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Follow the links below to find material targeted to the unit's elements, performance criteria, required skills and knowledge

Elements and Performance Criteria

1. Undertake human resource planning
   • Determine or review human resource needs in accordance with the organisation’s short and long term needs, the anticipated business unit needs and the allocated budget.
   • Compare existing competencies of staff with the needs of the business unit and develop plans to address shortfalls.
   • Develop alternatives to staffing levels which meet key provisions of the human resource plan.
   • Recruit, select and nominate staff in accordance with business needs.
   • Translate the organisational strategy into performance goals and objectives.
2. Manage performance of individuals
   • Link performance management criteria to business unit and identify strategic and operational goals in accordance with the performance management system and obtain agreement in consultation with staff.
   • Confirm performance requirements with staff and apply performance management processes in accordance with the performance management system.
   • Implement equitable performance management processes.
   • Conduct performance management meetings, interviews and discussions within the principles of industrial democracy and participative, consultative processes.
   • Identify and respond to outstanding performance and performance below agreed standards to maximise the effectiveness of workplace performance.
   • Motivate staff to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, or through organisational reward and recognition strategies.
3. Manage learning and development
   • Develop performance improvement strategies that identify current learning needs and anticipate future requirements.
   • Address areas identified for improvement through selection and implementation of learning and development strategies to suit a diverse workforce.
   • Promote information about learning and development activities to staff.
4. Manage grievance procedures
   • Manage grievances and complaints in a manner which optimises the likelihood of a positive outcome.
   • Document and communicate individuals rights and obligations under industrial awards and/or agreements and legislation in a clear and concise manner.
   • Conduct meetings and interviews within the principles of industrial democracy and participative, consultative processes.
5. Counsel employees
   • Offer counselling to support employees in relation to work and/or personal difficulties, and career aspirations.
   • Choose techniques and counselling styles that are appropriate to the situation and cater for a diverse workforce base.
   • Use active listening skills to formulate responses to employees.
   • Make referrals to appropriate support professionals and agencies to facilitate employee performance and well-being
   • Document outcomes and maintain employee confidentiality.
6. Manage employee rehabilitation
   • Establish a return to work program for an injured employee in consultation with the employee and a rehabilitation specialist.
   • Establish a system to monitor the return to work program.
   • Engage with injured employee through all parts of the return to work program.
   • Maintain records of the work program.
7. Undertake human resource planning
   • Determine or review human resource needs in accordance with the organisation’s short and long term needs, the anticipated business unit needs and the allocated budget.
   • Compare existing competencies of staff with the needs of the business unit and develop plans to address shortfalls.
   • Develop alternatives to staffing levels which meet key provisions of the human resource plan.
   • Recruit, select and nominate staff in accordance with business needs.
   • Translate the organisational strategy into performance goals and objectives.
8. Manage performance of individuals
   • Link performance management criteria to business unit and identify strategic and operational goals in accordance with the performance management system and obtain agreement in consultation with staff.
   • Confirm performance requirements with staff and apply performance management processes in accordance with the performance management system.
   • Implement equitable performance management processes.
   • Conduct performance management meetings, interviews and discussions within the principles of industrial democracy and participative, consultative processes.
   • Identify and respond to outstanding performance and performance below agreed standards to maximise the effectiveness of workplace performance.
   • Motivate staff to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, or through organisational reward and recognition strategies.
9. Manage learning and development
   • Develop performance improvement strategies that identify current learning needs and anticipate future requirements.
   • Address areas identified for improvement through selection and implementation of learning and development strategies to suit a diverse workforce.
   • Promote information about learning and development activities to staff.
10. Manage grievance procedures
    • Manage grievances and complaints in a manner which optimises the likelihood of a positive outcome.
    • Document and communicate individuals rights and obligations under industrial awards and/or agreements and legislation in a clear and concise manner.
    • Conduct meetings and interviews within the principles of industrial democracy and participative, consultative processes.
11. Counsel employees
    • Offer counselling to support employees in relation to work and/or personal difficulties, and career aspirations.
    • Choose techniques and counselling styles that are appropriate to the situation and cater for a diverse workforce base.
    • Use active listening skills to formulate responses to employees.
    • Make referrals to appropriate support professionals and agencies to facilitate employee performance and well-being
    • Document outcomes and maintain employee confidentiality.
12. Manage employee rehabilitation
    • Establish a return to work program for an injured employee in consultation with the employee and a rehabilitation specialist.
    • Establish a system to monitor the return to work program.
    • Engage with injured employee through all parts of the return to work program.
    • Maintain records of the work program.

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.

facilitating learning, coaching and mentoring

negotiating and counselling

using a variety of words and language structures to explain complex ideas to different audiences

preparing written advice and reports requiring reasoning and precision of expression

engaging in discussion using exchanges of complex oral information

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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.

performance management processes

recruitment, selection and induction procedures

range of training and development strategies

principles of adult learning

range of facilitation techniques

development needs analysis techniques

the concept of rehabilitation

grievance procedures and strategies

counselling techniques

employee assistance services

organisational goals, policies and procedures

the concept of diversity and its integration within and across all human resource and management functions and areas

the relationship between effective human resource functions and the attainment of business unit objectives

knowledge of the organisation’s career and human resource development strategies, programs and plans

jurisdictional legislation applicable to management and human resource management functions

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