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

PSPHRM010 Mapping and Delivery Guide
Formulate a strategic human resource plan

Version 1.0
Issue Date: March 2024


Qualification -
Unit of Competency PSPHRM010 - Formulate a strategic human resource plan
Description
Employability Skills
Learning Outcomes and Application This unit describes the skills required to formulate a strategic human resource plan that links the human resource function with the direction of business units and the organisation. It includes identifying key issues, and developing, implementing and evaluating the strategic human resource plan.This unit applies to those working as human resource specialists.The skills and knowledge described in this unit must be applied within the legislative, regulatory and policy environment in which they are carried out. Organisational policies and procedures must be consulted and adhered to.Those undertaking this unit would work autonomously, performing complex tasks in a range of familiar contexts.No licensing, legislative or certification requirements apply to unit at the time of publication.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.

This unit contains no specific industry-mandated assessment conditions. Guidance on suggested and recommended conditions and methods can be found in the Implementation Guide.

Assessors must satisfy the NVR/AQTF mandatory competency requirements for assessors.

Prerequisites/co-requisites
Competency Field Human resource management
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: Identify key human resource issues arising from the organisation’s strategic plan
  • Analyse strategic and business plans to determine key human resource issues.
  • Identify and consider internal and/or external factors likely to impact upon the workforce profile and future human resource requirements.
  • Analyse workforce data for trends to determine key issues.
  • Consult business units and senior management for information on future requirements.
  • Utilise forward planning tools to predict longer term issues and needs to be addressed in the strategic plan.
       
Element: Develop a plan to meet the human resource requirements of an organisation
  • Develop the plan based on data drawn from information sources, consultations with stakeholders, and good practice models.
  • Include strategies for workforce planning, workforce management, managing succession and skill shortages in the plan to support business vision and provide for the right people to be in the right place at the right time.
  • Include strategies within the plan consistent with the organisation’s strategic perspective.
  • Identify and address risks associated with planned strategies.
  • Identify resource requirements, prepare a budget to support the implementation of the plan and prepare performance indicators and timeframes.
       
Element: Implement a human resource plan
  • Obtain agreement on the plan through consultation with other business units within the organisation.
  • Document and communicate the plan to other business units.
  • Identify systems and tools required to support implementation.
  • Implement human resource strategies in accordance with the plan and monitor and revise against the budget and key performance indicators.
  • Provide support in implementing the plan to business units.
       
Element: Evaluate the effectiveness of the human resource plan
  • Monitor the plan to adjust strategies as needed to take account of new developments or contingencies.
  • Develop and implement an evaluation methodology.
  • Assess the plan against the strategic goals and business objectives.
  • Analyse information to provide a basis for the judgements to be made in relation to the plan’s effectiveness.
  • Report outcomes of the evaluation with recommendations for enhancement of the plan, to inform ongoing planning and integrate human resource planning into the organisational planning framework.
       
Element: Identify key human resource issues arising from the organisation’s strategic plan
  • Analyse strategic and business plans to determine key human resource issues.
  • Identify and consider internal and/or external factors likely to impact upon the workforce profile and future human resource requirements.
  • Analyse workforce data for trends to determine key issues.
  • Consult business units and senior management for information on future requirements.
  • Utilise forward planning tools to predict longer term issues and needs to be addressed in the strategic plan.
       
Element: Develop a plan to meet the human resource requirements of an organisation
  • Develop the plan based on data drawn from information sources, consultations with stakeholders, and good practice models.
  • Include strategies for workforce planning, workforce management, managing succession and skill shortages in the plan to support business vision and provide for the right people to be in the right place at the right time.
  • Include strategies within the plan consistent with the organisation’s strategic perspective.
  • Identify and address risks associated with planned strategies.
  • Identify resource requirements, prepare a budget to support the implementation of the plan and prepare performance indicators and timeframes.
       
