Application
Not applicable.
Prerequisites
Not applicable.
Elements and Performance Criteria
Elements and Performance Criteria | |||
Element | Performance Criteria | ||
1 | Determine future people needs | 1.1 | Planning for future people requirements is consistent with strategic and operational plans |
1.2 | Consultation occurs with all appropriate managers and sections | ||
1.3 | Position descriptions, person specifications and criteria for selection are developed and approved | ||
1.4 | Position descriptions and person specifications comply with all organisational and legal requirements | ||
2 | Select appropriate people | 2.1 | Persons involved in assessment/selection process are appropriate for the position |
2.2 | Candidates are assessed against pre-agreed selection criteria | ||
2.3 | Selection decisions are based on performance based selection techniques and direct evidence | ||
2.4 | Candidates all receive feedback through the process | ||
2.5 | Record-keeping complies with organisational and legal requirements | ||
3 | Confirm employment arrangements | 3.1 | Inform relevant people of the selection decision and prepare development plan based on selection process |
3.2 | Conditions of employment as approved for the position are agreed with the successful candidate | ||
3.3 | Induction arrangements are agreed with the candidate and other relevant managers | ||
3.4 | Induction is undertaken in accordance with the induction plan and a training plan developed |
Required Skills
Not applicable.
Evidence Required
The Evidence Guide identifies the critical aspects, knowledge and skills to be demonstrated to confirm competence for this unit. This is an integral part of the assessment of competence and should be read in conjunction with the Range Statement.
Critical Aspects of Evidence
The evidence should clearly demonstrate that the required planning and preparatory processes have been undertaken
It should also evidence actual interviewing and the use of performance based selection techniques
Induction should be observed by the assessor to ensure the competence of the individual to follow an induction plan which is clearly established
OHS considerations may include:
national, state/territory legislative requirements especially in regard to Occupational Health and Safety
industry codes of practice
Underpinning Knowledge*
* At this level the learner must demonstrate understanding of a broad knowledge base incorporating theoretical concepts, with substantial depth in some areas.
Relevant legislation from all levels of government that affects business operation, especially in regard to Occupational Health and Safety and environmental issues, equal opportunity, industrial relations and anti-discrimination
Consultation processes and methods
Succession planning/HR planning
Organisation policies and procedures
Legal requirements
Performance based selection techniques
Organisational requirements for record-keeping and documentation
Award agreements, contracts of employment (including conditions)
Underpinning Skills
Communication/consultation skills to ensure all relevant groups and individuals are advised of what is occurring and are provided with an opportunity for input
Developing position descriptors/person specifications for positions for which they are responsible
Developing selection criteria
Designing an appropriate competency based and performance based selection plan
Induction/training skills to prepare direct reports for the safe and efficient performance of their job
Interviewing skills to participate in selection interviews as required
Ability to relate to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities
Resource Implications
The learner and trainer should have access to appropriate documentation and resources normally used in the workplace
Consistency of Performance
In order to achieve consistency of performance, evidence should be collected over a set period of time which is sufficient to include dealings with an appropriate range and variety of situations
Context/s of Assessment
Competency is demonstrated by performance of all stated criteria, including paying particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope as defined by the Range Statement
Assessment must take account of the endorsed assessment guidelines in the Business Services Training Package
Assessment of performance requirements in this unit should be undertaken in an actual workplace or simulated environment
Assessment should reinforce the integration of the key competencies and the business services common competencies for the particular AQF level. Refer to the Key Competency Levels at the end of this unit
Key Competency Levels
Collecting, analysing and organising information (Level 3) - to prepare for the selection interviews/activities
Communicating ideas and information (Level 3) - to ensure the candidates fit the organisation
Planning and organising activities (Level 3) - to ensure the selection processes go smoothly
Working with teams and others (Level 3) - to take advice from Human Resource specialists where appropriate
Using mathematical ideas and techniques (Level 1) - to calculate weightings/score an interview
Solving problems (Level 3) - to determine short-listing of suitable candidates
Using technology (Level 2) - to help select candidates on a competence/performance based assessment
Please refer to the Assessment Guidelines for advice on how to use the Key Competencies
The Evidence Guide identifies the critical aspects, knowledge and skills to be demonstrated to confirm competence for this unit. This is an integral part of the assessment of competence and should be read in conjunction with the Range Statement.
Critical Aspects of Evidence
The evidence should clearly demonstrate that the required planning and preparatory processes have been undertaken
It should also evidence actual interviewing and the use of performance based selection techniques
Induction should be observed by the assessor to ensure the competence of the individual to follow an induction plan which is clearly established
OHS considerations may include:
national, state/territory legislative requirements especially in regard to Occupational Health and Safety
industry codes of practice
Underpinning Knowledge*
* At this level the learner must demonstrate understanding of a broad knowledge base incorporating theoretical concepts, with substantial depth in some areas.
