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?
Identify development needs
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The development needs of individuals, specific occupational groups and the organisation are identified through consultation with key stakeholders Completed |
Evidence:
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An analysis of information acquired through consultation is conducted to identify Competency fields of need for human resource development Completed |
Evidence:
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Development needs are linked to other organisational initiatives and prioritised on the basis of consultation and the organisation's corporate/strategic plans Completed |
Evidence:
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Future development needs are anticipated through organisational benchmarking, strategic networking and national/international research Completed |
Evidence:
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Develop strategies for human resource development
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Systems and policies are established to support human resource development for organisational development, change management, workforce planning and career management Completed |
Evidence:
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Organisational objectives and methodologies, and a framework for ensuring return on investment are determined in accordance with the organisation's strategic direction and business goals Completed |
Evidence:
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Strategic networks are established and maintained with industry, similar organisations and providers of learning and development programs Completed |
Evidence:
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Resources to address the development needs of the organisation are negotiated, allocated and managed in accordance with organisational priorities Completed |
Evidence:
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The development of programs to address identified development needs is managed in accordance with organisational policy and procedures Completed |
Evidence:
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Manage implementation of strategies and programs
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Development strategies and programs 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 strategies and programs in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with stakeholders Completed |
Evidence:
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External and/or internal trends or events which have an effect on the organisation's development strategies and programs are monitored and responses are formulated Completed |
Evidence:
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Adjustments to strategies and programs are implemented as a result of monitoring and/or changed internal/external trends and/or events Completed |
Evidence:
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Strategies and programs are monitored to gauge their effectiveness in addressing organisational needs Completed |
Evidence:
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Identify development needs
|
|
The development needs of individuals, specific occupational groups and the organisation are identified through consultation with key stakeholders. Completed |
Evidence:
|
An analysis of information acquired through consultation is conducted to identify Competency fields of need for human resource development. Completed |
Evidence:
|
Development needs are linked to other organisational initiatives and prioritised on the basis of consultation and the organisation's corporate/strategic plans. Completed |
Evidence:
|
Future development needs are anticipated through organisational benchmarking, strategic networking and national/international research. Completed |
Evidence:
|
Develop strategies for human resource development
|
|
Systems and policies are established to support human resource development for organisational development, change management, workforce planning and career management. Completed |
Evidence:
|
Organisational objectives and methodologies, and a framework for ensuring return on investment are determined in accordance with the organisation's strategic direction and business goals. Completed |
Evidence:
|
Strategic networks are established and maintained with industry, similar organisations and providers of learning and development programs. Completed |
Evidence:
|
Resources to address the development needs of the organisation are negotiated, allocated and managed in accordance with organisational priorities. Completed |
Evidence:
|
The development of programs to address identified development needs is managed in accordance with organisational policy and procedures. Completed |
Evidence:
|
Manage implementation of strategies and programs
|
|
Development strategies and programs are implemented in accordance with organisational policy and procedures. Completed |
Evidence:
|
Systems are developed and implemented to monitor the effectiveness of strategies and programs in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with stakeholders. Completed |
Evidence:
|
External and/or internal trends or events which have an effect on the organ.isation's development strategies and programs are monitored and responses are formulated. Completed |
Evidence:
|
Adjustments to strategies and programs are implemented as a result of monitoring and/or changed internal/external trends and/or events. Completed |
Evidence:
|
Strategies and programs are monitored to gauge their effectiveness in addressing organisational needs. Completed |
Evidence:
|