PSPHRM011 - Provide leadership in strategic human resource management
Assessor Resource
PSPHRM011 Provide leadership in strategic human resource management
Assessment tool
Version 1.0 Issue Date: April 2024
This unit describes the skills required to provide leadership in strategic human resource management, adding value to the organisation through the integration of human resource management and planning with the organisation’s strategic and business goals. It includes promoting the value of human resources.
This unit applies to those working in roles involving human resource management.
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 autonomously, 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. Promote the value of human resource function
1.1 Promote the role of human resources management in adding value to the organisation’s strategic goals within and across business units.
1.2 Inform the organisation’s key stakeholders of current good practice in the area of human resource management and its potential impact.
1.3 Identify, analyse and communicate future human resource trends and issues which might impact upon the organisation to senior management.
1.4 Negotiate, define and communicate the role of the human resource function, and its relationship with other management functions and stakeholders, throughout the organisation.
1.5 Promote the benefits of a diverse workforce in meeting organisational needs.
1.6 Model and promote ethical human resource practices within the organisation.
2. Provide strategic direction in human resource services
2.1 Promote occupational analysis, job design and internal workforce planning principles throughout the organisation to strategically link people development with organisational capability requirements.
2.2 Establish and evaluate recruitment and promotional targets to meet the organisation’s capability output needs.
2.3 Provide leadership to develop human resource services that meet the current and future needs of the organisation and its people.
2.4 Consult with senior managers, business units and other stakeholders to inform the development of human resource services, policies and activities.
2.5 Provide human resource services to support the organisation’s core business strategic directions.
2.6 Support the services provided by information and documentation to facilitate effective implementation.
3. Manage the human resource function
3.1 Organise work teams and provide adequate direction to enable them to design, implement, maintain and evaluate strategies, plans, programs and processes for human resource services.
3.2 Offer work teams and individuals feedback and coaching.
3.3 Encourage and monitor work teams and individuals to ensure that strategies, plans and processes meet the needs of a diverse employee, client and stakeholder base, and are consistent with legislative and policy requirements.
3.4 Evaluate strategies, plans, programs and processes against related objectives and future organisational requirements and adjustments.
3.5 Collect information about the effectiveness of human resource services to inform, in a systematic way, ongoing decision making processes, evaluation and product and service delivery design.
3.6 Prepare a budget that reflects the organisation’s human resource service priorities, and ensure resources are acquired and maintained at sufficient levels to provide effective human resource services.
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.
applying strategic thinking and planning
coaching, training and facilitating
leading, influencing and negotiating
explaining complex ideas to different audiences
interpreting and explaining complex, formal documents including policy and legislation and assisting others to apply them 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.
organisational goals, policies and procedures
the importance of human resource management in attaining organisational goals
strategic planning processes
public sector strategic planning and its relationship with human resource strategy
the relationships between key human resource functions
deployment of financial resources
use of technological resources for strategic purposes
systematic use of information sources for strategic purposes
national and international models of human resource management and functions
the concept of diversity and its integration within and across all human resource functions and areas
human resource policies and practices
jurisdictional legislation that applies to human resources, including work health and safety and environmental policies and procedures
range of evaluation methodologies
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. Promote the value of human resource function
1.1 Promote the role of human resources management in adding value to the organisation’s strategic goals within and across business units.
1.2 Inform the organisation’s key stakeholders of current good practice in the area of human resource management and its potential impact.
1.3 Identify, analyse and communicate future human resource trends and issues which might impact upon the organisation to senior management.
1.4 Negotiate, define and communicate the role of the human resource function, and its relationship with other management functions and stakeholders, throughout the organisation.
1.5 Promote the benefits of a diverse workforce in meeting organisational needs.
1.6 Model and promote ethical human resource practices within the organisation.
2. Provide strategic direction in human resource services
2.1 Promote occupational analysis, job design and internal workforce planning principles throughout the organisation to strategically link people development with organisational capability requirements.
2.2 Establish and evaluate recruitment and promotional targets to meet the organisation’s capability output needs.
2.3 Provide leadership to develop human resource services that meet the current and future needs of the organisation and its people.
2.4 Consult with senior managers, business units and other stakeholders to inform the development of human resource services, policies and activities.
2.5 Provide human resource services to support the organisation’s core business strategic directions.
2.6 Support the services provided by information and documentation to facilitate effective implementation.
3. Manage the human resource function
3.1 Organise work teams and provide adequate direction to enable them to design, implement, maintain and evaluate strategies, plans, programs and processes for human resource services.
3.2 Offer work teams and individuals feedback and coaching.
3.3 Encourage and monitor work teams and individuals to ensure that strategies, plans and processes meet the needs of a diverse employee, client and stakeholder base, and are consistent with legislative and policy requirements.
