stay aligned with the partnership’s objectives.

• Plan to ensure that communication is reliable, transparent, and timely.
• Ensuring Reliable, Transparent, and Timely Communication

To maintain the success of these partnerships, the following steps will be taken:

Weekly Check-Ins

• Regular weekly meetings will ensure that all tasks are progressing as planned and any issues are addressed promptly.

Feedback Mechanisms

• Both partners will have the opportunity to provide feedback on processes and outcomes, enabling continuous improvement.

Clear Documentation

• All communication will be documented to ensure accountability and track progress over time.

Timely Updates

• Partners will receive updates promptly to keep them informed of progress and any necessary adjustments (George et al., 2023).
• Communication methods that can be most effectively used.

To ensure the success of the partnerships with Leadership Edge Australia and Apex Contact Solutions, the following communication methods will be most effective:

Email Communication

• Purpose: Ideal for formal communications such as sharing agreements, performance reports, and meeting minutes (Sobaih et al., 2020).
• Advantages: Provides a documented trail of communication and allows for easy reference.
• Best Practice: Use encrypted email services to ensure confidentiality when sharing sensitive information.

Video Conferencing

• Purpose: For regular progress meetings, discussions on training outcomes, and addressing challenges in real-time.
• Advantages: Facilitates face-to-face interaction and collaboration, even remotely.
• Best Practice: Platforms like Zoom or Microsoft Teams provide secure environments for video meetings with password-protected access.

Project Management Tools (e.g., Asana or Trello)

• Purpose: For tracking tasks, deadlines, and deliverables in real-time.
• Advantages: Increases transparency, accountability, and collaboration by allowing all parties to view project progress and updates (Mahmudnia et al., 2022).
• Best Practice: Ensure all users have secure logins, and restrict sensitive information to authorised users only.

Instant Messaging Platforms (e.g., Slack)

• Purpose: For quick updates, urgent clarifications, and informal queries.
• Advantages: Allows for real-time communication, reducing delays in decision-making.
• Best Practice: Use private channels or direct messaging for confidential discussions.

Shared Cloud Storage (e.g., Google Drive, OneDrive)

• Purpose: For storing and sharing documents such as training schedules, customer service metrics, and feedback reports.
• Advantages: Ensures secure and organised access to shared files, with version control and easy collaboration.
• Best Practice: Use encrypted storage and set permissions to allow access only to authorised personnel (Guruprasad Nookala et al., 2023).

By combining these communication methods, Online Media Solutions will ensure reliable, timely, and transparent interactions with its partners, fostering a productive and collaborative working relationship.

What information is needed to be protected, and how can the partner member ensure that it is protected?

Information That Needs Protection

Employee Information (Leadership Edge Australia)

• Training participation records, skill assessments, and feedback.
• Personal details such as names, roles, and contact information.

Customer Data (Apex Contact Solutions)

• Customer inquiries, resolution logs, and satisfaction scores.
• Personally identifiable information (PII) of clients, such as names, emails, and phone numbers.

Confidential Business Information

• Partnership agreements, SLAs, and performance metrics.
• Financial details related to the partnership, such as costs and budgets.

How the Partner Member Can Ensure Information Protection?

Data Encryption

• Use encryption tools for all electronic communications and stored files to prevent unauthorised access.

Access Control

• Restrict access to sensitive data to authorised personnel only. Assign role-based permissions in project management tools and cloud storage platforms.

Secure Platforms

• Utilise secure platforms for file sharing (e.g., encrypted cloud storage) and communication (e.g., password-protected video conferencing).

Confidentiality Agreements

• Require all parties involved in the partnership to sign non-disclosure agreements (NDAs) to safeguard sensitive information.

Regular Audits

• Conduct periodic security audits to identify vulnerabilities in data handling and storage. Ensure compliance with data protection regulations, such as the Privacy Act 1988 (Cth) in Australia (Weichbroth & Łysik, 2020).

Training on Data Protection

• Provide training to all involved team members on data security best practices and the importance of maintaining confidentiality.

Template 4: Partnership requirements 

Partnership requirements

Legislative and regulatory requirements to be followed during the collaborative partnership. (400-500 words)

Collaborative partnerships between Online Media Solutions and its partners must operate within the framework of Australian laws to ensure ethical practices, protect stakeholders, and maintain legal compliance. The primary legislative and regulatory requirements include the Privacy Act 1988, the Fair Work Act 2009, the Work Health and Safety Act 2011, the Competition and Consumer Act 2010, contract law, and the Equal Opportunity Act 2010 (Fair Work Ombudsman, 2023).

The Privacy Act 1988 regulates the handling of personal information by organisations (Office of the Australian Information Commissioner, 2023). It requires all parties in the partnership to safeguard sensitive data, including employee training records and customer inquiries. Compliance with the Australian Privacy Principles (APPs) ensures transparency in how information is collected, stored, and used. Measures such as secure storage systems, encryption, and access controls are necessary to protect this data (Office of the Australian Information Commissioner, 2023).

The Fair Work Act 2009 establishes minimum standards for employment. It ensures that employees involved in the partnership receive fair wages, appropriate leave entitlements, and reasonable working conditions. Adherence to the National Employment Standards (NES) is essential to maintain compliance (Ngoc & Tomáš Peráček, 2023). Moreover, workplace disputes and grievances must be addressed in a fair and equitable manner, ensuring a positive work environment.

The Work Health and Safety Act 2011 emphasizes the need for safe working conditions. All activities related to the partnership, including training sessions and call centre operations, must comply with this act. Risk assessments, employee safety training, and emergency response procedures are integral to meeting these obligations. This ensures that both employees and the work environment remain safe throughout the partnership.

The Competition and Consumer Act 2010 ensures fair trade practices and protects consumer rights. Transparency in all dealings, such as pricing, service delivery, and contractual terms, is necessary to maintain trust. Anti-competitive practices must be avoided, and consumer expectations must be met in terms of service quality and timelines.

Partnership agreements must also comply with Australian contract law. These agreements should clearly define the roles, responsibilities, and deliverables for each party. Provisions for termination, dispute resolution, and liability are essential to avoid misunderstandings. Agreements must be formalised and signed by authorised representatives to ensure enforceability.

The Equal Opportunity Act 2010 mandates that workplaces associated with the partnership remain free from discrimination and harassment (Victorian Equal Opportunity and Human Rights Commission, 2010). This requires creating an inclusive work culture, where all employees are treated equitably regardless of their background. Complaints of discrimination must be addressed promptly, and opportunities for training and employment should be extended fairly to everyone.

Compliance with these legislative and regulatory requirements not only safeguards the interests of Online Media Solutions and its partners but also fosters trust, accountability, and long-term success (Igbinenikaro & Adewusi, 2024). Regular audits, employee training on legal obligations, and transparent communication with partners are critical steps to ensure adherence to these laws. By maintaining these standards, the partnership will align with ethical and legal expectations, supporting the achievement of strategic objectives while mitigating risks.

Employment laws that should be complied with during the partnership. (400-500 words)

Employment laws play a crucial role in governing the rights and responsibilities of employees, employers, and contractors involved in a partnership (ALOISI & STEFANO, 2020). During the collaborative partnership, adherence to these laws ensures fair treatment, ethical practices, and compliance with the legal framework. The primary legislation relevant to the partnership includes the Fair Work Act 2009, Work Health and Safety Act 2011, and other related employment laws (ALOISI & STEFANO, 2020).

The Fair Work Act 2009 is a foundational piece of legislation in Australia that sets minimum workplace standards (Employmentcompass.com.au, 2024). It requires all parties in the partnership to comply with the National Employment Standards (NES), which cover essential aspects such as maximum working hours, leave entitlements, public holidays, and notice of termination. Employees engaged in partnership-related activities must be provided with fair pay and working conditions that meet or exceed the minimum standards outlined in the act. Furthermore, the act prohibits any form of workplace discrimination, ensuring equal opportunities for all individuals regardless of their gender, ethnicity, religion, or other personal attributes (Employmentcompass.com.au, 2024).

The Work Health and Safety Act 2011 emphasizes the need to maintain safe and healthy working conditions. This law applies to both the employees of Online Media Solutions and those of its partners. Compliance involves conducting risk assessments, ensuring the safety of workplaces where training programs or customer service operations take place, and implementing safety protocols to address potential hazards. Employees must be provided with appropriate training to understand and manage risks associated with their roles. For instance, call centre staff must be trained in ergonomic practices to avoid injuries, and participants in training programs must be made aware of emergency procedures.

The Equal Opportunity Act 2010 further ensures that the workplace is free from discrimination and harassment. During the partnership, all employees and contractors must be treated fairly, and any grievances related to unequal treatment must be promptly and equitably addressed. Providing an inclusive work environment not only complies with legal requirements but also fosters a positive and collaborative culture that supports the goals of the partnership.

Additionally, the Fair Work Ombudsman’s guidelines must be followed to ensure the correct classification of workers, particularly in partnerships involving contractors or temporary staff. Misclassification of employees as independent contractors can lead to legal disputes and financial penalties. Accurate contracts and proper documentation are essential to prevent such issues.

Adherence to employment laws during the partnership reflects a commitment to ethical and legal practices, ensuring the protection of all parties involved. Compliance builds trust among employees, enhances productivity, and supports the long-term success of the collaborative initiatives. Regular reviews, employee feedback mechanisms, and training on workplace rights and safety regulations are essential to uphold these standards throughout the partnership.

Organisational requirements (including policies and procedures) that should be followed. (250-300 words)

Organisational requirements are vital for ensuring that the partnership operates efficiently, ethically, and in alignment with the strategic objectives of Online Media Solutions. These requirements include adherence to internal policies and procedures that govern various aspects of the partnership, such as communication, conflict resolution, data protection, and performance evaluation.

One of the key organisational requirements is compliance with the Partnership Policy, which ensures that all collaborative activities align with the organisation’s mission, values, and strategic goals. This policy establishes clear expectations for both partners, including the roles and responsibilities of each party, deliverables, and accountability mechanisms. Formal agreements, such as contracts or Memoranda of Understanding (MOUs), should be created to solidify these expectations.

The Conflict Resolution Policy is another critical requirement. This policy outlines procedures for resolving disputes between partners in a fair, equitable, and collaborative manner. Ensuring that all parties are aware of and adhere to these procedures helps maintain a positive working relationship and prevents disruptions in partnership activities.

Data security and confidentiality are governed by the Data Protection Policy. This policy ensures that sensitive information, such as employee training records or customer data, is handled securely. Access to such data should be restricted to authorised personnel, and secure platforms should be used for sharing information.

The organisation also requires adherence to its Performance Monitoring Procedures, which include regular progress reviews, evaluation of key performance indicators (KPIs), and feedback mechanisms. These procedures ensure that the partnership is on track to achieve its objectives and allows for timely adjustments.

By following these policies and procedures, Online Media Solutions ensures that the partnership operates within a structured, transparent, and accountable framework, fostering trust and mutual benefit between all parties involved.

Following processes for partnership: (400-500 words)

• Developing partnerships
• Sustaining partnerships

Developing Partnerships

Developing a successful partnership involves a systematic approach to identifying, formalising, and initiating collaboration with potential partners (Feilhauer & Hahn, 2019). The process begins with identifying suitable partners whose goals and capabilities align with the strategic objectives of Online Media Solutions. This involves conducting research to evaluate the partner’s expertise, reputation, and ability to deliver value. Potential partners are assessed against specific criteria, such as operational scalability, alignment with organisational values, and proven track records (Feilhauer & Hahn, 2019).

Once suitable partners are identified, the next step is formalising the partnership through agreements (Batra, 2021). Memoranda of Understanding (MOUs) or legally binding contracts should be drafted, outlining the roles, responsibilities, deliverables, and expectations of all parties. These agreements must comply with relevant laws and include provisions for conflict resolution, performance monitoring, and termination. Transparency in these agreements ensures clarity and sets the foundation for trust (Batra, 2021).

Establishing communication and collaboration frameworks is a critical part of the development phase (González-Pérez & Ramírez-Montoya, 2022). Both parties must agree on the methods and frequency of communication, such as regular meetings, progress reports, and shared project management tools. Clear timelines, milestones, and key performance indicators (KPIs) are defined to measure progress and success.

Additionally, a joint planning session is essential to align objectives, allocate resources, and address potential risks (Wang et al., 2020). This session fosters mutual understanding and ensures that all stakeholders are invested in the partnership’s goals. By following these structured steps, Online Media Solutions can establish partnerships that are not only effective but also aligned with its mission and strategic direction (Wang et al., 2020).

Sustaining Partnerships

Sustaining a partnership requires continuous effort to maintain trust, alignment, and mutual benefit over time. The first step in this process is ongoing communication (Metz et al., 2022). Regular meetings, updates, and feedback loops ensure that all stakeholders remain informed and aligned. This includes sharing progress reports, discussing challenges, and collaboratively identifying solutions (Metz et al., 2022).

Performance monitoring is a key component of sustaining partnerships (Yang & Lin, 2020). Metrics such as customer satisfaction rates, employee performance improvements, and operational efficiency should be tracked against the agreed KPIs. Any deviations from expectations must be addressed promptly to prevent minor issues from escalating.

Conflict management mechanisms must be in place to address disagreements or misunderstandings constructively (Munduate et al., 2022). Adhering to a clear conflict resolution policy fosters a collaborative environment and maintains a positive relationship between the partners (Munduate et al., 2022).

Building trust and commitment over time is achieved through acknowledging and celebrating successes (Grillo & Kier, 2021). Recognising milestones, such as the successful completion of training programs or achieving customer service targets, strengthens the partnership and reinforces mutual appreciation.

Continuous improvement is another critical factor. Regular evaluations of the partnership allow both parties to identify areas for enhancement and adapt to changing circumstances (Zamboni et al., 2020). This could involve updating agreements, refining processes, or incorporating new technologies to improve outcomes.

By focusing on these processes, Online Media Solutions ensures that its partnerships remain resilient, productive, and aligned with its strategic objectives, enabling long-term success and growth (Ejiga et al., 2024).

Part D: Establish key indicators and feedback processes for evaluating the health of the business partnerships

• This part of the activity is a continuation of part C of this activity.
• This part of the activity requires you to establish key indicators and feedback processes for evaluating the health of the business partnerships.
• To do so, you are required to follow the steps given below and document the outcomes using Template 5.

Step 1: Establish the key indicators for evaluating the health of the business partnerships based on the following information given in the case study:

• Strategic objectives
• Strategic metrics

Document the key indicators using Template 5. Include the following information:

• Three (3) key indicators for evaluating the health of the business partnerships.
• How can each key indicator evaluate the health of the business partnerships?

Step 2: Develop the following feedback processes for evaluating the health of the business partnerships and document using Template 5.

• Process for giving feedback
• Process for receiving feedback
• Processes to provide continuous feedback to stakeholders

Template 5: Key indicators and feedback process

Key indicators and feedback process

Three (3) key indicators for evaluating the health of the business partnerships.

