This unit applies to human resources managers or policy and planning staff with specific responsibility for ensuring that the organisation has the structure and staff to meet current and foreseeable business and performance objectives. In most instances this role will be undertaken by someone from a large organisation and will support an established strategic or business plan.

ELEMENT

PERFORMANCE CRITERIA

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 emerging practices and trends that may impact on human resources management in the organisation

1.3. Identify future labour needs, skill requirements and options for sourcing labour supply

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 resources strategic plan

2.1. Consult relevant managers about their human resources preferences

2.2. Agree on human resources philosophies, values and policies with relevant managers

2.3. Develop strategic objectives and targets for human resources services

2.4. Examine options for the provision of human resources services and analyse costs and benefits

2.5. Identify appropriate technology and systems to support agreed human resources programs and practices

2.6. Write strategic human resources plan and obtain senior management support for the plan

2.7. Develop risk management plans to support the strategic human resources plan

3. Implement human resources 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

Required skills

literacy skills to:

read relevant documentation

write plans

numeracy skills to undertake cost-benefit analysis of available options

planning and organisational skills to develop and implement plans

research, learningand analysis skills to ensure necessary information is gathered prior to writing plans

Required knowledge

human resources practices and functions

impact of technology on job roles

labour market options for sourcing labour supply

requirements of a strategic plan

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:

development of a strategic human resources plan which includes relevant research and data and demonstrates a clear alignment with broader business objectives

implementation and review of the plan.

Context of and specific resources for assessment

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

Method of assessment

The following assessment methods are appropriate for this unit:

assessment of reports on strategic human resources issues and human resources planning

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

evaluation of strategic objectives and targets for human resources services

review of human resources plan and risk management plans

oral or written questioning to assess knowledge of human resources practices and functions.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.

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.

Emerging practices and trends may include:

ageing workforce

changes in consumer patterns or community expectations

economic trends

labour market trends

multi-generational teams

new products or services

new technologies

political or legislative changes

qualification or educational changes

working internationally.

Future labour needs may include:

labour required to achieve organisation's strategic objectives, for example:

competency

number

quality

type.

Options for sourcing labour supply refer to:

employing a range of recruitment options

hiring casual labour

hiring new graduates or trainees

employing off-shore workers

outsourcing

using contractors or consultants.

Strategic objectives and targets for human resources may refer to:

equal employment opportunity and diversity

human resources information systems

induction

industrial relations

job analysis and design

OHS

performance management

professional development

recruitment and selection

remuneration

staff retention and succession planning.

Options for the provision of human resources services may include:

external provision by a consultant or contractor

having the work performed elsewhere (outsourcing)

internal human resources provision of the service

internal non-human resources provision of the service

merging of business units.

Human resources plan includes:

budget

priorities

objectives

timeframes.

Unit sector

Workforce development - human resource management

This unit contains employability skills.