Application
This unit describes the skills and knowledge required to support, mentor and develop new recruits. It includes an understanding of the roles and responsibilities of first line managers in defining and communicating expectations, providing appropriate learning environments, and providing mentoring and feedback to support the retention and development of new recruits.
This unit is applicable to individuals who are responsible for supervising, developing and managing new recruits. Typically this unit would be applicable to first line managers, including supervisors and may also apply to team leaders.
No occupational licensing, legislative or certification requirements are known to apply to this unit at the time of publication.
Elements and Performance Criteria
Element | Performance criteria |
Elements describe the essential outcomes. | Performance criteria describe the performance needed to demonstrate achievement of the element. |
1 Communicate work requirements and expectations | 1.1 Identify information requirements for new recruits 1.2 Communicate enterprise policies, performance requirements and responsibilities to new recruits 1.3 Make information available to new recruits in appropriate and accessible formats 1.4 Adjust communication methods to account for the purpose and the audience, factoring in social and cultural diversity 1.5 Model appropriate work behaviours and procedures in personal conduct 1.6 Identify, facilitate and resolve (within level of responsibility) individual and team issues in relation to developing and managing new recruits |
2. Provide an appropriate learning environment for new recruits | 2.1 Establish learning and development plans for new recruits and monitor progress in conjunction with human resources personnel 2.2 Estimate and secure resources required to support informal and formal learning and training 2.3 Monitor implementation of workplace policies to ensure the workplace and learning environment conforms with industrial, customer and legal requirements 2.4 Arrange opportunities for new recruits to develop and apply skills and knowledge 2.5 Establish patterns of work organisation and job rotation to reinforce learning |
3. Provide regular and timely feedback on performance | 3.1 Monitor progress and performance of new recruits 3.2 Identify signs of poor or unacceptable practices 3.3 Investigate reasons for poor or unacceptable performance 3.4 Provide structured feedback to new recruits 3.5 Identify and agree strategies for addressing the performance gap with the new recruit 3.6 Confirm progress or take appropriate follow up action through ongoing monitoring |
Evidence of Performance
The candidate must supervise new recruits. Evidence must demonstrate the candidate’s consistency of performance over time.
The candidate must:
establish effective relationships with new recruits in the nominated work area
apply appropriate communication skills to manage conflict and facilitate resolution of issues, disagreements or disputes
apply interpersonal skills including appropriate questioning, listening and feedback techniques
maintain currency of knowledge and techniques through informal learning, regular professional development or personal research
foster effective teamwork by recognising and utilising individual strengths
ensure that appropriate behaviours and procedures are consistently observed by all personnel in the work area
ensure that new recruits have adequate opportunity to learn, apply and practice new skills and knowledge
ensure availability of relevant and appropriate information describing behaviour and performance expectations for new recruits; this includes information on policies and procedures, corporate values, and production targets or work outcomes
identify and apply relevant workplace health and safety, regulatory and workplace requirements
identify legal requirements and personal and company responsibilities in relation to managing new recruits
identify and conform with enterprise and employee obligations under industrial arrangements and training agreements in relation to the provision of (workplace) training
investigate causes of poor or unacceptable work performance in consultation with new recruits
model behaviour consistent with company policies and procedures
monitor individual performance, identify performance gaps and develop strategies in consultation with human resources personnel
monitor progress towards achieving agreed conduct and/or performance improvements
plan and undertake structured feedback or appraisal of new recruits
provide regular feedback to new recruits to foster confidence and appropriate workplace behaviours
Evidence of Knowledge
The candidate must demonstrate a broad factual, technical and theoretical knowledge of:
workplace feedback and performance management systems and responsibilities in the workplace, including personal level of authority in relation to performance counselling and disciplinary procedures
applicable legislation and Fair Work Australia requirements
conflict management techniques
workplace policies and procedures
Assessment Conditions
Competency must be demonstrated in the workplace whilst working with new recruits over time and under typical operating and production conditions for the enterprise.
A minimum of three different forms of assessment must be used.
Assessors must satisfy current standards for RTOs.
Foundation Skills
Foundation Skills essential to performance are explicit in the performance criteria of this unit of competency.