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Evidence Guide: PSPHR620A - Manage organisational development

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

 

PSPHR620A - Manage organisational development

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

Determine organisational development needs and opportunities

  1. An environmental scan is undertaken to determine internal and external factors which will impact on organisational performance.
  2. A consultation process is agreed with stakeholders in line with organisational policy and legislation.
  3. Ethical principles are applied in consulting with key stakeholders.
  4. Information gathered through consultative processes is analysed and presented to a diverse stakeholder base and options are determined.
  5. Recommendations are made to management on a proposed organisational development strategy, resourcing implications, risk assessment and timeframes.
An environmental scan is undertaken to determine internal and external factors which will impact on organisational performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

A consultation process is agreed with stakeholders in line with organisational policy and legislation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ethical principles are applied in consulting with key stakeholders.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Information gathered through consultative processes is analysed and presented to a diverse stakeholder base and options are determined.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Recommendations are made to management on a proposed organisational development strategy, resourcing implications, risk assessment and timeframes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Plan intervention strategies

  1. Intervention strategies that support the organisation's strategic goals and stakeholder responses are agreed.
  2. The organisation's culture and legislative and policy framework are considered in developing the strategies.
  3. Feedback is obtained from stakeholders and is used to redevelop/redefine the strategies prior to implementation.
  4. Strategies are developed to embody the principles of natural justice, equity and fairness.
  5. Information and advice are provided to facilitate effective implementation, monitoring and evaluation of intervention strategies.
Intervention strategies that support the organisation's strategic goals and stakeholder responses are agreed.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

The organisation's culture and legislative and policy framework are considered in developing the strategies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Feedback is obtained from stakeholders and is used to redevelop/redefine the strategies prior to implementation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Strategies are developed to embody the principles of natural justice, equity and fairness.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Information and advice are provided to facilitate effective implementation, monitoring and evaluation of intervention strategies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement an intervention strategy

  1. Resources are obtained and deployed to implement the strategy, and reports on progress are provided on a regular basis.
  2. Facilitation and advice are provided to champion required changes using a range of communication strategies to suit a diverse workforce and support implementation of the strategy.
  3. Systems are developed and used to monitor the effectiveness of the strategy and to determine necessary adjustments.
  4. Procedures are developed to allow the business unit self-sufficiency in continuing implementation.
  5. Legislative and policy requirements are complied with in implementing the strategy.
Resources are obtained and deployed to implement the strategy, and reports on progress are provided on a regular basis.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Facilitation and advice are provided to champion required changes using a range of communication strategies to suit a diverse workforce and support implementation of the strategy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Systems are developed and used to monitor the effectiveness of the strategy and to determine necessary adjustments.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Procedures are developed to allow the business unit self-sufficiency in continuing implementation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Legislative and policy requirements are complied with in implementing the strategy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.

Units to be assessed together

Pre-requisite units that must be achieved prior to this unit:Nil

Co-requisite units that must be assessed with this unit:Nil

Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:

PSPETHC601B Maintain and enhance confidence in public service

PSPGOV601B Apply government systems

PSPGOV604A Foster leadership and innovation

PSPGOV605A Persuade and influence opinion

PSPHR603B Provide advisory and mediation services

PSPHR615A Manage human resource development strategies

PSPLEGN601B Manage compliance with legislation in the public sector

PSPMNGT604B Manage change

PSPMNGT605B Manage diversity

PSPMNGT608B Manage risk

PSPMNGT611A Manage evaluations

Overview of evidence requirements

In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:

the knowledge requirements of this unit

the skill requirements of this unit

application of the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)

organisational development managed in a range of (3 or more) contexts (or occasions, over time)

Resources required to carry out assessment

These resources include:

legislation, organisational policies and procedures

workplace scenarios and case studies to capture the range of situations likely to be encountered when managing organisational development

reference materials for organisational development

Where and how to assess evidence

Valid assessment of this unit requires:

a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when managing organisational development, including coping with difficulties, irregularities and breakdowns in routine

organisational development managed in a range of (3 or more) contexts (or occasions, over time)

Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:

people with disabilities

people from culturally and linguistically diverse backgrounds

Aboriginal and Torres Strait Islander people

women

young people

older people

people in rural and remote locations

Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:

case studies

portfolios

projects

questioning

scenarios

authenticated evidence from the workplace and/or training courses

For consistency of assessment

Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments

Required Skills and Knowledge

This section describes the essential skills and knowledge and their level, required for this unit.

Skill requirements

Look for evidence that confirms skills in:

engaging in effective consultation with stakeholders using a variety of words and language structures to explain complex ideas to different audiences

undertaking project management and evaluation

undertaking counselling and negotiation

using effective leadership involving systems and people

analysing and explaining complex, formal documents and assisting others to apply them in the workplace

preparing written advice and reports requiring reasoning and precision of expression

undertaking training, coaching, mentoring and facilitation

applying public relations strategies

responding to diversity, including gender and disability

applying occupational health and safety, environmental and sustainability procedures relevant to organisational development and change management

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

a range of evaluation methodologies related to organisational development

change management strategies

employee involvement strategies

employment relations in the context of organisational development

organisational learning

equal employment opportunity, equity and diversity principles

human resource policies and practices

human resource strategy and planning

industry trends

jurisdictional legislation applying to organisational development including occupational health and safety and environmental and sustainability requirements

needs analysis techniques in the context of organisational development

organisational policies and procedures

organisational development theory and practices including national and/or international good practice models and conceptions of organisation development

organisational culture and dynamics

organisational planning - vision, mission, values, goals

the concept of diversity and its integration within and across all human resource functions and areas

the relationships between human resource functions

Range Statement

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.

Sources of information for environmental scan may include:

statistical analyses

interviews with stakeholders

surveys

focus groups interviews

research on existing programs

solicited and unsolicited feedback

organisational reviews

workforce management data

work level standards

Stakeholders may include:

all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services including:

users of the human resource service

employees at all levels of the organisation

strategic planners

executive

decision makers

other public sector organisations

inter-agency forums

union and association representatives

boards of management

government

Ministers

clients

Organisational policy and legislationmay include:

Commonwealth and State/Territory legislation including equal employment opportunity, anti-discrimination and employment law

public sector management legislation

national and international codes of practice and standards

the organisation's policies and practices

government policy

codes of conduct

codes of ethics

public sector standards

security policy and procedures

sustainability/environmental standards

Organisational development strategiesmay be developed and applied to:

the human resource business unit

one or more of the business units within the organisation

the entire organisation

Intervention strategiesmay include:

business planning

performance incentives

business re-engineering

rewards and recognition awards schemes

market testing

organisational skills profiling

team enhancement

quality management

organisational culture development

individual enhancement/coaching/mentoring

learning and development activities

workforce planning

succession planning

Championing required changesmay include:

consulting

advising

leading

persuading

influencing

communicating

facilitating

assisting

developing and delivering awareness/briefing sessions

Communication may include:

email

intranet

web site

face-to-face

pamphlets

newsletters

manuals

Business unit may refer to:

a program

sub-program

cost centre

area

division

branch

production unit or section located within the organisation