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Evidence Guide: PSPMGT002 - Facilitate people management

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

 

PSPMGT002 - Facilitate people management

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

Undertake human resource planning

  1. Determine or review human resource needs in accordance with the organisation’s short and long term needs, the anticipated business unit needs and the allocated budget.
  2. Compare existing competencies of staff with the needs of the business unit and develop plans to address shortfalls.
  3. Develop alternatives to staffing levels which meet key provisions of the human resource plan.
  4. Recruit, select and nominate staff in accordance with business needs.
  5. Translate the organisational strategy into performance goals and objectives.
Determine or review human resource needs in accordance with the organisation’s short and long term needs, the anticipated business unit needs and the allocated budget.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Compare existing competencies of staff with the needs of the business unit and develop plans to address shortfalls.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop alternatives to staffing levels which meet key provisions of the human resource plan.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Recruit, select and nominate staff in accordance with business needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Translate the organisational strategy into performance goals and objectives.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage performance of individuals

  1. Link performance management criteria to business unit and identify strategic and operational goals in accordance with the performance management system and obtain agreement in consultation with staff.
  2. Confirm performance requirements with staff and apply performance management processes in accordance with the performance management system.
  3. Implement equitable performance management processes.
  4. Conduct performance management meetings, interviews and discussions within the principles of industrial democracy and participative, consultative processes.
  5. Identify and respond to outstanding performance and performance below agreed standards to maximise the effectiveness of workplace performance.
  6. Motivate staff to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, or through organisational reward and recognition strategies.
Link performance management criteria to business unit and identify strategic and operational goals in accordance with the performance management system and obtain agreement in consultation with staff.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Confirm performance requirements with staff and apply performance management processes in accordance with the performance management system.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement equitable performance management processes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct performance management meetings, interviews and discussions within the principles of industrial democracy and participative, consultative processes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and respond to outstanding performance and performance below agreed standards to maximise the effectiveness of workplace performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Motivate staff to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, or through organisational reward and recognition strategies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage learning and development

  1. Develop performance improvement strategies that identify current learning needs and anticipate future requirements.
  2. Address areas identified for improvement through selection and implementation of learning and development strategies to suit a diverse workforce.
  3. Promote information about learning and development activities to staff.
Develop performance improvement strategies that identify current learning needs and anticipate future requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Address areas identified for improvement through selection and implementation of learning and development strategies to suit a diverse workforce.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Promote information about learning and development activities to staff.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage grievance procedures

  1. Manage grievances and complaints in a manner which optimises the likelihood of a positive outcome.
  2. Document and communicate individuals rights and obligations under industrial awards and/or agreements and legislation in a clear and concise manner.
  3. Conduct meetings and interviews within the principles of industrial democracy and participative, consultative processes.
Manage grievances and complaints in a manner which optimises the likelihood of a positive outcome.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Document and communicate individuals rights and obligations under industrial awards and/or agreements and legislation in a clear and concise manner.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct meetings and interviews within the principles of industrial democracy and participative, consultative processes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Counsel employees

  1. Offer counselling to support employees in relation to work and/or personal difficulties, and career aspirations.
  2. Choose techniques and counselling styles that are appropriate to the situation and cater for a diverse workforce base.
  3. Use active listening skills to formulate responses to employees.
  4. Make referrals to appropriate support professionals and agencies to facilitate employee performance and well-being
  5. Document outcomes and maintain employee confidentiality.
Offer counselling to support employees in relation to work and/or personal difficulties, and career aspirations.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Choose techniques and counselling styles that are appropriate to the situation and cater for a diverse workforce base.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use active listening skills to formulate responses to employees.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Make referrals to appropriate support professionals and agencies to facilitate employee performance and well-being

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Document outcomes and maintain employee confidentiality.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage employee rehabilitation

  1. Establish a return to work program for an injured employee in consultation with the employee and a rehabilitation specialist.
  2. Establish a system to monitor the return to work program.
  3. Engage with injured employee through all parts of the return to work program.
  4. Maintain records of the work program.
Establish a return to work program for an injured employee in consultation with the employee and a rehabilitation specialist.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Establish a system to monitor the return to work program.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Engage with injured employee through all parts of the return to work program.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Maintain records of the work program.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Undertake human resource planning

