NTISthis.com

Evidence Guide: BSBPMG606 - Direct human resources management of a project program

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

 

BSBPMG606 - Direct human resources management of a project program

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

Direct human resources management planning

  1. Direct human resource requirement analysis for projects to determine numbers and skill levels required for overall program
  2. Direct stakeholder assessment to establish a basis for stakeholder management within projects and overall program
  3. Direct responsibility assignment for project activities and tasks, and establish authorisation protocols
Direct human resource requirement analysis for projects to determine numbers and skill levels required for overall program

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Direct stakeholder assessment to establish a basis for stakeholder management within projects and overall program

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Direct responsibility assignment for project activities and tasks, and establish authorisation protocols

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage program organisation and staffing

  1. Determine resource requirements for projects in consultation with project managers and appropriate stakeholders, to establish program staffing levels, allocation to projects and required competencies
  2. Direct project organisation and structure to optimise alignment of individual and group competencies within projects
  3. Direct recruitment of staff for allocation to projects or reallocation within the organisation, within agreed delegated authority, to meet competency requirements throughout the program
  4. Direct project managers’ use of human resources management (HRM) methods, techniques and tools, and modify for program requirements
  5. Utilise organisational HRM system and HRM processes across projects
Determine resource requirements for projects in consultation with project managers and appropriate stakeholders, to establish program staffing levels, allocation to projects and required competencies

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Direct project organisation and structure to optimise alignment of individual and group competencies within projects

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Direct recruitment of staff for allocation to projects or reallocation within the organisation, within agreed delegated authority, to meet competency requirements throughout the program

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Direct project managers’ use of human resources management (HRM) methods, techniques and tools, and modify for program requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Utilise organisational HRM system and HRM processes across projects

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Direct project staff performance management

  1. Obtain agreement on performance measurement criteria for clarity of roles and responsibilities and ongoing assessment
  2. Ensure systems for ongoing development and training of personnel across the program are established and implemented by project managers
  3. Measure individuals’ performance against agreed criteria and authorise actions to overcome shortfalls in performance and encourage career progression
Obtain agreement on performance measurement criteria for clarity of roles and responsibilities and ongoing assessment

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure systems for ongoing development and training of personnel across the program are established and implemented by project managers

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Measure individuals’ performance against agreed criteria and authorise actions to overcome shortfalls in performance and encourage career progression

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide overall leadership to project teams

  1. Manage a system of continuous improvement of staff to enhance program effectiveness
  2. Analyse individual and team performance and morale levels and take action where necessary
  3. Direct procedures for interpersonal communication, counselling and conflict resolution by project managers, and review results to maintain and promote a positive working environment
  4. Identify and positively manage intraorganisational and intraproject conflict to maximise achievement of program objectives
  5. Aggregate HRM lessons learnt for application in planning and, where appropriate, pass on information to others for consideration in strategic planning and direction
Manage a system of continuous improvement of staff to enhance program effectiveness

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Analyse individual and team performance and morale levels and take action where necessary

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Direct procedures for interpersonal communication, counselling and conflict resolution by project managers, and review results to maintain and promote a positive working environment

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and positively manage intraorganisational and intraproject conflict to maximise achievement of program objectives

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Aggregate HRM lessons learnt for application in planning and, where appropriate, pass on information to others for consideration in strategic planning and direction

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1. Direct human resources management planning

1.1 Direct human resource requirement analysis for projects to determine numbers and skill levels required for overall program

1.2 Direct stakeholder assessment to establish a basis for stakeholder management within projects and overall program

1.3 Direct responsibility assignment for project activities and tasks, and establish authorisation protocols

2. Manage program organisation and staffing

2.1 Determine resource requirements for projects in consultation with project managers and appropriate stakeholders, to establish program staffing levels, allocation to projects and required competencies

2.2 Direct project organisation and structure to optimise alignment of individual and group competencies within projects

2.3 Direct recruitment of staff for allocation to projects or reallocation within the organisation, within agreed delegated authority, to meet competency requirements throughout the program

2.4 Direct project managers’ use of human resources management (HRM) methods, techniques and tools, and modify for program requirements

2.5 Utilise organisational HRM system and HRM processes across projects

3. Direct project staff performance management

3.1 Obtain agreement on performance measurement criteria for clarity of roles and responsibilities and ongoing assessment

3.2 Ensure systems for ongoing development and training of personnel across the program are established and implemented by project managers

3.3 Measure individuals’ performance against agreed criteria and authorise actions to overcome shortfalls in performance and encourage career progression

4. Provide overall leadership to project teams

4.1 Manage a system of continuous improvement of staff to enhance program effectiveness

4.2 Analyse individual and team performance and morale levels and take action where necessary

4.3 Direct procedures for interpersonal communication, counselling and conflict resolution by project managers, and review results to maintain and promote a positive working environment

4.4 Identify and positively manage intraorganisational and intraproject conflict to maximise achievement of program objectives

4.5 Aggregate HRM lessons learnt for application in planning and, where appropriate, pass on information to others for consideration in strategic planning and direction

Required Skills and Knowledge

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1. Direct human resources management planning

1.1 Direct human resource requirement analysis for projects to determine numbers and skill levels required for overall program

1.2 Direct stakeholder assessment to establish a basis for stakeholder management within projects and overall program

1.3 Direct responsibility assignment for project activities and tasks, and establish authorisation protocols

2. Manage program organisation and staffing

2.1 Determine resource requirements for projects in consultation with project managers and appropriate stakeholders, to establish program staffing levels, allocation to projects and required competencies

2.2 Direct project organisation and structure to optimise alignment of individual and group competencies within projects

2.3 Direct recruitment of staff for allocation to projects or reallocation within the organisation, within agreed delegated authority, to meet competency requirements throughout the program

2.4 Direct project managers’ use of human resources management (HRM) methods, techniques and tools, and modify for program requirements

2.5 Utilise organisational HRM system and HRM processes across projects

3. Direct project staff performance management

3.1 Obtain agreement on performance measurement criteria for clarity of roles and responsibilities and ongoing assessment

3.2 Ensure systems for ongoing development and training of personnel across the program are established and implemented by project managers

3.3 Measure individuals’ performance against agreed criteria and authorise actions to overcome shortfalls in performance and encourage career progression

4. Provide overall leadership to project teams

4.1 Manage a system of continuous improvement of staff to enhance program effectiveness

4.2 Analyse individual and team performance and morale levels and take action where necessary

4.3 Direct procedures for interpersonal communication, counselling and conflict resolution by project managers, and review results to maintain and promote a positive working environment

4.4 Identify and positively manage intraorganisational and intraproject conflict to maximise achievement of program objectives

4.5 Aggregate HRM lessons learnt for application in planning and, where appropriate, pass on information to others for consideration in strategic planning and direction