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

PSPMNGT603B Mapping and Delivery Guide
Facilitate people management

Version 1.0
Issue Date: May 2024


Qualification -
Unit of Competency PSPMNGT603B - Facilitate people management
Description This unit covers the implementation of people management strategies, plans and processes within the business unit in cooperation with specialist human resources personnel. It includes undertaking human resource planning, managing the performance of individuals, managing learning and development, managing grievance procedures, counselling employees and managing employee rehabilitation.In practice, people management occurs in the context of other generalist and specialist public sector work activities such as facilitating workforce effectiveness, managing diversity, managing client service, acting ethically, ensuring compliance with legislation etc.This unit is one of four units dealing with people performance in the Working in Government and Management Competency fields of the Training Package. Related units are:PSPGOV315B Give and receive workplace feedbackPSPGOV416A Monitor performance and provide feedbackPSPGOV519A Manage performanceThis unit replaces and is equivalent to PSPMNGT603A Facilitate people management.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Employability Skills This unit contains employability skills.
Learning Outcomes and Application Not applicable.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.
Prerequisites/co-requisites Not applicable.
Competency Field 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: Undertake human resource planning
  • Human resource needs are determined/reviewed in accordance with the organisation's short- and long-term needs, the anticipated business unit needs and the allocated budget.
  • Existing competencies of staff are compared with the needs of the business unit and plans to address shortfalls are developed.
  • Alternatives to staffing levels are developed which meet key provisions of the human resource plan.
  • Staff are recruited, selected and separated in accordance with business needs.
  • Organisational strategy is translated into performance goals and objectives.
       
Element: Manage the performance of individuals
  • Performance management criteria are linked to business unit, strategic and operational goals, are identified in accordance with the organisation's performance management system and agreed in consultation with staff.
  • Performance requirements are confirmed with staff and performance management processes are applied in accordance with the performance management system.
  • Performance management processes are equitable and implemented in accordance with legislative requirements, and organisational policy and practices.
  • Performance management/appraisal meetings, interviews and discussions are conducted within the principles of industrial democracy and participative, consultative processes.
  • Outstanding performance and performance below agreed standards are identified and responded to in a constructive and timely manner, in accordance with organisational policy and practices to maximise the effectiveness of workplace performance.
  • Staff are motivated to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, and through organisational reward and recognition strategies where these exist.
       
Element: Manage learning and development
  • Performance improvement strategies are developed that identify current learning needs and anticipate future requirements.
  • Areas identified for improvement are addressed through selection and implementation of learning and development strategies to suit a diverse workforce.
  • Information about learning and development activities is promoted to staff.
  • Learning and development are managed equitably to maximise outcomes for the organisation and individuals.
       
Element: Manage grievance procedures
  • Grievances and complaints are managed promptly and in a manner which optimises the likelihood of a positive outcome.
  • Individuals rights and obligations under industrial awards/agreements and legislation are documented and communicated in a clear and concise manner.
  • Meetings and interviews are conducted within the principles of industrial democracy and participative, consultative processes.
       
Element: Counsel employees
  • Counselling is offered to support employees in relation to work difficulties, career aspirations and personal difficulties.
  • Techniques and counselling style are chosen that are appropriate to the situation and cater for a diverse workforce base.
  • Active listening skills are applied to formulate responses to employees.
  • Referrals to appropriate support professionals and agencies are made to facilitate employee performance and well-being.
  • Outcomes are documented and employee confidentiality is maintained in accordance with organisational requirements.
       
Element: Manage employee rehabilitation
  • Establishment of a return to work program is coordinated for an injured employee in consultation with the employee and a rehabilitation specialist.
  • A system is established to monitor the return to work program.
  • Injured employee is effectively engaged through all parts of the return to work program.
  • Records of the work program are maintained in accordance with organisational policy and legislative requirements.
       


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 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

PSPLEGN601B Manage compliance with legislation in the public sector

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)

effective people management strategies in a range of (3 or more) contexts (or occasions, over time)

Resources required to carry out assessment

These resources include:

people management procedures, protocols and guidelines

legislation relating to people management in the public sector

case studies and workplace scenarios to capture the range of situations likely to be encountered when facilitating people management in the public sector

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 facilitating people management, including coping with difficulties, irregularities and breakdowns in routine

effective people management 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

simulation or role plays

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

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.

