Assessor Resource

PSPMGT002
Facilitate people management

Assessment tool

Version 1.0
Issue Date: March 2024


This unit describes the skills required to implement people management strategies, plans and processes within the business unit in cooperation with specialist human resources personnel. It includes undertaking human resource planning, managing the performance of individuals, managing learning and development, managing grievance procedures, counselling employees and managing employee rehabilitation.

This unit applies to those working in management roles where they are in charge of personnel.

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, supervising others, 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. Undertake human resource planning

1.1 Determine or review human resource needs in accordance with the organisation’s short and long term needs, the anticipated business unit needs and the allocated budget.

1.2 Compare existing competencies of staff with the needs of the business unit and develop plans to address shortfalls.

1.3 Develop alternatives to staffing levels which meet key provisions of the human resource plan.

1.4 Recruit, select and nominate staff in accordance with business needs.

1.5 Translate the organisational strategy into performance goals and objectives.

2. Manage performance of individuals

2.1 Link performance management criteria to business unit and identify strategic and operational goals in accordance with the performance management system and obtain agreement in consultation with staff.

2.2 Confirm performance requirements with staff and apply performance management processes in accordance with the performance management system.

2.3 Implement equitable performance management processes.

2.4 Conduct performance management meetings, interviews and discussions within the principles of industrial democracy and participative, consultative processes.

2.5 Identify and respond to outstanding performance and performance below agreed standards to maximise the effectiveness of workplace performance.

2.6 Motivate staff to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, or through organisational reward and recognition strategies.

3. Manage learning and development

3.1 Develop performance improvement strategies that identify current learning needs and anticipate future requirements.

3.2 Address areas identified for improvement through selection and implementation of learning and development strategies to suit a diverse workforce.

3.3 Promote information about learning and development activities to staff.

4. Manage grievance procedures

4.1 Manage grievances and complaints in a manner which optimises the likelihood of a positive outcome.

4.2 Document and communicate individuals rights and obligations under industrial awards and/or agreements and legislation in a clear and concise manner.

4.3 Conduct meetings and interviews within the principles of industrial democracy and participative, consultative processes.

5. Counsel employees

5.1 Offer counselling to support employees in relation to work and/or personal difficulties, and career aspirations.

5.2 Choose techniques and counselling styles that are appropriate to the situation and cater for a diverse workforce base.

5.3 Use active listening skills to formulate responses to employees.

5.4 Make referrals to appropriate support professionals and agencies to facilitate employee performance and well-being

5.5 Document outcomes and maintain employee confidentiality.

6. Manage employee rehabilitation

6.1 Establish a return to work program for an injured employee in consultation with the employee and a rehabilitation specialist.

6.2 Establish a system to monitor the return to work program.

6.3 Engage with injured employee through all parts of the return to work program.

6.4 Maintain records of the work program.

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.

facilitating learning, coaching and mentoring

negotiating and counselling

using a variety of words and language structures to explain complex ideas to different audiences

preparing written advice and reports requiring reasoning and precision of expression

engaging in discussion using exchanges of complex oral information

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.

performance management processes

recruitment, selection and induction procedures

range of training and development strategies

principles of adult learning

range of facilitation techniques

development needs analysis techniques

the concept of rehabilitation

grievance procedures and strategies

counselling techniques

employee assistance services

organisational goals, policies and procedures

the concept of diversity and its integration within and across all human resource and management functions and areas

the relationship between effective human resource functions and the attainment of business unit objectives

knowledge of the organisation’s career and human resource development strategies, programs and plans

jurisdictional legislation applicable to management and human resource management functions

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. Undertake human resource planning

1.1 Determine or review human resource needs in accordance with the organisation’s short and long term needs, the anticipated business unit needs and the allocated budget.

1.2 Compare existing competencies of staff with the needs of the business unit and develop plans to address shortfalls.

1.3 Develop alternatives to staffing levels which meet key provisions of the human resource plan.

1.4 Recruit, select and nominate staff in accordance with business needs.

1.5 Translate the organisational strategy into performance goals and objectives.

2. Manage performance of individuals

2.1 Link performance management criteria to business unit and identify strategic and operational goals in accordance with the performance management system and obtain agreement in consultation with staff.

2.2 Confirm performance requirements with staff and apply performance management processes in accordance with the performance management system.

2.3 Implement equitable performance management processes.

2.4 Conduct performance management meetings, interviews and discussions within the principles of industrial democracy and participative, consultative processes.

2.5 Identify and respond to outstanding performance and performance below agreed standards to maximise the effectiveness of workplace performance.

2.6 Motivate staff to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, or through organisational reward and recognition strategies.

3. Manage learning and development

3.1 Develop performance improvement strategies that identify current learning needs and anticipate future requirements.

3.2 Address areas identified for improvement through selection and implementation of learning and development strategies to suit a diverse workforce.

3.3 Promote information about learning and development activities to staff.

4. Manage grievance procedures

4.1 Manage grievances and complaints in a manner which optimises the likelihood of a positive outcome.

4.2 Document and communicate individuals rights and obligations under industrial awards and/or agreements and legislation in a clear and concise manner.

4.3 Conduct meetings and interviews within the principles of industrial democracy and participative, consultative processes.

5. Counsel employees

5.1 Offer counselling to support employees in relation to work and/or personal difficulties, and career aspirations.

5.2 Choose techniques and counselling styles that are appropriate to the situation and cater for a diverse workforce base.

