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Evidence Guide: BSBHRM501B - Manage human resources services

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

 

BSBHRM501B - Manage human resources services

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

Determine strategies for delivery of human resources services

  1. Analyse business strategy and operational plans to determine human resources requirements
  2. 1.2 Review external business environment and likely impact on organisation's human resources requirements
  3. Consult line and senior managers to identify human resources needs in their areas
  4. 1.4 Review organisation's requirements for diversity in the workforce
  5. Develop options for delivery of human resources services that comply with legislative requirements, organisational policies and business goals
  6. Develop and agree on strategies and action plans for delivery of human resources services
  7. Agree and document roles and responsibilities of human resources team, line managers, and external contractors
Analyse business strategy and operational plans to determine human resources requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

1.2 Review external business environment and likely impact on organisation's human resources requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult line and senior managers to identify human resources needs in their areas

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

1.4 Review organisation's requirements for diversity in the workforce

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop options for delivery of human resources services that comply with legislative requirements, organisational policies and business goals

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop and agree on strategies and action plans for delivery of human resources services

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Agree and document roles and responsibilities of human resources team, line managers, and external contractors

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage the delivery of human resources services

  1. Develop and communicate information about human resources strategies and services to internal and external stakeholders
  2. Develop and negotiate service agreements between the human resources team, service providers and client groups
  3. Document and communicate service specifications, performance standards and timeframes
  4. Identify and arrange training support if required
  5. Agree and arrange monitoring of quality assurance processes
  6. Ensure that services are delivered by appropriate providers according to service agreements and operational plans
  7. Identify and rectify under-performance of human resources team or service providers
  8. Identify appropriate return on investment in providing human resources services
Develop and communicate information about human resources strategies and services to internal and external stakeholders

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop and negotiate service agreements between the human resources team, service providers and client groups

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Document and communicate service specifications, performance standards and timeframes

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and arrange training support if required

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Agree and arrange monitoring of quality assurance processes

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure that services are delivered by appropriate providers according to service agreements and operational plans

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and rectify under-performance of human resources team or service providers

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify appropriate return on investment in providing human resources services

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Evaluate human resources service delivery

  1. Establish systems for gathering and storing information needed to provide human resources services
  2. Survey clients to determine level of satisfaction
  3. Capture ongoing client feedback for the review processes
  4. Analyse feedback and surveys and recommend changes to service delivery
  5. Obtain approvals to variations in service delivery from appropriate managers
  6. Support agreed change processes across the organisation
Establish systems for gathering and storing information needed to provide human resources services

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Survey clients to determine level of satisfaction

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Capture ongoing client feedback for the review processes

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Analyse feedback and surveys and recommend changes to service delivery

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Obtain approvals to variations in service delivery from appropriate managers

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Support agreed change processes across the organisation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage integration of business ethics in human resources practices

  1. Ensure that personal behaviour is consistently ethical and reflects values of the organisation
  2. Ensure that code of conduct is observed across the organisation and that its expectations are incorporated in human resources policies and practices
  3. Observe confidentiality requirements in dealing with all human resources information
  4. Deal with unethical behaviour promptly
  5. Ensure that all persons responsible for the human resources functions are clear about ethical expectations of their behaviour
Ensure that personal behaviour is consistently ethical and reflects values of the organisation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure that code of conduct is observed across the organisation and that its expectations are incorporated in human resources policies and practices

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Observe confidentiality requirements in dealing with all human resources information

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Deal with unethical behaviour promptly

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure that all persons responsible for the human resources functions are clear about ethical expectations of their behaviour

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

Evidence of the ability to:

demonstrate skills in planning and implementing a coordinated approach to human resources functions across the organisation

demonstrate methods of engaging key stakeholders, developing and monitoring human resources plans, and aligning human resources with broader business objectives

apply knowledge of relevant legislation.

Context of and specific resources for assessment

Assessment must ensure:

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

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

assessment of reports and examples of human resources plans, and evaluations of those plans

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

observation of presentations

oral or written questioning to assess knowledge of performance and contract management

review of documentation outlining roles and responsibilities of human resources team, line managers, and external contractors

review of documentation outlining service specifications, performance standards and timeframes, and how these were communicated.

Guidance information for assessment

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

other units from the Diploma of Human Resource Management.

Required Skills and Knowledge

This section describes the skills and knowledge required for this unit.

Required skills

analytical and problemsolving skills to review business and operational plans and to develop and evaluate human resources strategies to support them

communication and negotiation skills to consult with key stakeholders across the organisation and ensure their support for human resources strategies

communication skills to manage service delivery

learning skills to see that performance is managed and skills are developed in a range of contexts

technology skills to:

communicate with key stakeholders

support HR functions, including data collection and managing information according to legislation and organisational policies.

Required knowledge

human resources strategies and planning processes as they relate to business and operational plans

performance and contract management

relevant legislation that applies to human resources.

Range Statement

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.

Human resources requirements may include:

assessment and development centres

career management

competency development processes

counselling

discrimination, vilification and harassment advice

education and training programs

feedback

flexible work arrangements

induction and orientation programs

industrial relations advice

workplace health and safety (WHS) processes and procedures

personal and career development planning

rehabilitation and return-to-work schemes

remuneration and benefits advice

selfanalysis and selfassessment

staff selection

succession planning

teleworking procedures

workers' compensation.

External business environment may include:

unemployment rates

competition for workers

skills and labour shortages

market trends

economic conditions

changes in technology

industry changes.

Options will include:

cost-benefit analysis

risk analyses

recommendations to groups and individuals who have a role in the implementation of policies, procedures or decisions and/or are affected by their implementation.

Legislative requirements, organisational policies and business goals may include:

award and enterprise agreements, and relevant industrial instruments

relevant industry codes of practice

relevant legislation from all levels of government that affects business operation, especially in regard to WHS and environmental issues, equal employment opportunity, industrial relations and antidiscrimination

strategic and business plans.