Application
This unit describes the skills and knowledge required to develop, implement and maintain a strategic approach to managing human resources in an organisation ensuring that the organisation has the structure and staff to meet current and foreseeable business and performance objectives
It applies to individuals employed as human resource managers after a firm grounding has been established in a range of human resource activities.
No licensing, legislative or certification requirements 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 Research planning requirements | 1.1 Analyse strategic plans to determine human resource strategic direction, objectives and targets 1.2 Undertake additional environmental analysis to identify 1.3 Identify 1.4 Consider new technology and its impact on job roles and job design 1.5 Review recent and potential changes to industrial and legal requirements |
2 Develop human resource strategic plan | 2.1 Consult relevant managers about their human resource preferences 2.2 Agree on human resource philosophies, values and policies with relevant managers 2.3 Develop 2.4 Examine 2.5 Identify appropriate technology and systems to support agreed human resource programs and practices 2.6 Write a strategic 2.7 Develop risk management plans to support the strategic human resource plan |
3 Implement human resource strategic plan | 3.1 Work with others to see that the plan is implemented 3.2 Monitor and review the plan 3.3 Adapt plan should circumstances change 3.4 Evaluate and review performance against plan objectives |
Foundation Skills
This section describes language, literacy, numeracy and employment skills incorporated in the performance criteria that are required for competent performance.
Skill | Performance Criteria | Description |
Reading | 1.1, 1.2, 1.3, 1.5, 2.1-2.7, 3.2, 3.3, 3.4 | Organises, evaluates and applies content from a range of structurally complex texts relating to human resource strategic planning |
Writing | 1.1, 1.2, 1.3, 2.1 - 2.7, 3.3, 3.4 | Communicates complex ideas relating to strategic objectives, matching style of writing to purpose and audience |
Oral Communication | 2.1, 2.2, 2.6, 3.1 | Establishes and maintains complex and effective spoken communications in a broad range of contexts with relevant managers to determine resources preferences, philosophies and values. |
Numeracy | 1.1, 2.4, 2.6, 2.7 | Selects and interprets mathematical information that may be embedded in a range of tasks and texts to analyse costs and benefits as well as dealing with budgets and risk management plans |
Navigate the world of work | 1.2, 1.5 | Ensures knowledge of legislative requirements and products is kept up to date in order to provide accurate information Develops and implements strategies that ensure organisational policies, procedures and regulatory requirements are being met |
Interact with others | 2.1, 2.2, 2.6, 3.1 | Selects and uses appropriate conventions and protocols when communicating with managers at various levels Participates in conversations relevant to role responding, explaining, negotiating and persuading as required |
Get the work done | 1.1-1.4, 2.3-2.7, 3.2-3.4 | Sequences and schedules complex activities, monitors implementation and manages relevant communication when developing the strategic plan Makes a range of critical and non-critical decisions in relatively complex situations, analysing data and taking a range of factors into account when researching planning requirements and developing the plan Gathers and analyses data and seeks feedback to improve plans and processes Uses digital technologies to manage business operations and actively investigates new technologies for strategic and operational purposes |
Range Statement
This section specifies different work environments and conditions that may affect performance. Essential operating conditions that may be present (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) are included.
Options for sourcing labour supply must include consideration of: | employing a range of recruitment options hiring casual labour hiring new graduates or trainees employing off shore workers outsourcing using contractors or consultants. |
Human resource plan must include: | budget priorities objectives timeframes. |
Sectors
Workforce Development – Human Resource Management