This unit applies to workers who have a specific human resources role within a public safety organisation. While some aspects may be applied in a typical management role, it has a more specialist focus beyond the human resources requirements for team leaders and managers.
This unit covers the competency to manage and develop human resources to achieve organisation's operational objectives.
You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)
Prerequisites
PUAFIR503B Coordinate human resource management activities (Fire sector specific)
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.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
It is essential for this unit that competence be demonstrated in the application of human resource management in a wide range of contexts in achieving the organisation's objectives.
Consistency in performance
Evidence should be gathered over a period of time in a range of actual or simulated workplace environments.
Context of and specific resources for assessment
Context of assessment
Evidence of competent performance should be obtained by observing an individual in a management role within the workplace or exercise or operational environment. Knowledge may be assessed through written assignments, project reports, debriefings and action learning projects.
Specific resources for assessment
No special requirements.
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
achieve agreed results
apply interpersonal skills
demonstrate consistency between instructions and action in self and others
display personal and professional integrity in working relationships
establish key performance measures for individuals/work groups
establish training and development opportunities as needed
identify and where appropriate use stress management facilities and services
monitor performance of individuals and teams/groups against key performance indicators
use consultative methods to achieve operational targets
use decision making processes which are understood and respected
use effective management techniques and processes
Required Knowledge
communication principles
conflict resolution principles and practice
Equal Employment Opportunity
grievance procedures
interpersonal relations
leadership theory and principles
management principles and practice
Occupational Health and Safety
training and education principles
training need analysis
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.
Analysis of human resources development need may include:
task/skills analysis
competency standards
skills audit
performance planning
succession planning
group dynamics
organisational behaviour
personality profiles
Performance measures may include:
completion of task
achievement of new competencies
development of new skills
attainment of new knowledge
personal development
Training, education and development opportunities may include:
formal courses
structured training programs
on the job training
staff development seminars and conferences
exchanges/rotation/secondments
project work
mentoring/coaching
action learning
Stakeholders may include:
unions
associations
employers
individuals
workgroups
teams
Industrial matters may include:
identified awards and agreements
organisation policies
government industrial relations policies
workplace customs and practices
industrial court and commission rulings
reference to industrial disputation
Selections, transfers and promotion may include:
organisation procedures and guidelines
government guidelines
occupational health and safety
equal employment opportunity
affirmative action
anti-discrimination
personnel selection
Disciplinary action may include:
relevant organisation procedures
legislation
acts and ordinances
natural justice and fairness
Management philosophy and practices include:
leadership principles
human resource planning
performance management
issue resolution
learning organisation
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
Goals for people and teams to optimise achievement in work tasks are established and agreed upon.
Goals are unambiguous and take into account the capabilities of people and teams.
Advice and support sensitive to the individual's needs is provided to people in the performance of their duties.
Activities are undertaken to achieve commitment to common goals.
Initiative and innovation are recognised and encouraged.
Achievements are recognised and communicated within the organisation.
Human resource needs are determined/reviewed within the anticipated operational needs and allocated budget.
Alternatives to staffing levels which clearly demonstrate returns to the organisation are analysed.
Contingency plans for staffing are developed which meet key provisions of the human resources plan.
Existing competencies of staff are compared with the needs of the work group.
Staffing levels are planned and negotiated with stakeholders within the organisational framework to achieve maximum efficiency of operations.
Performance criteria are negotiated and agreed upon with individuals, teams and work groups.
Performance criteria are reviewed as circumstances change.
Performance appraisal is conducted, based on clearly established and agreed performance criteria.
The total performance development system identifies and proposes strategies to rectify performance shortfalls and recognise success.
Performance problems are addressed confidentially and in a constructive and timely manner, in line with relevant organisational procedures.
Selections, transfers and promotions are made in accordance with organisation policies and supported with documented information.
Mechanisms are developed and implemented for the identification of human resource development needs within the work group taking account of the strategic plan for the organisation.
Information on planned training events is made widely available throughout the organisation.
Training, education and development plans are included as part of individual/team performance plans.
Individual/team access to, and participation in, training, education and development opportunities is facilitated.
Coaching and mentoring contribute effectively to the training, education and development of personnel in an environment of change.
Training, education and development opportunities enhance individual, team and organisational performance.
A workplace environment is created which facilitates training, education and development.
Problem solving/issue resolution procedures are established within legislative requirements and organisation's guidelines.
Grievances and complaints are managed in a timely and caring way to optimise likelihood of a favourable outcome for all parties and in line with organisational objectives and procedures.
Individual's rights and obligations under industrial awards/agreements and legislation are documented and communicated in a clear and concise manner and in appropriate language.
Hearings, interviews and meetings are conducted within the principles of industrial democracy and participative, consultative processes.
All relevant industrial parties are identified and invited to participate in the resolution process.
Disciplinary matters are implemented in accordance with organisation's procedures.
Investigations are conducted in a caring and confidential manner to maintain performance and morale.
Feedback is provided promptly.
Appeals processes are instituted in accordance with organisational procedures.
Deficiencies in procedures are recognised and recommendations for change are made.
Forms
Assessment Cover Sheet
PUAMAN003B - Manage human resources
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
PUAMAN003B - Manage human resources
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