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Evidence Guide: PSPHRM004 - Implement workforce planning and succession strategies

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

 

PSPHRM004 - Implement workforce planning and succession strategies

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

Conduct workforce analysis

  1. Conduct indepth analysis of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management.
  2. Analyse workforce data and benchmark when required against comparable data, identify trends and suggest interventions to address developments that do not support the organisation’s strategic or business directions.
  3. Undertake labour market and industry analysis to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management.
  4. Use scenario planning or other forecasting tools to predict and assess likely futures for the organisation with their associated implications and risks.
  5. Present the results of workforce analysis in objective and unbiased terms and in a form and language to suit the intended audience.
  6. Ensure that the results of workforce analysis concerning future workforce requirements are included in decision-making processes.
Conduct indepth analysis of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Analyse workforce data and benchmark when required against comparable data, identify trends and suggest interventions to address developments that do not support the organisation’s strategic or business directions.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Undertake labour market and industry analysis to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use scenario planning or other forecasting tools to predict and assess likely futures for the organisation with their associated implications and risks.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Present the results of workforce analysis in objective and unbiased terms and in a form and language to suit the intended audience.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure that the results of workforce analysis concerning future workforce requirements are included in decision-making processes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Contribute to workforce planning

  1. Provide information and advice to managers on all aspects of workforce planning.
  2. Develop and/or provide workforce planning tools to managers, and give assistance in their use.
  3. Develop and suggest solutions for current and future workforce planning and management issues.
  4. Provide consultancy services to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs.
  5. Assist managers to question current work practices and structures and prepare workforce plans.
Provide information and advice to managers on all aspects of workforce planning.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop and/or provide workforce planning tools to managers, and give assistance in their use.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop and suggest solutions for current and future workforce planning and management issues.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide consultancy services to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assist managers to question current work practices and structures and prepare workforce plans.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assist with succession management

  1. Communicate the critical role of succession planning in managing the organisation’s intellectual capital to managers and staff.
  2. Develop a succession management strategy and identify candidate pools for imminent and longer term future vacancies.
  3. Develop and agree on succession processes and the succession management strategy.
  4. Use the results of workforce analysis and planning to assist managers to undertake succession planning.
Communicate the critical role of succession planning in managing the organisation’s intellectual capital to managers and staff.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop a succession management strategy and identify candidate pools for imminent and longer term future vacancies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop and agree on succession processes and the succession management strategy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use the results of workforce analysis and planning to assist managers to undertake succession planning.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct workforce analysis

  1. Conduct indepth analysis of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management.
  2. Analyse workforce data and benchmark when required against comparable data, identify trends and suggest interventions to address developments that do not support the organisation’s strategic or business directions.
  3. Undertake labour market and industry analysis to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management.
  4. Use scenario planning or other forecasting tools to predict and assess likely futures for the organisation with their associated implications and risks.
  5. Present the results of workforce analysis in objective and unbiased terms and in a form and language to suit the intended audience.
  6. Ensure that the results of workforce analysis concerning future workforce requirements are included in decision-making processes.
Conduct indepth analysis of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Analyse workforce data and benchmark when required against comparable data, identify trends and suggest interventions to address developments that do not support the organisation’s strategic or business directions.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Undertake labour market and industry analysis to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use scenario planning or other forecasting tools to predict and assess likely futures for the organisation with their associated implications and risks.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Present the results of workforce analysis in objective and unbiased terms and in a form and language to suit the intended audience.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure that the results of workforce analysis concerning future workforce requirements are included in decision-making processes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Contribute to workforce planning

  1. Provide information and advice to managers on all aspects of workforce planning.
  2. Develop and/or provide workforce planning tools to managers, and give assistance in their use.
  3. Develop and suggest solutions for current and future workforce planning and management issues.
  4. Provide consultancy services to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs.
  5. Assist managers to question current work practices and structures and prepare workforce plans.
Provide information and advice to managers on all aspects of workforce planning.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop and/or provide workforce planning tools to managers, and give assistance in their use.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop and suggest solutions for current and future workforce planning and management issues.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide consultancy services to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assist managers to question current work practices and structures and prepare workforce plans.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assist with succession management

