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 key human resource issues arising from the organisation’s strategic plan
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Analyse strategic and business plans to determine key human resource issues. Completed |
Evidence:
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Identify and consider internal and/or external factors likely to impact upon the workforce profile and future human resource requirements. Completed |
Evidence:
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Analyse workforce data for trends to determine key issues. Completed |
Evidence:
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Consult business units and senior management for information on future requirements. Completed |
Evidence:
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Utilise forward planning tools to predict longer term issues and needs to be addressed in the strategic plan. Completed |
Evidence:
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Develop a plan to meet the human resource requirements of an organisation
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Develop the plan based on data drawn from information sources, consultations with stakeholders, and good practice models. Completed |
Evidence:
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Include strategies for workforce planning, workforce management, managing succession and skill shortages in the plan to support business vision and provide for the right people to be in the right place at the right time. Completed |
Evidence:
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Include strategies within the plan consistent with the organisation’s strategic perspective. Completed |
Evidence:
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Identify and address risks associated with planned strategies. Completed |
Evidence:
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Identify resource requirements, prepare a budget to support the implementation of the plan and prepare performance indicators and timeframes. Completed |
Evidence:
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Implement a human resource plan
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Obtain agreement on the plan through consultation with other business units within the organisation. Completed |
Evidence:
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Document and communicate the plan to other business units. Completed |
Evidence:
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Identify systems and tools required to support implementation. Completed |
Evidence:
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Implement human resource strategies in accordance with the plan and monitor and revise against the budget and key performance indicators. Completed |
Evidence:
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Provide support in implementing the plan to business units. Completed |
Evidence:
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Evaluate the effectiveness of the human resource plan
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Monitor the plan to adjust strategies as needed to take account of new developments or contingencies. Completed |
Evidence:
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Develop and implement an evaluation methodology. Completed |
Evidence:
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Assess the plan against the strategic goals and business objectives. Completed |
Evidence:
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Analyse information to provide a basis for the judgements to be made in relation to the plan’s effectiveness. Completed |
Evidence:
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Report outcomes of the evaluation with recommendations for enhancement of the plan, to inform ongoing planning and integrate human resource planning into the organisational planning framework. Completed |
Evidence:
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Identify key human resource issues arising from the organisation’s strategic plan
|
|
Analyse strategic and business plans to determine key human resource issues. Completed |
Evidence:
|
Identify and consider internal and/or external factors likely to impact upon the workforce profile and future human resource requirements. Completed |
Evidence:
|
Analyse workforce data for trends to determine key issues. Completed |
Evidence:
|
Consult business units and senior management for information on future requirements. Completed |
Evidence:
|
Utilise forward planning tools to predict longer term issues and needs to be addressed in the strategic plan. Completed |
Evidence:
|
Develop a plan to meet the human resource requirements of an organisation
|
|
Develop the plan based on data drawn from information sources, consultations with stakeholders, and good practice models. Completed |
Evidence:
|
Include strategies for workforce planning, workforce management, managing succession and skill shortages in the plan to support business vision and provide for the right people to be in the right place at the right time. Completed |
Evidence:
|
Include strategies within the plan consistent with the organisation’s strategic perspective. Completed |
Evidence:
|
Identify and address risks associated with planned strategies. Completed |
Evidence:
|
Identify resource requirements, prepare a budget to support the implementation of the plan and prepare performance indicators and timeframes. Completed |
Evidence:
|
Implement a human resource plan
|
|
Obtain agreement on the plan through consultation with other business units within the organisation. Completed |
Evidence:
|
Document and communicate the plan to other business units. Completed |
Evidence:
|
Identify systems and tools required to support implementation. Completed |
Evidence:
|
Implement human resource strategies in accordance with the plan and monitor and revise against the budget and key performance indicators. Completed |
Evidence:
|
Provide support in implementing the plan to business units. Completed |
Evidence:
|
Evaluate the effectiveness of the human resource plan
|
|
Monitor the plan to adjust strategies as needed to take account of new developments or contingencies. Completed |
Evidence:
|
Develop and implement an evaluation methodology. Completed |
Evidence:
|
Assess the plan against the strategic goals and business objectives. Completed |
Evidence:
|
Analyse information to provide a basis for the judgements to be made in relation to the plan’s effectiveness. Completed |
Evidence:
|
Report outcomes of the evaluation with recommendations for enhancement of the plan, to inform ongoing planning and integrate human resource planning into the organisational planning framework. Completed |
Evidence:
|