How can each key indicator evaluate the health of the business partnerships? (400-500 words)

1. Achievement of Key Performance Indicators (KPIs)

One of the most effective ways to evaluate the health of a business partnership is by monitoring the achievement of predefined Key Performance Indicators (KPIs) (S & Aithal, 2023). These KPIs are directly linked to the partnership's objectives, such as customer satisfaction, operational efficiency, or training program success. For example, metrics like customer satisfaction scores, service response times, and employee training completion rates can provide measurable insights into the partnership's success (S & Aithal, 2023).

This indicator evaluates the partnership’s health by highlighting whether the collaboration is delivering the expected outcomes. Regularly tracking KPIs ensures that the partnership remains aligned with strategic goals, and it allows for the identification of underperforming areas (Lastrucci et al., 2024). If the KPIs consistently meet or exceed expectations, it suggests a well-functioning partnership. Conversely, failure to achieve these metrics signals the need for adjustments in the partnership strategy or implementation process.

2. Financial Performance

Financial performance is another crucial indicator of a partnership’s health (Uyar et al., 2021). This includes metrics such as revenue growth, cost savings, and return on investment (ROI) resulting from the collaboration. For instance, a partnership with a call centre should demonstrate cost efficiency in customer service delivery, while a training partnership should result in improved employee productivity that contributes to higher revenues (Uyar et al., 2021).

Evaluating financial performance provides insights into whether the partnership is economically beneficial to the organisation (Walker et al., 2021). Positive financial results indicate that the collaboration is adding value and contributing to profitability. On the other hand, if costs are higher than anticipated or revenue growth is stagnating, it could suggest inefficiencies or misalignments that need to be addressed. By consistently reviewing financial outcomes, the organisation can ensure the partnership remains a sustainable and valuable investment (He et al., 2020).

3. Stakeholder Satisfaction

Stakeholder satisfaction evaluates how well the partnership is meeting the expectations of key stakeholders, including employees, customers, and the partner organisation itself (Eryürük et al., 2021). Feedback from employees can provide insights into the effectiveness of training programs or operational support, while customer feedback can reveal the impact of improved service quality. Partner feedback, obtained through surveys or reviews, offers a perspective on collaboration and mutual benefit (Eryürük et al., 2021).

This indicator is valuable because it provides qualitative and quantitative data about the partnership's impact on different stakeholder groups. High levels of satisfaction suggest that the partnership is fostering trust, communication, and alignment of goals. Conversely, dissatisfaction among stakeholders can signal unresolved issues, miscommunication, or unmet expectations (Ovadia et al., 2020). Addressing stakeholder concerns promptly ensures that the partnership remains productive and maintains positive relationships.

Conclusion

The achievement of KPIs, financial performance, and stakeholder satisfaction are three critical indicators for evaluating the health of business partnerships. Together, these metrics provide a comprehensive view of the collaboration’s success, ensuring alignment with strategic objectives and fostering continuous improvement. By regularly monitoring and addressing these indicators, Online Media Solutions can maintain strong, effective, and mutually beneficial partnerships.

Feedback processes for evaluating the health of the business partnerships. (200-300 words each)

• Process for giving feedback
• Process for receiving feedback
• Processes to provide continuous feedback to stakeholders

Process for Giving Feedback

To provide effective feedback, the organisation must implement structured methods that encourage transparency and continuous improvement (Baran & Woznyj, 2020). Regular review meetings are scheduled with partners to discuss performance, challenges, and opportunities for growth. These meetings allow for open dialogue and enable partners to understand expectations clearly. Detailed performance reports are shared, outlining key achievements, areas for improvement, and recommendations. These reports include data-backed insights to ensure credibility and provide actionable suggestions (Baran & Woznyj, 2020). Additionally, informal communication channels, such as instant messaging or quick check-ins, are used to provide immediate feedback on minor issues. These methods create an environment of trust and collaboration, fostering a productive relationship.

Process for Receiving Feedback

Receiving feedback is equally important to maintain the partnership’s health (Albott et al., 2020). Structured partner feedback surveys are distributed quarterly to collect insights on how the partnership is functioning. These surveys focus on aspects such as communication effectiveness, support provided by the organisation, and areas for improvement. Formal feedback sessions are held, giving partners the opportunity to voice concerns and propose enhancements. To encourage honesty, anonymous feedback options are provided, ensuring partners feel comfortable sharing their thoughts (Forder et al., 2019). This feedback is then reviewed and incorporated into partnership strategies to address any identified gaps and strengthen the collaboration.

Processes to Provide Continuous Feedback to Stakeholders

Continuous feedback is critical to ensuring the partnership remains aligned with organisational goals (Fernandes & O’Sullivan, 2020). Real-time updates are provided through project management tools, allowing stakeholders to track progress and identify potential issues early. Monthly performance reports summarise key achievements, challenges, and adjustments made, ensuring all parties stay informed. Dashboards displaying metrics such as customer satisfaction, financial performance, and training outcomes are shared with stakeholders to offer a transparent overview of the partnership’s health (Rachansa & Meditya, 2024). Informal check-ins with stakeholders are also conducted to address minor concerns and maintain open lines of communication. By implementing these continuous feedback mechanisms, Online Media Solutions ensures the partnership remains adaptable and successful over time.

Part E: Identify and implement strategies for staff and stakeholder commitment and contribution

This part of the activity requires you to identify and develop strategies for staff and stakeholder commitment and contribution and develop procedures for their implementation.

To do so, you are required to follow the steps given below and document the outcomes using Template 6.

• Step 1: Identify and develop two (2) strategies for staff and stakeholder commitment and contribution. Document the strategies using Template 6.
• Step 2: Develop and document procedures to implement each strategy for staff and stakeholder commitment and contribution (developed in Step 1) using Template 6.

Template 6: Identify and implement strategies for staff and stakeholder commitment and contribution

Two (2) strategies for staff and stakeholder commitment and contribution (300-400 words)

Strategy 1: Regular Engagement and Feedback Mechanisms

Regular engagement with staff and stakeholders through structured feedback mechanisms ensures their active involvement and commitment to the partnership's success (Fynn et al., 2022). Engagement sessions, such as monthly meetings or workshops, provide a platform for open dialogue, allowing staff and stakeholders to voice concerns, share insights, and offer suggestions for improvement. Feedback surveys conducted quarterly can further capture a wide range of opinions and perspectives (Vogt et al., 2020).

This strategy fosters a sense of inclusion and ownership, as employees and stakeholders feel their input directly influences the partnership's progress. Additionally, addressing feedback promptly demonstrates that their contributions are valued, further strengthening their commitment (Molloy et al., 2019). Consistent communication ensures alignment with organisational goals and builds trust, encouraging stakeholders and staff to remain invested in achieving the partnership's objectives.

Strategy 2: Recognition and Reward Programs

Recognising and rewarding contributions is a powerful way to boost morale and sustain commitment among staff and stakeholders. A recognition program can include financial incentives, awards for outstanding contributions, and non-monetary benefits such as professional development opportunities or additional leave (Saunders et al., 2021). Public acknowledgment during meetings or through internal communication channels also reinforces the value of individual and collective efforts.

This strategy motivates employees and stakeholders to actively contribute to the partnership’s success by creating a culture of appreciation and encouragement. Rewards tied to measurable achievements, such as meeting specific KPIs or demonstrating exceptional collaboration, incentivise continued effort and innovation. Recognition programs not only enhance engagement but also contribute to higher retention rates and stronger relationships between the organisation and its stakeholders (Nayak et al., 2020).

By implementing these two strategies—regular engagement with feedback mechanisms and recognition and reward programs—Online Media Solutions can effectively build and sustain staff and stakeholder commitment. These approaches ensure alignment, foster trust, and create an environment where everyone feels valued and motivated to contribute to the partnership’s success.

Procedures to implement each strategy for staff and stakeholder commitment and contribution. (400-500 words)

Procedures to Implement Regular Engagement and Feedback Mechanisms

Schedule Engagement Sessions

• Develop a calendar for monthly meetings with staff and stakeholders. These sessions should alternate between formal presentations (e.g., partnership updates, performance metrics) and interactive workshops (Daudelin et al., 2019).
• Share the schedule in advance through email and internal communication platforms to ensure attendance and preparation.

Facilitate Feedback Collection

• Design digital surveys using tools like Google Forms or SurveyMonkey to capture feedback on specific aspects of the partnership, such as collaboration effectiveness, challenges, and opportunities for improvement.
• Conduct surveys quarterly to gather diverse perspectives and track changes over time.

Provide Transparent Communication

• During engagement sessions, share updates on the partnership’s progress, addressing both achievements and challenges.
• Highlight how feedback from previous sessions or surveys has influenced decisions, reinforcing the value of stakeholder input.

Follow Up on Feedback

• Assign responsibility for reviewing feedback to a designated team or committee. Summarise findings and prepare actionable recommendations.
• Communicate back to staff and stakeholders on what actions will be taken based on their input, ensuring accountability and trust.
• By implementing these steps, staff and stakeholders are consistently informed, engaged, and empowered to contribute meaningfully to the partnership’s success.

Procedures to Implement Recognition and Reward Programs

Define Criteria for Recognition

• Establish clear, measurable criteria for rewards, such as achieving key performance indicators (KPIs), demonstrating exceptional teamwork, or providing innovative ideas (Alghamdi et al., 2021).
• Communicate these criteria to all staff and stakeholders to ensure transparency and fairness.

Create a Rewards Structure

• Develop a tiered rewards program that includes financial incentives, public recognition, and non-monetary benefits. Examples include bonuses, certificates of achievement, and access to professional development courses.
• Ensure rewards are tailored to individual preferences where possible, enhancing their motivational value.

Implement Recognition Events

• Schedule regular events, such as quarterly recognition ceremonies or team meetings, to celebrate achievements and acknowledge contributions publicly (Jalilianhasanpour et al., 2021).
• Use internal communication platforms, such as newsletters or intranet portals, to highlight individual and team successes.

Track and Evaluate Impact

• Monitor the effectiveness of the reward program through feedback from participants. Adjust the structure or frequency of rewards based on input to ensure continued relevance and impact.
• Include recognition as a standing agenda item in leadership meetings to reinforce its importance.

Conclusion

These procedures ensure the successful implementation of strategies for staff and stakeholder commitment and contribution. Regular engagement and feedback mechanisms create an inclusive and collaborative environment, while recognition and reward programs motivate and sustain long-term involvement. Together, these strategies strengthen relationships, align goals, and enhance the overall success of the partnership.

Performance Criteria/Performance Checklist: Activity 1

This task must address the following performance criteria/ performance checklist.
To be assessed as satisfactory (S) in this assessment task, the participant needs to demonstrate competency in the following critical aspects of evidence	S	N/S	Trainer/Assessor to complete (Comment and feedback to students)
a)Identified new partnerships and assessed any existing partnerships. Analysed the organisation's strategic objective. Evaluated the existing partnerships. Identified the need for new partnerships based on the analysis of the strategic objectives.
b)Selected partners according to strategic objectives. Conducted research and assess the type of partnership that would best meet the organisation’s strategic objectives. Included the following information: Type of partnership that would best meet the organisation’s strategic objectives. Reason for selection of the type of partnership. Conducted research and identified four (4) potential partners based on the strategic objectives. Analysed the advantages that each partnership will bring to the organisation and selected partners according to the strategic objectives.
c)Established partnership requirements and communication strategy in collaboration with the partners. Established a communication strategy in collaboration with the partners. Established partnership requirements in collaboration with partners. Included the following information: Legal framework (Legislative and regulatory requirements) to be followed during the collaborative partnership. Employment laws that should be complied with during the partnership. Organisational requirements (including Policies and procedures) that should be followed. Established the following processes for partnership. Developing partnerships Sustaining partnerships
d)Established key indicators and feedback processes for evaluating the health of the business partnerships. Established the key indicators for evaluating the health of the business partnerships based on the following information given in the case study: Strategic objectives Strategic metrics Documented the key indicators using Template 5. Include the following information: Three (3) key indicators for evaluating the health of the business partnerships. How can each key indicator evaluate the health of the business partnerships? Developed the feedback processes for evaluating the health of the business partnerships.
e)Identified and developed strategies for staff and stakeholder commitment and contribution and develop procedures for their implementation. Identified and developed two (2) strategies for staff and stakeholder commitment and contribution. Developed and documented procedures to implement each strategy for staff and stakeholder commitment and contribution.

The student’s performance was:	Not satisfactory Satisfactory
Feedback to student:
Student signature
Observer signature

Activity 2: Establish partnership through activity

This activity is a continuation of Activity 1.

This activity requires you to establish the two (2) partnerships selected in Activity 1 – Part B.

To do so, you are required to:

• Part A: Plan partnership activity and reporting systems to review results of partnership activity.
• Part B: Establish processes to resolve conflict.
• Part C: Implement reporting systems for reporting results against planned partnership activity outcomes

Part A: Plan partnership activity and reporting systems to review results of partnership activity.

This part of the activity requires you to plan partnership activity and reporting systems to review the results of the partnership activity.

To do so, you are required to prepare a partnership activity plan. The partnership activity plan must be prepared using ‘Template 7’.

During the preparation of the partnership activity plan, you are required to follow the steps given below and document the outcomes using Template 7:

• Determine five (5) activities to be conducted over the course of the next six (6) months and document using Template 7.
• Determine activity outcomes and document using Template 7.
• Plan and document reporting systems to review results of partnership activity and document using Template 7.
• Determine the key performance indicators to assess each activity and document using Template 7.
• Develop three (3) collaborative approaches to enhance individual, team and organisational outcomes and document using Template 7.

