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Elements and Performance Criteria

1. Conduct workforce analysis
   • Conduct indepth analysis of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management.
   • Analyse workforce data and benchmark when required against comparable data, identify trends and suggest interventions to address developments that do not support the organisation’s strategic or business directions.
   • Undertake labour market and industry analysis to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management.
   • Use scenario planning or other forecasting tools to predict and assess likely futures for the organisation with their associated implications and risks.
   • Present the results of workforce analysis in objective and unbiased terms and in a form and language to suit the intended audience.
   • Ensure that the results of workforce analysis concerning future workforce requirements are included in decision-making processes.
2. Contribute to workforce planning
   • Provide information and advice to managers on all aspects of workforce planning.
   • Develop and/or provide workforce planning tools to managers, and give assistance in their use.
   • Develop and suggest solutions for current and future workforce planning and management issues.
   • Provide consultancy services to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs.
   • Assist managers to question current work practices and structures and prepare workforce plans.
3. Assist with succession management
   • Communicate the critical role of succession planning in managing the organisation’s intellectual capital to managers and staff.
   • Develop a succession management strategy and identify candidate pools for imminent and longer term future vacancies.
   • Develop and agree on succession processes and the succession management strategy.
   • Use the results of workforce analysis and planning to assist managers to undertake succession planning.
4. Conduct workforce analysis
   • Conduct indepth analysis of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management.
   • Analyse workforce data and benchmark when required against comparable data, identify trends and suggest interventions to address developments that do not support the organisation’s strategic or business directions.
   • Undertake labour market and industry analysis to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management.
   • Use scenario planning or other forecasting tools to predict and assess likely futures for the organisation with their associated implications and risks.
   • Present the results of workforce analysis in objective and unbiased terms and in a form and language to suit the intended audience.
   • Ensure that the results of workforce analysis concerning future workforce requirements are included in decision-making processes.
5. Contribute to workforce planning
   • Provide information and advice to managers on all aspects of workforce planning.
   • Develop and/or provide workforce planning tools to managers, and give assistance in their use.
   • Develop and suggest solutions for current and future workforce planning and management issues.
   • Provide consultancy services to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs.
   • Assist managers to question current work practices and structures and prepare workforce plans.
6. Assist with succession management
   • Communicate the critical role of succession planning in managing the organisation’s intellectual capital to managers and staff.
   • Develop a succession management strategy and identify candidate pools for imminent and longer term future vacancies.
   • Develop and agree on succession processes and the succession management strategy.
   • Use the results of workforce analysis and planning to assist managers to undertake succession planning.

Performance Evidence

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

analysing information and trends

consulting, negotiating and advising on workforce planning and succession management

leading and influencing in relation to workforce analysis and planning

applying problem solving

explaining ideas to different audiences

interpreting and explaining data and assisting others to apply the outcomes in the workplace

preparing written advice and reports requiring reasoning and precision of expression

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Knowledge Evidence

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

data analysis

forecasting and planning

scenario planning

strategic thinking and analysis

organisational business planning cycle and processes

organisational goals, policies and procedures related to workforce planning and analysis

standard and content requirements of workforce analysis and planning reports

jurisdictional legislation applying to human resources, including freedom of information, privacy, confidentiality, occupational health and safety, and environment and sustainability practices

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