  1. Determine or review human resource needs in accordance with the organisation’s short and long term needs, the anticipated business unit needs and the allocated budget.
  2. Compare existing competencies of staff with the needs of the business unit and develop plans to address shortfalls.
  3. Develop alternatives to staffing levels which meet key provisions of the human resource plan.
  4. Recruit, select and nominate staff in accordance with business needs.
  5. Translate the organisational strategy into performance goals and objectives.
Determine or review human resource needs in accordance with the organisation’s short and long term needs, the anticipated business unit needs and the allocated budget.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Compare existing competencies of staff with the needs of the business unit and develop plans to address shortfalls.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop alternatives to staffing levels which meet key provisions of the human resource plan.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Recruit, select and nominate staff in accordance with business needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Translate the organisational strategy into performance goals and objectives.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage performance of individuals

  1. Link performance management criteria to business unit and identify strategic and operational goals in accordance with the performance management system and obtain agreement in consultation with staff.
  2. Confirm performance requirements with staff and apply performance management processes in accordance with the performance management system.
  3. Implement equitable performance management processes.
  4. Conduct performance management meetings, interviews and discussions within the principles of industrial democracy and participative, consultative processes.
  5. Identify and respond to outstanding performance and performance below agreed standards to maximise the effectiveness of workplace performance.
  6. Motivate staff to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, or through organisational reward and recognition strategies.
Link performance management criteria to business unit and identify strategic and operational goals in accordance with the performance management system and obtain agreement in consultation with staff.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Confirm performance requirements with staff and apply performance management processes in accordance with the performance management system.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement equitable performance management processes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct performance management meetings, interviews and discussions within the principles of industrial democracy and participative, consultative processes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and respond to outstanding performance and performance below agreed standards to maximise the effectiveness of workplace performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Motivate staff to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, or through organisational reward and recognition strategies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage learning and development

  1. Develop performance improvement strategies that identify current learning needs and anticipate future requirements.
  2. Address areas identified for improvement through selection and implementation of learning and development strategies to suit a diverse workforce.
  3. Promote information about learning and development activities to staff.
Develop performance improvement strategies that identify current learning needs and anticipate future requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Address areas identified for improvement through selection and implementation of learning and development strategies to suit a diverse workforce.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Promote information about learning and development activities to staff.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage grievance procedures

  1. Manage grievances and complaints in a manner which optimises the likelihood of a positive outcome.
  2. Document and communicate individuals rights and obligations under industrial awards and/or agreements and legislation in a clear and concise manner.
  3. Conduct meetings and interviews within the principles of industrial democracy and participative, consultative processes.
Manage grievances and complaints in a manner which optimises the likelihood of a positive outcome.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Document and communicate individuals rights and obligations under industrial awards and/or agreements and legislation in a clear and concise manner.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct meetings and interviews within the principles of industrial democracy and participative, consultative processes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Counsel employees

  1. Offer counselling to support employees in relation to work and/or personal difficulties, and career aspirations.
  2. Choose techniques and counselling styles that are appropriate to the situation and cater for a diverse workforce base.
  3. Use active listening skills to formulate responses to employees.
  4. Make referrals to appropriate support professionals and agencies to facilitate employee performance and well-being
  5. Document outcomes and maintain employee confidentiality.
Offer counselling to support employees in relation to work and/or personal difficulties, and career aspirations.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Choose techniques and counselling styles that are appropriate to the situation and cater for a diverse workforce base.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use active listening skills to formulate responses to employees.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Make referrals to appropriate support professionals and agencies to facilitate employee performance and well-being

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Document outcomes and maintain employee confidentiality.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage employee rehabilitation

  1. Establish a return to work program for an injured employee in consultation with the employee and a rehabilitation specialist.
  2. Establish a system to monitor the return to work program.
  3. Engage with injured employee through all parts of the return to work program.
  4. Maintain records of the work program.
Establish a return to work program for an injured employee in consultation with the employee and a rehabilitation specialist.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Establish a system to monitor the return to work program.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Engage with injured employee through all parts of the return to work program.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Maintain records of the work program.

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. Undertake human resource planning

1.1 Determine or review human resource needs in accordance with the organisation’s short and long term needs, the anticipated business unit needs and the allocated budget.

1.2 Compare existing competencies of staff with the needs of the business unit and develop plans to address shortfalls.

1.3 Develop alternatives to staffing levels which meet key provisions of the human resource plan.

1.4 Recruit, select and nominate staff in accordance with business needs.

1.5 Translate the organisational strategy into performance goals and objectives.

2. Manage performance of individuals

2.1 Link performance management criteria to business unit and identify strategic and operational goals in accordance with the performance management system and obtain agreement in consultation with staff.

2.2 Confirm performance requirements with staff and apply performance management processes in accordance with the performance management system.

2.3 Implement equitable performance management processes.

2.4 Conduct performance management meetings, interviews and discussions within the principles of industrial democracy and participative, consultative processes.