Template 7: Plan partnership activity and reporting systems to review results of partnership activity

Plan partnership activity and reporting systems to review results of partnership activity
Five (5) activities to be conducted over the course of the next six (6) months	Activity outcomes	KPIs to assess each activity	Timeframe
1. Staff Training Programs (Leadership Edge Australia)	Improved employee skills in emotional intelligence, conflict resolution, and teamwork.	Completion rate (%), post-training assessment scores, employee feedback.	Month 1-2
2. Customer Service Training (Apex Contact Solutions)	Enhanced service quality and response times.	Customer satisfaction scores (%), average response time (minutes), number of issues resolved.	Month 2-3
3. Quarterly Progress Review Meetings	Alignment between partners and resolution of any emerging challenges.	Attendance (%), documented progress reports, number of identified/resolved issues.	Month 2, 4, and 6
4. Performance Benchmarking	Comparison of customer service metrics between call centres to identify best practices.	Improvement in service metrics (response time, satisfaction), number of best practices adopted.	Month 4-5
5. Stakeholder Feedback Collection	Input from employees, customers, and partners to improve partnership activities.	Participation rate (%), number of actionable suggestions implemented, satisfaction scores (%).	Month 5-6
Three (3) collaborative approaches to enhance individual, team and organisational outcomes (400-500 words)
1. Cross-Departmental Collaboration Initiatives Encouraging collaboration across different departments ensures that individuals and teams work cohesively toward common organisational goals. Cross-departmental collaboration can be implemented by organising inter-departmental workshops and project teams where employees from various functions, such as IT, HR, and operations, work together on partnership-related activities (Lindblom & Martins, 2022). For instance, employees from HR can collaborate with training providers to align development programs with organisational needs, while operations and customer service teams can work together to improve service delivery. This approach enhances individual growth by exposing employees to diverse skills and perspectives, leading to personal development. Teams benefit by building stronger inter-departmental relationships, which improve communication and reduce silos (Bento et al., 2020). At the organisational level, cross-departmental collaboration ensures alignment with strategic goals, increases efficiency, and fosters innovation by leveraging diverse expertise. 2. Joint Problem-Solving and Innovation Sessions Engaging employees and partners in joint problem-solving sessions promotes collaboration and encourages innovation (Lages et al., 2020). These sessions can focus on addressing challenges, such as improving customer service metrics or streamlining training programs. By involving both internal teams and partner representatives, this approach ensures that all perspectives are considered in the decision-making process (Lages et al., 2020). Joint problem-solving sessions empower individuals by providing a platform to share ideas and contribute to organisational improvements. Teams develop a sense of shared responsibility, strengthening trust and collaboration. On an organisational level, this approach fosters a culture of continuous improvement, enabling the business to adapt quickly to challenges and seize new opportunities. Regularly scheduling these sessions and documenting outcomes ensures accountability and follow-through on actionable ideas (Reshma Trasi et al., 2023). 3. Recognition and Incentive Programs for Collaborative Achievements Establishing recognition and incentive programs is a powerful way to motivate employees and partners to contribute actively to the partnership’s success (Olaniyan et al., 2022). This can involve celebrating achievements such as meeting KPIs, successfully completing training, or implementing innovative solutions. Recognition can take the form of awards, certificates, or public acknowledgement during meetings, while incentives can include bonuses, professional development opportunities, or team outings. For individuals, recognition boosts morale and reinforces the value of their contributions, encouraging continued effort. Teams benefit by fostering a sense of camaraderie and shared accomplishment, which enhances teamwork and collaboration (Schmidt et al., 2023). At the organisational level, this approach improves employee engagement and retention, while also building stronger relationships with partners. Recognition programs also demonstrate the organisation’s commitment to valuing and investing in its people, creating a positive and collaborative workplace culture.
Reporting systems to review results of partnership activity against planned partnership activity outcomes developed in this template (250-300 words)
To ensure the success of partnership activities and alignment with planned outcomes, a structured reporting system will be implemented. This system will focus on regular documentation, transparent communication, and data-driven evaluations to monitor progress and address challenges promptly. Monthly Progress Reports Monthly progress reports will serve as the foundation of the reporting system (Markham et al., 2020). These reports will track key metrics, such as training program completion rates, customer satisfaction scores, and operational performance benchmarks. Data collected from surveys, feedback sessions, and system logs will be consolidated into these reports. The reports will highlight achievements, identify any deviations from the planned outcomes, and propose corrective actions. Sharing these reports with both internal and external stakeholders ensures transparency and accountability. Quarterly Review Meetings In addition to written reports, quarterly review meetings will be held with all stakeholders, including partners and departmental leads (Linton et al., 2020). These meetings will provide a platform for discussing progress, sharing feedback, and resolving issues collaboratively. Meeting minutes will document key decisions, action points, and follow-up responsibilities, ensuring all parties remain aligned on the partnership objectives. Real-Time Data Tracking A project management tool, such as Trello or Asana, will be used to enable real-time tracking of partnership activities (Kamila & Marzuq, 2024). These tools allow stakeholders to monitor progress against milestones, track key performance indicators (KPIs), and identify bottlenecks as they arise. This system fosters proactive management and ensures that minor issues are addressed before they escalate into significant challenges (Kamila & Marzuq, 2024). By combining monthly reports, quarterly reviews, and real-time data tracking, this reporting system provides a comprehensive framework for evaluating partnership activities. It ensures that all stakeholders remain informed, aligned, and equipped to make data-driven decisions for continuous improvement and the achievement of planned outcomes.

Part B: Establish processes to resolve conflict

This part of the activity requires you to establish conflict resolution processes. The conflict resolution processes should be focused on resolving the conflict in a fair, equitable and collaborative manner between partners.

To establish conflict resolution processes, you are required to follow the steps given below and document the outcomes using Template 8.

• Define the five (5) conflict resolution strategies.
• Discuss the steps of the conflict resolution processes to ensure conflicts are resolved in a fair, equitable and collaborative manner between partners.
• Discuss the legislations to be followed during the conflict resolution process and their role in conflict resolution.

Template 8: Conflict resolution processes

Conflict resolution processes

Five (5) conflict resolution strategies (250-300 words)

1. Open Communication and Active Listening

Encouraging open communication ensures that all parties involved in a conflict feel heard and valued. Active listening involves giving individuals the space to express their concerns without interruption while acknowledging their perspectives. This strategy helps identify the root cause of the conflict and creates a foundation for collaborative problem-solving.

2. Mediation by a Neutral Third Party

Bringing in a neutral mediator to facilitate discussions can help resolve conflicts objectively (Damen et al., 2020). Mediators can guide conversations, ensure fairness, and help parties reach mutually beneficial solutions. This approach is particularly effective for resolving conflicts involving multiple stakeholders with differing viewpoints.

3. Collaborative Problem-Solving

This strategy focuses on finding solutions that benefit all parties involved. By shifting the focus from assigning blame to addressing the problem, collaborative problem-solving fosters a cooperative atmosphere. Structured brainstorming sessions and joint planning meetings can encourage stakeholders to work together and agree on actionable solutions (Dobrigkeit et al., 2021).

4. Establishing Clear Policies and Procedures

Having clear conflict resolution policies in place provides a structured framework for addressing disputes. These policies outline steps for escalating and resolving conflicts, ensuring consistency and fairness in handling issues. Transparent guidelines also set expectations for behavior and communication during the resolution process.

5. Focus on Shared Goals and Interests

Emphasizing shared goals, such as the success of a partnership or project, helps align conflicting parties (Yin & Jamali, 2020). Redirecting attention to common objectives encourages stakeholders to work collaboratively, setting aside personal differences to achieve mutually beneficial outcomes.

These strategies promote trust, fairness, and collaboration, ensuring conflicts are resolved effectively while maintaining positive relationships among staff and stakeholders.

Conflict resolution processes to ensure conflicts are resolved in a fair, equitable and collaborative manner between partners. (400-500 words)

Effective conflict resolution processes are essential for maintaining healthy partnerships and ensuring disputes are addressed constructively. A structured approach helps prevent misunderstandings from escalating while fostering trust and collaboration between partners. The following processes outline steps to resolve conflicts in a fair, equitable, and collaborative manner.

1. Identifying the Conflict

The first step in the process is identifying and defining the conflict. This involves gathering all relevant information about the issue from both parties, including their perspectives, concerns, and objectives (Ratta et al., 2021). Ensuring clarity about the root cause of the conflict is essential for addressing it effectively. Active listening and open communication are crucial at this stage, allowing all parties to feel heard and valued.

2. Establishing Ground Rules

Before discussions begin, it is important to establish ground rules for the resolution process (Eyimaya & Irmak, 2020). These rules should ensure respectful communication, confidentiality, and a focus on problem-solving rather than assigning blame. Setting these expectations creates a safe environment for open dialogue and reduces the risk of emotional escalation.

3. Facilitating a Collaborative Discussion

A structured discussion between the conflicting parties should be facilitated, ideally by a neutral mediator or designated conflict resolution officer. The goal of this discussion is to explore each party's needs and interests while identifying shared goals (Smits et al., 2020). Encouraging collaborative brainstorming helps both parties work together to find mutually beneficial solutions. The mediator ensures that the conversation remains productive and focused on resolving the issue.

4. Developing and Evaluating Solutions

Once potential solutions are identified, they should be evaluated based on fairness, feasibility, and alignment with the partnership’s objectives. Both parties should have the opportunity to contribute to the evaluation process, ensuring that their concerns are addressed. The final solution should represent a compromise that satisfies the core needs of both sides while fostering collaboration.

5. Documenting Agreements and Follow-Up

The resolution process should conclude with a written agreement outlining the solution, the responsibilities of each party, and any steps required to implement the resolution (Mastos et al., 2021). This documentation ensures clarity and accountability, reducing the likelihood of future disputes related to the same issue. Follow-up meetings should be scheduled to assess the effectiveness of the resolution and address any lingering concerns.

6. Continuous Improvement

To prevent similar conflicts in the future, the partnership should review the conflict resolution process periodically and incorporate lessons learned. Training sessions on conflict management and communication skills can also be provided to staff and stakeholders to strengthen their ability to handle disagreements constructively.

Two (2) legislations to be followed during the conflict resolution process and their role in conflict resolution (250-300 words)

1. Fair Work Act 2009

The Fair Work Act 2009 is a cornerstone of Australian workplace legislation that governs employment practices, including dispute resolution (Behrens et al., 2019). This act provides a legal framework for managing conflicts related to employment terms, working conditions, and workplace rights. It mandates that employers and employees engage in fair and transparent conflict resolution processes, ensuring that disputes are resolved without discrimination or unfair treatment (Behrens et al., 2019).

• Role in Conflict Resolution

The act promotes equity by requiring employers to adhere to clear dispute resolution procedures outlined in employment contracts or enterprise agreements (Kent, 2021). For example, it ensures that conflicts are addressed through formal mechanisms, such as mediation or arbitration, if necessary. The Fair Work Commission, established under the act, provides a neutral platform for resolving disputes that cannot be settled internally, ensuring impartiality and compliance with workplace laws (Kent, 2021).

2. Equal Opportunity Act 2010 (VIC)

The Equal Opportunity Act 2010 aims to eliminate discrimination, harassment, and victimisation in workplaces and partnerships. This legislation ensures that conflict resolution processes are conducted without bias, providing equal opportunities for all individuals involved in the dispute.

• Role in Conflict Resolution

The act ensures fairness by requiring that conflict resolution processes are free from discrimination based on characteristics such as gender, race, age, or disability (Wachter et al., 2021). It also mandates the provision of a safe and inclusive environment for resolving disputes. By fostering equitable treatment and addressing potential biases, this legislation supports collaborative outcomes and strengthens relationships between conflicting parties.

Part C: Implement reporting systems for reporting results against planned partnership activity outcomes

This part of the activity is a continuation of part A of this activity.

This part of the activity requires you to develop procedures to implement reporting systems for reporting results against planned partnership activity outcomes.

You must develop procedures for reporting implement reporting systems for reporting results against planned partnership activity outcomes using Template 9.

The word limit to complete Template 9 is 500-600 words.

Template 9: Implement reporting systems for reporting results against planned partnership activity outcomes

Procedures for reporting implement reporting systems for reporting results against planned partnership activity (500-600 words)Introduction

Implementing a robust reporting system is essential to track progress, ensure alignment with planned outcomes, and promote accountability within the partnership. A structured approach to reporting allows for the effective monitoring of activities, timely identification of issues, and the ability to make data-driven decisions.

Defining Reporting Objectives and Metrics

The first step in establishing a reporting system involves clearly defining the objectives and metrics for each activity (Errida & Lotfi, 2021). These objectives should align with the partnership's overall goals, such as enhancing operational efficiency, improving customer satisfaction, or increasing employee productivity. Each activity should have measurable key performance indicators (KPIs) that enable stakeholders to evaluate progress objectively (Errida & Lotfi, 2021). For example, training programs may be measured through completion rates and participant feedback, while customer service enhancements may focus on response times and satisfaction scores.

Developing a Reporting Framework

A consistent reporting framework is vital to maintain clarity and uniformity across all activities (Pesapane et al., 2023). This framework should outline the frequency of reporting, such as monthly updates for routine activities and quarterly reports for comprehensive evaluations. It should also specify the data sources required for each report, such as feedback surveys, operational logs, or performance assessments (Pesapane et al., 2023). Additionally, standardised templates should be developed for reports, ensuring that all stakeholders receive information in a clear and comparable format.

Establishing Reporting Channels

Effective reporting relies on secure and accessible channels for data sharing. Digital tools such as cloud storage platforms or project management systems can streamline the process. These systems allow real-time updates and ensure that all stakeholders have access to critical information when needed. The channels selected should prioritise data security and ease of use to encourage widespread adoption among partners.

Training Staff and Partners

For a reporting system to function effectively, all relevant staff and partners must be trained in its use. Training should cover data collection methods, use of reporting tools, and interpretation of results. Clear guidance on timelines and expectations ensures consistency and accuracy in report generation. By fostering a shared understanding of the process, the organisation can build collaboration and confidence among all involved parties.

Reviewing and Validating Data

Regular data reviews are essential to ensure the reliability and accuracy of information. Before reports are finalised, data should be checked for errors, inconsistencies, or missing entries. Periodic review meetings with stakeholders provide an opportunity to validate findings, discuss progress, and address any challenges that may arise during the partnership activities.

Sharing Reports and Encouraging Feedback

Reports should be distributed to stakeholders on a scheduled basis, providing updates on progress, successes, and areas requiring improvement (Sharifi et al., 2021). Each report should include a summary of outcomes, analysis of KPIs, and recommendations for next steps. Feedback from stakeholders is invaluable, as it allows for continuous refinement of activities and the reporting system itself (Sharifi et al., 2021). By integrating this feedback, the organisation ensures that reports remain relevant and actionable.

Monitoring and Refining the Reporting System

Continuous evaluation of the reporting system is necessary to ensure its effectiveness. Regular feedback from stakeholders on the system's clarity, accessibility, and usefulness helps identify areas for improvement. Updates to the system based on this feedback ensure that it adapts to changing needs and remains an integral tool for partnership success.

Conclusion

Implementing a comprehensive reporting system is critical to the success of any partnership. By following these structured procedures, Online Media Solutions can ensure that all activities are aligned with planned outcomes, stakeholders are informed and engaged, and the partnership continues to deliver value over time. This process not only enhances accountability and transparency but also builds a foundation for sustainable growth and collaboration.

Performance Criteria/Performance Checklist: Activity 2

This task must address the following performance criteria/ performance checklist.
To be assessed as satisfactory (S) in this assessment task, the participant needs to demonstrate competency in the following critical aspects of evidence	S	N/S	Trainer/Assessor to complete(Comment and feedback to students)
a)Planned partnership activity and reporting systems to review results of partnership activity. Determined five (5) activities to be conducted over the course of the next six (6) months. Determined activity outcomes. Planned and documented reporting systems to review results of partnership activity. Determined the key performance indicators to assess each activity. Developed three (3) collaborative approaches to enhance individual, team and organisational outcomes.
b)Established processes to resolve conflict. Defined the five (5) conflict resolution strategies. Discussed the steps of the conflict resolution processes to ensure conflicts are resolved in a fair, equitable and collaborative manner between partners. Discussed the legislations to be followed during the conflict resolution process and their role in conflict resolution.
c)Developed procedures to implement reporting systems for reporting results against planned partnership activity outcomes.

The student’s performance was:	Not satisfactory Satisfactory
Feedback to student:
Student signature
Observer signature

Activity 3: Cultivate partnership performance

Activity context:

The partnership was developed between a professional development association and your organisation. The professional development association delivered seminars on the following skills over the period of six (6) months.

