This unit applies to human resources officers, or people in similar roles, who work under the direction of a human resource manager.

The unit covers the requirement to support the performance management system across the organisation by assisting with the administrative infrastructure, provision of information and advice, and facilitating review mechanisms.

ELEMENT

PERFORMANCE CRITERIA

1. Review performance management infrastructure

1.1. Ensure that all positions have current position descriptions specifying key requirements of the role

1.2. Ensure that managers have provided reportees with performance indicators that are consistent with the position description requirements

1.3. Check that performance appraisal meetings are held in accordance with organisational timeframes, that correct documentation has been completed and that all necessary parties have recorded agreement

1.4. Check that appropriate organisational procedures have been followed for rewarding good performance

1.5. Check that appropriate organisational procedures have been followed for addressing under performance

1.6. Provide advice and support where there is dissention about performance appraisal outcomes

2. Promote performance management system

2.1. Clarify goals and methods of the performance management system

2.2. Address any questions from employees about the performance management system

2.3. Arrange or deliver, training or instruction in how to use the performance management system

2.4. Encourage ongoing and regular feedback on performance as well as formal performance appraisals

3. Collate performance management data

3.1. Review performance management documentation to establish trends or problem areas which require attention

3.2. Review patterns in skill or performance gaps and consider requirements and options for performance development

3.3. Revise policies or procedures if necessary

3.4. Suggest improvements to the performance management system

Required skills

communication skills to advise on methods for giving feedback and to assist managers with means for addressing poor performance

organisational skills to see that systems are followed and that all necessary documentation is kept and accessible

technology skills to write reports and to access records of interviews.

Required knowledge

performance management and its contribution to the human resource cycle and organisational objectives

rewards and incentive schemes

warning systems, grievance procedures.

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:

analysis of a performance management system and its strengths and weaknesses

development of methods and techniques to support the effective implementation of the performance management system

knowledge of performance management.

Context of and specific resources for assessment

Assessment must ensure:

access to appropriate documentation and resources normally used in the workplace.

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 reports on performance management

demonstration of techniques in providing advice on performance feedback

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 performance management systems

review of documentation outlining advice and support provided where there is dissention about performance appraisal outcomes

evaluation of documentation outlining training or instruction provided in using the performance management system

oral or written questioning to assess knowledge of rewards and incentive schemes.

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.

Position descriptions may also be termed, or include:

duty statements

job specifications

role statements

Performance appraisal meetings may consider:

any qualitative or quantitative measurement of performance

data from tailored software

feedback from peers, reportees, customers or clients

key performance indicators

perspectives of the manager and the person being reviewed

Rewards may include:

additional superannuation

bonuses

incentives

innovative motor vehicle and other salary packaging opportunities

non-monetary rewards such as conference, training, purchase of special equipment

salary increases

Performance development may include:

action learning sets

job rotation

mentoring or coaching

pairing with more experienced staff

shadowing

training

Unit sector

Workforce Development - Human Resource Management

This unit contains employability skills.