Element: Implement a human resource plan
  • Obtain agreement on the plan through consultation with other business units within the organisation.
  • Document and communicate the plan to other business units.
  • Identify systems and tools required to support implementation.
  • Implement human resource strategies in accordance with the plan and monitor and revise against the budget and key performance indicators.
  • Provide support in implementing the plan to business units.
       
Element: Evaluate the effectiveness of the human resource plan
  • Monitor the plan to adjust strategies as needed to take account of new developments or contingencies.
  • Develop and implement an evaluation methodology.
  • Assess the plan against the strategic goals and business objectives.
  • Analyse information to provide a basis for the judgements to be made in relation to the plan’s effectiveness.
  • Report outcomes of the evaluation with recommendations for enhancement of the plan, to inform ongoing planning and integrate human resource planning into the organisational planning framework.
       


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.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Identify key human resource issues arising from the organisation’s strategic plan

1.1 Analyse strategic and business plans to determine key human resource issues.

1.2 Identify and consider internal and/or external factors likely to impact upon the workforce profile and future human resource requirements.

1.3 Analyse workforce data for trends to determine key issues.

1.4 Consult business units and senior management for information on future requirements.

1.5 Utilise forward planning tools to predict longer term issues and needs to be addressed in the strategic plan.

2. Develop a plan to meet the human resource requirements of an organisation

2.1 Develop the plan based on data drawn from information sources, consultations with stakeholders, and good practice models.

2.2 Include strategies for workforce planning, workforce management, managing succession and skill shortages in the plan to support business vision and provide for the right people to be in the right place at the right time.

2.3 Include strategies within the plan consistent with the organisation’s strategic perspective.

2.4 Identify and address risks associated with planned strategies.

2.5 Identify resource requirements, prepare a budget to support the implementation of the plan and prepare performance indicators and timeframes.

3. Implement a human resource plan

3.1 Obtain agreement on the plan through consultation with other business units within the organisation.

3.2 Document and communicate the plan to other business units.

3.3 Identify systems and tools required to support implementation.

3.4 Implement human resource strategies in accordance with the plan and monitor and revise against the budget and key performance indicators.

3.5 Provide support in implementing the plan to business units.

4. Evaluate the effectiveness of the human resource plan

4.1 Monitor the plan to adjust strategies as needed to take account of new developments or contingencies.

4.2 Develop and implement an evaluation methodology.

4.3 Assess the plan against the strategic goals and business objectives.

4.4 Analyse information to provide a basis for the judgements to be made in relation to the plan’s effectiveness.

4.5 Report outcomes of the evaluation with recommendations for enhancement of the plan, to inform ongoing planning and integrate human resource planning into the organisational planning framework.

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.

using marketing and public relations strategies

applying strategic thinking and planning

explaining complex ideas to different audiences

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

preparing written advice and reports requiring reasoning and precision of expression

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.

organisational goals, policies and procedures

the importance of human resource management in attaining organisational goals

strategic planning processes

consultation and management practices

the relationships between key human resource functions

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

human resource policies and practices

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

range of evaluation methodologies


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.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Identify key human resource issues arising from the organisation’s strategic plan

1.1 Analyse strategic and business plans to determine key human resource issues.

1.2 Identify and consider internal and/or external factors likely to impact upon the workforce profile and future human resource requirements.

1.3 Analyse workforce data for trends to determine key issues.

1.4 Consult business units and senior management for information on future requirements.

1.5 Utilise forward planning tools to predict longer term issues and needs to be addressed in the strategic plan.

2. Develop a plan to meet the human resource requirements of an organisation

2.1 Develop the plan based on data drawn from information sources, consultations with stakeholders, and good practice models.

2.2 Include strategies for workforce planning, workforce management, managing succession and skill shortages in the plan to support business vision and provide for the right people to be in the right place at the right time.

2.3 Include strategies within the plan consistent with the organisation’s strategic perspective.

2.4 Identify and address risks associated with planned strategies.

2.5 Identify resource requirements, prepare a budget to support the implementation of the plan and prepare performance indicators and timeframes.

