PSPHR402A - Administer human resource processes

PSPHR402A
Administer human resource processes

This unit covers administration of human resource processes related to workforce planning, recruitment, remuneration, learning and development, employment relations, redeployment, retention and separation. It includes receiving and providing administrative information; processing workforce data, entry and exit information; and administering learning and development arrangements.In practice, administering human resource processes overlaps with other generalist and specialist workplace activities such as, applying government processes, providing client service, gathering and analysing information, acting ethically, complying with legislation.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication

Application

Not applicable.

Prerequisites

Not applicable.

Elements and Performance Criteria

ELEMENT	PERFORMANCE CRITERIA
1. Receive and provide administrative information	1.1 Administrative information is provided on employment matters in line with delegated authority and expertise, or referral is provided in accordance with organisational policy and procedures. 1.2 Human resource policies and procedures are updated as required and provided in response to requests in accordance with organisational policy and procedures. 1.3 Forms are developed/provided as required and assistance is given to ensure complete information is included before processing in accordance with organisational procedures. 1.4 Claims and applications are processed in accordance with the requirements of the human resource management information system. 1.5 Records relating to human resource activities are maintained in line with organisational reporting requirements.
2. Process workforce data	2.1 Workforce data is entered, extracted and manipulated in accordance with organisational requirements. 2.2 Quality assurance reviews are conducted of workforce data provided for input, and the forms used to collect the data. 2.3 Problems/issues with data capture and quality are reported in accordance with organisational procedures. 2.4 Reports are prepared and checked and errors are corrected to ensure results and forecasts are valid and reliable. 2.5 Data is presented in a manner suited to the needs of the user and the audience for the presentation.
3. Process entry and exit information	3.1 Positions are advertised and applications are processed in accordance with legislation, policy and procedures. 3.2 Records of the recruitment and selection process are maintained in accordance with legislation, organisational policy and procedures. 3.3 Successful and non-successful applicants are notified in accordance with recruitment procedures and required paperwork is completed and processed for the successful applicant. 3.4 Entitlements are checked for staff leaving the organisation and final documentation is completed and processed in accordance with legislative requirements, organisational policy and procedures. 3.5 Entry and exit process are reviewed and reported on for continuous improvement.

Required Skills

This section describes the essential skills and knowledge and their level, required for this unit.

Skill requirements

Look for evidence that confirms skills in:

finding and matching human resource information to the needs of those requesting it

using a variety of words and language structures to explain ideas to different audiences

interpreting and explaining formal documents and assisting others to apply them in the workplace

using technology for presentation of data and information in a range of styles and formats to suit different audiences

responding to diversity, including gender and disability

applying occupational health and safety and environmental and sustainability requirements relating to human resource administration

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

the range of human resource policies and practices that apply in the organisation

regulations and protocols governing human resource forms, documents, records

the range of employment arrangements in the organisation in the context of human resource administration

political and organisational knowledge relating to human resource practices

public sector standards, in particular those related to human resources

equity and diversity management

jurisdictional legislation applying to human resources

public sector legislation such as occupational health and safety and environmental and sustainability practice requirements in the context of administering human resource processes

Evidence Required

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.
Units to be assessed together	Pre-requisite units that must be achieved prior to this unit:Nil Co-requisite units that must be assessed with this unit:Nil Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to: PSPETHC401A Uphold and support the values and principles of public service PSPGOV402B Deliver and monitor service to clients PSPGOV406B Gather and analyse information PSPGOV408A Value diversity PSPGOV411A Deal with conflict PSPGOV412A Use advanced workplace communication strategies PSPGOV421A Exercise delegations PSPGOV422A Apply government processes PSPHR403A Provide a consultancy service for human resource management PSPLEGN401A Encourage compliance with legislation in the public sector PSPOHS401B Implement workplace safety procedures and programs
Overview of evidence requirements	In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms: the knowledge requirements of this unit the skill requirements of this unit application of the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework) administration of human resource processes in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment	These resources include: legislation policies, procedures and guidelines relating to administration of human resource processes workplace scenarios and case studies human resource management guidelines and other relevant workplace materials
Where and how to assess evidence	Valid assessment of this unit requires: a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when administering human resource processes, including coping with difficulties, irregularities and breakdowns in routine administration of human resource processes in a range of (3 or more) contexts (or occasions, over time) Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as: people with disabilities people from culturally and linguistically diverse backgrounds Aboriginal and Torres Strait Islander people women young people older people people in rural and remote locations Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of: case studies demonstration portfolios questioning scenarios authenticated evidence from the workplace and/or training courses
For consistency of assessment	Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments

Range Statement

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.
Administrative informationmay relate to:	awards classifications contracts enterprise bargaining entitlements equity and diversity policies flexible working arrangements human resource policies and procedures learning and development leave legislative requirements occupational health and safety public sector standards environmental and sustainability practices security requirements support services workplace agreements
Forms may include:	accident reports annual leave complaints/grievances course registrations exit interviews flexi-sheets higher duties job applications learning and development: applications evaluation sheets records leave without pay overseas postings performance management personal leave personnel information rehabilitation resignation security information sick leave study leave superannuation time sheets transfer workers compensation
Claims may include:	workers compensation and rehabilitation public liability breach of public sector standards complaints/grievances travel reimbursements higher duties allowance regional/overseas allowance
Applications may relate to:	assignment car allowances job-sharing job vacancies learning and development opportunities leave opportunities to act in other positions overtime part-time work security clearances study fees reimbursement transfer travel workers compensation working from home
Human resource activities may include:	induction learning and development
Workforce data may include:	absenteeism age profile of staff complaints conference leave costs associated with under-staffing current functions, services and workplace practices disciplinary action grievances hard to fill jobs learning and development leave - annual, sick, recreation, personal leave liability leave without pay number, gender, age and diversity of staff at each classification level and across business units part-time work permanent versus temporary versus contract versus casual workforce recruitment and retention security clearances staff nearing retirement staff on secondment staff retention rates staff satisfaction/dissatisfaction staff turnover study leave sustainability practices use of employee assistance program vacancies working from home
Data presentation may include:	tables graphs narrative electronic presentation
Legislation, policy and procedures may include:	Commonwealth and State/Territory legislation including equal employment opportunity, privacy, anti-discrimination and employment law national and international codes of practice and standards organisational policies and practices government policy environmental policy ethics codes of conduct

Sectors

Not applicable.

Competency Field

Human Resource Management

Employability Skills

This unit contains employability skills.

Licensing Information

Not applicable.