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
What evidence can you provide to prove your understanding of each of the following citeria?
Assess supply and demand
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Review business plans to determine predicted areas of organisational growth and downsizing and associated labour requirements Completed |
Evidence:
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Analyse existing workforce to determine areas where there are excesses or shortages Completed |
Evidence:
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Review organisational requirements for diversity in the workforce Completed |
Evidence:
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Analyse current workforce's capacity to meet current and predicted demands for business goods and services Completed |
Evidence:
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Consider existing organisational structure and its strengths and shortcomings in relation to foreseeable changes Completed |
Evidence:
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Research and review current and predicted external labour supply data, and demographic and economic data, to forecast human resources supply Completed |
Evidence:
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Review staffing budgets to predict cost of workforce changes Completed |
Evidence:
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Develop workforce objectives and strategies
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Establish objectives for the modification to or retention of the workforce Completed |
Evidence:
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Define objectives to address areas with unacceptably high staff turnover Completed |
Evidence:
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Define objectives to retain required skilled labour Completed |
Evidence:
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Define strategies to source skilled labour Completed |
Evidence:
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Communicate objectives and rationale to relevant stakeholders Completed |
Evidence:
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Obtain agreement and endorsement for objectives and establish targets Completed |
Evidence:
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Develop contingency plans to cope with extreme situations Completed |
Evidence:
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Implement initiatives to support workforce planning objectives
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Implement action to support agreed objectives for recruitment, training, redeployment and redundancy Completed |
Evidence:
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Develop and implement strategies to assist workforce to deal with organisational change Completed |
Evidence:
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Implement succession planning system to ensure desirable workers are developed and retained Completed |
Evidence:
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Implement programs to ensure workplace is an employer of choice Completed |
Evidence:
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Monitor and evaluate workforce trends
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Review workforce plan against patterns in exiting employee and workforce changes Completed |
Evidence:
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Monitor labour supply trends for areas of over- or under-supply in the external environment Completed |
Evidence:
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Monitor effects of labour trends on demand for labour Completed |
Evidence:
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Survey organisational climate to gauge worker satisfaction Completed |
Evidence:
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Refine objectives and strategies in response to internal and external changes and make recommendations in response to global trends or incidents Completed |
Evidence:
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Regularly review government policy on labour demand and supply Completed |
Evidence:
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Evaluate effectiveness of change processes against agreed objectives Completed |
Evidence:
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