  1. Communicate the critical role of succession planning in managing the organisation’s intellectual capital to managers and staff.
  2. Develop a succession management strategy and identify candidate pools for imminent and longer term future vacancies.
  3. Develop and agree on succession processes and the succession management strategy.
  4. Use the results of workforce analysis and planning to assist managers to undertake succession planning.
Communicate the critical role of succession planning in managing the organisation’s intellectual capital to managers and staff.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop a succession management strategy and identify candidate pools for imminent and longer term future vacancies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop and agree on succession processes and the succession management strategy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use the results of workforce analysis and planning to assist managers to undertake succession planning.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Conduct workforce analysis

1.1 Conduct indepth analysis of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management.

1.2 Analyse workforce data and benchmark when required against comparable data, identify trends and suggest interventions to address developments that do not support the organisation’s strategic or business directions.

1.3 Undertake labour market and industry analysis to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management.

1.4 Use scenario planning or other forecasting tools to predict and assess likely futures for the organisation with their associated implications and risks.

1.5 Present the results of workforce analysis in objective and unbiased terms and in a form and language to suit the intended audience.

1.6 Ensure that the results of workforce analysis concerning future workforce requirements are included in decision-making processes.

2. Contribute to workforce planning

2.1 Provide information and advice to managers on all aspects of workforce planning.

2.2 Develop and/or provide workforce planning tools to managers, and give assistance in their use.

2.3 Develop and suggest solutions for current and future workforce planning and management issues.

2.4 Provide consultancy services to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs.

2.5 Assist managers to question current work practices and structures and prepare workforce plans.

3. Assist with succession management

3.1 Communicate the critical role of succession planning in managing the organisation’s intellectual capital to managers and staff.

3.2 Develop a succession management strategy and identify candidate pools for imminent and longer term future vacancies.

3.3 Develop and agree on succession processes and the succession management strategy.

3.4 Use the results of workforce analysis and planning to assist managers to undertake succession planning.

Required Skills and Knowledge

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Conduct workforce analysis

1.1 Conduct indepth analysis of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management.

1.2 Analyse workforce data and benchmark when required against comparable data, identify trends and suggest interventions to address developments that do not support the organisation’s strategic or business directions.

1.3 Undertake labour market and industry analysis to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management.

1.4 Use scenario planning or other forecasting tools to predict and assess likely futures for the organisation with their associated implications and risks.

1.5 Present the results of workforce analysis in objective and unbiased terms and in a form and language to suit the intended audience.

1.6 Ensure that the results of workforce analysis concerning future workforce requirements are included in decision-making processes.

2. Contribute to workforce planning

2.1 Provide information and advice to managers on all aspects of workforce planning.

2.2 Develop and/or provide workforce planning tools to managers, and give assistance in their use.

2.3 Develop and suggest solutions for current and future workforce planning and management issues.

2.4 Provide consultancy services to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs.

2.5 Assist managers to question current work practices and structures and prepare workforce plans.

3. Assist with succession management

3.1 Communicate the critical role of succession planning in managing the organisation’s intellectual capital to managers and staff.

3.2 Develop a succession management strategy and identify candidate pools for imminent and longer term future vacancies.

3.3 Develop and agree on succession processes and the succession management strategy.

3.4 Use the results of workforce analysis and planning to assist managers to undertake succession planning.

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

analysing information and trends

consulting, negotiating and advising on workforce planning and succession management

leading and influencing in relation to workforce analysis and planning

applying problem solving

explaining ideas to different audiences

interpreting and explaining data and assisting others to apply the outcomes in the workplace

preparing written advice and reports requiring reasoning and precision of expression

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

data analysis

forecasting and planning

scenario planning

strategic thinking and analysis

organisational business planning cycle and processes

organisational goals, policies and procedures related to workforce planning and analysis

standard and content requirements of workforce analysis and planning reports

jurisdictional legislation applying to human resources, including freedom of information, privacy, confidentiality, occupational health and safety, and environment and sustainability practices