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Evidence Guide: BSBHRM602A - Manage human resources strategic planning

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

 

BSBHRM602A - Manage human resources strategic planning

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

Research planning requirements

  1. Analyse strategic plans to determine human resources strategic direction, objectives and targets
  2. Undertake additional environmental analysis to identify emerging practices and trends which may impact on human resources management in the organisation
  3. Identify future labour needs and skill requirements and options for sourcing labour supply
  4. Consider new technology and its impact on job roles and job design
  5. Review recent and potential changes to industrial/legal requirements
Analyse strategic plans to determine human resources strategic direction, objectives and targets

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Undertake additional environmental analysis to identify emerging practices and trends which may impact on human resources management in the organisation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify future labour needs and skill requirements and options for sourcing labour supply

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consider new technology and its impact on job roles and job design

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review recent and potential changes to industrial/legal requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop human resources strategic plan

  1. Consult relevant managers about their human resources preferences
  2. Agree on human resources philosophies, values and policies with relevant managers
  3. Develop strategic objectives and targets for human resources services
  4. Examine options for the provision of human resources services and analyse costs and benefits
  5. Identify appropriate technology and systems to support agreed human resources programs and practices
  6. Write strategic human resources plan and obtain senior management support for the plan
  7. Develop risk management plans to support the strategic human resources plan
Consult relevant managers about their human resources preferences

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Agree on human resources philosophies, values and policies with relevant managers

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop strategic objectives and targets for human resources services

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Examine options for the provision of human resources services and analyse costs and benefits

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify appropriate technology and systems to support agreed human resources programs and practices

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Write strategic human resources plan and obtain senior management support for the plan

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop risk management plans to support the strategic human resources plan

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement human resources strategic plan

  1. Work with others to see that the plan in implemented
  2. Monitor and review the plan
  3. Adapt plan should circumstances change
  4. Evaluate and review performance against plan objectives
Work with others to see that the plan in implemented

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor and review the plan

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Adapt plan should circumstances change

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Evaluate and review performance against plan objectives

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:

development of a strategic human resources plan which includes relevant research and data and which demonstrates a clear alignment with broader business objectives

methods for the implementation and review of the plan

knowledge of the requirements of a strategic plan.

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 strategic human resources issues and human resources planning

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

evaluation of strategic objectives and targets for human resources services

review of human resources plan and risk management plans

oral or written questioning to assess knowledge of human resources practices and functions.

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 Advanced Diploma of Management.

Required Skills and Knowledge

Required skills

literacy skills to read relevant documentation and to write plans

numeracy skills to undertake cost benefit analysis of available options

planning and organisational skills to develop and implement plans

research skills to ensure necessary information is gathered prior to writing plans.

Required knowledge

human resources practices and functions

labour market

requirements of a strategic plan.

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.

Emerging practices and trends might include:

changes in consumer patterns or community expectations

economic trends

labour market trends

new products or services

new technologies

political or legislative changes

qualification or educational changes

Future labour needs refers to:

number, type, competency and quality of labour required to achieve organisation's strategic objectives

Options for sourcing labour supply refers to:

various ways in which labour can be brought to the job or accessed:

employing a range of recruitment options

hiring causal labour

hiring new graduates or trainees

outsourcing

using contractors or consultants

Strategic objectives and targets for human resources may refer to:

equal employment opportunity and diversity

human resources information systems

induction

industrial relations

job analysis and design

occupational health and safety

performance management

professional development

recruitment and selection

remuneration

staff retention and succession planning

Options for the provision of human resources services may include:

external provision by a consultant or contractor/s

having the work performed elsewhere (outsourcing)

internal human resources provision of the service/s

internal non-human resources provision of the service/s

merging of business units

Human resources plan includes:

priorities

objectives

timeframes