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

Skill requirements

Look for evidence that confirms skills in:

facilitating learning, coaching and mentoring

negotiating and counselling

undertaking conflict and grievance resolution

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

responding to diversity, including gender and disability

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

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

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

equal employment opportunity, equity and diversity principles

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

conflict and grievance resolution strategies

jurisdictional legislation applicable to management and human resource management functions

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.

Business unit may refer to

a program

sub-program

cost centre

area

division

branch

production unit or section located within the organisation

Recruitment and selection processes may include

job analysis

job description

job evaluation

recruitment advertising

use of external agencies

application processing

competency profiling

job classifications

Separation of staff may include

transfer

termination

redeployment

Performance management refers to

planning and review of the on-the-job performance of individuals and groups of employees

Performance requirements may include

performance expectations

explicit standards for performance of tasks

performance targets and timeframes

role responsibilities

goals

strategies

measures

performance agreements

finding a work-life balance

Performance management processes may include:

planning

measurement

reviews and appraisals

monitoring

evaluation

feedback

Legislative requirements and organisational policies and practices may include:

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

national and international codes of practice and standards

the organisation's policies and practices

government policy

codes of conduct

Performance appraisal methods may include:

supervisor/employee

peer

360 degree

Responses to performance may include:

counselling

discipline

reward

recognition

documenting performance issues

later follow-up

Development of individuals and teams may be through:

mentoring and coaching

action learning sets

counselling

seminars, conferences and workshops

approved leave to gain skills/experiences

tertiary courses

in-house courses

computer-based courses

higher duties

job exchange

industry experience

secondments

Information about development opportunities may be communicated through:

written documentation

manuals

policy and procedure statements, guides

information brochures and pamphlets

oral advice and guidance

one-on-one meetings

small group meetings

telephone contact and/or electronic mail

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
Human resource needs are determined/reviewed in accordance with the organisation's short- and long-term needs, the anticipated business unit needs and the allocated budget. 
Existing competencies of staff are compared with the needs of the business unit and plans to address shortfalls are developed. 
Alternatives to staffing levels are developed which meet key provisions of the human resource plan. 
Staff are recruited, selected and separated in accordance with business needs. 
Organisational strategy is translated into performance goals and objectives. 
Performance management criteria are linked to business unit, strategic and operational goals, are identified in accordance with the organisation's performance management system and agreed in consultation with staff. 
Performance requirements are confirmed with staff and performance management processes are applied in accordance with the performance management system. 
Performance management processes are equitable and implemented in accordance with legislative requirements, and organisational policy and practices. 
Performance management/appraisal meetings, interviews and discussions are conducted within the principles of industrial democracy and participative, consultative processes. 
Outstanding performance and performance below agreed standards are identified and responded to in a constructive and timely manner, in accordance with organisational policy and practices to maximise the effectiveness of workplace performance. 
Staff are motivated to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, and through organisational reward and recognition strategies where these exist. 
Performance improvement strategies are developed that identify current learning needs and anticipate future requirements. 
Areas identified for improvement are addressed through selection and implementation of learning and development strategies to suit a diverse workforce. 
Information about learning and development activities is promoted to staff. 
Learning and development are managed equitably to maximise outcomes for the organisation and individuals. 
Grievances and complaints are managed promptly and in a manner which optimises the likelihood of a positive outcome. 
Individuals rights and obligations under industrial awards/agreements and legislation are documented and communicated in a clear and concise manner. 
Meetings and interviews are conducted within the principles of industrial democracy and participative, consultative processes. 
Counselling is offered to support employees in relation to work difficulties, career aspirations and personal difficulties. 
Techniques and counselling style are chosen that are appropriate to the situation and cater for a diverse workforce base. 
Active listening skills are applied to formulate responses to employees. 
Referrals to appropriate support professionals and agencies are made to facilitate employee performance and well-being. 
Outcomes are documented and employee confidentiality is maintained in accordance with organisational requirements. 
Establishment of a return to work program is coordinated for an injured employee in consultation with the employee and a rehabilitation specialist. 
A system is established to monitor the return to work program. 
Injured employee is effectively engaged through all parts of the return to work program. 
Records of the work program are maintained in accordance with organisational policy and legislative requirements. 

Forms

Assessment Cover Sheet

PSPMNGT603B - Facilitate people management
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

PSPMNGT603B - Facilitate people management

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: