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

BSBHRM513A Mapping and Delivery Guide
Manage workforce planning

Version 1.0
Issue Date: April 2024


Qualification -
Unit of Competency BSBHRM513A - Manage workforce planning
Description This unit describes the performance outcomes, skills and knowledge required to plan workforce strategies to achieve organisational goals and objectives.It includes assessing factors that may affect the supply of workers, aligning workforce objectives with business plans, and designing strategies and succession plans to ensure a competent and appropriately diverse workforce is available to meet anticipated changes. The unit covers the research associated with labour markets and the requirement to match organisational needs with employee skills and commitment.
Employability Skills This unit contains employability skills.
Learning Outcomes and Application This unit applies to human resources managers or staff members with a role in a policy or planning unit that focuses on workforce planning.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.
Prerequisites/co-requisites Not applicable.
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: Research workforce requirements
  • Review current data on staff turnover and demographics
  • Assess factors that may affect workforce supply
  • 1.3 Establish the organisation's requirements for a skilled and diverse workforce
       
Element: Develop workforce objectives and strategies
  • Review organisational strategy and establish aligned objectives for the modification or retention of the workforce
  • Define whether staff turnover is unacceptable and if so consider strategies to address the turnover
  • Define objectives to retain required skilled labour
  • Define objectives for workforce diversity and cross-cultural management
  • Define strategies to source skilled labour
  • Communicate objectives and rationale to relevant stakeholders
  • Obtain agreement and endorsement for objectives and establish targets
  • Develop contingency plans to cope with extreme situations
       
Element: Implement initiatives to support workforce planning objectives
  • Implement action to support agreed objectives for recruitment, training, redeployment and redundancy
  • Develop and implement strategies to assist workforce to deal with organisational change
  • 3.3 Develop and implement strategies to assist in meeting the organisation's workforce diversity goals
  • Implement succession planning system to ensure desirable workers are developed and retained
  • Implement programs to ensure workplace is an employer of choice
       
Element: Monitor and evaluate workforce trends
  • Review workforce plan against patterns in exiting employee and workforce changes
  • Monitor labour supply trends for areas of over or undersupply in the external environment
  • Monitor effects of labour trends on demand for labour
  • Survey organisational climate to gauge worker satisfaction
  • Refine objectives and strategies in response to internal and external changes and make recommendations in response to global trends and incidents
  • Regularly review government policy on labour demand and supply
  • Evaluate effectiveness of change processes against agreed objectives
       


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

Evidence of the ability to:

review relevant supply and demand factors that will impact on an organisation's workforce

develop a workforce plan that includes relevant research and specific strategies to ensure access to a skilled and diverse workforce.

Context of and specific resources for assessment

Assessment must ensure:

access to appropriate documentation and resources normally used in the workplace.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

assessment of reports on labour supply trends and strategies to access and retain labour with required skills

direct questioning combined with review of portfolios of evidence and third-party workplace reports of onthejob performance by the candidate

review of documentation outlining agreed objectives for the modification or retention of the workforce and how these objectives were communicated to senior management

review of strategies implemented to assist the workforce to deal with organisational change

evaluation of implementation of succession planning system

review of the results of the organisational climate survey

oral or written questioning to assess knowledge of industrial relations relevant to the specific industry.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

other units from the Diploma of Human Resource Management.

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

communication and leadership skills to:

explain the need for change

gain senior management support for workforce planning initiatives

literacy skills to read and write reports and succinct workforce plans

numeracy skills to work with data and predictions about labour supply information

analytical skills to review data according to the needs of the organisation

technology skills to:

communicate with key stakeholders

support HR functions, including data collection and managing information according to legislation and organisational policies.

Required knowledge

current information about external labour supply relevant to the specific industry or skill requirements of the organisation

industrial relations relevant to the specific industry

labour force analysis and forecasting techniques.

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. 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) may also be included.

Factors that may affect workforce supply may include:

changes in technology

competition for workers

economic conditions

industry changes

market trends

skills and labour shortages

unemployment rates.

Requirements for a diverse workforce may include all forms of difference, including:

age

gender

generational

learning styles

race

religious beliefs

sexuality

workers' background, including cultural and linguistic background.

Objectives may include:

becoming an employer of choice

specific objectives for the organisation on recruitment, training, redeployment and redundancy

triple bottom line.

Organisational climate surveys may include:

employee opinion surveys

employee satisfaction surveys

systems for checking how staff perceive the organisation and its function.

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
Review current data on staff turnover and demographics 
Assess factors that may affect workforce supply 
1.3 Establish the organisation's requirements for a skilled and diverse workforce 
Review organisational strategy and establish aligned objectives for the modification or retention of the workforce 
Define whether staff turnover is unacceptable and if so consider strategies to address the turnover 
Define objectives to retain required skilled labour 
Define objectives for workforce diversity and cross-cultural management 
Define strategies to source skilled labour 
Communicate objectives and rationale to relevant stakeholders 
Obtain agreement and endorsement for objectives and establish targets 
Develop contingency plans to cope with extreme situations 
Implement action to support agreed objectives for recruitment, training, redeployment and redundancy 
Develop and implement strategies to assist workforce to deal with organisational change 
3.3 Develop and implement strategies to assist in meeting the organisation's workforce diversity goals 
Implement succession planning system to ensure desirable workers are developed and retained 
Implement programs to ensure workplace is an employer of choice 
Review workforce plan against patterns in exiting employee and workforce changes 
Monitor labour supply trends for areas of over or undersupply in the external environment 
Monitor effects of labour trends on demand for labour 
Survey organisational climate to gauge worker satisfaction 
Refine objectives and strategies in response to internal and external changes and make recommendations in response to global trends and incidents 
Regularly review government policy on labour demand and supply 
Evaluate effectiveness of change processes against agreed objectives 

Forms

Assessment Cover Sheet

BSBHRM513A - Manage workforce planning
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

BSBHRM513A - Manage workforce planning

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: