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Elements and Performance Criteria

  1. Identify human capital
  2. Consult on the advantages of human capital development
  3. Develop and monitor human capital development

Required Skills

Required skills

communication skills to

research and analyse data

communicate ideas and organisational policies and procedures

seek opinions and to elicit feedback from a range of stakeholders

maintain appropriate relationships with colleagues and production staff

value and be open to the opinions of others

work as part of a team

use active listening techniques

negotiate

planning and organising skills to prepare and consult on a human capital development plan

problemsolving initiative and enterprise skills to

evaluate talent and human capital requirements

undertake integrative thinking

conceptualise and synthesise complex concepts

selfmanagement and learning skills to maintain records on talent and human capital for a work group or operational area

technology skills to complete online research or data collection and to develop and monitor human capital value using basic computer applications

Required knowledge

communication processes and methods

data collection methods

human capital audit and assessment

human capital development planning methodologies

methods to value human capital

organisational knowledge assets and capital reporting processes

relationship of human capital to knowledge management and reporting

relevant legislation codes and bylaws that affect business operations especially in regard to occupational health and safety OHS and environmental issues equal opportunity industrial relations and antidiscrimination

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 following is essential

accurate assessment of human capital value in an organisation through human capital analysis and measurement

documentation relating to data collection and analysis of human capital and relationship to an organisations knowledge management and human capital strategy

documentary evidence of human capital audit and production of a talent development plan

input from a wide range of sources providing evidence in respect to a broad range of activities and situations

knowledge of human capital audit and assessment

Context of and specific resources for assessment

Assessment must ensure

access to an actual workplace or simulated environment

competence is consistently demonstrated over time and over a range and variety of situations

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

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

completion of applied projects or learning activities such as examining the relationship between human capital and human resource development knowledge and organisational learning talent attraction and development and human capital and organisational agility

completion of an action research project isolating the relationship of human capital to an organisations intellectual and knowledge capital

direct observation of contextual application of skills

oral or written questioning to assess knowledge of methods to value human capital

Guidance information for assessment

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

BSBFIMA Manage financial resources

BSBFIM701A Manage financial resources

BSBLEDA Lead learning strategy implementation

BSBLED702A Lead learning strategy implementation

PSPHRA Manage performance management system

PSPHR616A Manage performance management system

PSPMNGTA Facilitate knowledge management

PSPMNGT614A Facilitate knowledge 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 capital is the:

capital asset value of knowledge vested in the individual that can be deployed to maximise organisational and industry competitiveness

Capital asset value is the:

determination of the value a business may derive from any stock of assets it owns, which can be deployed to create income, or from which interest and future value can be derived

Organisational requirements may include:

access and equity principles and practices

business and performance plans

collaborative partnerships and arrangements

confidentiality requirements

defined resource parameters

ethical standards

goals, objectives, plans, systems and processes

legal and organisational policies, guidelines and requirements

OHS policies, procedures and programs

organisational sociocultural circumstances and issues (for example, within Indigenous organisations)

quality and continuous improvement processes and standards

quality assurance and procedures manuals

recording and reporting procedures

Organisation training needs profile may include:

areas where staff may require further development linked to the organisation's goals and reflect:

age profile

composition - full-time, part-time, casual

formal education and training backgrounds

gender ratio

language and cultural backgrounds

occupational groups

organisational change programs

roster and shiftwork arrangements

Key stakeholders may include:

customers

instructional designers

instructors

learners

management and staff

members of the public

peers

public agencies, especially regulators

suppliers and learning partners

Human capital needs analysis is the:

determination of the gap between the human capital an individual, group, organisation or wider grouping (e.g. society or industry) requires as opposed to what is currently available

Information and data analysis will usually occur through deployment of:

business technology

software applications able to assess human capital

analysis methods such as:

data sampling

feedback on results

peer review

qualitative and quantitative processes

review of previous research

statistical analysis

Options for the purposes of human capital development planning may include:

availability of resources, such as financial resources, and information technology and systems

consultancy services

developing in-house capacity to meet identified needs

identifying training or assessment organisations to meet needs

identifying specific units of competency, Australian Qualifications Framework (AQF) qualifications or skill sets to meet needs

time lines

urgency

Talent concerns the:

total potential an individual brings to an organisation within both current and future contexts

Capacity includes:

all innate and explicit competencies and capabilities able to be deployed to achieve desired outcomes in both current and future contexts