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

  1. Determine staffing requirements of the organisation.
  2. Measure and monitor staff performance levels.
  3. Review and respond to professional development needs of staff.
  4. Manage team effectiveness.

Range Statement

This section specifies work environments and conditions that may affect performance. Essential operating conditions that may be present (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) are included. Bold italicised wording, if used in the performance criteria, is detailed below.

HR policies must include:

enterprise bargaining agreements

HR administration of records and databases

induction processes and programs

job description and performance appraisals

leave entitlements

work health and safety (WHS)

recruitment and selection

remuneration practices

rewards and recognition practices

termination procedures.

Performance appraisals must be linked to outcome targets and include at least two of the following:

360 degree feedback

counselling meetings

formal annual, half yearly or quarterly performance appraisals

informal one-to-one review discussions

probationary reviews.

Providing support to individuals and teams must include at least two of the following:

additional capital resources, such as updated software or technology

additional human resources

buddy systems

coaching

counselling

mentoring

on or off-the-job training and development.

Professional development needs of staff must be determined by at least two of the following:

analysis of change to work practice or process

customer feedback

individual staff request for training

introduction of new technology or software application, such as three-dimensional (3-D) modelling

performance appraisal

staff survey

supervisor report on individual staff.

Motivation theories must include at least one of the following:

David C. McClelland’s theories of achievement motivation

Herzberg’s motivation theory

Maslow’s hierarchy of needs

Theory X

Theory Y.


Performance Evidence

A person demonstrating competency in this unit must satisfy the requirements of the elements, performance criteria, foundation skills and range of conditions of this unit.

The person must also analyse the staffing requirements of a business design team of at least two building designers working on large and complex projects.

In doing the above, the person must:

develop and apply a process to monitor and measure staff performance with at least two team members

demonstrate the application of methodologies to determine and fulfil team member skill development requirements

apply methodologies and processes to provide effective team leadership

manage performance issues for one team member requiring professional development in addition to that provided to all staff.


Knowledge Evidence

A person demonstrating competency in this unit must demonstrate knowledge of:

coaching methods for staff development in the building design sector

employment and workplace legislation relating to the building design sector

leadership models and styles

performance appraisal models and procedures for their use

process for skills needs analysis

processes and procedures for goal setting

processes and procedures for human resource planning

psychology of teams to facilitate team development and effectiveness.