• Critical thinking
• Emotional intelligence
• Conflict resolution
• Collaboration and workplace relationships
• Interpersonal skills

The intended outcomes of the partnership activity are as follow:

• 10% increase in employee productivity
• 20% decrease in organisational conflict

However, after the implementation of the professional development seminars, the following were the reporting system results of partner activity:

• A decrease in conflict was recognised. However, the desired intended outcomes were not achieved.
• Employee productivity remained the same.

Based on the results of the partnership activity, a survey was conducted with the employees to identify their response to the professional development seminars. The following were the outcomes of the survey conducted:

• The professional development sessions provided knowledge to the employees. However, most of the employees suggested on-job training would be the best methods for increasing employee productivity.
• Further, the employees suggested real-time coaching based on actual conflict resolution would help them identify the triggers to the conflict and help them to resolve them before the conflict takes place.

Description of the activity:

This activity is a continuation of Activity 2.

This activity requires the student to cultivate partnership performance.

To do so, you are required to follow the steps given below and document the outcomes using Template 10.

• Analyse the results of partnership activity/reporting system results based on the information given in the Activity context and identify two (2) improvements to partnership and document using Template 10.
• Engage with the partners (staff members who participated in Activity 1) to discuss the improvements to the partnerships and develop steps to incorporate the improvements. Document the steps to incorporate the improvements activity using Template 10.
• Document the steps to implement the identified improvements to partnership operations using Template 10.

Template 10: Cultivate partnership performance

Cultivate partnership performance

Two (2) improvements to partnership operations

1. Integration of On-Job Training Modules One of the significant gaps identified in the partnership's performance was the lack of practical application of the skills taught during the professional development seminars. Employees suggested that on-job training would be more effective in increasing productivity (Nguyen et al., 2020). To address this, integrating on-job training modules tailored to specific roles and workplace scenarios can significantly improve the partnership's outcomes. These modules should focus on real-world tasks and challenges that employees encounter daily, providing them with hands-on experience in applying skills like critical thinking, collaboration, and interpersonal relationships. This improvement ensures that employees not only understand the concepts taught but also gain the confidence and ability to implement them in their work environment. 2. Implementation of Real-Time Coaching for Conflict Resolution The survey results also highlighted the need for real-time coaching to address actual workplace conflicts. While seminars provided theoretical knowledge, they failed to equip employees with the skills to proactively identify and manage conflict triggers. Real-time coaching sessions conducted by experienced facilitators can focus on guiding employees through live conflict scenarios (de Wijse-van Heeswijk, 2021). This approach allows participants to learn and practice conflict resolution strategies as issues arise, fostering a more harmonious workplace. Real-time coaching ensures that employees develop the ability to manage disputes effectively, further decreasing organisational conflict and enhancing collaboration within teams (de Wijse-van Heeswijk, 2021). These improvements align with employee feedback and address the gaps in the partnership’s initial program. By implementing on-job training and real-time coaching, the partnership can deliver more practical, impactful solutions, ensuring that both productivity and conflict reduction targets are achieved.

Steps to incorporate the two (2) identified improvements (300-400 words)

1. Steps to Incorporate On-Job Training Modules The integration of on-job training modules begins with collaborating with the professional development association to redesign the training approach (Gutterman, 2023). This involves identifying specific workplace tasks and challenges that align with the skills being developed, such as critical thinking, collaboration, and interpersonal relationships. The first step is to hold planning meetings with department heads to pinpoint role-specific scenarios that employees encounter regularly. Next, customised training modules should be developed, focusing on hands-on activities that reflect these real-world situations. The modules must be practical, allowing employees to learn while actively performing their job duties (Gutterman, 2023). Scheduling the training is crucial; it should be integrated seamlessly into the workday to minimise disruption while maximising participation. Clear communication with employees about the training schedule, objectives, and expected outcomes will ensure alignment and engagement. Finally, progress tracking and feedback mechanisms should be established to monitor the impact of the on-job training. This can include real-time observation, employee feedback surveys, and performance metrics that measure productivity improvements. 2. Steps to Incorporate Real-Time Coaching for Conflict Resolution To implement real-time coaching, start by engaging the professional development association to design coaching sessions that address workplace conflicts. Collaborate with employees and supervisors to identify common conflict triggers within the organisation. This input will guide the development of coaching scenarios that are directly relevant to the workplace. Real-time coaching sessions should be scheduled as part of ongoing operations (Karam et al., 2021). For example, facilitators can observe workplace interactions and provide immediate feedback and guidance when conflicts arise. Employees should be briefed on the purpose and process of the coaching to ensure active participation. Post-coaching debriefs should be conducted to reflect on lessons learned, discuss effective strategies, and explore how similar conflicts can be prevented in the future (Karam et al., 2021). Feedback from employees and facilitators will be essential in refining the coaching process and ensuring it meets the organisation's objectives. Regular evaluation of the program’s impact, such as measuring reductions in conflict incidents, will help assess the effectiveness of this improvement.

Steps to implement the two (2) identified improvements to partnership operations (300-400 words)

1. Implementing On-Job Training Modules The implementation of on-job training begins with a collaborative planning phase. Engage the professional development association to tailor the training program based on feedback gathered from employees and department heads (He et al., 2020). This involves identifying specific workplace tasks, scenarios, and challenges that align with the skills being developed, such as critical thinking and collaboration. Clear communication with all stakeholders, including employees and supervisors, ensures alignment with organisational goals (He et al., 2020). Next, pilot the training modules with a select group of employees to test their effectiveness. This phase allows for adjustments to be made based on real-world feedback before rolling out the program across the organisation (Kent, 2021). Schedule training sessions during work hours to minimise disruptions and encourage participation. Supervisors and team leaders should actively support the implementation by reinforcing the skills learned during training in daily tasks (Kent, 2021). Progress tracking is essential during the implementation phase. Collect data on training attendance, employee performance metrics, and feedback from participants to evaluate the program’s success. Regular check-ins with both employees and the professional development association will ensure that the training remains relevant and impactful. 2. Implementing Real-Time Coaching for Conflict Resolution To implement real-time coaching, begin by defining the structure and scope of the coaching program in collaboration with the professional development association. Identify common workplace conflict triggers based on prior survey feedback and input from supervisors. Develop coaching plans that address these scenarios with a focus on actionable strategies for early conflict detection and resolution (George et al., 2023). Schedule coaching sessions at regular intervals, ensuring they align with operational workflows. Facilitators should observe workplace dynamics and provide immediate guidance when conflicts arise. These sessions should include debriefs where employees reflect on the conflict, learn strategies for managing similar situations, and explore prevention techniques (George et al., 2023). To evaluate the program’s impact, track metrics such as the number of conflicts resolved, employee satisfaction with the coaching process, and reductions in repeat conflict incidents. Regular feedback from employees and facilitators will help refine the coaching approach, ensuring its continuous improvement and relevance to workplace needs.

Performance Criteria/Performance Checklist: Activity 3

This task must address the following performance criteria/ performance checklist.
To be assessed as satisfactory (S) in this assessment task, the participant needs to demonstrate competency in the following critical aspects of evidence	S	N/S	Trainer/Assessor to complete(Comment and feedback to students)
a)Analysed the results of partnership activity/reporting system results based on the information given in the Activity context and identified two (2) improvements to partnership.
b)Engaged with the partners (staff members and discussed the improvements to the partnerships and develop steps to incorporate the improvements.
c)Documented the steps to implement the identified improvements to partnership operations.

The student’s performance was:	Not satisfactory Satisfactory
Feedback to student:
Student signature
Observer signature

Assessment method-based instructions and guidelines: Work Placement Task

Assessment type

Project – Work placement task

Instructions provided to the student:

Assessment task description:

This is the fourth (4) assessment task you must successfully complete to be deemed competent in this unit of competency. This assessment task requires you to complete a project. You are required to develop and cultivate collaborative partnerships for your training organisation in this assessment task. You will receive your feedback within two weeks, and you will be notified by your trainer/assessor when results are available. You must attempt all activities of the project for your trainer/assessor to assess your competency in this assessment task.

Applicable conditions:

This project is untimed and is conducted as an open book assessment (this means you are able to refer to your textbook). You must read and respond to all the criteria of the project. You may handwrite/use computers to answer the criteria of the project. You must complete the task independently. No marks or grades are allocated for this assessment task. The outcome of the task will be Satisfactory or Not Satisfactory. As you complete this assessment task, you are predominately demonstrating your practical skills, techniques and knowledge to your trainer/assessor. The trainer/assessor may ask you relevant questions on this assessment task to ensure that this is your own work.

Resubmissions and reattempts:

Where a student’s answers are deemed not satisfactory after the first attempt, a resubmission attempt will be allowed. The student may speak to their trainer/assessor if they have any difficulty in completing this task and require reasonable adjustments. For more information, please refer to the Training Organisation’s Student Handbook.

Location:

This assessment task may be completed in: ☐ a classroom ☐ learning management system (i.e. Moodle), ☐ workplace, ☐ or an independent learning environment. Your trainer/Assessor will provide further student information regarding the location for completing this assessment task.

Purpose of the assessment

The purpose of this assessment task is to assess the student’s knowledge and skills essential to develop and cultivate collaborative partnerships for your training organisation in a range of contexts and industry settings. Skill to establish partnership requirements in collaboration with partners according to regulatory, employment and organisational requirements Skill to plan partnership activity and reporting systems to review results of partnership activity Skill to develop collaborative approaches to enhance individual, team and organisational outcomes Skill to analyse results of partnership activity and implementing improvements to the partnership.

Task instructions

This assessment task aims to assess the students’ skills essential to complete a set of activities to develop and cultivate collaborative partnerships. The student will take on the role of the Operations Manager. The trainer/assessor will assign a Supervisor to each student or take on the responsibility to supervise each student. The student will be responsible for developing and cultivating two (2) collaborative partnerships with businesses/workplaces for student placement. The trainer/assessor will observe the student performing this assessment task The student must use the templates provided to document their responses. The student must follow the word limits specified in the templates. The trainer/assessor must assess the student using the performance checklist provided.

Assessment Task 4: Work Placement Task

Skills Test

This assessment requires the student to complete a set of activities given in this assessment task based on the information given in the case study. These activities will provide an opportunity for the student to develop and cultivate two (2) collaborative partnerships for your training organisation. This includes:

• Establishing partnership requirements in collaboration with partners according to regulatory, employment and organisational requirements
• Planning partnership activity and reporting systems to review the results of partnership activity
• Developing collaborative approaches to enhance individual, team and organisational outcomes
• Analysing results of partnership activity and implementing improvements to the partnership.

Setting the scene:

• This assessment task requires you to develop and cultivate two (2) collaborative partnerships for your training organisation.
• Your training organisation will be your actual workplace.

The requirements for the workplace environment

• The assessment task will be completed at your training organisation. Your training organisation will be your actual workplace.
• Your trainer/assessor will ensure that the training organisation meets the following assessment criteria.

The training organisation must meet the following criteria:

Opportunities for students to:	Yes/No/NA
Follow standard operating/workplace procedures
Use up-to-date software and equipment
Work within stated timelines to meet deadlines
Gain experience in the challenges and complexities of dealing with multiple tasks
Experience prioritising competing tasks and dealing with contingencies
Workplace environment to work with others in a team
The workplace environment to sufficient to communicate with diverse groups
The workplace is sufficient to work independently and manage the workload

Resources, tools, and equipment requirements

The following resources, tools and equipment will be made available by the training organisation to complete this assessment task:

• Training organisation as a workplace
• Appendix C (Strategic plan)
• Appendix D (Policies and procedures for partnership processes and activities)
• Information regarding existing partnerships

Workplace simulated scenario and task objectives

• You are working as Operations Manager in your training organisation. You report to the Supervisor of the organisation.
• As per the strategic objectives of the organisation (given in Appendix C), the training organisation wants to develop strategic alliances and partnerships with the businesses/workplaces that will provide work-based training to the students.

Task objectives:

The Supervisor wants you to develop and cultivate collaborative partnerships with businesses/workplaces for your training organisation. This includes:

• Establishing partnership requirements in collaboration with partners according to regulatory, employment and organisational requirements
• Planning partnership activity and reporting systems to review the results of partnership activity
• Developing collaborative approaches to enhance individual, team and organisational outcomes
• Analysing results of partnership activity and implementing improvements to the partnership.

As part of your job role, you have the following responsibilities:

• Identify new partnerships, assess existing partnerships according to task objectives, and select partners according to strategic objectives.
• Establish a communication strategy, key indicators and feedback processes for evaluating the health of the business partnerships.
• Identify and implement strategies for staff and stakeholder commitment and contribution.
• Identify legal framework and processes for partnership activity in collaboration with partners, and plan and allocate resource requirements to accomplish the activity with partners.
• Establish processes to resolve conflict in a fair, equitable and collaborative manner between partners and implement reporting systems for reporting results against planned partnership activity outcomes.
• Analyse reporting system results of partner activity against intended outcomes and identify improvements to partnership in collaboration with partners.
• Implement identified improvements to partnership operations.

Work placement task

This assessment requires the student to complete a set of activities given in this assessment task based on the information given in the case study. These activities will allow the student to develop and cultivate two (2) collaborative partnerships with the businesses/workplaces that will provide work-based training to the students. This includes:

This includes:

• Establishing partnership requirements in collaboration with partners according to regulatory, employment and organisational requirements
• Planning partnership activity and reporting systems to review the results of partnership activity
• Developing collaborative approaches to enhance individual, team and organisational outcomes
• Analysing results of partnership activity and implementing improvements to the partnership.

To do so, you must complete the following activities:

• Activity 1: Identify new partnerships and determine partnership outcomes.
• Activity 2: Establish a partnership through the activity.
• Activity 3: Cultivate partnership performance.

The student will complete each activity in the training organisation/workplace.

Roles and responsibilities: The Supervisor assigned to the student

The Supervisor is the individual who supervises or is in charge of the organisation. They belong to a higher rank or status. Their job role and responsibilities are:

• Assist the student in understanding the task requirements.
• Provide the student with information about job roles and responsibilities.
• Supervise and observe the student in completing the assessment activities.
• Help the student in making arrangements for collaboration with partners and alliances.

Note

• The trainer/assessor will assign a Supervisor to each student and take on the responsibility to supervise and observe each student completing the activity.
• Each student will be assessed individually for all assessment activities.

Timeframe to complete the project

Trainer/assessor to assign a timeframe for completion of the project.

Task requirements

• You will be assessed on your technical knowledge and skills to complete this project
• You will be assessed on working in a team environment and meeting your job role and responsibilities.
• You must follow the instructions provided by the Supervisor.
• The task must be completed in the timeframe specified by the trainer/assessor.

Activity 1: Identify new partnerships and determine partnership outcomes

This activity requires you to identify new partnerships based on the strategic objectives of the training organisation and determine partnership outcomes.

To do so, you are required to follow the steps given in Checklist 1 and complete the templates associated with each step.

The Supervisor or trainer/assessor will:

• Supervise and observe the student performing this activity.
• Place a tick mark against each step given in the checklist after the student performs/implements the step.
• Sign off the checklist and ask the student for the submission of templates associated with each step.

