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?
Develop employment relations strategies and plans
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Analysis of present and future requirements within the organisation is undertaken using a variety of information sources, consultations with key stakeholders and consideration of good practice models of employment relations. Completed |
Evidence:
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Employment relations strategies and plans are developed to address the full range of employment issues in accordance with organisational requirements. Completed |
Evidence:
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Strategies and plans are developed in accordance with organisational policy and legislative requirements and are integrated with other key human resource functions and areas. Completed |
Evidence:
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Changes within the organisation's operating environment which will impact upon the organisation's employment relations are identified and responses are formulated. Completed |
Evidence:
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Negotiate employment arrangements
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A negotiation framework is developed and agreed with the parties. Completed |
Evidence:
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Documentation and advice are developed and disseminated to raise organisational awareness. Completed |
Evidence:
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Responses are sought from employment relations bodies/representatives to gauge acceptance and to identify the nature and cause of any potential disputes. Completed |
Evidence:
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Changes in the negotiating position are determined and endorsement of these is sought from key stakeholders. Completed |
Evidence:
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An advocacy role is undertaken to represent the negotiating position and to resolve disputes which may arise. Completed |
Evidence:
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Employment arrangements are agreed with stakeholders in accordance with organisational policy and procedures and legislative requirements. Completed |
Evidence:
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Manage implementation of employment relations strategies and plans
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Employment relations strategies and plans are implemented in accordance with organisational policy and procedures. Completed |
Evidence:
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Systems are developed and implemented to monitor the effectiveness of employment relations strategies and plans in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers. Completed |
Evidence:
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External and/or internal trends or events which have an effect on the organisation's employment relations strategies and plans are monitored and responses are formulated. Completed |
Evidence:
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Adjustments to strategies and plans are implemented as a result of monitoring and/or changed internal/external trends and/or events. Completed |
Evidence:
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Employment relations strategies and plans are monitored to gauge their effectiveness in providing support to staff involved in implementation. Completed |
Evidence:
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