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Evidence Guide: PSPHRM010 - Formulate a strategic human resource plan

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

 

PSPHRM010 - Formulate a strategic human resource plan

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

  1. Analyse strategic and business plans to determine key human resource issues.
  2. Identify and consider internal and/or external factors likely to impact upon the workforce profile and future human resource requirements.
  3. Analyse workforce data for trends to determine key issues.
  4. Consult business units and senior management for information on future requirements.
  5. Utilise forward planning tools to predict longer term issues and needs to be addressed in the strategic plan.
Analyse strategic and business plans to determine key human resource issues.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify and consider internal and/or external factors likely to impact upon the workforce profile and future human resource requirements.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Analyse workforce data for trends to determine key issues.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Consult business units and senior management for information on future requirements.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Utilise forward planning tools to predict longer term issues and needs to be addressed in the strategic plan.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Develop a plan to meet the human resource requirements of an organisation

  1. Develop the plan based on data drawn from information sources, consultations with stakeholders, and good practice models.
  2. 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.
  3. Include strategies within the plan consistent with the organisation’s strategic perspective.
  4. Identify and address risks associated with planned strategies.
  5. Identify resource requirements, prepare a budget to support the implementation of the plan and prepare performance indicators and timeframes.
Develop the plan based on data drawn from information sources, consultations with stakeholders, and good practice models.

Completed
Date:

Teacher:
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
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Include strategies within the plan consistent with the organisation’s strategic perspective.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify and address risks associated with planned strategies.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify resource requirements, prepare a budget to support the implementation of the plan and prepare performance indicators and timeframes.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Implement a human resource plan

  1. Obtain agreement on the plan through consultation with other business units within the organisation.
  2. Document and communicate the plan to other business units.
  3. Identify systems and tools required to support implementation.
  4. Implement human resource strategies in accordance with the plan and monitor and revise against the budget and key performance indicators.
  5. Provide support in implementing the plan to business units.
Obtain agreement on the plan through consultation with other business units within the organisation.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Document and communicate the plan to other business units.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify systems and tools required to support implementation.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Implement human resource strategies in accordance with the plan and monitor and revise against the budget and key performance indicators.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Provide support in implementing the plan to business units.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Evaluate the effectiveness of the human resource plan

  1. Monitor the plan to adjust strategies as needed to take account of new developments or contingencies.
  2. Develop and implement an evaluation methodology.
  3. Assess the plan against the strategic goals and business objectives.
  4. Analyse information to provide a basis for the judgements to be made in relation to the plan’s effectiveness.
  5. 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.
Monitor the plan to adjust strategies as needed to take account of new developments or contingencies.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Develop and implement an evaluation methodology.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Assess the plan against the strategic goals and business objectives.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Analyse information to provide a basis for the judgements to be made in relation to the plan’s effectiveness.

Completed
Date:

Teacher:
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
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify key human resource issues arising from the organisation’s strategic plan

  1. Analyse strategic and business plans to determine key human resource issues.
  2. Identify and consider internal and/or external factors likely to impact upon the workforce profile and future human resource requirements.
  3. Analyse workforce data for trends to determine key issues.
  4. Consult business units and senior management for information on future requirements.
  5. Utilise forward planning tools to predict longer term issues and needs to be addressed in the strategic plan.
Analyse strategic and business plans to determine key human resource issues.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify and consider internal and/or external factors likely to impact upon the workforce profile and future human resource requirements.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Analyse workforce data for trends to determine key issues.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Consult business units and senior management for information on future requirements.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Utilise forward planning tools to predict longer term issues and needs to be addressed in the strategic plan.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Develop a plan to meet the human resource requirements of an organisation

  1. Develop the plan based on data drawn from information sources, consultations with stakeholders, and good practice models.
  2. 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.
  3. Include strategies within the plan consistent with the organisation’s strategic perspective.
  4. Identify and address risks associated with planned strategies.
  5. Identify resource requirements, prepare a budget to support the implementation of the plan and prepare performance indicators and timeframes.
Develop the plan based on data drawn from information sources, consultations with stakeholders, and good practice models.

