Google links for CHCES303B - Use labour market information



The evidence guide provides advice on assessment and must be read in conjunction with the Performance Criteria Required Skills and Knowledge the Range Statement and the Assessment Guidelines for this Training Package

Critical aspects for assessment and evidence required to demonstrate this unit of competency	The individual being assessed must provide evidence of specified essential knowledge as well as skills Evidence must include observation of performance in the work environment or in a simulated work setting

Access and equity considerations	All workers in community services should be aware of access equity and human rights issues in relation to their own area of work All workers should develop their ability to work in a culturally diverse environment In recognition of particular issues facing Aboriginal and Torres Strait Islander communities workers should be aware of cultural historical and current issues impacting on Aboriginal and Torres Strait Islander people Assessors and trainers must take into account relevant access and equity issues in particular relating to factors impacting on Aboriginal andor Torres Strait Islander clients and communities

Context of and specific resources for assessment	This unit can be assessed independently however holistic assessment practice with other community services units of competency is encouraged Resource requirements for assessment include access to a relevant workplace or an appropriately simulated environment where assessment may take place equipment and resources normally used in the workplace

Method of assessment may include	Observations Questioning Case studies Written assignments Evidence gathered from the workplace environment Demonstration over a period of time to ensure consistency of performance

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. Add any 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.

Labour market may be defined by, but is not limited to:	Geographic location Client demographics Industry and industry sectors Seasonal factors Agricultural crops

Labour market information may include but is not limited to:	Information regarding industries and industry sectors (e.g. workforce size, recruitment methods, conditions of employment, prospects for growth/reduction in labour force) Information regarding occupations (e.g. prospects of employment, type of work undertaken, workforce size, hiring methods, conditions of employment, employer expectations of workers) Labour market trends Peak and trough periods in demand for labour/ seasonality Areas of high employment and unemployment Current labour market conditions Business and economic forecasts Emerging labour market developments Industrial framework Other distinguishing characteristics

Information sources may include, but are not limited to:	Publications, industry journals, articles Internet websites Telephone directories Commercial databases of business and industry information Australian Bureau of Statistics Department of Employment and Workplace Relations Workplace Agreements; information on Federal and State awards Visits to workplaces Business cards Industry Associations Employee Associations Chambers of Commerce Grower Associations State government departments of employment and training Information available from within own organisation Newspapers, e.g. recruitment advertisements and articles Community organisations University and other research facilities

Appropriate methods to gather information may include, but are not limited to:	Use of internet Surveys Client interviews Focus groups Individual research Questioning during marketing activities to employers Use of libraries Publications Attendance at meetings Networking Workplace visits Communication with colleagues and experts

Advice to clients and employers includes, but is not limited to:	Employability, prospects of employment Barriers to employment Suitable employment opportunities for clients Advice to employers on availability of suitable labour Recruitment strategies to source suitable labour

Planning work activities may include, but is not limited to:	Business planning and forecasting Job search planning Promotional plans Marketing plans Contact plans Employment plans for individual clients

Record labour market information may utilise, for example:	Tables and charts Software applications Reports, written or verbal Hard copy files

Organisation policies and processes may include, but are not limited to:	Recording of information against client and employer files and database records Use of Contact Management Systems for employers Preparation of reports on labour market intelligence and information

NTIS this!

CHCES303B - Use labour market information

Google Links

Elements and Performance Criteria

Required Skills

Evidence Required

Range Statement