Checklist 1: Identify new partnerships and determine partnership outcomes

Steps	Place a tick mark once completed
Step 1: Consult your Supervisor and identify the existing partnerships that provide work-based training to the students. Complete Template 11 and document the following details: Two (2) existing partnerships Name of the existing partnerships Contact details (including contact number and e-mail address of the existing partnerships)	❑
Step 2: Assess the role of each existing partnership with the strategic objectives of the training organisation and document the assessment using Template 11.	❑
Step 3: Identify four (4) new businesses based on the task objectives given in the workplace simulated scenario and task objectives (given in the case study) that can provide work-based training to the students. Contact the and document the following details using Template 11: Name of the four (4) new partnerships Contact details (including contact number and e-mail address of the existing partnerships)	❑
Step 4: Select partners according to strategic objectives. Contact the partnerships and discuss your objectives. Assess the strategic objectives of the training organisation given in the strategic plan (Appendix C) Select two (2) partners according to strategic objectives. Document the following details using Template 11: Assessment of strategic objectives of the training organisation. Two (2) partners selected according to the strategic objectives. Reason for the election of the partners based on the assessment of strategic objectives.	❑
Step 5: Establish a communication strategy in collaboration with each partner. Collaborate with the partners identified in Step 4. Establish a communication strategy in collaboration with each identified in Step 4. Discuss the following: What does the partnership intend to accomplish? Who is responsible for partner communication? What information must be recorded, and how will it be shared? Plan to ensure that communication is reliable, transparent, and timely. Communication methods that can be most effectively used. What information needs to be protected, and how can the partner member ensure that it is protected? Document the following details using Template 11. Details of each partner. How did you communicate with each partner? Communication strategy, including the following details: What does the partnership intend to accomplish? Who is responsible for partner communication? What information must be recorded, and how will it be shared? Plan to ensure that communication is reliable, transparent, and timely. Communication methods that can be most effectively used. What information needs to be protected, and how can the partner member ensure that it is protected?	❑
Step 6: Establish partnership requirements in collaboration with each partner according to regulatory, employment and organisational requirements. Discuss the following details with each partner and document using Template 11. Legal framework (Legislative and regulatory requirements) to be followed during the collaborative partnership. Employment laws that should be complied with during the partnership. Organisational requirements (including policies and procedures) that should be followed.	❑
Step 7: Establish the following processes for partnership and document using Template 11. Developing partnerships Sustaining partnerships	❑
Step 8: Establish key indicators and feedback processes for evaluating the health of the business partnerships. Establish the key indicators for evaluating the health of the business partnerships and document the following details using Template 11. Three (3) key indicators for evaluating the health of the business partnerships. How can each key indicator evaluate the health of the business partnerships? Develop the following feedback processes for evaluating the health of the business partnerships and document them using Template 11. Process for giving feedback Process for receiving feedback Processes to provide continuous feedback to stakeholders	❑
Step 9: Identify and implement strategies for staff and stakeholder commitment and contribution. Include the following details using Template 11. Identify and develop two (2) strategies for staff and stakeholder commitment and contribution. Document the strategies using Template 11. Develop and document procedures to implement each strategy for staff and stakeholder commitment and contribution. How did you implement strategies for staff and stakeholder commitment and contribution? What were the outcomes of each implemented strategy?	❑
Sign-off: Date:

Template 11: Identify new partnerships and determine partnership outcomes

Identify new partnerships and determine partnership outcomes

Existing partnerships

Partnership 1

• Name: SkillWorks Training Solutions

Contact Details

• Contact Number: 0412 345 678
• Email Address: info@skillworks.com.au

Partnership 2

• Name: FuturePath Development Centre

Contact Details

• Contact Number: 0432 567 890
• Email Address: contact@futurepath.com.au

Assessment of each existing partnership with the strategic objectives of the training organisation (300-400 words)

Partnership 1: SkillWorks Training Solutions

SkillWorks Training Solutions aligns closely with the strategic objectives of the training organisation by providing industry-relevant skills and practical experience for students (Errida & Lotfi, 2021). The organisation’s primary goal is to prepare students for the workforce by offering hands-on training that bridges the gap between theoretical learning and practical application. SkillWorks has consistently delivered work-based training programs that focus on high-demand areas such as communication, leadership, and technical skills. This partnership ensures that students acquire competencies that meet the needs of modern workplaces, enhancing their employability (Errida & Lotfi, 2021).

However, a gap exists in the diversity of industries covered by SkillWorks’ programs, which limits opportunities for students pursuing careers outside their specialised areas. Expanding the scope of their training offerings to include emerging fields such as technology or green industries would better align with the strategic goal of preparing students for future workforce trends (Forder et al., 2019).

Partnership 2: FuturePath Development Centre

FuturePath Development Centre supports the organisation’s strategic objective of fostering long-term employability by focusing on skill-building and career development. Their work-based learning modules emphasise critical thinking, problem-solving, and adaptability, which are essential for success in evolving job markets (Grillo & Kier, 2021). Furthermore, FuturePath’s mentorship programs provide students with guidance and networking opportunities, which enhance their readiness for employment.

While the partnership excels in providing soft skills and career guidance, it lacks a strong focus on technical skill development that aligns with specific job roles (Gutterman, 2023). Incorporating more role-specific training, such as IT certifications or technical workshops, would strengthen this partnership’s contribution to the organisation’s objective of delivering comprehensive, job-ready training.

Conclusion

Both partnerships contribute significantly to the training organisation’s strategic objectives by enhancing student employability and fostering industry engagement. SkillWorks provides foundational work-based training in high-demand areas, while FuturePath excels in career readiness and soft skills development. However, to fully align with the organisation’s goals, these partnerships could expand their offerings to include a broader range of industries and technical skill development, ensuring that students are prepared for diverse career paths and emerging workforce demands.

Potential business partnerships

Partnership 1

• Name: TechSkills Academy

Contact Details

• Contact Number: 0423 111 222
• Email Address: info@techskillsacademy.com

Partnership 2

• Name: GreenFuture Training Hub

Contact Details:

• Contact Number: 0434 333 444
• Email Address: contact@greenfuturehub.com

Partnership 3

• Name: InnovateWorkforce Solutions

Contact Details

• Contact Number: 0412 555 666
• Email Address: connect@innovateworkforce.com

Partnership 4

• Name: FutureTech Development Centre

Contact Details

• Contact Number: 0401 777 888
• Email Address: enquiries@futuretechcentre.com

Two (2) partners selected based on strategic objectives

• TechSkills Academy
• GreenFuture Training Hub

Reason for the selection of the partners based on the assessment of strategic objectives. (300-400 words)

TechSkills Academy aligns with the training organisation’s strategic objective of preparing students for careers in emerging industries. With a strong focus on technology-driven skills such as coding, data analytics, and software development, TechSkills Academy provides hands-on, industry-relevant training that enhances employability in high-demand sectors. The organisation’s commitment to practical, work-based learning directly complements the training organisation’s goal of equipping students with real-world experience (Kent, 2021). By partnering with TechSkills Academy, the training organisation can expand its offerings to include cutting-edge technology training programs, addressing the increasing demand for tech-savvy graduates in the workforce.

GreenFuture Training Hub was selected due to its alignment with the strategic objective of fostering sustainability and preparing students for roles in environmentally conscious industries (Lindblom & Martins, 2022). GreenFuture Training Hub specialises in green energy, sustainable business practices, and environmental management training, all of which are critical for addressing the growing emphasis on sustainability across industries. This partnership offers unique opportunities for students to engage in projects and training programs focused on renewable energy and eco-friendly practices, broadening their career prospects in a rapidly evolving job market (Lindblom & Martins, 2022).

Both partners were chosen for their ability to diversify the training organisation’s offerings while addressing current and future industry needs (Karam et al., 2021). TechSkills Academy addresses the technological skills gap, ensuring students are equipped for roles in digital transformation, while GreenFuture Training Hub positions students to succeed in sustainability-focused careers. These partnerships not only align with the organisation’s mission to enhance employability but also provide a competitive edge by offering programs that are responsive to industry trends (Karam et al., 2021).

Through these collaborations, the training organisation can achieve its strategic goals of increasing student employability, meeting industry demands, and expanding its influence in the education and training sector. These partnerships represent a step toward establishing the organisation as a leader in innovative, future-focused training programs.

Communication strategy (300-400 words each)

Communication strategy (Partner 1)

How did you communicate with each partner?

Communication strategy, including the following details:

• What does the partnership intend to accomplish?
• Who is responsible for partner communication?
• What information must be recorded, and how will it be shared?
• Plan to ensure that communication is reliable, transparent, and timely.
• Communication methods that can be most effectively used.
• What information needs to be protected, and how can the partner member ensure that it is protected?

How Communication Was Established

Communication with TechSkills Academy was initiated through a formal email introducing the training organisation's objectives and expressing interest in a collaborative partnership. This was followed by a virtual meeting to discuss mutual goals, partnership expectations, and operational details. Subsequent communication involved sharing detailed proposals and feedback via email, ensuring all discussions were documented.

Communication Strategy

What Does the Partnership Intend to Accomplish?

The partnership aims to provide students with hands-on training in cutting-edge technology skills, including software development, data analytics, and coding. The collaboration seeks to enhance students’ employability by bridging the gap between academic learning and industry requirements.

Who Is Responsible for Partner Communication?

The Operations Manager of the training organisation will serve as the primary contact for the partnership. TechSkills Academy’s Training Coordinator will act as the point of contact on their side. Both individuals will oversee communication, coordinate activities, and address any issues.

What Information Must Be Recorded, and How Will It Be Shared?

Information such as training schedules, attendance records, student performance evaluations, and feedback reports must be recorded. These details will be stored on secure cloud platforms, ensuring both partners have real-time access. Regular updates will be shared through weekly progress reports and monthly review meetings.

Plan to Ensure Reliable, Transparent, and Timely Communication

To maintain transparency and reliability, a structured communication plan will be implemented. Weekly check-ins via video conferencing will provide real-time updates, while bi-weekly progress reports will ensure all stakeholders are informed. Clear timelines and milestones will be established to track the partnership’s progress.

Communication Methods That Can Be Most Effectively Used

Formal communication will be conducted via email and video conferencing platforms like Zoom or Microsoft Teams. For quick updates or clarifications, instant messaging platforms like Slack will be used. A shared project management tool, such as Trello, will help track tasks and maintain transparency.

What Information Needs to Be Protected, and How Can the Partner Ensure It Is Protected?

Confidential student data, training materials, and proprietary information from TechSkills Academy must be protected. All sensitive data will be encrypted and stored on secure servers with restricted access. Non-disclosure agreements (NDAs) will be signed by both parties to ensure data security, and regular audits will be conducted to maintain compliance with privacy standards.

Communication strategy (Partner 2)

How did you communicate with each partner?

Communication strategy, including the following details:

• What does the partnership intend to accomplish?
• Who is responsible for partner communication?
• What information must be recorded, and how will it be shared?
• Plan to ensure that communication is reliable, transparent, and timely.
• Communication methods that can be most effectively used.
• What information needs to be protected, and how can the partner member ensure that it is protected?

How Communication Was Established

Initial communication with GreenFuture Training Hub was established via a phone call to introduce the training organisation and outline the potential benefits of a partnership. This was followed by a formal email containing a detailed proposal highlighting mutual goals and the scope of collaboration. A virtual meeting was conducted to discuss the partnership in depth, finalise expectations, and outline next steps.

Communication Strategy

What Does the Partnership Intend to Accomplish?

The partnership with GreenFuture Training Hub aims to provide students with practical training in sustainability practices, green energy solutions, and environmental management (Guruprasad Nookala et al., 2023). The collaboration is designed to align with the strategic objective of preparing students for careers in sustainability-focused industries and fostering environmental responsibility.

Who Is Responsible for Partner Communication?

The Operations Manager of the training organisation will act as the primary communication liaison. On GreenFuture Training Hub’s side, the Sustainability Program Coordinator will serve as the point of contact. Both representatives will oversee all communication, coordinate activities, and address any operational issues.

What Information Must Be Recorded, and How Will It Be Shared?

Key information to be recorded includes training schedules, student attendance, progress reports, and feedback from both students and trainers. This data will be maintained in a secure shared cloud platform, accessible to both organisations. Updates and reports will be shared via email and discussed during bi-weekly virtual meetings.

Plan to Ensure Reliable, Transparent, and Timely Communication

A communication plan will be implemented to ensure the partnership runs smoothly. This includes weekly updates via email, bi-weekly meetings for performance reviews, and quarterly reviews to assess long-term progress (Fynn et al., 2022). Any critical updates will be communicated immediately via phone or messaging platforms to ensure timeliness.

Communication Methods That Can Be Most Effectively Used

Primary communication will occur through formal email exchanges and scheduled video conferencing via Zoom. For quick updates or urgent matters, messaging platforms like Microsoft Teams or WhatsApp will be used. A shared project management tool like Asana will be utilised to track milestones and ensure alignment between both organisations.

What Information Needs to Be Protected, and How Can the Partner Ensure It Is Protected?

Sensitive information such as student records, proprietary training materials, and project data must be protected (Eryürük et al., 2021). Data encryption will be employed for all digital storage, and access to shared resources will be limited to authorised personnel. Both organisations will sign a non-disclosure agreement (NDA) to ensure confidentiality, and regular reviews of data handling procedures will be conducted to maintain compliance with privacy regulations (Eryürük et al., 2021).

Partnership requirements (400-500 words)

Communication strategy (Partner 1)

• Legal framework (Legislative and regulatory requirements) to be followed during the collaborative partnership.
• Employment laws that should be complied with during the partnership.
• Organisational requirements (including policies and procedures) that should be followed.

Legal Framework (Legislative and Regulatory Requirements)

The partnership with TechSkills Academy must adhere to several legal frameworks to ensure compliance and mutual accountability. The Fair Work Act 2009 is critical, as it governs workplace rights and ensures that all training programs provided to students align with fair employment practices. Additionally, the Privacy Act 1988 mandates the secure handling of personal data, including student records and proprietary information shared during the partnership. The Work Health and Safety Act 2011 requires both organisations to create a safe training environment for students and staff, whether the training is delivered on-site or virtually.

Other regulatory requirements include adhering to any relevant industry standards, such as the Australian Skills Quality Authority (ASQA) guidelines, which ensure that training meets nationally recognised standards. Compliance with these legal frameworks will help build trust and credibility while protecting the interests of all parties involved.

Employment Laws

The partnership must comply with employment laws to safeguard the rights of all individuals participating in the training programs. The National Employment Standards (NES) set out minimum employment entitlements, including provisions for fair work hours, workplace safety, and anti-discrimination policies. These standards ensure that students and staff involved in the partnership are treated fairly and equitably.

The Equal Opportunity Act 2010 must also be observed to promote inclusivity and prevent discrimination based on characteristics such as race, gender, or disability (Alghamdi et al., 2021). These laws ensure that students have equal access to training opportunities and are not subjected to bias. Additionally, the partnership must ensure compliance with employment obligations regarding internships or work placements, such as clarifying the unpaid or paid status of students under training agreements.

