Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners

AHCBUS605A Mapping and Delivery Guide
Manage human resources

Version 1.0
Issue Date: March 2024


Qualification -
Unit of Competency AHCBUS605A - Manage human resources
Description This unit covers the process of managing human resources in an agricultural, horticultural or land management enterprise and describes the standard required to: implement strategies for personal development and appropriate self-management; identify skill requirements and prepare task descriptions and person specifications; arrange employment of workforce members; support career and professional development of workforce members; implement Occupational Health and Safety (OHS) priorities and procedures; review labour productivity.
Employability Skills This unit contains employability skills.
Learning Outcomes and Application This unit applies to managing human resources in an enterprise.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.
Prerequisites/co-requisites
Competency Field
Development and validation strategy and guide for assessors and learners Student Learning Resources Handouts
Activities
Slides
PPT
Assessment 1 Assessment 2 Assessment 3 Assessment 4
Elements of Competency Performance Criteria              
Element: Implement strategies for personal development and appropriate self-management
  • Own management strengths and weaknesses are regularly audited and addressed through training and family and professional support.
  • Priorities in management and operations are determined, and time is allocated to achieve effective outcomes.
  • Strategies for managing conflicting demands and pressure are investigated and implemented.
       
Element: Identify skill requirements and prepare task descriptions and person specifications
  • Tasks are identified and described along with the range of conditions under which performance may need to occur.
  • Most appropriate employment arrangements are determined based on employer and employee needs, responsibilities and rights.
  • Person specifications are prepared with due regard to Equal Opportunity Employment Legislation, OHS and work based harassment regulations.
  • Opportunities to use government-supported employment and training programs are explored and applied as appropriate.
       
Element: Arrange employment of workforce members
  • Options for filling job vacancies are assessed.
  • Resources and materials for recruitment are prepared and placed with media and employment agencies as appropriate.
  • Criteria for assessing job applicants are determined, and applicant evaluation processes and procedures are prepared.
  • Applicants are assessed against the criteria and selection decision is finalised.
  • All applicants are advised appropriately.
       
Element: Manage workforce performance
  • Induction programs are designed for each employee consistent with legislative requirements and effective management.
  • Terms of engagement for consultants and contractors are clarified and established.
  • Induction programs are conducted for new appointees and appropriate records established.
  • Work plans are developed with all members of the workforce (family and non-family).
  • Strategies for communicating with workers are designed and implemented.
  • Performance management strategies are designed and implemented.
  • Processes for the termination of non-performing staff are identified and followed as necessary.
       
Element: Support personal development, training and career development of workers
  • Strategies to identify skill and knowledge gaps are designed and implemented with workers, and strategies to address these are implemented.
  • On-job training is provided to optimise worker performance and to ensure safety and fairness in the workplace.
  • Off-job training requirements are identified and training is sourced and supported as appropriate.
  • Opportunities for career development are identified and provided and strategies for succession are designed and implemented.
  • Prior learning, experience and training is recognised and rewarded where appropriate.
       
Element: Manage administrative support
  • Processes and procedures for the administration of staff records are designed and implemented.
  • Administrative procedures and processes to meet legislated requirements are designed and implemented.
  • Industrial relations are established and monitored, awards adhered to, enterprise agreements and/or contracts of employment negotiated, and disputes and conflicts resolved.
       
Element: Implement OHS priorities and procedures
  • Safety policies are developed and communicated within the enterprise.
  • Safe work practices are identified/designed for all aspects of the operation of the enterprise.
  • Safe work practices are communicated and enforced among all members of the workforce.
       
Element: Review labour productivity
  • Strategies for monitoring labour costs are established.
  • Benchmarks for labour productivity are sourced and analysed to review the performance of the enterprise.
  • Opportunities to develop more efficient work practices are established by consulting peers, staff and consultants as appropriate.
  • Appropriate industrial relations are established and monitored, awards adhered to, enterprise agreements and/or contracts of employment negotiated, and disputes and conflicts resolved.
  • Strategies for improving labour productivity are implemented.
       


Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

The evidence required to demonstrate competency in this unit must be relevant to workplace operations and satisfy holistically all of the requirements of the performance criteria and required skills and knowledge and include achievement of the following:

implement strategies for personal development and appropriate self-management

identify skill requirements and prepare task descriptions and person specifications

arrange employment of workforce members

support career and professional development of workforce members

implement OHS priorities and procedures

review labour productivity.