3.4 Evaluate strategies, plans, programs and processes against related objectives and future organisational requirements and adjustments.
3.5 Collect information about the effectiveness of human resource services to inform, in a systematic way, ongoing decision making processes, evaluation and product and service delivery design.
3.6 Prepare a budget that reflects the organisation’s human resource service priorities, and ensure resources are acquired and maintained at sufficient levels to provide effective human resource services.
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.
applying strategic thinking and planning
coaching, training and facilitating
leading, influencing and negotiating
explaining complex ideas to different audiences
interpreting and explaining complex, formal documents including policy and legislation and assisting others to apply them 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.
organisational goals, policies and procedures
the importance of human resource management in attaining organisational goals
strategic planning processes
public sector strategic planning and its relationship with human resource strategy
the relationships between key human resource functions
deployment of financial resources
use of technological resources for strategic purposes
systematic use of information sources for strategic purposes
national and international models of human resource management and functions
the concept of diversity and its integration within and across all human resource functions and areas
human resource policies and practices
jurisdictional legislation that applies to human resources, including work health and safety and environmental policies and procedures
range of evaluation methodologies
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
Promote the role of human resources management in adding value to the organisation’s strategic goals within and across business units.
Inform the organisation’s key stakeholders of current good practice in the area of human resource management and its potential impact.
Identify, analyse and communicate future human resource trends and issues which might impact upon the organisation to senior management.
Negotiate, define and communicate the role of the human resource function, and its relationship with other management functions and stakeholders, throughout the organisation.
Promote the benefits of a diverse workforce in meeting organisational needs.
Model and promote ethical human resource practices within the organisation.
Promote occupational analysis, job design and internal workforce planning principles throughout the organisation to strategically link people development with organisational capability requirements.
Establish and evaluate recruitment and promotional targets to meet the organisation’s capability output needs.
Provide leadership to develop human resource services that meet the current and future needs of the organisation and its people.
Consult with senior managers, business units and other stakeholders to inform the development of human resource services, policies and activities.
Provide human resource services to support the organisation’s core business strategic directions.
Support the services provided by information and documentation to facilitate effective implementation.
Organise work teams and provide adequate direction to enable them to design, implement, maintain and evaluate strategies, plans, programs and processes for human resource services.
Offer work teams and individuals feedback and coaching.
Encourage and monitor work teams and individuals to ensure that strategies, plans and processes meet the needs of a diverse employee, client and stakeholder base, and are consistent with legislative and policy requirements.
Evaluate strategies, plans, programs and processes against related objectives and future organisational requirements and adjustments.
Collect information about the effectiveness of human resource services to inform, in a systematic way, ongoing decision making processes, evaluation and product and service delivery design.
Prepare a budget that reflects the organisation’s human resource service priorities, and ensure resources are acquired and maintained at sufficient levels to provide effective human resource services.
Promote the role of human resources management in adding value to the organisation’s strategic goals within and across business units.
Inform the organisation’s key stakeholders of current good practice in the area of human resource management and its potential impact.
Identify, analyse and communicate future human resource trends and issues which might impact upon the organisation to senior management.
Negotiate, define and communicate the role of the human resource function, and its relationship with other management functions and stakeholders, throughout the organisation.
Promote the benefits of a diverse workforce in meeting organisational needs.
Model and promote ethical human resource practices within the organisation.
Promote occupational analysis, job design and internal workforce planning principles throughout the organisation to strategically link people development with organisational capability requirements.
Establish and evaluate recruitment and promotional targets to meet the organisation’s capability output needs.
Provide leadership to develop human resource services that meet the current and future needs of the organisation and its people.
Consult with senior managers, business units and other stakeholders to inform the development of human resource services, policies and activities.
Provide human resource services to support the organisation’s core business strategic directions.
Support the services provided by information and documentation to facilitate effective implementation.
Organise work teams and provide adequate direction to enable them to design, implement, maintain and evaluate strategies, plans, programs and processes for human resource services.
Offer work teams and individuals feedback and coaching.
Encourage and monitor work teams and individuals to ensure that strategies, plans and processes meet the needs of a diverse employee, client and stakeholder base, and are consistent with legislative and policy requirements.
Evaluate strategies, plans, programs and processes against related objectives and future organisational requirements and adjustments.
Collect information about the effectiveness of human resource services to inform, in a systematic way, ongoing decision making processes, evaluation and product and service delivery design.
Prepare a budget that reflects the organisation’s human resource service priorities, and ensure resources are acquired and maintained at sufficient levels to provide effective human resource services.
Forms
Assessment Cover Sheet
PSPHRM011 - Provide leadership in strategic human resource management
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PSPHRM011 - Provide leadership in strategic human resource management
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