Assessor Resource

PSPHRM004
Implement workforce planning and succession strategies

Assessment tool

Version 1.0
Issue Date: March 2024


This unit describes the skills required to provide workforce planning and succession strategies to underpin the organisation’s strategic and business decisions.

This unit applies to those working within a human resources administration role.

The skills and knowledge described in this unit must be applied within the legislative, regulatory and policy environment in which they are carried out. Organisational policies and procedures must be consulted and adhered to.

Those undertaking this unit would work independently, performing complex tasks in a range of familiar contexts.

No licensing, legislative or certification requirements apply to unit at the time of publication.

You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)



Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Conduct workforce analysis

1.1 Conduct indepth analysis of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management.

1.2 Analyse workforce data and benchmark when required against comparable data, identify trends and suggest interventions to address developments that do not support the organisation’s strategic or business directions.

1.3 Undertake labour market and industry analysis to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management.

1.4 Use scenario planning or other forecasting tools to predict and assess likely futures for the organisation with their associated implications and risks.

1.5 Present the results of workforce analysis in objective and unbiased terms and in a form and language to suit the intended audience.

1.6 Ensure that the results of workforce analysis concerning future workforce requirements are included in decision-making processes.

2. Contribute to workforce planning

2.1 Provide information and advice to managers on all aspects of workforce planning.

2.2 Develop and/or provide workforce planning tools to managers, and give assistance in their use.

2.3 Develop and suggest solutions for current and future workforce planning and management issues.

2.4 Provide consultancy services to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs.

2.5 Assist managers to question current work practices and structures and prepare workforce plans.

3. Assist with succession management

3.1 Communicate the critical role of succession planning in managing the organisation’s intellectual capital to managers and staff.

3.2 Develop a succession management strategy and identify candidate pools for imminent and longer term future vacancies.

3.3 Develop and agree on succession processes and the succession management strategy.

3.4 Use the results of workforce analysis and planning to assist managers to undertake succession planning.

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

analysing information and trends

consulting, negotiating and advising on workforce planning and succession management

leading and influencing in relation to workforce analysis and planning

applying problem solving

explaining ideas to different audiences

interpreting and explaining data and assisting others to apply the outcomes in the workplace

preparing written advice and reports requiring reasoning and precision of expression

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

data analysis

forecasting and planning

scenario planning

strategic thinking and analysis

organisational business planning cycle and processes

organisational goals, policies and procedures related to workforce planning and analysis

standard and content requirements of workforce analysis and planning reports

jurisdictional legislation applying to human resources, including freedom of information, privacy, confidentiality, occupational health and safety, and environment and sustainability practices

This unit contains no specific industry-mandated assessment conditions. Guidance on suggested and recommended conditions and methods can be found in the Implementation Guide.

Assessors must satisfy the NVR/AQTF mandatory competency requirements for assessors.


Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assingnment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)


Assessment Tasks

Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Conduct workforce analysis

1.1 Conduct indepth analysis of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management.

1.2 Analyse workforce data and benchmark when required against comparable data, identify trends and suggest interventions to address developments that do not support the organisation’s strategic or business directions.

1.3 Undertake labour market and industry analysis to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management.

1.4 Use scenario planning or other forecasting tools to predict and assess likely futures for the organisation with their associated implications and risks.

1.5 Present the results of workforce analysis in objective and unbiased terms and in a form and language to suit the intended audience.

1.6 Ensure that the results of workforce analysis concerning future workforce requirements are included in decision-making processes.

2. Contribute to workforce planning

2.1 Provide information and advice to managers on all aspects of workforce planning.

2.2 Develop and/or provide workforce planning tools to managers, and give assistance in their use.

2.3 Develop and suggest solutions for current and future workforce planning and management issues.

2.4 Provide consultancy services to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs.

2.5 Assist managers to question current work practices and structures and prepare workforce plans.

3. Assist with succession management

3.1 Communicate the critical role of succession planning in managing the organisation’s intellectual capital to managers and staff.

3.2 Develop a succession management strategy and identify candidate pools for imminent and longer term future vacancies.

3.3 Develop and agree on succession processes and the succession management strategy.

3.4 Use the results of workforce analysis and planning to assist managers to undertake succession planning.

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

analysing information and trends

consulting, negotiating and advising on workforce planning and succession management

leading and influencing in relation to workforce analysis and planning

applying problem solving

explaining ideas to different audiences

interpreting and explaining data and assisting others to apply the outcomes in the workplace

preparing written advice and reports requiring reasoning and precision of expression

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

data analysis

forecasting and planning

scenario planning

strategic thinking and analysis

organisational business planning cycle and processes

organisational goals, policies and procedures related to workforce planning and analysis

standard and content requirements of workforce analysis and planning reports

jurisdictional legislation applying to human resources, including freedom of information, privacy, confidentiality, occupational health and safety, and environment and sustainability practices

This unit contains no specific industry-mandated assessment conditions. Guidance on suggested and recommended conditions and methods can be found in the Implementation Guide.

Assessors must satisfy the NVR/AQTF mandatory competency requirements for assessors.

Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
Conduct indepth analysis of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management. 
Analyse workforce data and benchmark when required against comparable data, identify trends and suggest interventions to address developments that do not support the organisation’s strategic or business directions. 
Undertake labour market and industry analysis to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management. 
Use scenario planning or other forecasting tools to predict and assess likely futures for the organisation with their associated implications and risks. 
Present the results of workforce analysis in objective and unbiased terms and in a form and language to suit the intended audience. 
Ensure that the results of workforce analysis concerning future workforce requirements are included in decision-making processes. 
Provide information and advice to managers on all aspects of workforce planning. 
Develop and/or provide workforce planning tools to managers, and give assistance in their use. 
Develop and suggest solutions for current and future workforce planning and management issues. 
Provide consultancy services to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs. 
Assist managers to question current work practices and structures and prepare workforce plans. 
Communicate the critical role of succession planning in managing the organisation’s intellectual capital to managers and staff. 
Develop a succession management strategy and identify candidate pools for imminent and longer term future vacancies. 
Develop and agree on succession processes and the succession management strategy. 
Use the results of workforce analysis and planning to assist managers to undertake succession planning. 
Conduct indepth analysis of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management. 
Analyse workforce data and benchmark when required against comparable data, identify trends and suggest interventions to address developments that do not support the organisation’s strategic or business directions. 
Undertake labour market and industry analysis to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management. 
Use scenario planning or other forecasting tools to predict and assess likely futures for the organisation with their associated implications and risks. 
Present the results of workforce analysis in objective and unbiased terms and in a form and language to suit the intended audience. 
Ensure that the results of workforce analysis concerning future workforce requirements are included in decision-making processes. 
Provide information and advice to managers on all aspects of workforce planning. 
Develop and/or provide workforce planning tools to managers, and give assistance in their use. 
Develop and suggest solutions for current and future workforce planning and management issues. 
Provide consultancy services to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs. 
Assist managers to question current work practices and structures and prepare workforce plans. 
Communicate the critical role of succession planning in managing the organisation’s intellectual capital to managers and staff. 
Develop a succession management strategy and identify candidate pools for imminent and longer term future vacancies. 
Develop and agree on succession processes and the succession management strategy. 
Use the results of workforce analysis and planning to assist managers to undertake succession planning. 

Forms

Assessment Cover Sheet

PSPHRM004 - Implement workforce planning and succession strategies
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Assessment Record Sheet

PSPHRM004 - Implement workforce planning and succession strategies

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