Application
This unit describes the skills required to implement organisational staffing policies and procedures for recruitment, selection, induction, redeployment, retention and separation. It includes coordinating recruitment, selection, induction and redeployment, and assisting with retention/separation of employees.
This unit applies to those working as human resource specialists.
The skills and knowledge described in this unit must be applied within the legislative, regulatory and policy environment in which they are carried out. Organisational policies and procedures must be consulted and adhered to.
Those undertaking this unit would work autonomously, performing complex tasks in a range of familiar contexts.
No licensing, legislative or certification requirements apply to unit at the time of publication.
Elements and Performance Criteria
ELEMENTS | PERFORMANCE CRITERIA |
Elements describe the essential outcomes | Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section. |
1. Coordinate recruitment and selection | 1.1 Provide an advisory service on recruitment and selection policies and processes and clarify questions to ensure compliance with legislative and organisational requirements. 1.2 Develop job specifications, position descriptions and selection criteria with managers to reflect current and desired competencies and behaviours. 1.3 Coordinate advertisements for job vacancies and recruitment information in consultation with managers. 1.4 Undertake a quality assurance role, providing assistance with short 1.5 Monitor recruitment and selection processes, handle appeals in accordance with set processes, and identify and refer issues and/or improvements to decision makers. 1.6 Provide assistance and advice where probation periods are a condition of employment, on interpreting and implementing the requirements of public sector and organisational policies and procedures. |
2. Implement induction for new staff | 2.1 Confirm objectives, content and methodology for induction. 2.2 Coordinate induction programs and determine delivery options. 2.3 Obtain feedback from participants and managers on the quality of delivery and content of induction programs. 2.4 Assess induction processes against objectives, and report results. 2.5 Suggest improvements to the induction process in accordance with feedback received. |
3. Coordinate redeployment | 3.1 Confirm redeployment policy and processes and communicate to staff. 3.2 Consult redeployed staff and those likely to be redeployed and confirm their understanding of the process, their rights and responsibilities. 3.3 Manage redeployed staff to ensure their access to support services, learning and development and new job opportunities. 3.4 Manage the redeployment pool. 3.5 Monitor process effectiveness in providing support to redeployed staff and implement adjustments in line with management advice. |
4 Assist with staff retention/ separation | 4.1 Clarify and confirm organisational requirements for staff retention and the full range of separation situations. 4.2 Assist staff seeking voluntary separation to consider and accept other options. 4.3 Conduct exit interviews for staff separation and collect, analyse and report exit data. 4.4 Facilitate access to support services for employees and their immediate families, as required. 4.5 Complete and process separation documents. |
Evidence of Performance
Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.
undertaking effective consultation, counselling and negotiation
managing contractors
assessing separation situations to see whether retention options are relevant
explaining ideas to different audiences
interpreting and explaining formal documents and assisting others to apply them in the workplace
Evidence of Knowledge
Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.
human resource policies, equal employment opportunity, ethics, equity and diversity principles related to recruitment, merit selection, induction, redeployment and separation
employment contracts, awards, terms and conditions of employment, and employee entitlements
recruitment, selection and induction methods
reliability and validity as applied to recruitment and selection methods
psychometric and skills testing
employee rehabilitation procedures
misconduct in the context of public sector employment
alternatives to dismissal
concepts of redundancy, voluntary severance/termination, dismissal and suspension
concepts of natural justice and procedural fairness
ethical principles and practices related to staffing
retention purposes and strategies
the organisation’s employee assistance programs
workers' compensation and superannuation schemes
jurisdictional legislation applying to human resources including work health and safety and environment and sustainability
Assessment Conditions
This unit contains no specific industry-mandated assessment conditions. Guidance on suggested and recommended conditions and methods can be found in the Implementation Guide.
Assessors must satisfy the NVR/AQTF mandatory competency requirements for assessors.
Foundation Skills
Foundation skills are embedded within the elements and performance criteria of this unit.
Competency Field
Human resource management