5.3 Use active listening skills to formulate responses to employees.

5.4 Make referrals to appropriate support professionals and agencies to facilitate employee performance and well-being

5.5 Document outcomes and maintain employee confidentiality.

6. Manage employee rehabilitation

6.1 Establish a return to work program for an injured employee in consultation with the employee and a rehabilitation specialist.

6.2 Establish a system to monitor the return to work program.

6.3 Engage with injured employee through all parts of the return to work program.

6.4 Maintain records of the work program.

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.

facilitating learning, coaching and mentoring

negotiating and counselling

using a variety of words and language structures to explain complex ideas to different audiences

preparing written advice and reports requiring reasoning and precision of expression

engaging in discussion using exchanges of complex oral information

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.

performance management processes

recruitment, selection and induction procedures

range of training and development strategies

principles of adult learning

range of facilitation techniques

development needs analysis techniques

the concept of rehabilitation

grievance procedures and strategies

counselling techniques

employee assistance services

organisational goals, policies and procedures

the concept of diversity and its integration within and across all human resource and management functions and areas

the relationship between effective human resource functions and the attainment of business unit objectives

knowledge of the organisation’s career and human resource development strategies, programs and plans

jurisdictional legislation applicable to management and human resource management functions

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
Determine or review human resource needs in accordance with the organisation’s short and long term needs, the anticipated business unit needs and the allocated budget. 
Compare existing competencies of staff with the needs of the business unit and develop plans to address shortfalls. 
Develop alternatives to staffing levels which meet key provisions of the human resource plan. 
Recruit, select and nominate staff in accordance with business needs. 
Translate the organisational strategy into performance goals and objectives. 
Link performance management criteria to business unit and identify strategic and operational goals in accordance with the performance management system and obtain agreement in consultation with staff. 
Confirm performance requirements with staff and apply performance management processes in accordance with the performance management system. 
Implement equitable performance management processes. 
Conduct performance management meetings, interviews and discussions within the principles of industrial democracy and participative, consultative processes. 
Identify and respond to outstanding performance and performance below agreed standards to maximise the effectiveness of workplace performance. 
Motivate staff to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, or through organisational reward and recognition strategies. 
Develop performance improvement strategies that identify current learning needs and anticipate future requirements. 
Address areas identified for improvement through selection and implementation of learning and development strategies to suit a diverse workforce. 
Promote information about learning and development activities to staff. 
Manage grievances and complaints in a manner which optimises the likelihood of a positive outcome. 
Document and communicate individuals rights and obligations under industrial awards and/or agreements and legislation in a clear and concise manner. 
Conduct meetings and interviews within the principles of industrial democracy and participative, consultative processes. 
Offer counselling to support employees in relation to work and/or personal difficulties, and career aspirations. 
Choose techniques and counselling styles that are appropriate to the situation and cater for a diverse workforce base. 
Use active listening skills to formulate responses to employees. 
Make referrals to appropriate support professionals and agencies to facilitate employee performance and well-being 
Document outcomes and maintain employee confidentiality. 
Establish a return to work program for an injured employee in consultation with the employee and a rehabilitation specialist. 
Establish a system to monitor the return to work program. 
Engage with injured employee through all parts of the return to work program. 
Maintain records of the work program. 
Determine or review human resource needs in accordance with the organisation’s short and long term needs, the anticipated business unit needs and the allocated budget. 
Compare existing competencies of staff with the needs of the business unit and develop plans to address shortfalls. 
Develop alternatives to staffing levels which meet key provisions of the human resource plan. 
Recruit, select and nominate staff in accordance with business needs. 
Translate the organisational strategy into performance goals and objectives. 
Link performance management criteria to business unit and identify strategic and operational goals in accordance with the performance management system and obtain agreement in consultation with staff. 
Confirm performance requirements with staff and apply performance management processes in accordance with the performance management system. 
Implement equitable performance management processes. 
Conduct performance management meetings, interviews and discussions within the principles of industrial democracy and participative, consultative processes. 
Identify and respond to outstanding performance and performance below agreed standards to maximise the effectiveness of workplace performance. 
Motivate staff to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, or through organisational reward and recognition strategies. 
Develop performance improvement strategies that identify current learning needs and anticipate future requirements. 
Address areas identified for improvement through selection and implementation of learning and development strategies to suit a diverse workforce. 
Promote information about learning and development activities to staff. 
Manage grievances and complaints in a manner which optimises the likelihood of a positive outcome. 
Document and communicate individuals rights and obligations under industrial awards and/or agreements and legislation in a clear and concise manner. 
Conduct meetings and interviews within the principles of industrial democracy and participative, consultative processes. 
Offer counselling to support employees in relation to work and/or personal difficulties, and career aspirations. 
Choose techniques and counselling styles that are appropriate to the situation and cater for a diverse workforce base. 
Use active listening skills to formulate responses to employees. 
Make referrals to appropriate support professionals and agencies to facilitate employee performance and well-being 
Document outcomes and maintain employee confidentiality. 
Establish a return to work program for an injured employee in consultation with the employee and a rehabilitation specialist. 
Establish a system to monitor the return to work program. 
Engage with injured employee through all parts of the return to work program. 
Maintain records of the work program. 

Forms

Assessment Cover Sheet

PSPMGT002 - Facilitate people management
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Assessment Record Sheet

PSPMGT002 - Facilitate people management

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