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Elements and Performance Criteria

  1. Research human resources functions
  2. Review policy and procedures frameworks
  3. Apply ethical framework
  4. Analyse HR metrics
  5. Report on research outcomes

Required Skills

Required skills

judgement and decisionmaking skills to review ethical and policy frameworks and recommend suggested improvements

literacy skills to

research an issue

write a clear and legible report that documents key issues coherently

technology skills to

gather and analyse workforce data

manage data in human resources information systems according to legislation and policies

Required knowledge

human resources functions and policy frameworks

legal and compliance requirements for working in human resources

roles and responsibilities of human resources practitioners

Evidence Required

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria required skills and knowledge range statement and the Assessment Guidelines for the Training Package

Overview of assessment

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

Evidence of the ability to

prepare a research report that reviews a key human resources function in an organisational context and demonstrates understanding of the requirement for sound policy ethical approaches and appropriate organisational change processes

analyse workforce data

apply knowledge of legal and compliance requirements for working in human resources

Context of and specific resources for assessment

Assessment must ensure

examples of human resources policies and files on performance feedback disputes and grievances workers compensation and leave applications

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge The following examples are appropriate for this unit

assessment of reports on outcomes of research

direct questioning combined with review of portfolios of evidence and thirdparty workplace reports of onthejob performance by the candidate

direct questioning combined with review of portfolios of evidence and third-party workplace reports of onthejob performance by the candidate

observation of presentations on human resources functions being reviewed

oral or written questioning to assess knowledge of human resources functions being reviewed and policy frameworks

evaluation of research undertaken

review of documentation analysing the strengths and weaknesses of policies and procedures

review of documentation of behaviours associated with working ethically in the area under review

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector workplace and job role is recommended for example

other units from the Certificate IV in Human Resources


Range Statement

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, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Human resources issues may include:

change management

employee assistance programs

grievances and disputes

human resources information systems (HRIS)

industrial relations

learning and development

payroll administration

performance management

rehabilitation and return-to-work schemes

remuneration

selection and recruitment

succession planning

workplace health and safety (WHS).

Research strategies may involve:

interviews

literature searches of print and online resources

statistical analysis

surveys.

Relevant personnel may include:

experienced human resources practitioners

managers and team leaders

industry experts and spokespersons

training and development staff.

Ethical requirements may include:

addressing improper behaviour

applying company values

codes of conduct

principles, such as confidentiality, fairness, respect, impartiality and integrity

managing information according to legislation and organisational policies, including privacy requirements

reporting processes.

Workforce data may include:

absenteeism rates

climate and opinion surveys

days of work lost through accident or injury

demographic data on the workforce, such as age and gender

learning and development data, such as training records

leave entitlements

number of workers in different roles or occupations

payroll and remuneration data

records of grievances, bullying and complaints

retention and attrition rates.

Sources of workforce data may include:

Australian Bureau of Statistics (ABS)

databases

electronic or paper forms

employee records

HRIS

interviews

surveys.