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Evidence Guide: PSPHRM008 - Coordinate career 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

 

PSPHRM008 - Coordinate career development

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

Analyse career development needs

  1. Identify the career development priorities of individuals and groups within the organisation through consultation with key stakeholders.
  2. Analyse occupational, job and/or tasks to confirm current organisational requirements.
  3. Identify competencies related to tasks and jobs as required, to underpin and link career development to other human resource functions in the organisation.
  4. Analyse the results of skills audits, training needs analyses and competency-based assessments.
  5. Link career development requirements to organisational initiatives and prioritise on the basis of consultation.
Identify the career development priorities of individuals and groups within the organisation through consultation with key stakeholders.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Analyse occupational, job and/or tasks to confirm current organisational requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify competencies related to tasks and jobs as required, to underpin and link career development to other human resource functions in the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Analyse the results of skills audits, training needs analyses and competency-based assessments.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Link career development requirements to organisational initiatives and prioritise on the basis of consultation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Design career development strategies

  1. Design career development opportunities to meet the needs of individuals and the organisation.
  2. Design career development strategies based on adult learning principles, fit with individuals’ work and social contexts, and that support the business and strategic directions of the organisation.
  3. Include support for the development and implementation of individual career development plans in strategies.
  4. Provide consultation and advice within the organisation on the most appropriate options for particular needs.
  5. Establish networks and partnerships to stay up to date with current good practice, and to negotiate joint programs as required.
  6. Base strategies and plans on the principles of merit, equity and fairness and design to cater for employees at different career stages.
Design career development opportunities to meet the needs of individuals and the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Design career development strategies based on adult learning principles, fit with individuals’ work and social contexts, and that support the business and strategic directions of the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Include support for the development and implementation of individual career development plans in strategies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide consultation and advice within the organisation on the most appropriate options for particular needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Establish networks and partnerships to stay up to date with current good practice, and to negotiate joint programs as required.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Base strategies and plans on the principles of merit, equity and fairness and design to cater for employees at different career stages.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement and/or manage career development programs

  1. Promote career development programs.
  2. Manage career development resources.
  3. Manage service providers and/or contracts.
  4. Promote study assistance programs.
  5. Assess learning programs and delivery options on an ongoing basis to ensure that these are effective in addressing learning and development needs.
  6. Track progression of staff who engage in career development programs to assess program effectiveness.
Promote career development programs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage career development resources.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage service providers and/or contracts.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Promote study assistance programs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assess learning programs and delivery options on an ongoing basis to ensure that these are effective in addressing learning and development needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Track progression of staff who engage in career development programs to assess program effectiveness.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Analyse career development needs

  1. Identify the career development priorities of individuals and groups within the organisation through consultation with key stakeholders.
  2. Analyse occupational, job and/or tasks to confirm current organisational requirements.
  3. Identify competencies related to tasks and jobs as required, to underpin and link career development to other human resource functions in the organisation.
  4. Analyse the results of skills audits, training needs analyses and competency-based assessments.
  5. Link career development requirements to organisational initiatives and prioritise on the basis of consultation.
Identify the career development priorities of individuals and groups within the organisation through consultation with key stakeholders.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Analyse occupational, job and/or tasks to confirm current organisational requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify competencies related to tasks and jobs as required, to underpin and link career development to other human resource functions in the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Analyse the results of skills audits, training needs analyses and competency-based assessments.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Link career development requirements to organisational initiatives and prioritise on the basis of consultation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Design career development strategies

  1. Design career development opportunities to meet the needs of individuals and the organisation.
  2. Design career development strategies based on adult learning principles, fit with individuals’ work and social contexts, and that support the business and strategic directions of the organisation.
  3. Include support for the development and implementation of individual career development plans in strategies.
  4. Provide consultation and advice within the organisation on the most appropriate options for particular needs.
  5. Establish networks and partnerships to stay up to date with current good practice, and to negotiate joint programs as required.
  6. Base strategies and plans on the principles of merit, equity and fairness and design to cater for employees at different career stages.
Design career development opportunities to meet the needs of individuals and the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Design career development strategies based on adult learning principles, fit with individuals’ work and social contexts, and that support the business and strategic directions of the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Include support for the development and implementation of individual career development plans in strategies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide consultation and advice within the organisation on the most appropriate options for particular needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Establish networks and partnerships to stay up to date with current good practice, and to negotiate joint programs as required.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Base strategies and plans on the principles of merit, equity and fairness and design to cater for employees at different career stages.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement and/or manage career development programs

