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?
Analyse career development needs
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Identify the career development priorities of individuals and groups within the organisation through consultation with key stakeholders. Completed |
Evidence:
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Analyse occupational, job and/or tasks to confirm current organisational requirements. Completed |
Evidence:
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Identify competencies related to tasks and jobs as required, to underpin and link career development to other human resource functions in the organisation. Completed |
Evidence:
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Analyse the results of skills audits, training needs analyses and competency-based assessments. Completed |
Evidence:
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Link career development requirements to organisational initiatives and prioritise on the basis of consultation. Completed |
Evidence:
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Design career development strategies
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Design career development opportunities to meet the needs of individuals and the organisation. Completed |
Evidence:
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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 |
Evidence:
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Include support for the development and implementation of individual career development plans in strategies. Completed |
Evidence:
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Provide consultation and advice within the organisation on the most appropriate options for particular needs. Completed |
Evidence:
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Establish networks and partnerships to stay up to date with current good practice, and to negotiate joint programs as required. Completed |
Evidence:
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Base strategies and plans on the principles of merit, equity and fairness and design to cater for employees at different career stages. Completed |
Evidence:
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Implement and/or manage career development programs
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Promote career development programs. Completed |
Evidence:
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Manage career development resources. Completed |
Evidence:
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Manage service providers and/or contracts. Completed |
Evidence:
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Promote study assistance programs. Completed |
Evidence:
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Assess learning programs and delivery options on an ongoing basis to ensure that these are effective in addressing learning and development needs. Completed |
Evidence:
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Track progression of staff who engage in career development programs to assess program effectiveness. Completed |
Evidence:
|
Analyse career development needs
|
|
Identify the career development priorities of individuals and groups within the organisation through consultation with key stakeholders. Completed |
Evidence:
|
Analyse occupational, job and/or tasks to confirm current organisational requirements. Completed |
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 |
Evidence:
|
Analyse the results of skills audits, training needs analyses and competency-based assessments. Completed |
Evidence:
|
Link career development requirements to organisational initiatives and prioritise on the basis of consultation. Completed |
Evidence:
|
Design career development strategies
|
|
Design career development opportunities to meet the needs of individuals and the organisation. Completed |
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 |
Evidence:
|
Include support for the development and implementation of individual career development plans in strategies. Completed |
Evidence:
|
Provide consultation and advice within the organisation on the most appropriate options for particular needs. Completed |
Evidence:
|
Establish networks and partnerships to stay up to date with current good practice, and to negotiate joint programs as required. Completed |
Evidence:
|
Base strategies and plans on the principles of merit, equity and fairness and design to cater for employees at different career stages. Completed |
Evidence:
|
Implement and/or manage career development programs
|
|
Promote career development programs. Completed |
Evidence:
|
Manage career development resources. Completed |
Evidence:
|
Manage service providers and/or contracts. Completed |
Evidence:
|
Promote study assistance programs. Completed |
Evidence:
|
Assess learning programs and delivery options on an ongoing basis to ensure that these are effective in addressing learning and development needs. Completed |
Evidence:
|
Track progression of staff who engage in career development programs to assess program effectiveness. Completed |
Evidence:
|