The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.

Units to be assessed together

Pre-requisite units that must be achieved prior to this unit:Nil

Co-requisite units that must be assessed with this unit:Nil

Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:

PSPETHC601B Maintain and enhance confidence in public service

PSPGOV601B Apply government systems

PSPGOV602B Establish and maintain strategic networks

PSPGOV605A Persuade and influence opinion

PSPHR612A Manage recruitment

PSPHR616A Manage performance management system

PSPLEGN601B Manage compliance with legislation in the public sector

PSPMNGT605B Manage diversity

PSPMNGT611A Manage evaluations

PSPMNGT615A Influence workforce effectiveness

PSPPOL603A Manage policy implementation

Overview of evidence requirements

In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:

the knowledge requirements of this unit

the skill requirements of this unit

application of the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)

management of human resource development strategies in a range of (3 or more) contexts (or occasions, over time)

Resources required to carry out assessment

These resources include:

legislation policies, procedures and guidelines relating to human resource development and career management

workplace scenarios and case studies to capture the range of situations likely to be encountered when managing human resource development strategies

Where and how to assess evidence

Valid assessment of this unit requires:

a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when managing human resource development strategies, including coping with difficulties, irregularities and breakdowns in routine

management of human resource development strategies in a range of (3 or more) contexts (or occasions, over time)

Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:

people with disabilities

people from culturally and linguistically diverse backgrounds

Aboriginal and Torres Strait Islander people

women

young people

older people

people in rural and remote locations

Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:

case studies

portfolios

projects

questioning

scenarios

authenticated evidence from the workplace and/or training courses

For consistency of assessment

Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments

This section describes the essential skills and knowledge and their level, required for this unit.

Skill requirements

Look for evidence that confirms skills in:

using effective consultation with stakeholders

undertaking internal marketing and public relations

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

interpreting and explaining complex, formal documents and assisting others to apply them in the workplace

preparing written strategies requiring reasoning and precision of expression

responding to diversity, including gender and disability

applying occupational health and safety and environmental requirements in the context of human resource development

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

national and/or international models of good practice in human resource development

organisational policies and procedures

the organisation's strategic goals and their implications for future human resource requirements

human resource strategy and planning

equal employment opportunity, equity and diversity principles

human resource policies and practices

jurisdictional legislation applying to human resources including occupational health and safety and environment and sustainability practices

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.

Stakeholders may include:

all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services such as:

users of the human resource service

employees at all levels of the organisation

other public sector organisations

union and association representatives

boards of management

government

Ministers

Methodologies for human resource developmentmay include:

on-the-job learning

accredited training

self-paced learning

mentoring

coaching

shadowing

projects

blended learning

opportunities to act in higher positions

Development programsmay include:

mentoring and coaching

action learning sets

seminars, conferences and workshops

tertiary courses

in-house courses

computer-based courses

higher duties

job exchange

industry experience

secondments

Legislation and organisational policies may include:

Commonwealth and State/Territory legislation including equal employment opportunity, anti-discrimination and employment law

national and international codes of practice and standards

the organisation's policies and practices

government policy

codes of conduct

codes of ethics

public sector standards

security requirements

environmental/sustainability requirements

Internal and external factors impacting upon development strategies and programsmay include:

emerging human resource development needs

changed financial or political circumstances

downsizing or organisation restructuring

opportunities for outsourcing changes in legislation or core business activities

changes in activities or aspirations of customers

organisational changes

labour market

environmental/sustainability requirements