Organisational Requirements (Including Policies and Procedures)

TechSkills Academy and the training organisation must align their policies and procedures to ensure seamless collaboration. The training organisation’s Partnership Policy will govern the terms of engagement, including clear definitions of roles and responsibilities, resource allocation, and shared objectives (Alghamdi et al., 2021).

The Data Protection Policy will guide how sensitive information, including student records and proprietary training content, is handled. Both organisations must adhere to agreed data security measures, including encryption, restricted access, and regular audits.

The Code of Conduct outlines behavioural expectations for all parties involved, promoting professionalism and ethical practices during the partnership. Furthermore, the Feedback and Evaluation Policy ensures that regular assessments of the partnership's effectiveness are conducted, allowing for continuous improvement.

Both organisations must also follow established Workplace Health and Safety Procedures to create a safe and supportive environment for students during training sessions. These policies collectively ensure that the partnership is managed in an organised, compliant, and effective manner, fostering a productive and sustainable collaboration.

Communication strategy (Partner 2)

• Legal framework (Legislative and regulatory requirements) to be followed during the collaborative partnership.
• Employment laws that should be complied with during the partnership.
• Organisational requirements (including policies and procedures) that should be followed.

Legal Framework (Legislative and Regulatory Requirements)

The partnership with GreenFuture Training Hub must comply with key legislative frameworks to ensure a lawful and mutually beneficial collaboration (Bento et al., 2020). The Fair Work Act 2009 will govern all work-based training activities, ensuring that students and staff are treated fairly and equitably. The Privacy Act 1988 mandates the secure handling and storage of personal information, including student data and proprietary materials shared during the partnership. The Work Health and Safety Act 2011 outlines the need for a safe and healthy environment for students participating in sustainability-focused projects, whether on-site or in remote settings (Bento et al., 2020).

Additional compliance requirements include adherence to Environment Protection Laws, such as the Environment Protection and Biodiversity Conservation Act 1999, which aligns with GreenFuture's focus on sustainability. This ensures that all activities within the partnership promote environmentally responsible practices.

Employment Laws

The partnership must comply with employment laws to protect the rights of students, trainers, and all other participants. The Equal Opportunity Act 2010 ensures inclusivity, preventing discrimination based on gender, ethnicity, disability, or other personal characteristics. This is critical to fostering a diverse and equitable training environment.

The National Employment Standards (NES) govern entitlements such as fair working hours, safe conditions, and proper breaks during training sessions (Ejiga et al., 2024). If students are placed in internships or paid roles, the Fair Work Ombudsman Guidelines for internships must be followed to clarify the unpaid or paid nature of the arrangements. These laws ensure a legal and ethical approach to all employment-related aspects of the partnership (Ejiga et al., 2024).

Organisational Requirements (Including Policies and Procedures)

GreenFuture Training Hub and the training organisation must align their organisational policies to ensure a smooth partnership. The Partnership Agreement Policy will formalise the collaboration, outlining the roles, responsibilities, and expectations for both parties.

The Sustainability Policy will govern the implementation of environmentally responsible practices in training programs. It ensures that the partnership aligns with sustainability goals, providing students with practical experience in green initiatives.

The Confidentiality and Data Protection Policy will ensure that sensitive information, including student records and proprietary content, is securely stored and shared. Both organisations must implement robust data security measures, including encryption and access restrictions, to maintain compliance with the Privacy Act 1988.

The Feedback and Continuous Improvement Policy will establish a system for evaluating the partnership’s effectiveness. Regular feedback sessions, surveys, and performance reviews will be conducted to assess progress and make necessary adjustments (Gazi et al., 2024).

Finally, adherence to Workplace Health and Safety Procedures is mandatory to ensure a safe learning environment during all training activities. These policies and procedures collectively support the partnership’s objectives, ensuring compliance, efficiency, and sustainability (Gazi et al., 2024).

Processes for partnership. (400-500 words)

• Developing partnerships
• Sustaining partnerships

Developing Partnerships

Developing partnerships requires a structured approach to identify, evaluate, and formalise collaborative agreements that align with strategic objectives. The first step is conducting a needs assessment to determine the specific goals and benefits sought from a partnership (Aljohani, 2023). This involves identifying gaps in current offerings, such as training areas or skill sets that can be enhanced through external collaboration. Based on these insights, potential partners are researched and shortlisted. Criteria for selection include alignment with the organisation’s mission, expertise in relevant fields, and a proven track record of successful collaborations (Aljohani, 2023).

Once potential partners are identified, the next step involves initiating communication. This includes formal outreach through emails, phone calls, or meetings to discuss mutual goals and explore synergies. During these discussions, the focus is on understanding each partner’s capabilities, expectations, and contributions. Joint planning sessions can be organised to define objectives, roles, and responsibilities.

The formalisation of partnerships involves drafting agreements or memoranda of understanding (MOUs). These documents outline the terms of collaboration, including deliverables, timelines, and evaluation criteria. Legal and regulatory compliance must be ensured during this process, including adherence to data protection laws and employment standards. Transparency and open communication at every stage help establish trust, setting the foundation for a strong partnership.

Sustaining Partnerships

Sustaining partnerships is critical to ensuring their long-term success and impact. The process begins with regular communication to maintain alignment between partners (Paton et al., 2022). This can include scheduled meetings, progress updates, and collaborative planning sessions. A designated liaison from each organisation ensures consistency and accountability in communication.

Ongoing monitoring and evaluation are essential for sustaining partnerships. Key performance indicators (KPIs) are tracked to assess the effectiveness of the collaboration (Paton et al., 2022). This includes metrics such as student satisfaction, training completion rates, and improvements in skills or employability. Feedback mechanisms, such as surveys and focus groups, allow for the continuous gathering of insights from stakeholders, ensuring that adjustments can be made as needed.

Capacity building is another important aspect of sustaining partnerships. Both organisations should invest in joint training sessions or professional development programs to strengthen the skills of their teams. This fosters mutual growth and keeps the collaboration dynamic and forward-looking.

Conflict resolution processes should be established to address any issues that arise during the partnership. These include open dialogue, mediation, or arbitration to ensure disputes are resolved quickly and amicably. Regular reviews of the partnership agreement can help refine processes, incorporate lessons learned, and adapt to changing needs (Nudurupati et al., 2020).

Finally, recognising and celebrating successes strengthens the relationship between partners. Acknowledging achievements, whether through awards, public announcements, or collaborative events, reinforces the value of the partnership and motivates continued commitment (Nudurupati et al., 2020).

Key indicators and feedback processes for evaluating the health of the business partnerships

Key indicators

Three (3) key indicators for evaluating the health of the business partnerships.

1. Achievement of Key Performance Indicators (KPIs)

The ability to meet predefined KPIs, such as student participation rates, training completion percentages, or improvements in job readiness, is a critical indicator of partnership health. Tracking KPIs provides quantifiable data on how well the partnership aligns with its intended objectives (Rachansa & Meditya, 2024). For example, if a partnership aims to enhance student employability through work-based training, metrics such as the percentage of students successfully placed in jobs post-training can evaluate the collaboration's success.

2. Stakeholder Satisfaction

Regular feedback from stakeholders, including students, trainers, and organisational representatives, serves as a vital indicator of partnership effectiveness. High levels of satisfaction suggest that the collaboration is meeting the needs and expectations of all parties (Schmidt et al., 2023). Conversely, dissatisfaction may highlight areas requiring improvement, such as the quality of training or the efficiency of communication processes. Surveys, focus groups, and feedback forms can provide qualitative and quantitative insights into stakeholder experiences.

3. Financial and Operational Efficiency

Monitoring the partnership's financial health and operational efficiency ensures that resources are being used effectively (Uyar et al., 2021). Indicators such as cost savings, resource utilisation rates, and adherence to budgets reveal whether the partnership is delivering value to both organisations. For instance, a partnership that consistently operates within budget while achieving its goals demonstrates effective management and sustainability.

How can each key indicator evaluate the health of the business partnerships? (250-300 words)

Evaluation of Each Indicator

• Achievement of KPIs: Measures tangible outcomes, ensuring the partnership delivers on its promises and remains goal-oriented.
• Stakeholder Satisfaction: Reflects the overall value and relevance of the partnership to its participants, promoting continued engagement.
• Financial and Operational Efficiency: Assesses the long-term viability and productivity of the partnership, ensuring that resources are optimally used and the collaboration remains sustainable.

Feedback processes: (300-400 words)

• Process for giving feedback
• Process for receiving feedback
• Processes to provide continuous feedback to stakeholders

Process for Giving Feedback

Giving feedback involves structured and constructive communication to ensure clarity, transparency, and actionable insights. Feedback should be aligned with partnership goals and delivered in a manner that fosters improvement and collaboration. The process begins with the collection of data from relevant activities, such as training sessions, stakeholder meetings, or surveys. This data is then analysed to identify areas of success and those requiring improvement.

Feedback is provided during scheduled review meetings, which can occur monthly or quarterly. During these sessions, representatives from both organisations discuss progress against established key performance indicators (KPIs) and address any deviations. Reports summarising observations, achievements, and improvement suggestions are shared with stakeholders. The feedback delivery should be constructive, focusing on solutions rather than criticism, and ensuring a positive and proactive atmosphere for addressing issues.

Process for Receiving Feedback

Receiving feedback requires creating an open and supportive environment that encourages stakeholders to share their insights. A multi-channel approach is ideal, allowing stakeholders to provide feedback through surveys, focus groups, or informal discussions. These methods ensure that feedback is collected from a diverse range of participants, including students, trainers, and organisational representatives.

To streamline the process, a centralised feedback collection system, such as an online portal or shared document, can be implemented (Yin & Jamali, 2020). This system should categorise feedback by themes, such as training effectiveness, communication, or resource allocation. Regular review meetings are conducted to discuss and prioritise the feedback received. Acknowledging the input and outlining steps for addressing concerns demonstrates a commitment to continuous improvement and fosters trust among stakeholders.

Processes to Provide Continuous Feedback to Stakeholders

Continuous feedback ensures that all parties are kept informed and engaged throughout the partnership. This involves establishing regular communication channels, such as weekly updates via email, progress reports, or project management tools (Yin & Jamali, 2020). Automated systems can track and report real-time data, such as attendance rates or project milestones, keeping stakeholders updated on ongoing activities.

Bi-weekly or monthly check-ins are conducted to discuss real-time progress and address concerns promptly. Additionally, an annual review summarises the partnership’s overall performance, highlighting achievements and areas for future focus. Providing continuous feedback ensures that stakeholders remain informed and aligned, promoting collaboration and adaptability in achieving partnership goals.

Identify and implement strategies for staff and stakeholder commitment and contribution

Two (2) strategies for staff and stakeholder commitment and contribution. (150-200 words)

Recognition and Incentive Programs

Implementing recognition and incentive programs motivates staff and stakeholders by acknowledging their contributions. These programs include awards for outstanding performance, public appreciation during meetings, or financial incentives linked to achieving partnership goals. Recognising contributions fosters a sense of ownership and commitment among team members and stakeholders.

Engagement Through Regular Communication and Feedback

Establishing structured communication channels ensures staff and stakeholders are informed and involved. Regular meetings, progress updates, and feedback sessions provide opportunities for collaboration, improving engagement and fostering a sense of inclusion in decision-making processes.

Procedures to implement each strategy for staff and stakeholder commitment and contribution. (200-300 words)

Recognition and Incentive Programs

The first step is to define clear criteria for recognition, such as measurable outcomes aligned with partnership objectives. Develop a structured system to identify and reward contributions regularly, such as monthly or quarterly awards. Budget allocation for monetary incentives or appreciation events is essential. Communicate the program details to all participants, ensuring transparency and encouraging active participation.

Engagement Through Communication and Feedback

Establish a schedule for regular team meetings, both virtual and in-person. Create platforms for real-time updates, such as project management tools or communication software. Develop feedback mechanisms, such as surveys or suggestion boxes, to encourage staff and stakeholders to voice their opinions. Assign a dedicated liaison to ensure timely responses and follow-ups on feedback.

How did you implement strategies for staff and stakeholder commitment and contribution? (250-300 words)

The recognition and incentive program was launched with an announcement detailing its purpose, criteria, and benefits. A dedicated committee was formed to oversee the program, ensuring fairness and consistency in recognition. Awards were distributed during monthly team meetings, celebrating individual and team achievements.

For engagement, structured communication channels were established, including weekly progress updates via email and bi-weekly team meetings to discuss developments. A digital feedback system was introduced, allowing stakeholders to submit suggestions anonymously. Follow-ups were conducted to address feedback, fostering a transparent and inclusive environment.

What were the outcomes of each implemented strategy? (250-300 words)

The recognition and incentive program resulted in increased motivation and productivity among staff. Team members reported feeling valued, leading to higher engagement and willingness to contribute. Stakeholders appreciated the acknowledgment of their efforts, which strengthened their commitment to the partnership.

The structured communication and feedback system improved collaboration and decision-making. Regular updates kept everyone informed, reducing misunderstandings and delays. Stakeholders expressed greater trust in the organisation due to the responsiveness to their feedback. Overall, both strategies enhanced alignment with partnership goals, promoting long-term sustainability and mutual success.

Performance Criteria/Performance Checklist: Activity 1

This task must address the following performance criteria/ performance checklist.
To be assessed as satisfactory (S) in this assessment task, the participant needs to demonstrate competency in the following critical aspects of evidence	S	N/S	Trainer/Assessor to complete (Comment and feedback to students)
a)Consulted the Supervisor and identified the existing partnerships that provide work-based training to the students. Included the following information: Two (2) existing partnerships Name of the existing partnerships Contact details (including contact number and e-mail address of the existing partnerships)
b)Assessed the role of each existing partnership with the strategic objectives of the training organisation.
c)Identified new partnerships and assessed any existing partnerships. Analysed the organisation's strategic objective. Included the following details: Name of the four (4) new partnerships Contact details (including contact number and e-mail address of the existing partnerships).
d)Selected partners according to strategic objectives. Contacted the partnerships and discussed your objectives. Assessed the strategic objectives of the training organisation given in the strategic plan (Appendix C) Selected two (2) partners according to strategic objectives
e)Established partnership requirements and communication strategy in collaboration with the partners. Established a communication strategy in collaboration with the partners. Established partnership requirements in collaboration with partners. Included the following information: Legal framework (Legislative and regulatory requirements) to be followed during the collaborative partnership. Employment laws that should be complied with during the partnership. Organisational requirements (including policies and procedures) that should be followed. Established the following processes for partnership: Developing partnerships Sustaining partnerships
f)Established key indicators and feedback processes for evaluating the health of the business partnerships. Established the key indicators for evaluating the health of the business partnerships. Documented the key indicators using. Include the following information: Three (3) key indicators for evaluating the health of the business partnerships. How can each key indicator evaluate the health of the business partnerships? Developed the feedback processes for evaluating the health of the business partnerships.
g)Identified and developed strategies for staff and stakeholder commitment and contribution, and developed procedures for their implementation. Identified and developed two (2) strategies for staff and stakeholder commitment and contribution. Developed and documented procedures to implement each strategy for staff and stakeholder commitment and contribution. Implemented strategies for staff and stakeholder commitment and contribution.

The student’s performance was:	Not satisfactory Satisfactory
Feedback to student:
Student signature
Observer signature

Activity 2: Establish a partnership through the activity

This activity requires you to establish partnerships through the activity.

To do so, you are required to follow the steps given in Checklist 2 and complete the templates associated with each step.

The Supervisor or trainer/assessor will:

• Supervise and observe the student performing this activity.
• Place a tick mark against each step given in the checklist after the student performs/implements the step.
• Sign off the checklist and ask the student for the submission of templates associated with each step.

Checklist 2: Establish a partnership through activity

Steps	Place a tick mark once completed
Step 1: Collaborate with the partners and document the following partnerships processes using Template 12. Processes for planning partnership activity. Processes for reporting systems to review the results of partnership activity Develop collaborative approaches to enhance individual, team and organisational outcomes. Complete Template 12 and document the following details: Processes for planning partnership activity. Processes for reporting systems to review results of partnership activity Develop collaborative approaches to enhance individual, team and organisational outcomes. How did you collaborate with the partners? What details were discussed? How did you seek the views and opinions of others?
Step 2: Plan and allocate resource requirements to accomplish partnership activity with partners and document using Template 12. Determine costs and benefits associated with strategic resource decisions and document using Template 12.
Step 3: Establish processes to resolve conflict in a fair, equitable and collaborative manner between partners and document the following using Template 12: Define the five (5) conflict resolution strategies. Discuss the steps of the conflict resolution processes to ensure conflicts are resolved in a fair, equitable and collaborative manner between partners. Discuss the legislation to be followed during the conflict resolution process and its role in conflict resolution.
Step 4: Implement reporting systems for reporting results against planned partnership activity outcomes. Document the following details using Template 12: How did you implement reporting systems for reporting results against planned partnership activity outcomes? How did you report results against planned partnership activity? What results were reported? What documents were submitted to the Supervisor?
Sign-off: Date:

Template 12: Establish partnership through activity

Establish partnership through activity

Partnership processes

Processes for planning partnership activity. (250-300 words)

Planning partnership activities requires a structured and collaborative approach to ensure alignment with the organisation’s goals and the partner’s capabilities. The process begins with defining clear objectives for the partnership (Saunders et al., 2021). These objectives should align with the strategic goals of the training organisation, such as enhancing student employability, increasing access to industry-relevant training, or fostering sustainability practices.

The next step is to conduct a joint planning session with the partner to outline specific activities, roles, and responsibilities. During this session, both parties discuss and agree on key deliverables, timelines, and expected outcomes (Saunders et al., 2021). Milestones are established to track progress, and contingency plans are developed to address potential challenges. These discussions are documented to provide a reference for accountability and clarity.

Resource allocation is another critical component of planning. This involves identifying the resources required, such as personnel, facilities, training materials, and digital tools, and ensuring they are available and aligned with the activity timeline (Tarigan et al., 2021). Cost considerations are factored in to determine the budget and ensure the activity remains financially viable.

Communication is essential throughout the planning process. Regular updates via meetings or emails keep all stakeholders informed and aligned (Tarigan et al., 2021). A shared project management platform can be used to track tasks, deadlines, and updates in real time, ensuring transparency and collaboration.

Finally, the plan is formalised in a documented agreement or memorandum of understanding (MOU). This document outlines the agreed objectives, responsibilities, timelines, and evaluation criteria. This structured approach to planning partnership activities ensures clarity, mutual understanding, and a strong foundation for successful collaboration.

Processes for reporting systems to review results of partnership activity (250-300 words)

A well-structured reporting system is crucial to monitor, evaluate, and optimise the outcomes of a partnership activity (Wachter et al., 2021). The process begins with defining clear metrics and key performance indicators (KPIs) aligned with the partnership's objectives. These may include metrics like student participation rates, skill acquisition levels, cost efficiency, or overall satisfaction from stakeholders (Wachter et al., 2021).

Next, a standardised reporting framework is established to ensure consistency and clarity. This framework outlines the format, frequency, and content of reports (Yang & Lin, 2020). For example, monthly progress reports can summarise ongoing activities, challenges faced, and interim results, while quarterly reviews provide a more comprehensive analysis of overall performance.

The data collection process is central to the reporting system. Accurate and timely data is gathered from relevant stakeholders, including students, trainers, and administrative teams (Zamboni et al., 2020). Tools like surveys, feedback forms, and digital tracking systems can be used to collect qualitative and quantitative data. This information is then analysed to assess the partnership's progress toward its objectives.

Regular reporting meetings are held with partners to discuss findings, address concerns, and brainstorm solutions. These meetings foster transparency and collaboration, allowing both parties to make data-driven decisions and adjustments to improve outcomes.

To ensure accessibility and security, reports are stored and shared through secure cloud platforms or project management tools. This ensures that all stakeholders can access real-time updates while maintaining the confidentiality of sensitive data.

Finally, a feedback loop is incorporated into the reporting process. Stakeholders are encouraged to provide input on the reporting system itself, enabling continuous improvement. This structured approach to reporting ensures accountability, promotes alignment, and drives the partnership toward achieving its goals effectively.

Develop collaborative approaches to enhance individual, team and organisational outcomes. (300-400 words)

Effective collaboration is essential for achieving enhanced outcomes at the individual, team, and organisational levels. By fostering a culture of communication, shared goals, and mutual respect, collaborative approaches can drive growth, innovation, and operational efficiency.

1. Building a Culture of Open Communication

Open and transparent communication is the foundation of collaboration. Establishing regular team meetings, open-door policies, and feedback mechanisms ensures that every individual feels heard and valued. For example, employees can use structured channels like suggestion boxes or digital platforms to share their ideas and concerns (S & Aithal, 2023). Transparent communication builds trust and promotes alignment across all levels of the organisation, enabling individuals and teams to work cohesively toward shared objectives (S & Aithal, 2023).

2. Cross-Functional Collaboration

Encouraging cross-functional collaboration helps integrate diverse perspectives, skills, and expertise to address organisational challenges effectively (Pesapane et al., 2023). Teams from different departments, such as training, administration, and operations, can collaborate on joint projects or initiatives. This approach not only fosters innovation but also enhances individual learning and adaptability by exposing staff to new skills and methods (Pesapane et al., 2023).

3. Goal Alignment and Shared Accountability

Collaborative goal-setting ensures that every team member understands their role in achieving broader organisational objectives (Olaniyan et al., 2022). Shared accountability mechanisms, such as performance tracking systems or peer evaluations, encourage individuals and teams to work together to meet targets. For instance, creating team-based incentives tied to collective performance reinforces the importance of collaboration in achieving organisational success (Olaniyan et al., 2022).

4. Peer Mentorship and Knowledge Sharing

Mentorship programs within the partnership promote professional growth by pairing experienced team members with newer or less experienced individuals. Regular knowledge-sharing sessions or workshops enable team members to learn from each other's expertise. These initiatives boost individual confidence, enhance team cohesion, and contribute to an organisational culture of continuous learning.

5. Leveraging Technology for Collaboration

Digital tools like project management platforms (e.g., Trello or Asana), instant messaging apps (e.g., Slack), and cloud-based document sharing (e.g., Google Workspace) streamline collaboration. These tools enhance productivity by enabling teams to communicate, manage tasks, and share resources in real-time, regardless of location.

How did you collaborate with the partners? What details were discussed? (300-400 words)

Collaboration with the partners, TechSkills Academy and GreenFuture Training Hub, was achieved through a structured and inclusive approach that encouraged active participation and mutual understanding. The process began with initial communication to outline the objectives of the partnership and establish the foundation for collaboration (Munduate et al., 2022). Formal introductory meetings were held with each partner to discuss expectations, goals, and the potential benefits of the partnership for all stakeholders involved.

Details Discussed During Collaboration

During the initial meetings, the following key details were discussed:

Objectives and Alignment

The discussions began with aligning the partnership’s objectives with the strategic goals of the training organisation. TechSkills Academy focused on enhancing student employability in technology sectors, while GreenFuture Training Hub concentrated on sustainability practices. Both partners shared their expertise and outlined how their contributions would benefit the students and the organisation.

Roles and Responsibilities

Clearly defining the roles and responsibilities of each partner was a critical part of the discussion. The training organisation is committed to providing administrative support and student coordination, while the partners take responsibility for delivering specialised training modules.

Planning and Resource Allocation

Collaborative planning sessions were held to outline the timeline, milestones, and resource requirements for the training programs. Discussions included the allocation of trainers, digital tools, and facilities needed for the successful implementation of the activities.

Evaluation Metrics and Reporting Systems

Partners collaborated to identify key performance indicators (KPIs) such as student attendance, skill acquisition, and satisfaction rates. The process for reporting and reviewing these metrics was also finalised, ensuring transparency and accountability.

Feedback Mechanisms

Establishing feedback channels was a critical part of the collaboration. Both partners agreed on periodic meetings and surveys to gather insights from students, trainers, and stakeholders to continually refine the partnership’s activities.

Legal and Compliance Considerations

Regulatory requirements, such as adherence to employment laws and data protection standards, were also discussed to ensure that the partnership operates within legal boundaries.

Resource requirements to accomplish partnership activity with partners (200-300 words)

Successfully implementing partnership activities with TechSkills Academy and GreenFuture Training Hub requires careful allocation of resources to ensure seamless execution and alignment with strategic objectives (Lastrucci et al., 2024). These resources can be broadly categorised into human resources, infrastructure, financial resources, and technological tools.

1. Human Resources

The partnership activities will rely on skilled personnel, including trainers, coordinators, and administrative staff. Trainers from the partners will deliver the specialised modules, while the organisation’s coordinators will manage scheduling, student engagement, and overall program logistics (Markham et al., 2020). Administrative staff will handle documentation, reporting, and compliance-related tasks.

2. Infrastructure

Physical and virtual infrastructure is essential for the partnership's success. Training rooms, equipped with projectors and seating arrangements, will be allocated for in-person sessions. For virtual sessions, video conferencing platforms such as Zoom or Microsoft Teams will be used. Sustainable training activities with GreenFuture will also require access to outdoor spaces or specialised facilities for hands-on workshops.

3. Financial Resources

Financial investments are required to support the partnership activities, including trainer fees, material costs, and administrative expenses (Munduate et al., 2022). Budget planning ensures funds are allocated for purchasing or developing training materials, maintaining digital tools, and reimbursing travel or accommodation for trainers if needed.

4. Technological Tools

Advanced digital tools are critical to managing and delivering the partnership programs effectively. Cloud-based platforms, such as Google Workspace or Microsoft SharePoint, will be used for document sharing, progress tracking, and communication. Learning management systems (LMS) may also be leveraged to provide students with online access to training materials and assessments (Lastrucci et al., 2024).

Processes to resolve conflict in a fair, equitable and collaborative manner between partners (400-500 words)

Define the five (5) conflict resolution strategies.

• Open Communication: Encouraging transparency and active listening between partners ensures that all parties feel heard. This strategy helps identify the root causes of the conflict and creates an environment for constructive dialogue.
• Collaborative Problem-Solving: Partners work together to identify mutually beneficial solutions. This approach focuses on shared goals rather than individual interests, fostering a win-win outcome.
• Mediation: Involving a neutral third party to facilitate discussions ensures that the resolution process remains impartial. The mediator guides the conversation, helping partners find common ground.
• Escalation to Leadership: If conflicts remain unresolved, escalating the issue to senior leadership provides additional oversight and decision-making authority to settle disputes fairly.
• Conflict Reviews: Post-resolution reviews ensure that the agreed-upon solutions are implemented effectively and help prevent similar conflicts in the future by identifying systemic issues.

Discuss the steps of the conflict resolution processes to ensure conflicts are resolved in a fair, equitable and collaborative manner between partners.

• Identify the Conflict: Clearly define the issue by gathering perspectives from all involved parties. This step includes understanding the underlying causes and assessing the impact on the partnership.
• Initiate Open Dialogue: Facilitate a discussion where all stakeholders can express their viewpoints respectfully and constructively. Establish ground rules to maintain professionalism (Gutterman, 2023).
• Collaborate on Solutions: Encourage partners to brainstorm solutions collaboratively. Focus on shared objectives and use compromise as a tool to achieve consensus (George et al., 2023).
• Formalise the Agreement: Document the resolution, including the roles and responsibilities of each party, timelines, and expected outcomes. This ensures accountability and provides a reference for future reviews.
• Monitor Implementation: Regularly review the implementation of the resolution to ensure compliance and address any arising issues promptly. Continuous monitoring helps solidify the solution and rebuild trust.

Discuss the legislation to be followed during the conflict resolution process and its role in conflict resolution.

• Fair Work Act 2009: This legislation ensures that workplace conflicts are addressed in a manner that upholds fairness and equity. It provides guidelines for dispute resolution and protects the rights of individuals involved in the conflict.
• Equal Opportunity Act 2010: This law ensures that no party is subjected to discrimination during the conflict resolution process. It promotes inclusivity and ensures that all decisions are based on merit rather than bias.
• Privacy Act 1988: This act ensures that sensitive information disclosed during the resolution process is handled confidentially and only shared with authorised parties.
• Work Health and Safety Act 2011: This legislation mandates a safe and healthy environment for all discussions, ensuring that emotional or physical safety is not compromised during the conflict resolution process.
• Contract Law: If the partnership is governed by a formal agreement, adhering to the terms outlined in the contract ensures that all parties act within the legal framework established for the collaboration.

Implement reporting systems for reporting results against planned partnership activity outcomes (400-500 words)

How did you implement reporting systems for reporting results against planned partnership activity outcomes?

The reporting systems for partnership activities were implemented through a structured, multi-step approach to ensure accuracy, transparency, and accessibility. Initially, a detailed reporting framework was developed in collaboration with partners, outlining the types of data to be collected, the frequency of reporting, and the tools to be used. Key performance indicators (KPIs) such as student participation rates, skill acquisition levels, and stakeholder feedback were identified to evaluate the success of the partnership (Ejiga et al., 2024).

A cloud-based project management system, such as Google Workspace, was used to centralise reporting. This platform enabled all stakeholders to upload data, track progress, and access real-time updates. Regular training sessions were conducted for team members to familiarise them with the reporting tools and processes, ensuring efficient and consistent data input (Fernandes & O’Sullivan, 2020).

To maintain consistency, templates for progress reports were standardised, detailing key metrics, challenges encountered, and any corrective actions taken (González-Pérez & Ramírez-Montoya, 2022). Reporting intervals were set, with bi-weekly updates for short-term progress and quarterly comprehensive reviews to assess overall alignment with partnership objectives. Automated reminders and task assignments were integrated into the system to ensure timely data entry and review.

How did you report results against planned partnership activity?

Results were reported through a combination of formal documentation and periodic meetings. Progress reports were generated bi-weekly to provide insights into ongoing activities, including student attendance, training module completion rates, and initial feedback. These were accompanied by quarterly performance summaries, offering a broader view of partnership achievements, areas for improvement, and alignment with strategic goals.

What results were reported?