Completed
Date:

Teacher:
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
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Include strategies within the plan consistent with the organisation’s strategic perspective.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify and address risks associated with planned strategies.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify resource requirements, prepare a budget to support the implementation of the plan and prepare performance indicators and timeframes.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Implement a human resource plan

  1. Obtain agreement on the plan through consultation with other business units within the organisation.
  2. Document and communicate the plan to other business units.
  3. Identify systems and tools required to support implementation.
  4. Implement human resource strategies in accordance with the plan and monitor and revise against the budget and key performance indicators.
  5. Provide support in implementing the plan to business units.
Obtain agreement on the plan through consultation with other business units within the organisation.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Document and communicate the plan to other business units.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify systems and tools required to support implementation.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Implement human resource strategies in accordance with the plan and monitor and revise against the budget and key performance indicators.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Provide support in implementing the plan to business units.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Evaluate the effectiveness of the human resource plan

  1. Monitor the plan to adjust strategies as needed to take account of new developments or contingencies.
  2. Develop and implement an evaluation methodology.
  3. Assess the plan against the strategic goals and business objectives.
  4. Analyse information to provide a basis for the judgements to be made in relation to the plan’s effectiveness.
  5. 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.
Monitor the plan to adjust strategies as needed to take account of new developments or contingencies.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Develop and implement an evaluation methodology.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Assess the plan against the strategic goals and business objectives.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Analyse information to provide a basis for the judgements to be made in relation to the plan’s effectiveness.

Completed
Date:

Teacher:
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
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. Identify key human resource issues arising from the organisation’s strategic plan

1.1 Analyse strategic and business plans to determine key human resource issues.

1.2 Identify and consider internal and/or external factors likely to impact upon the workforce profile and future human resource requirements.

1.3 Analyse workforce data for trends to determine key issues.

1.4 Consult business units and senior management for information on future requirements.

1.5 Utilise forward planning tools to predict longer term issues and needs to be addressed in the strategic plan.

2. Develop a plan to meet the human resource requirements of an organisation

2.1 Develop the plan based on data drawn from information sources, consultations with stakeholders, and good practice models.

2.2 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.

2.3 Include strategies within the plan consistent with the organisation’s strategic perspective.

2.4 Identify and address risks associated with planned strategies.

2.5 Identify resource requirements, prepare a budget to support the implementation of the plan and prepare performance indicators and timeframes.

3. Implement a human resource plan

3.1 Obtain agreement on the plan through consultation with other business units within the organisation.

3.2 Document and communicate the plan to other business units.

3.3 Identify systems and tools required to support implementation.

3.4 Implement human resource strategies in accordance with the plan and monitor and revise against the budget and key performance indicators.

3.5 Provide support in implementing the plan to business units.

4. Evaluate the effectiveness of the human resource plan

4.1 Monitor the plan to adjust strategies as needed to take account of new developments or contingencies.

4.2 Develop and implement an evaluation methodology.

4.3 Assess the plan against the strategic goals and business objectives.

4.4 Analyse information to provide a basis for the judgements to be made in relation to the plan’s effectiveness.

4.5 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.

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. Identify key human resource issues arising from the organisation’s strategic plan

1.1 Analyse strategic and business plans to determine key human resource issues.

1.2 Identify and consider internal and/or external factors likely to impact upon the workforce profile and future human resource requirements.

1.3 Analyse workforce data for trends to determine key issues.

1.4 Consult business units and senior management for information on future requirements.

1.5 Utilise forward planning tools to predict longer term issues and needs to be addressed in the strategic plan.

2. Develop a plan to meet the human resource requirements of an organisation

2.1 Develop the plan based on data drawn from information sources, consultations with stakeholders, and good practice models.

2.2 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.

2.3 Include strategies within the plan consistent with the organisation’s strategic perspective.

2.4 Identify and address risks associated with planned strategies.

2.5 Identify resource requirements, prepare a budget to support the implementation of the plan and prepare performance indicators and timeframes.

3. Implement a human resource plan

3.1 Obtain agreement on the plan through consultation with other business units within the organisation.

3.2 Document and communicate the plan to other business units.

3.3 Identify systems and tools required to support implementation.

3.4 Implement human resource strategies in accordance with the plan and monitor and revise against the budget and key performance indicators.

3.5 Provide support in implementing the plan to business units.

4. Evaluate the effectiveness of the human resource plan

4.1 Monitor the plan to adjust strategies as needed to take account of new developments or contingencies.

4.2 Develop and implement an evaluation methodology.

4.3 Assess the plan against the strategic goals and business objectives.

4.4 Analyse information to provide a basis for the judgements to be made in relation to the plan’s effectiveness.

4.5 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.

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 marketing and public relations strategies

applying strategic thinking and planning

explaining complex ideas to different audiences

interpreting and explaining complex, formal documents, including legislation and policies, and assisting others to apply them 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.

organisational goals, policies and procedures

the importance of human resource management in attaining organisational goals

strategic planning processes

consultation and management practices

the relationships between key human resource functions

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

human resource policies and practices

jurisdictional legislation applying to human resources, including work health and safety, and environment and sustainability practices

range of evaluation methodologies