  1. Promote career development programs.
  2. Manage career development resources.
  3. Manage service providers and/or contracts.
  4. Promote study assistance programs.
  5. Assess learning programs and delivery options on an ongoing basis to ensure that these are effective in addressing learning and development needs.
  6. Track progression of staff who engage in career development programs to assess program effectiveness.
Promote career development programs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage career development resources.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage service providers and/or contracts.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Promote study assistance programs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assess learning programs and delivery options on an ongoing basis to ensure that these are effective in addressing learning and development needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Track progression of staff who engage in career development programs to assess program effectiveness.

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. Analyse career development needs

1.1 Identify the career development priorities of individuals and groups within the organisation through consultation with key stakeholders.

1.2 Analyse occupational, job and/or tasks to confirm current organisational requirements.

1.3 Identify competencies related to tasks and jobs as required, to underpin and link career development to other human resource functions in the organisation.

1.4 Analyse the results of skills audits, training needs analyses and competency-based assessments.

1.5 Link career development requirements to organisational initiatives and prioritise on the basis of consultation.

2. Design career development strategies

2.1 Design career development opportunities to meet the needs of individuals and the organisation.

2.2 Design career development strategies based on adult learning principles, fit with individuals’ work and social contexts, and that support the business and strategic directions of the organisation.

2.3 Include support for the development and implementation of individual career development plans in strategies.

2.4 Provide consultation and advice within the organisation on the most appropriate options for particular needs.

2.5 Establish networks and partnerships to stay up to date with current good practice, and to negotiate joint programs as required.

2.6 Base strategies and plans on the principles of merit, equity and fairness and design to cater for employees at different career stages.

3. Implement and/or manage career development programs

3.1 Promote career development programs.

3.2 Manage career development resources.

3.3 Manage service providers and/or contracts.

3.4 Promote study assistance programs.

3.5 Assess learning programs and delivery options on an ongoing basis to ensure that these are effective in addressing learning and development needs.

3.6 Track progression of staff who engage in career development programs to assess program effectiveness.

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. Analyse career development needs

1.1 Identify the career development priorities of individuals and groups within the organisation through consultation with key stakeholders.

1.2 Analyse occupational, job and/or tasks to confirm current organisational requirements.

1.3 Identify competencies related to tasks and jobs as required, to underpin and link career development to other human resource functions in the organisation.

1.4 Analyse the results of skills audits, training needs analyses and competency-based assessments.

1.5 Link career development requirements to organisational initiatives and prioritise on the basis of consultation.

2. Design career development strategies

2.1 Design career development opportunities to meet the needs of individuals and the organisation.

2.2 Design career development strategies based on adult learning principles, fit with individuals’ work and social contexts, and that support the business and strategic directions of the organisation.

2.3 Include support for the development and implementation of individual career development plans in strategies.

2.4 Provide consultation and advice within the organisation on the most appropriate options for particular needs.

2.5 Establish networks and partnerships to stay up to date with current good practice, and to negotiate joint programs as required.

2.6 Base strategies and plans on the principles of merit, equity and fairness and design to cater for employees at different career stages.

3. Implement and/or manage career development programs

3.1 Promote career development programs.

3.2 Manage career development resources.

3.3 Manage service providers and/or contracts.

3.4 Promote study assistance programs.

3.5 Assess learning programs and delivery options on an ongoing basis to ensure that these are effective in addressing learning and development needs.

3.6 Track progression of staff who engage in career development programs to assess program effectiveness.

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.

using effective consultation with stakeholders

undertaking counselling and negotiation

explaining ideas to different audiences

interpreting and explaining formal documents and assisting others to apply them in the workplace

preparing written advice and reports requiring reasoning and precision of expression

undertaking discussion involving exchanges of complex oral information

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.

career development and career management as concepts within an organisational context

range of career development strategies and plans

concept of career stages

the organisation’s strategic goals and their implications for career development

importance of retaining human and/or intellectual capital within an organisation

career guidance and counselling strategies

strategies for the management of one’s own career

adult learning principles

succession planning

national competency concept

jurisdictional legislation, policies and practices applying to career development

national and/or international models of good practice in career development