2.5 Identify and respond to outstanding performance and performance below agreed standards to maximise the effectiveness of workplace performance.

2.6 Motivate staff to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, or through organisational reward and recognition strategies.

3. Manage learning and development

3.1 Develop performance improvement strategies that identify current learning needs and anticipate future requirements.

3.2 Address areas identified for improvement through selection and implementation of learning and development strategies to suit a diverse workforce.

3.3 Promote information about learning and development activities to staff.

4. Manage grievance procedures

4.1 Manage grievances and complaints in a manner which optimises the likelihood of a positive outcome.

4.2 Document and communicate individuals rights and obligations under industrial awards and/or agreements and legislation in a clear and concise manner.

4.3 Conduct meetings and interviews within the principles of industrial democracy and participative, consultative processes.

5. Counsel employees

5.1 Offer counselling to support employees in relation to work and/or personal difficulties, and career aspirations.

5.2 Choose techniques and counselling styles that are appropriate to the situation and cater for a diverse workforce base.

5.3 Use active listening skills to formulate responses to employees.

5.4 Make referrals to appropriate support professionals and agencies to facilitate employee performance and well-being

5.5 Document outcomes and maintain employee confidentiality.

6. Manage employee rehabilitation

6.1 Establish a return to work program for an injured employee in consultation with the employee and a rehabilitation specialist.

6.2 Establish a system to monitor the return to work program.

6.3 Engage with injured employee through all parts of the return to work program.

6.4 Maintain records of the work program.

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. Undertake human resource planning

1.1 Determine or review human resource needs in accordance with the organisation’s short and long term needs, the anticipated business unit needs and the allocated budget.

1.2 Compare existing competencies of staff with the needs of the business unit and develop plans to address shortfalls.

1.3 Develop alternatives to staffing levels which meet key provisions of the human resource plan.

1.4 Recruit, select and nominate staff in accordance with business needs.

1.5 Translate the organisational strategy into performance goals and objectives.

2. Manage performance of individuals

2.1 Link performance management criteria to business unit and identify strategic and operational goals in accordance with the performance management system and obtain agreement in consultation with staff.

2.2 Confirm performance requirements with staff and apply performance management processes in accordance with the performance management system.

2.3 Implement equitable performance management processes.

2.4 Conduct performance management meetings, interviews and discussions within the principles of industrial democracy and participative, consultative processes.

2.5 Identify and respond to outstanding performance and performance below agreed standards to maximise the effectiveness of workplace performance.

2.6 Motivate staff to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, or through organisational reward and recognition strategies.

3. Manage learning and development

3.1 Develop performance improvement strategies that identify current learning needs and anticipate future requirements.

3.2 Address areas identified for improvement through selection and implementation of learning and development strategies to suit a diverse workforce.

3.3 Promote information about learning and development activities to staff.

4. Manage grievance procedures

4.1 Manage grievances and complaints in a manner which optimises the likelihood of a positive outcome.

4.2 Document and communicate individuals rights and obligations under industrial awards and/or agreements and legislation in a clear and concise manner.

4.3 Conduct meetings and interviews within the principles of industrial democracy and participative, consultative processes.

5. Counsel employees

5.1 Offer counselling to support employees in relation to work and/or personal difficulties, and career aspirations.

5.2 Choose techniques and counselling styles that are appropriate to the situation and cater for a diverse workforce base.

5.3 Use active listening skills to formulate responses to employees.

5.4 Make referrals to appropriate support professionals and agencies to facilitate employee performance and well-being

5.5 Document outcomes and maintain employee confidentiality.

6. Manage employee rehabilitation

6.1 Establish a return to work program for an injured employee in consultation with the employee and a rehabilitation specialist.

6.2 Establish a system to monitor the return to work program.

6.3 Engage with injured employee through all parts of the return to work program.

6.4 Maintain records of the work program.

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.

facilitating learning, coaching and mentoring

negotiating and counselling

using a variety of words and language structures to explain complex ideas to different audiences

preparing written advice and reports requiring reasoning and precision of expression

engaging in discussion using 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.

performance management processes

recruitment, selection and induction procedures

range of training and development strategies

principles of adult learning

range of facilitation techniques

development needs analysis techniques

the concept of rehabilitation

grievance procedures and strategies

counselling techniques

employee assistance services

organisational goals, policies and procedures

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

the relationship between effective human resource functions and the attainment of business unit objectives

knowledge of the organisation’s career and human resource development strategies, programs and plans

jurisdictional legislation applicable to management and human resource management functions