3. Implement a human resource plan

3.1 Obtain agreement on the plan through consultation with other business units within the organisation.

3.2 Document and communicate the plan to other business units.

3.3 Identify systems and tools required to support implementation.

3.4 Implement human resource strategies in accordance with the plan and monitor and revise against the budget and key performance indicators.

3.5 Provide support in implementing the plan to business units.

4. Evaluate the effectiveness of the human resource plan

4.1 Monitor the plan to adjust strategies as needed to take account of new developments or contingencies.

4.2 Develop and implement an evaluation methodology.

4.3 Assess the plan against the strategic goals and business objectives.

4.4 Analyse information to provide a basis for the judgements to be made in relation to the plan’s effectiveness.

4.5 Report outcomes of the evaluation with recommendations for enhancement of the plan, to inform ongoing planning and integrate human resource planning into the organisational planning framework.

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
Analyse strategic and business plans to determine key human resource issues. 
Identify and consider internal and/or external factors likely to impact upon the workforce profile and future human resource requirements. 
Analyse workforce data for trends to determine key issues. 
Consult business units and senior management for information on future requirements. 
Utilise forward planning tools to predict longer term issues and needs to be addressed in the strategic plan. 
Develop the plan based on data drawn from information sources, consultations with stakeholders, and good practice models. 
Include strategies for workforce planning, workforce management, managing succession and skill shortages in the plan to support business vision and provide for the right people to be in the right place at the right time. 
Include strategies within the plan consistent with the organisation’s strategic perspective. 
Identify and address risks associated with planned strategies. 
Identify resource requirements, prepare a budget to support the implementation of the plan and prepare performance indicators and timeframes. 
Obtain agreement on the plan through consultation with other business units within the organisation. 
Document and communicate the plan to other business units. 
Identify systems and tools required to support implementation. 
Implement human resource strategies in accordance with the plan and monitor and revise against the budget and key performance indicators. 
Provide support in implementing the plan to business units. 
Monitor the plan to adjust strategies as needed to take account of new developments or contingencies. 
Develop and implement an evaluation methodology. 
Assess the plan against the strategic goals and business objectives. 
Analyse information to provide a basis for the judgements to be made in relation to the plan’s effectiveness. 
Report outcomes of the evaluation with recommendations for enhancement of the plan, to inform ongoing planning and integrate human resource planning into the organisational planning framework. 
Analyse strategic and business plans to determine key human resource issues. 
Identify and consider internal and/or external factors likely to impact upon the workforce profile and future human resource requirements. 
Analyse workforce data for trends to determine key issues. 
Consult business units and senior management for information on future requirements. 
Utilise forward planning tools to predict longer term issues and needs to be addressed in the strategic plan. 
Develop the plan based on data drawn from information sources, consultations with stakeholders, and good practice models. 
Include strategies for workforce planning, workforce management, managing succession and skill shortages in the plan to support business vision and provide for the right people to be in the right place at the right time. 
Include strategies within the plan consistent with the organisation’s strategic perspective. 
Identify and address risks associated with planned strategies. 
Identify resource requirements, prepare a budget to support the implementation of the plan and prepare performance indicators and timeframes. 
Obtain agreement on the plan through consultation with other business units within the organisation. 
Document and communicate the plan to other business units. 
Identify systems and tools required to support implementation. 
Implement human resource strategies in accordance with the plan and monitor and revise against the budget and key performance indicators. 
Provide support in implementing the plan to business units. 
Monitor the plan to adjust strategies as needed to take account of new developments or contingencies. 
Develop and implement an evaluation methodology. 
Assess the plan against the strategic goals and business objectives. 
Analyse information to provide a basis for the judgements to be made in relation to the plan’s effectiveness. 
Report outcomes of the evaluation with recommendations for enhancement of the plan, to inform ongoing planning and integrate human resource planning into the organisational planning framework. 

Forms

Assessment Cover Sheet

PSPHRM010 - Formulate a strategic human resource plan
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Assessment Record Sheet

PSPHRM010 - Formulate a strategic human resource plan

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