Google Links

Follow the links below to find material targeted to the unit's elements, performance criteria, required skills and knowledge

Elements and Performance Criteria

Required Skills

This section describes the skills and knowledge required for this unit

Required skills

analytical and problemsolving skills to review business and operational plans and to develop and evaluate human resources strategies to support them

analytical and problemsolving skills to review business and operational plans and to develop and evaluate human resources strategies to support them

communication and negotiation skills to consult with key stakeholders across the organisation and ensure their support for human resources strategies

communication skills to manage service delivery

learning skills to see that performance is managed and skills are developed in a range of contexts

technology skills to

communicate with key stakeholders

support HR functions including data collection and managing information according to legislation and organisational policies

Required knowledge

human resources strategies and planning processes as they relate to business and operational plans

performance and contract management

relevant legislation that applies to human resources

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

demonstrate skills in planning and implementing a coordinated approach to human resources functions across the organisation

demonstrate methods of engaging key stakeholders developing and monitoring human resources plans and aligning human resources with broader business objectives

apply knowledge of relevant legislation

Context of and specific resources for assessment

Assessment must ensure

access to appropriate documentation and resources normally used in the workplace

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 and examples of human resources plans and evaluations of those plans

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

oral or written questioning to assess knowledge of performance and contract management

review of documentation outlining roles and responsibilities of human resources team line managers and external contractors

review of documentation outlining service specifications performance standards and timeframes and how these were communicated

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 Diploma of Human Resource Management

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 requirements may include:	assessment and development centres career management competency development processes counselling discrimination, vilification and harassment advice education and training programs feedback flexible work arrangements induction and orientation programs industrial relations advice workplace health and safety (WHS) processes and procedures personal and career development planning rehabilitation and return-to-work schemes remuneration and benefits advice selfanalysis and selfassessment staff selection succession planning teleworking procedures workers' compensation.
External business environment may include:	unemployment rates competition for workers skills and labour shortages market trends economic conditions changes in technology industry changes.
Options will include:	cost-benefit analysis risk analyses recommendations to groups and individuals who have a role in the implementation of policies, procedures or decisions and/or are affected by their implementation.
Legislative requirements, organisational policies and business goals may include:	award and enterprise agreements, and relevant industrial instruments relevant industry codes of practice relevant legislation from all levels of government that affects business operation, especially in regard to WHS and environmental issues, equal employment opportunity, industrial relations and antidiscrimination strategic and business plans.