Reports were presented during scheduled review meetings, attended by key stakeholders from both organisations. These meetings included discussions on the data collected, interpretation of results, and recommendations for future activities. Real-time updates and visual data representations, such as graphs and charts, were shared to ensure clarity and facilitate informed decision-making.

What documents were submitted to the Supervisor?

• Bi-Weekly Progress Reports: Detailed updates on short-term milestones, including attendance records, ongoing challenges, and immediate actions taken.
• Quarterly Performance Reviews: Comprehensive summaries of KPI achievements, stakeholder feedback analysis, and alignment with strategic objectives.
• Feedback Summaries: Consolidated feedback from students, trainers, and partners to highlight successes and identify areas for improvement.
• Cost-Benefit Analysis: A financial evaluation of resource utilisation and the partnership's return on investment.
• Action Plans: Recommendations for addressing identified gaps or challenges, accompanied by proposed timelines and resource requirements.

Performance Criteria/Performance Checklist: Activity 2

This task must address the following performance criteria/ performance checklist.
To be assessed as satisfactory (S) in this assessment task, the participant needs to demonstrate competency in the following critical aspects of evidence	S	N/S	Trainer/Assessor to complete(Comment and feedback to students)
a)Collaborated with the partners and documented the following partnership processes. Processes for planning partnership activity. Processes for reporting systems to review results of partnership activity. Develop collaborative approaches to enhance individual, team and organisational outcomes.
b)Documented the following details: Processes for planning partnership activity. Processes for reporting systems to review results of partnership activity. Develop collaborative approaches to enhance individual, team and organisational outcomes. How did you collaborate with the partners? What details were discussed? How did you seek the views and opinions of others?
c)Planned and allocated resource requirements to accomplish partnership activity with partners.
d)Established processes to resolve conflict in a fair, equitable and collaborative manner between partners. Defined the five (5) conflict resolution strategies. Discussed the steps of the conflict resolution processes to ensure conflicts are resolved in a fair, equitable and collaborative manner between partners. Discussed the legislation to be followed during the conflict resolution process and their role in conflict resolution.
e)Implemented reporting systems for reporting results against planned partnership activity outcomes. Documented the following details How did you implement reporting systems for reporting results against planned partnership activity outcomes? How did you report results against planned partnership activity? What results were reported? What documents were submitted to the Supervisor?

The student’s performance was:	Not satisfactory Satisfactory
Feedback to student:
Student signature
Observer signature

Activity 3: Cultivate partnership performance

This activity is a continuation of Activity 1 and Activity 2. This activity will take place after the partnerships have been established and planned activities are implemented.

• This activity requires you to cultivate partnership performance for the two (2) partnerships established in Activity 1 and Activity 2.
• To do so, you are required to follow the steps given in Checklist 3 and complete the templates associated with each step.

The Supervisor or trainer/assessor will:

• Supervise and observe the student performing this activity.
• Place a tick mark against each step given in the checklist after the student performs/implements the step.
• Sign off the checklist and ask the student for the submission of templates associated with each step.

Checklist 3: Cultivate partnership performance

Steps	Place a tick mark once completed
Step 1: Analyse reporting system results of partner activity against intended outcomes. Analyse the results of partnership activity against intended outcomes. Submit the documents analysed to the Supervisor. Collaborate with partners and identify areas of improvement to partnership operations. Document the following details for each partnership established using Template 13. What were the intended outcomes? How did you analyse the results activity against the intended outcomes? What documents were analysed to evaluate the results of partnership activity? How did you collaborate with the partners? What details were discussed with the partners? What areas of improvement were identified to partnership operations?
Step 2: Implement identified improvements to partnership operations and document using Template 13. What improvements were implemented to partner operations? How were the improvements implemented? Discuss the procedure for the implementation of improvements.
Sign-off: Date:

Template 13: Cultivate partnership performance

Cultivate partnership performanceAnalyse reporting system results of partner activity against intended outcomes (Partnership 1 – 400-500 words).What were the intended outcomes?

The partnership with TechSkills Academy was established with the primary goal of enhancing student employability in the technology sector. The intended outcomes included a 15% increase in students’ technical skill proficiency, as measured through assessments, and a 10% improvement in job readiness metrics such as resume quality, interview skills, and technical project submissions. Additionally, the partnership aimed to provide real-world exposure through industry-aligned projects and practical training modules (Jalilianhasanpour et al., 2021).

How did you analyse the results activity against the intended outcomes?

The analysis involved a detailed review of progress reports generated during the training sessions. These reports included attendance records, skill assessment scores, and feedback forms from students and trainers. Quantitative data, such as pre-and post-training assessment scores, were compared to measure skill improvement. Qualitative feedback from students provided insights into the perceived effectiveness of the training and areas requiring enhancement (He et al., 2020).

Performance metrics were analysed against the intended outcomes, using key performance indicators (KPIs) such as the percentage of students achieving proficiency benchmarks and the number of job-ready portfolios submitted (He et al., 2020). These results were cross-referenced with industry standards to gauge relevance and impact.

What documents were analysed to evaluate the results of partnership activity?

• Student Assessment Reports: Pre- and post-training evaluation results to measure skill acquisition.
• Attendance Records: To track student participation rates and engagement levels.
• Feedback Forms: Student and trainer feedback on course relevance, delivery, and effectiveness.
• Performance Dashboards: Metrics comparing the initial benchmarks with the outcomes achieved.
• Training Material Review: To assess alignment with industry standards.

How did you collaborate with the partners?

Collaboration with TechSkills Academy involved multiple review meetings where results and insights were shared. These sessions included representatives from both organisations, including trainers, program coordinators, and operational leads. The discussions were held via video conferencing and in-person meetings to ensure active participation and real-time feedback.

What details were discussed with the partners?

The discussions focused on the outcomes achieved and areas that required attention. Key topics included:

• Skill Improvement: An analysis of assessment scores highlighted areas where students showed progress and where gaps remained (Fynn et al., 2022).
• Program Relevance: Feedback from students suggested the need for updates to reflect emerging technologies and trends.
• Practical Exposure: The partners discussed increasing opportunities for hands-on experience, such as internships or live project work, to enhance real-world readiness.

What areas of improvement were identified in partnership operations?

• Updated Training Modules: The need to incorporate more recent and advanced technologies into the curriculum to meet current industry demands.
• Increased Practical Training: Introducing live projects or case studies to improve students' hands-on skills.
• Enhanced Feedback Mechanisms: Establishing a more robust system to gather ongoing feedback from students to refine training delivery continuously (Jalilianhasanpour et al., 2021).

Analyse reporting system results of partner activity against intended outcomes (Partnership 2 – 400-500 words)

What were the intended outcomes?

The partnership with GreenFuture Training Hub aimed to enhance student awareness and practical knowledge of sustainability practices (Lindblom & Martins, 2022). The intended outcomes included a 20% increase in students’ understanding of sustainable business practices, as assessed through knowledge tests and projects, and a measurable impact on the organisation’s environmental practices, such as a 10% reduction in waste generated during training sessions. Additionally, the partnership sought to equip students with skills applicable to green industries, improving their readiness for roles in sustainability-focused careers.

How did you analyse the results activity against intended outcomes?

The analysis process involved a review of pre- and post-training knowledge assessments to measure improvements in sustainability awareness. Practical projects completed by students, such as waste management initiatives and renewable energy solutions, were evaluated for their alignment with the partnership’s objectives (Mastos et al., 2021). Surveys conducted among students provided qualitative insights into their learning experience and suggestions for improvement.

Environmental metrics, including waste reduction and resource utilisation, were analysed to assess the partnership’s operational impact (Mastos et al., 2021). This was compared to baseline data collected before the training activities commenced. Data was further segmented by session to identify trends and specific areas requiring attention.

What documents were analysed to evaluate the results of partnership activity?

• Pre- and Post-Training Knowledge Assessments: To evaluate student learning outcomes.
• Project Submissions: Reports and presentations of student-led sustainability projects.
• Environmental Impact Reports: Metrics such as waste generation and energy consumption during the training period.
• Feedback Surveys: Input from students on the relevance and delivery of the sustainability training.
• Trainer Reports: Evaluations from GreenFuture trainers on student engagement and project outcomes.

How did you collaborate with the partners?

Collaboration involved joint review meetings where GreenFuture representatives and the training organisation discussed outcomes and areas for improvement. These meetings were conducted via video conferencing and included a detailed presentation of data and qualitative feedback. Open discussions encouraged partners to share their observations and suggest actionable improvements.

What details were discussed with the partners?

• Training Effectiveness: Review of assessment scores and feedback highlighted areas where students excelled and topics requiring additional focus.
• Environmental Impact: Analysis of waste reduction efforts revealed moderate progress, with opportunities for further improvement.
• Engagement Strategies: Discussions centred on enhancing student involvement through interactive sessions and real-world case studies.
• Practical Learning: The need for more hands-on projects was emphasised to align with the partnership’s practical learning objectives.

What areas of improvement were identified in partnership operations?

• Enhanced Curriculum Design: Incorporating more real-world sustainability challenges and case studies to engage students effectively.
• Improved Waste Management Initiatives: Introducing structured recycling programs and monitoring systems to achieve greater environmental impact.
• Interactive Learning Methods: Expanding the use of workshops and group projects to foster active student participation and practical application.
• Feedback Mechanisms: Strengthening the process for collecting and addressing student feedback to improve training sessions continuously.

Implement identified improvements to partnership operations (Partnership 1: 400-500 words)

What improvements were implemented to partner operations?

• Updated Training Modules: The curriculum was revised to include emerging technologies such as artificial intelligence, cloud computing, and cybersecurity, aligning with current industry demands.
• Introduction of Real-World Projects: Practical, hands-on projects were incorporated into the program to provide students with real-world experience, such as case studies and live client-based assignments.
• Enhanced Feedback Mechanisms: A structured feedback system was introduced to gather real-time input from students and trainers, ensuring that the program could be continually refined and tailored.
• Mentorship Opportunities: Students were paired with industry professionals for guidance, enabling them to better understand career pathways and receive personalised advice.

How were the improvements implemented? Discuss the procedure in the implementation of improvements?

1. Planning and Coordination:

The first step involved collaborative planning sessions between TechSkills Academy and the training organisation. During these sessions, stakeholders finalised the details of the updated curriculum, selected real-world projects, and established guidelines for feedback collection. A timeline for implementation was created to ensure all changes were rolled out systematically.

2. Updating Curriculum:

The revised curriculum was designed in consultation with subject matter experts. New training materials, including interactive modules, video tutorials, and practical exercises, were developed and tested for relevance and effectiveness. Trainers were provided with updated resources and underwent briefing sessions to familiarise themselves with the changes (Ngoc & Tomáš Peráček, 2023).

3. Incorporating Real-World Projects:

Live projects were sourced from industry partners, and case studies reflecting current challenges in the tech sector were introduced. Students were assigned project teams and given specific deliverables to simulate real-world work environments. These projects were integrated into the course schedule to ensure balance with theoretical learning.

4. Feedback Mechanisms:

An online feedback platform was developed, allowing students and trainers to submit comments and suggestions at the end of each module. Surveys were designed to measure satisfaction, clarity of materials, and perceived relevance of topics. Trainers reviewed this feedback weekly to make immediate adjustments where necessary (Molloy et al., 2019).

5. Implementing Mentorship Programs:

TechSkills Academy connected with its professional network to recruit mentors willing to guide students. Mentorship sessions were scheduled as part of the training program, focusing on career advice, skills development, and personal growth.

6. Monitoring and Evaluation:

Throughout the implementation process, regular check-ins and progress meetings were conducted to track the effectiveness of the improvements. KPIs such as assessment scores, project outcomes, and feedback trends were analysed to measure the impact of the changes.

Implement identified improvements to partnership operations (Partnership 2: 400-500 words)

What improvements were implemented to partner operations?

The partnership with GreenFuture Training Hub focused on embedding practical, sustainability-focused activities and enhancing student engagement.

• Enhanced Curriculum with Hands-On Workshops: The training curriculum was updated to include practical workshops on renewable energy systems, waste management techniques, and sustainable agricultural practices.
• Integration of Real-Time Sustainability Projects: Students were assigned to work on real-time sustainability challenges, such as designing recycling programs and assessing renewable energy installations.
• Improved Engagement Techniques: Interactive learning methods, including group activities and role-playing simulations, were introduced to make training sessions more engaging.
• Strengthened Feedback Mechanisms: A system was implemented to collect ongoing feedback from students and trainers to refine the program continuously.

How were the improvements implemented? Discuss the procedure in the implementation of improvements?

1. Planning and Collaboration

GreenFuture representatives and the training organisation collaborated to redesign the curriculum. Detailed discussions were held to identify key sustainability topics that required practical focus. Milestones were established to ensure the timely delivery of the changes (Mahmudnia et al., 2022).

2. Designing Practical Workshops

Workshops were developed by subject matter experts, focusing on actionable sustainability practices. Materials, tools, and case studies were prepared to support these workshops (Karam et al., 2021). For example, students were provided with access to renewable energy models and waste segregation systems for hands-on learning. Trainers were briefed and trained to deliver these practical sessions effectively.

3. Implementing Real-Time Projects

Partnerships with local businesses and community organisations were leveraged to provide real-world projects. Students worked on initiatives like implementing waste reduction strategies in a local business and assessing the feasibility of solar panel installations for a community centre. These projects were monitored closely to ensure alignment with learning objectives.

4. Interactive Learning Methods

Training sessions were redesigned to include group discussions, problem-solving activities, and role-playing simulations (Raghunath et al., 2023). For example, students role-played as sustainability consultants, working together to propose green solutions for hypothetical scenarios. This approach encouraged collaboration, creativity, and critical thinking.

5. Feedback Collection and Analysis

A robust feedback system was introduced through an online platform, allowing students and trainers to share their insights after every session. Surveys were customised to measure the relevance and effectiveness of the new workshops and projects. Regular review meetings were held to analyse the feedback and make necessary adjustments.

6. Monitoring Progress

Key performance indicators (KPIs) such as student participation rates, project outcomes, and feedback ratings were tracked (George et al., 2023). Weekly meetings were conducted to ensure that the changes were being implemented as planned and yielding the desired outcomes.

Performance Criteria/Performance Checklist: Activity 3

This task must address the following performance criteria/ performance checklist.
To be assessed as satisfactory (S) in this assessment task, the participant needs to demonstrate competency in the following critical aspects of evidence	S	N/S	Trainer/Assessor to complete(Comment and feedback to students)
a)Analysed reporting system results of partner activity against intended outcomes. Analysed the results of partnership activity against intended outcomes. Submitted the documents analysed to the Supervisor. Collaborated with partners and identified areas of improvement to partnership operations.
b)Documented the following details: What were the intended outcomes? How did you analyse the results activity against intended outcomes? What documents were analysed to evaluate the results of partnership activity? How did you collaborate with the partners? What details were discussed with the partners? What areas of improvement were identified in partnership operations?
c)Implemented identified improvements to partnership operations. Discussed the following: What improvements were implemented to partner operations? How were the improvements implemented? Discuss the procedure for the implementation of improvements.

The student’s performance was:	Not satisfactory Satisfactory
Feedback to student:
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