Context of and specific resources for assessment

Competency requires the application of work practices under work conditions. Selection and use of resources for some worksites may differ due to the regional or enterprise circumstances.


Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assignment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)


Assessment Tasks

Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.

Required skills

implement strategies for personal development and appropriate self-management

identify skill requirements and prepare task descriptions and person specifications

arrange employment of workforce members

implement OHS priorities and procedures

review labour productivity

terminate employment of particular staff as necessary

use literacy skills to fulfil job roles as required by the organisation. The level of skill may range from reading and understanding documentation to completion of written reports

use oral communication skills/language competence to fulfil the job role as specified by the organisation including questioning, active listening, asking for clarification, negotiating solutions and responding to a range of views

use numeracy skills to estimate, calculate and record complex workplace measures

use interpersonal skills to work with others and relate to people from a range of cultural, social and religious backgrounds and with a range of physical and mental abilities.

Required knowledge

personal development

time management

task descriptions and person specifications

equal opportunity and Equal Employment Opportunity legislation

OHS legislation

relevant industrial awards

employee induction programs

interviewing strategies and protocols

works compensation instance and superannuation

contracts of employment

unfair dismissal legislation.

The range statement relates to the unit of competency as a whole.

Strategies may include:

implementing strategies for personal development and appropriate self-management

identify skill requirements

prepare task descriptions and person specifications

arrange employment of workforce members

implement OHS priorities and procedures

review labour productivity.

Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
Own management strengths and weaknesses are regularly audited and addressed through training and family and professional support. 
Priorities in management and operations are determined, and time is allocated to achieve effective outcomes. 
Strategies for managing conflicting demands and pressure are investigated and implemented. 
Tasks are identified and described along with the range of conditions under which performance may need to occur. 
Most appropriate employment arrangements are determined based on employer and employee needs, responsibilities and rights. 
Person specifications are prepared with due regard to Equal Opportunity Employment Legislation, OHS and work based harassment regulations. 
Opportunities to use government-supported employment and training programs are explored and applied as appropriate. 
Options for filling job vacancies are assessed. 
Resources and materials for recruitment are prepared and placed with media and employment agencies as appropriate. 
Criteria for assessing job applicants are determined, and applicant evaluation processes and procedures are prepared. 
Applicants are assessed against the criteria and selection decision is finalised. 
All applicants are advised appropriately. 
Induction programs are designed for each employee consistent with legislative requirements and effective management. 
Terms of engagement for consultants and contractors are clarified and established. 
Induction programs are conducted for new appointees and appropriate records established. 
Work plans are developed with all members of the workforce (family and non-family). 
Strategies for communicating with workers are designed and implemented. 
Performance management strategies are designed and implemented. 
Processes for the termination of non-performing staff are identified and followed as necessary. 
Strategies to identify skill and knowledge gaps are designed and implemented with workers, and strategies to address these are implemented. 
On-job training is provided to optimise worker performance and to ensure safety and fairness in the workplace. 
Off-job training requirements are identified and training is sourced and supported as appropriate. 
Opportunities for career development are identified and provided and strategies for succession are designed and implemented. 
Prior learning, experience and training is recognised and rewarded where appropriate. 
Processes and procedures for the administration of staff records are designed and implemented. 
Administrative procedures and processes to meet legislated requirements are designed and implemented. 
Industrial relations are established and monitored, awards adhered to, enterprise agreements and/or contracts of employment negotiated, and disputes and conflicts resolved. 
Safety policies are developed and communicated within the enterprise. 
Safe work practices are identified/designed for all aspects of the operation of the enterprise. 
Safe work practices are communicated and enforced among all members of the workforce. 
Strategies for monitoring labour costs are established. 
Benchmarks for labour productivity are sourced and analysed to review the performance of the enterprise. 
Opportunities to develop more efficient work practices are established by consulting peers, staff and consultants as appropriate. 
Appropriate industrial relations are established and monitored, awards adhered to, enterprise agreements and/or contracts of employment negotiated, and disputes and conflicts resolved. 
Strategies for improving labour productivity are implemented. 

Forms

Assessment Cover Sheet

AHCBUS605A - Manage human resources
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

Signature:

Date:


Assessment Record Sheet

AHCBUS605A - Manage human resources

Student name:

Student ID:

Assessment task 1: [title] Result: Competent Not yet competent

(add lines for each task)

Feedback to student:

 

 

 

 

 

 

 

 

Overall assessment result: Competent Not yet competent

Assessor name:

Signature:

Date:

Student signature:

Date: