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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. |
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Labour market may be defined by, but is not limited to: | Geographic locationClient demographicsIndustry and industry sectorsOccupationSeasonal factorsAgricultural crops |
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Labour market information includes, 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 trendsPeak and trough periods in demand for labour/seasonalityAreas of high employment and unemploymentCurrent labour market conditionsBusiness and economic forecastsEmerging labour market developmentsIndustrial frameworkServices, products, business levels of competitorsOther distinguishing characteristics |
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Information sources include, but are not limited to: | Information available within the organisationPublications, industry journals, articlesInternet websitesTelephone directoriesCommercial databases of information relating to businesses and industriesAustralian Bureau of StatisticsFederal and State government departments and agenciesWorkplace Agreements; information on Federal and State awardsVisits to workplacesBusiness cardsProfessional associationsIndustry AssociationsEmployee AssociationsChambers of CommerceGrower associationsNewspapers e.g. recruitment advertisements and articlesCommunity organisationsUniversity and other research facilities |
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Appropriate research methods may include, but are not limited to: | Use of internetSurveysClient interviewsFocus groupsIndividual researchQuestioning during marketing and networking activitiesUse of librariesPublicationsAttendance at meetingsNetworkingWorkplace visitsCommunication with colleagues and experts |
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Current and emerging labour market characteristics may refer to, but are not limited to: | Volunteer workforceCasualisation of workforceLength of average working hoursContract employmentPortability of skillsGlobalisationImpact of technologyLifelong learningChanging face of core skillsCore vocational skills gained while at schoolAgeing populationTransitional labour market programs |
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Criteria to identify target markets include, but are not limited to: | Match of occupations represented with those registered with the organisationIndustry growthWorkforce sizeStaff turnover levelsPotential to employ people with barriers to employmentLocationHiring processes and patternsInternal human resource management capability of specific employersUse of competitors' services and productsAccessibility (e.g. public transport) of specific employers or geographic areasCapability of the organisation to service the account |
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Opportunities and impacts may result from, but are not limited to: | Openings/closures of large employersRetrenchmentsChanges in hiring processes and patternsEmergence of new industry sectorsDevelopment of geographic sites, e.g. industrial estates, retail precinctsExpansion/changes in transport servicesChanges in availability and skill levels of workersChanges in government policyEmergence of competitors or changes to competitor products and services |
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Report on labour market information may utilise the following, but is not limited to: | Tables and chartsSoftware applicationsReports, written and verbalHard copy filesPresentations |
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Organisation policies and processes may include: | Recording of information against client and employer files and database recordsUse of contact management systems for employersUse of labour market information in business and strategic planningPreparation of regular reports on labour market intelligence and information |
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Planning includes, but is not limited to: | Business plans and forecastingResource usage plansPromotional plansSales plansMarketing plansContact/ account management plans for employers |
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Performance management uses of labour market information include, but are not limited to: | As a context and aid in setting and reviewing performance targets of individuals and work groupsAs a factor impacting upon the achievement of performance outcomes by individuals and work groupsAs an indicator of the need to reallocate resources |
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