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Evidence Guide: BSBHRM502A - Manage human resources management information systems

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

 

BSBHRM502A - Manage human resources management information systems

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

Identify human resources information requirements

  1. Collect, collate and document information requirements of users
  2. Identify communication processes to support user needs
  3. Agree on information requirements and communication processes with users and relevant managers
  4. Develop a draft information systems management plan with agreed review mechanisms, timeframe and criteria
  5. Specify information requirements in a clear and concise manner
  6. Ensure information requirements are consistent with organisational objectives and policies
  7. Identify resources required to meet the information requirements within budget parameters
Collect, collate and document information requirements of users

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify communication processes to support user needs

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Agree on information requirements and communication processes with users and relevant managers

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop a draft information systems management plan with agreed review mechanisms, timeframe and criteria

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Specify information requirements in a clear and concise manner

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure information requirements are consistent with organisational objectives and policies

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify resources required to meet the information requirements within budget parameters

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Select human resources information management system

  1. Agree on selection criteria for the information management system with relevant groups and individuals
  2. Ensure that selection criteria for the system has the capability to meet organisation's objectives, policies and budget parameters
  3. Evaluate potential systems against the criteria
  4. Undertake cost benefit and risk analysis in relation to the systems which meet the selection criteria
  5. Establish preferences for system and provide selection report to senior managers
  6. Ensure that preferred system is capable of being customised to meet organisation and user requirements
Agree on selection criteria for the information management system with relevant groups and individuals

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure that selection criteria for the system has the capability to meet organisation's objectives, policies and budget parameters

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Evaluate potential systems against the criteria

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Undertake cost benefit and risk analysis in relation to the systems which meet the selection criteria

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Establish preferences for system and provide selection report to senior managers

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure that preferred system is capable of being customised to meet organisation and user requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement human resources information system

  1. Develop implementation plan with users, other relevant groups and individuals
  2. Confirm implementation plan's roles and responsibilities with individuals and groups involved
  3. Assign resources to meet implementation plan timeframe, quality and other objectives
  4. Modify implementation schedule to resolve any problems arising
  5. Ensure groups and individuals contribute to implementation in accordance with plan objectives
Develop implementation plan with users, other relevant groups and individuals

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Confirm implementation plan's roles and responsibilities with individuals and groups involved

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assign resources to meet implementation plan timeframe, quality and other objectives

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Modify implementation schedule to resolve any problems arising

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure groups and individuals contribute to implementation in accordance with plan objectives

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor and evaluate performance of human resources information system

  1. Monitor information system performance and prepare performance reports
  2. Obtain feedback from users about the system
  3. Benchmark system performance against other systems, and latest trends and developments
  4. Analyse performance gaps and current strategies and introduce improvements
Monitor information system performance and prepare performance reports

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Obtain feedback from users about the system

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Benchmark system performance against other systems, and latest trends and developments

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Analyse performance gaps and current strategies and introduce improvements

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 following is essential:

assessment of written reports on HRIS specification, selection and implementation

implementation plan for an HRIS and associated management skills to oversee transition and implementation of a new HRIS

knowledge of the types of HRIS available and their respective capabilities and limitations.

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 written reports on HRIS implementation

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

review of documentations about user information requirements

oral or written questioning to assess knowledge of HRIS capabilities

evaluation of implementation plan

review of documentation outlining feedback from users about the system.

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

Required skills

literacy skills to write specifications for systems

people management skills to work with contractors or staff who will be implementing the HRIS

planing and organising skills to transition the HRIS

technology skills to ensure suitability of software for organisational requirements.

Required knowledge

monitoring, measuring and evaluation techniques for a range of human resource management functions

procurement procedures, including preparation of a technical brief

types of HRIS that are available and their respective capabilities and limitations.

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.

Information requirements include:

career development

employee relations and industrial relations

employee support

human resources development

legislative requirements

organisational development

performance management

recruitment, selection and induction

re-deployment of employees

termination of employees

workforce planning

Draft information systems management plan includes:

proposed system objectives, methods of management, timeframes and other criteria

specification of system requirements for the purposes of selecting appropriate systems to manage the information

Relevant groups and individuals means:

all those who have a role in the implementation of policies, procedures or decisions and/or are affected by their implementation

Cost benefit analysis means:

calculation to determine whether the results/outcomes of a particular course of action are sufficient to justify the costs and risks in taking that action

Risk analysis means:

determination of the likelihood of a negative event preventing the organisation meeting its objectives and the likely consequences of such an event on organisational performance