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Evidence Guide: AHCBUS605A - Manage human resources

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!

From the Wiki University

 

AHCBUS605A - Manage human resources

What evidence can you provide to prove your understanding of each of the following citeria?

Implement strategies for personal development and appropriate self-management

  1. Own management strengths and weaknesses are regularly audited and addressed through training and family and professional support.
  2. Priorities in management and operations are determined, and time is allocated to achieve effective outcomes.
  3. Strategies for managing conflicting demands and pressure are investigated and implemented.
Own management strengths and weaknesses are regularly audited and addressed through training and family and professional support.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Priorities in management and operations are determined, and time is allocated to achieve effective outcomes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Strategies for managing conflicting demands and pressure are investigated and implemented.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify skill requirements and prepare task descriptions and person specifications

  1. Tasks are identified and described along with the range of conditions under which performance may need to occur.
  2. Most appropriate employment arrangements are determined based on employer and employee needs, responsibilities and rights.
  3. Person specifications are prepared with due regard to Equal Opportunity Employment Legislation, OHS and work based harassment regulations.
  4. Opportunities to use government-supported employment and training programs are explored and applied as appropriate.
Tasks are identified and described along with the range of conditions under which performance may need to occur.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Most appropriate employment arrangements are determined based on employer and employee needs, responsibilities and rights.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Person specifications are prepared with due regard to Equal Opportunity Employment Legislation, OHS and work based harassment regulations.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Opportunities to use government-supported employment and training programs are explored and applied as appropriate.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Arrange employment of workforce members

  1. Options for filling job vacancies are assessed.
  2. Resources and materials for recruitment are prepared and placed with media and employment agencies as appropriate.
  3. Criteria for assessing job applicants are determined, and applicant evaluation processes and procedures are prepared.
  4. Applicants are assessed against the criteria and selection decision is finalised.
  5. All applicants are advised appropriately.
Options for filling job vacancies are assessed.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Resources and materials for recruitment are prepared and placed with media and employment agencies as appropriate.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Criteria for assessing job applicants are determined, and applicant evaluation processes and procedures are prepared.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Applicants are assessed against the criteria and selection decision is finalised.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

All applicants are advised appropriately.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage workforce performance

  1. Induction programs are designed for each employee consistent with legislative requirements and effective management.
  2. Terms of engagement for consultants and contractors are clarified and established.
  3. Induction programs are conducted for new appointees and appropriate records established.
  4. Work plans are developed with all members of the workforce (family and non-family).
  5. Strategies for communicating with workers are designed and implemented.
  6. Performance management strategies are designed and implemented.
  7. Processes for the termination of non-performing staff are identified and followed as necessary.
Induction programs are designed for each employee consistent with legislative requirements and effective management.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Terms of engagement for consultants and contractors are clarified and established.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Induction programs are conducted for new appointees and appropriate records established.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Work plans are developed with all members of the workforce (family and non-family).

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Strategies for communicating with workers are designed and implemented.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Performance management strategies are designed and implemented.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Processes for the termination of non-performing staff are identified and followed as necessary.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Support personal development, training and career development of workers

  1. Strategies to identify skill and knowledge gaps are designed and implemented with workers, and strategies to address these are implemented.
  2. On-job training is provided to optimise worker performance and to ensure safety and fairness in the workplace.
  3. Off-job training requirements are identified and training is sourced and supported as appropriate.
  4. Opportunities for career development are identified and provided and strategies for succession are designed and implemented.
  5. Prior learning, experience and training is recognised and rewarded where appropriate.
Strategies to identify skill and knowledge gaps are designed and implemented with workers, and strategies to address these are implemented.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

On-job training is provided to optimise worker performance and to ensure safety and fairness in the workplace.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Off-job training requirements are identified and training is sourced and supported as appropriate.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Opportunities for career development are identified and provided and strategies for succession are designed and implemented.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Prior learning, experience and training is recognised and rewarded where appropriate.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage administrative support

  1. Processes and procedures for the administration of staff records are designed and implemented.
  2. Administrative procedures and processes to meet legislated requirements are designed and implemented.
  3. Industrial relations are established and monitored, awards adhered to, enterprise agreements and/or contracts of employment negotiated, and disputes and conflicts resolved.
Processes and procedures for the administration of staff records are designed and implemented.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Administrative procedures and processes to meet legislated requirements are designed and implemented.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Industrial relations are established and monitored, awards adhered to, enterprise agreements and/or contracts of employment negotiated, and disputes and conflicts resolved.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement OHS priorities and procedures

  1. Safety policies are developed and communicated within the enterprise.
  2. Safe work practices are identified/designed for all aspects of the operation of the enterprise.
  3. Safe work practices are communicated and enforced among all members of the workforce.
Safety policies are developed and communicated within the enterprise.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Safe work practices are identified/designed for all aspects of the operation of the enterprise.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Safe work practices are communicated and enforced among all members of the workforce.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review labour productivity

  1. Strategies for monitoring labour costs are established.
  2. Benchmarks for labour productivity are sourced and analysed to review the performance of the enterprise.
  3. Opportunities to develop more efficient work practices are established by consulting peers, staff and consultants as appropriate.
  4. Appropriate industrial relations are established and monitored, awards adhered to, enterprise agreements and/or contracts of employment negotiated, and disputes and conflicts resolved.
  5. Strategies for improving labour productivity are implemented.
Strategies for monitoring labour costs are established.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Benchmarks for labour productivity are sourced and analysed to review the performance of the enterprise.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Opportunities to develop more efficient work practices are established by consulting peers, staff and consultants as appropriate.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Appropriate industrial relations are established and monitored, awards adhered to, enterprise agreements and/or contracts of employment negotiated, and disputes and conflicts resolved.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Strategies for improving labour productivity are implemented.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

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

The evidence required to demonstrate competency in this unit must be relevant to workplace operations and satisfy holistically all of the requirements of the performance criteria and required skills and knowledge and include achievement of the following:

implement strategies for personal development and appropriate self-management

identify skill requirements and prepare task descriptions and person specifications

arrange employment of workforce members

support career and professional development of workforce members

implement OHS priorities and procedures

review labour productivity.

Context of and specific resources for assessment

Competency requires the application of work practices under work conditions. Selection and use of resources for some worksites may differ due to the regional or enterprise circumstances.

Required Skills and Knowledge

Required skills

implement strategies for personal development and appropriate self-management

identify skill requirements and prepare task descriptions and person specifications

arrange employment of workforce members

implement OHS priorities and procedures

review labour productivity

terminate employment of particular staff as necessary

use literacy skills to fulfil job roles as required by the organisation. The level of skill may range from reading and understanding documentation to completion of written reports

use oral communication skills/language competence to fulfil the job role as specified by the organisation including questioning, active listening, asking for clarification, negotiating solutions and responding to a range of views

use numeracy skills to estimate, calculate and record complex workplace measures

use interpersonal skills to work with others and relate to people from a range of cultural, social and religious backgrounds and with a range of physical and mental abilities.

Required knowledge

personal development

time management

task descriptions and person specifications

equal opportunity and Equal Employment Opportunity legislation

OHS legislation

relevant industrial awards

employee induction programs

interviewing strategies and protocols

works compensation instance and superannuation

contracts of employment

unfair dismissal legislation.

Range Statement

The range statement relates to the unit of competency as a whole.

Strategies may include:

implementing strategies for personal development and appropriate self-management

identify skill requirements

prepare task descriptions and person specifications

arrange employment of workforce members

implement OHS priorities and procedures

review labour productivity.