Assessor Resource

PUAFIR503B
Coordinate human resource management activities

Assessment tool

Version 1.0
Issue Date: May 2024


This unit applies to personnel responsible for managing the human resources for a designated area of responsibility and applying organisational policies for equal employment opportunity (EEO), industrial awards and work health and safety (WHS). A designated area of responsibility may include a region, brigade or a business unit.

This unit covers the competency required to coordinate and implement a range of human resource management activities.

No licensing, legislative, regulatory or certification requirements apply to this 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)

Prerequisites

Not applicable.

Employability Skills

This unit contains employability skills.



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.

The evidence guide provides advice on assessment and must be read in conjunction with the Performance Criteria, Required Skills and Knowledge, the Range Statement and the Assessment Guidelines for this Training Package.

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Assessment must confirm the ability to:

apply a range of human resource management policies to human resources within defined area of responsibility.

Consistency in performance

Competency should be demonstrated over time and in a wide range of contexts.

Context of and specific resources for assessment

Context of assessment

Competency should be assessed on-the-job and in a simulated workplace environment.

Specific resources for assessment

There are no specific resource requirements for this unit.

Method of assessment

In a public safety environment assessment is usually conducted via direct observation in a training environment or in the workplace via subject matter supervision and/or mentoring, which is typically recorded in a competency workbook.

Assessment is completed using appropriately qualified assessors who select the most appropriate method of assessment.

Assessment may occur in an operational environment or in an agency-approved simulated work environment. Forms of assessment that are typically used include:

direct observation

interviewing the candidate

journals and workplace documentation

third party reports from supervisors

written or oral questions

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.

This describes the essential skills and knowledge and their level, required for this unit.

Required Skills

apply grievance procedures to settle grievances

apply interpersonal skills

conduct interviews

listen to and summarise discussions

pose and convey questions

provide feedback

report on WHS program and procedures

resolve conflict

Required Knowledge

award conditions

conflict resolution techniques

disciplinary action

EEO, guidelines, issues and responsibilities

employee appraisal

grievance procedures

industrial relations system – internal and external

inter-relating employment relationships

organisational procedures

role of human resources and human resources manager

roster system

sources and reasons for grievances

WHS procedures

The Range Statement relates to the Unit of Competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the Performance Criteria is detailed below.

Industrial matters may include:

customs and practices within the workplace

industrial awards and agreements

industrial court or commission rulings

government industrial relations policies

policies as established by the organisation

Workplace may include:

workplace of low complexity

small work group of a large or highly complex workplace

Disciplinary matters may include:

possible breaches of:

acts and ordinances

legal advice

legislation

government policies

relevant organisational procedures

sound supervisory and human resource practices

Promotion requirements may include:

completion and passing of set examinations

completion of externally recognised training courses

past experience

qualifications

specific organisational requirements

Organisational EEO policies should include:

adherence to anti-discriminatory practices

equitable access to information

encouragement of input from all workers

promotion of cultural diversity

Facilitation of team building may include:

equitable distribution of resources

mutually agreed allocation and distribution of tasks

passing on information to all team members

providing constructive feedback

team input into goal setting

Career and succession plans may include:

learning and development plans

personal development plans

training needs analysis

Appropriate sources may include:

immediate section heads

other government agencies

policy-making sections

training section

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
Awards and workplace agreements are appropriately applied in the workplace and where necessary, appropriate interpretation of industrial matters is obtained 
Organisational policy regarding industrial relations is communicated to all levels of personnel as part of the employee consultative process 
The legitimate role of unions in the workplace is recognised by managers who maintain effective consultative processes 
Routine workplace grievances and complaints are settled to the satisfaction of the parties without the need for reference to outside assistance 
Settlement of routine workplace grievances and complaints is undertaken under the guidelines of legislation and the organisation's policy and procedures 
Routine workplace disputes are resolved quickly and with minimal cost and loss of productivity 
Information is assessed and accurately applied within the relevant context 
The working environment is equitable, safe and conforms to legislation, government policy and organisational requirements 
Appropriate action is taken to advise management of unsafe or discriminatory situations within the workplace that require non-routine intervention 
Routine disciplinary matters are investigated to examine possible actions and to ensure that the designated senior officer receives a correct and comprehensive briefing 
Routine disciplinary matters are dealt with in accordance with the organisation's procedures 
Non-routine disciplinary matters are referred to the appropriate supervisor in accordance with the organisation's procedures 
Personnel are made aware of promotional activities and requirements 
Activities related to providing promotional opportunities are coordinated in the workplace 
Confidentiality of performance appraisal matters is maintained 
Specific strengths and weaknesses of different individuals are identified and utilised for the attainment of work group outcomes and the job satisfaction of the individual 
Differences in expertise amongst personnel are utilised to broaden work group range and improve team performance 
Career and succession plans are produced to assist with the smooth transition of personnel from one job to another with minimal disruption to the workplace 
Information on competencies required for each level is communicated to personnel 
Performance indicators are established to ensure optimum efficiency of the individual and/or team 
Individuals and/or teams in the workplace are informed of the required performance standards and indicators 
Performance indicators are reviewed with individuals and/or teams to ensure they match the organisation's requirements 
Training and development needs of personnel are accurately identified 
Plans for personnel development are in place and followed 
Personnel are encouraged to acquire new skills and develop existing ones 
Awards and workplace agreements are appropriately applied in the workplace and where necessary, appropriate interpretation of industrial matters is obtained. 
Organisational policy regarding industrial relations is communicated to all levels of personnel as part of the employee consultative process. 
Role of unions in the workplace is recognised and consultative processes are followed. 
Personnel are made aware of promotionrequirements and activities, and organisational EEO policiesare applied. 
Activities related to providing promotion opportunities are coordinated in the workplace. 
Confidentiality of performance appraisal matters is maintained. 

Forms

Assessment Cover Sheet

PUAFIR503B - Coordinate human resource management activities
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

Signature:

Date:

Assessment Record Sheet

PUAFIR503B - Coordinate human resource management activities

Student name:

Student ID:

Assessment task 1: [title] Result: Competent Not yet competent

(add lines for each task)

Feedback to student:

 

 

 

 

 

 

 

 

Overall assessment result: Competent Not yet competent

Assessor name:

Signature:

Date:

Student signature:

Date: