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Elements and Performance Criteria

  1. Research workforce requirements
  2. Develop workforce objectives and strategies
  3. Implement initiatives to support workforce planning objectives
  4. Monitor and evaluate workforce trends

Required Skills

Required skills

communication and leadership skills to

explain the need for change

gain senior management support for workforce planning initiatives

literacy skills to read and write reports and succinct workforce plans

numeracy skills to work with data and predictions about labour supply information

analytical skills to review data according to the needs of the organisation

technology skills to

communicate with key stakeholders

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

Required knowledge

current information about external labour supply relevant to the specific industry or skill requirements of the organisation

industrial relations relevant to the specific industry

labour force analysis and forecasting techniques

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

review relevant supply and demand factors that will impact on an organisations workforce

develop a workforce plan that includes relevant research and specific strategies to ensure access to a skilled and diverse workforce

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 on labour supply trends and strategies to access and retain labour with required skills

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

review of documentation outlining agreed objectives for the modification or retention of the workforce and how these objectives were communicated to senior management

review of strategies implemented to assist the workforce to deal with organisational change

evaluation of implementation of succession planning system

review of the results of the organisational climate survey

oral or written questioning to assess knowledge of industrial relations relevant to the specific industry

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.

Factors that may affect workforce supply may include:

changes in technology

competition for workers

economic conditions

industry changes

market trends

skills and labour shortages

unemployment rates.

Requirements for a diverse workforce may include all forms of difference, including:

age

gender

generational

learning styles

race

religious beliefs

sexuality

workers' background, including cultural and linguistic background.

Objectives may include:

becoming an employer of choice

specific objectives for the organisation on recruitment, training, redeployment and redundancy

triple bottom line.

Organisational climate surveys may include:

employee opinion surveys

employee satisfaction surveys

systems for checking how staff perceive the organisation and its function.