This unit applies to individuals requiring a broad knowledge of human resources functions. It is not assumed that individuals at this level would have responsibility for supervising the work of others. However it is assumed that as a human resources practitioner, their work will support effective work practices across the organisation.

The unit requires a broad understanding of human resources functions, associated policy frameworks and the administrative requirements to support these functions and policies.

ELEMENT

PERFORMANCE CRITERIA

1. Research human resources functions

1.1. Clarify human resources issues for review and document scope of review

1.2. Identify local, state/territory, national and international human resources networks for human resources professionals

1.3. Identify information sources for human resources data and information

1.4. Select a research strategy suitable to the topic

1.5. Consult with relevant personnel

1.6. Undertake research

1.7. Review research findings

2. Review policy and procedures frameworks

2.1. Locate policies and procedures relevant to the research topic

2.2. Analyse strengths and weaknesses of policies and procedures

2.3. Consider legislation, regulations and standards that apply to the policies and procedures and the research topic

3. Apply ethical framework

3.1. Review ethical requirements associated with the human resources function under review

3.2. Consider ethical obligations of human resources personnel working in the area under review

3.3. Document behaviours associated with working ethically in the area under review

4. Report on research outcomes

4.1. Collate, analyse and document key findings of the review

4.2. Write report on outcomes of research

4.3. Develop recommendations for future activity

Required skills

judgement and decision making skills to review ethical and policy frameworks and to recommend suggested improvements

literacy skills to research an issue and to write a clear and legible report which documents key issues coherently.

Required knowledge

human resources functions and policy frameworks

legal and compliance requirements for working in human resources

roles and responsibilities of human resources practitioners.

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 following is essential:

research report which reviews human resources functions and evidences understanding of the requirement for good policy and ethical approaches

knowledge of legal and compliance requirements for working in human resources.

Context of and specific resources for assessment

Assessment must ensure:

examples of human resources policies and files on performance feedback, disputes and grievances, workers compensation and leave applications.

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 written report on outcomes of research

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

observation of presentations on human resources function/s being reviewed

oral or written questioning to assess knowledge of human resources function/s being reviewed and policy frameworks

evaluation of research undertaken

review of documentation analysing the strengths and weaknesses of policies and procedures

review of documentation of behaviours associated with working ethically in the area under review.

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 Certificate IV in Human Resources.

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.

Human resources issues may include:

change management

employee assistance programs

human resources information systems (HRIS)

industrial relations

learning and development

occupational health and safety (OHS)

performance management

rehabilitation and return to work schemes

remuneration

selection and recruitment

succession planning

Research strategies may involve:

interviews

literature searches of print and online resources

statistical analysis

surveys

websites

Relevant personnel may include:

experienced human resources practitioners

training and development staff

managers and team leaders

industry experts or spokespersons

Ethical requirements may include:

addressing improper behaviour

application of company values

Code of Conduct

confidentiality

principles such as fairness, respect, impartiality and integrity

reporting processes

Unit sector

Workforce Development - Human Resource Management

This unit contains employability skills.