Relevant legislation from all levels of government that affects business operation, especially in regard to Occupational Health and Safety and environmental issues, equal opportunity, industrial relations and anti-discrimination
Consultation processes and methods
Succession planning/HR planning
Organisation policies and procedures
Legal requirements
Performance based selection techniques
Organisational requirements for record-keeping and documentation
Award agreements, contracts of employment (including conditions)
Underpinning Skills
Communication/consultation skills to ensure all relevant groups and individuals are advised of what is occurring and are provided with an opportunity for input
Developing position descriptors/person specifications for positions for which they are responsible
Developing selection criteria
Designing an appropriate competency based and performance based selection plan
Induction/training skills to prepare direct reports for the safe and efficient performance of their job
Interviewing skills to participate in selection interviews as required
Ability to relate to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities
Resource Implications
The learner and trainer should have access to appropriate documentation and resources normally used in the workplace
Consistency of Performance
In order to achieve consistency of performance, evidence should be collected over a set period of time which is sufficient to include dealings with an appropriate range and variety of situations
Context/s of Assessment
Competency is demonstrated by performance of all stated criteria, including paying particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope as defined by the Range Statement
Assessment must take account of the endorsed assessment guidelines in the Business Services Training Package
Assessment of performance requirements in this unit should be undertaken in an actual workplace or simulated environment
Assessment should reinforce the integration of the key competencies and the business services common competencies for the particular AQF level. Refer to the Key Competency Levels at the end of this unit
Key Competency Levels
Collecting, analysing and organising information (Level 3) - to prepare for the selection interviews/activities
Communicating ideas and information (Level 3) - to ensure the candidates fit the organisation
Planning and organising activities (Level 3) - to ensure the selection processes go smoothly
Working with teams and others (Level 3) - to take advice from Human Resource specialists where appropriate
Using mathematical ideas and techniques (Level 1) - to calculate weightings/score an interview
Solving problems (Level 3) - to determine short-listing of suitable candidates
Using technology (Level 2) - to help select candidates on a competence/performance based assessment
Please refer to the Assessment Guidelines for advice on how to use the Key Competencies
Range Statement
The Range Statement provides advice to interpret the scope and context of this unit of competence, allowing for differences between enterprises and workplaces. It relates to the unit as a whole and facilitates holistic assessment. The following variables may be present for this particular unit:
Legislation, codes and national standards relevant to the workplace which may include:
award and enterprise agreements and relevant industrial instruments
relevant legislation from all levels of government that affects business operation, especially in regard to Occupational Health and Safety and environmental issues, equal opportunity, industrial relations and anti-discrimination
relevant industry codes of practice
Position description refers to:
a written statement of the duties, tasks and responsibilities for a particular job or position
Person specification refers to:
a written statement of the skills, knowledge, attitude, aptitudes and experience required for a particular job or position
Organisational and legal requirements means:
compliance with all relevant statutes, regulations and audit requirements of the organisation, along with the organisation's policies and values
Pre-agreed selection criteria may include:
educational qualifications
statutory qualifications/certificates
competencies required (including interpersonal skills)
potential for growth
essential experience
desirable experience
ability to work in the particular environment
Performance based selection techniques may include:
in-basket
case studies
scenarios
simulations
actual performance
skills/knowledge testing
an assessment centre (with some or all of the above)
Conditions of employment may include:
salary/wages
penalty rates
holidays and leave entitlements
superannuation
hours of work
grievance procedures
The Range Statement provides advice to interpret the scope and context of this unit of competence, allowing for differences between enterprises and workplaces. It relates to the unit as a whole and facilitates holistic assessment. The following variables may be present for this particular unit:
Legislation, codes and national standards relevant to the workplace which may include:
award and enterprise agreements and relevant industrial instruments
relevant legislation from all levels of government that affects business operation, especially in regard to Occupational Health and Safety and environmental issues, equal opportunity, industrial relations and anti-discrimination
relevant industry codes of practice
Position description refers to:
a written statement of the duties, tasks and responsibilities for a particular job or position
Person specification refers to:
a written statement of the skills, knowledge, attitude, aptitudes and experience required for a particular job or position
Organisational and legal requirements means:
compliance with all relevant statutes, regulations and audit requirements of the organisation, along with the organisation's policies and values
Pre-agreed selection criteria may include:
educational qualifications
statutory qualifications/certificates
competencies required (including interpersonal skills)
potential for growth
essential experience
desirable experience
ability to work in the particular environment
Performance based selection techniques may include:
in-basket
case studies
scenarios
simulations
actual performance
skills/knowledge testing
an assessment centre (with some or all of the above)
Conditions of employment may include:
salary/wages
penalty rates
holidays and leave entitlements
superannuation
hours of work
grievance procedures
Sectors
Not applicable.
Employability Skills
Not applicable.
Licensing Information
Not applicable.