Formats and tools
- Unit Description
- Reconstruct the unit from the xml and display it as an HTML page.
- Assessment Tool
- an assessor resource that builds a framework for writing an assessment tool
- Assessment Template
- generate a spreadsheet for marking this unit in a classroom environment. Put student names in the top row and check them off as they demonstrate competenece for each of the unit's elements and performance criteria.
- Assessment Matrix
- a slightly different format than the assessment template. A spreadsheet with unit names, elements and performance criteria in separate columns. Put assessment names in column headings to track which performance criteria each one covers. Good for ensuring that you've covered every one of the performance criteria with your assessment instrument (all assessement tools together).
- Wiki Markup
- mark up the unit in a wiki markup codes, ready to copy and paste into a wiki page. The output will work in most wikis but is designed to work particularly well as a Wikiversity learning project.
- Evidence Guide
- create an evidence guide for workplace assessment and RPL applicants
- Competency Mapping Template
- Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners. A template for developing assessments for a unit, which will help you to create valid, fair and reliable assessments for the unit, ready to give to trainers and students
- Observation Checklist
- create an observation checklist for workplace assessment and RPL applicants. This is similar to the evidence guide above, but a little shorter and friendlier on your printer. You will also need to create a seperate Assessor Marking Guide for guidelines on gathering evidence and a list of key points for each activity observed using the unit's range statement, required skills and evidence required (see the unit's html page for details)
- Self Assessment Survey
- A form for students to assess thier current skill levels against each of the unit's performance criteria. Cut and paste into a web document or print and distribute in hard copy.
- Moodle Outcomes
- Create a csv file of the unit's performance criteria to import into a moodle course as outcomes, ready to associate with each of your assignments. Here's a quick 'how to' for importing these into moodle 2.x
- Registered Training Organisations
- Trying to find someone to train or assess you? This link lists all the RTOs that are currently registered to deliver AHCBUS605A, 'Manage human resources'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Reference books for 'Manage human resources' on fishpond.com.au. This online store has a huge range of books, pretty reasonable prices, free delivery in Australia *and* they give a small commission to ntisthis.com for every purchase, so go nuts :)
Elements and Performance Criteria
1. Implement strategies for personal development and appropriate self-management
1.1. Own management strengths and weaknesses are regularly audited and addressed through training and family and professional support.
1.2. Priorities in management and operations are determined, and time is allocated to achieve effective outcomes.
1.3. Strategies for managing conflicting demands and pressure are investigated and implemented.
2. Identify skill requirements and prepare task descriptions and person specifications
2.1. Tasks are identified and described along with the range of conditions under which performance may need to occur.
2.2. Most appropriate employment arrangements are determined based on employer and employee needs, responsibilities and rights.
2.3. Person specifications are prepared with due regard to Equal Opportunity Employment Legislation, OHS and work based harassment regulations.
2.4. Opportunities to use government-supported employment and training programs are explored and applied as appropriate.
3. Arrange employment of workforce members
3.1. Options for filling job vacancies are assessed.
3.2. Resources and materials for recruitment are prepared and placed with media and employment agencies as appropriate.
3.3. Criteria for assessing job applicants are determined, and applicant evaluation processes and procedures are prepared.
3.4. Applicants are assessed against the criteria and selection decision is finalised.
3.5. All applicants are advised appropriately.
4. Manage workforce performance
4.1. Induction programs are designed for each employee consistent with legislative requirements and effective management.
4.2. Terms of engagement for consultants and contractors are clarified and established.
4.3. Induction programs are conducted for new appointees and appropriate records established.
4.4. Work plans are developed with all members of the workforce (family and non-family).
4.5. Strategies for communicating with workers are designed and implemented.
4.6. Performance management strategies are designed and implemented.
4.7. Processes for the termination of non-performing staff are identified and followed as necessary.
5. Support personal development, training and career development of workers
5.1. Strategies to identify skill and knowledge gaps are designed and implemented with workers, and strategies to address these are implemented.
5.2. On-job training is provided to optimise worker performance and to ensure safety and fairness in the workplace.
5.3. Off-job training requirements are identified and training is sourced and supported as appropriate.
5.4. Opportunities for career development are identified and provided and strategies for succession are designed and implemented.
5.5. Prior learning, experience and training is recognised and rewarded where appropriate.
6. Manage administrative support
6.1. Processes and procedures for the administration of staff records are designed and implemented.
6.2. Administrative procedures and processes to meet legislated requirements are designed and implemented.
6.3. Industrial relations are established and monitored, awards adhered to, enterprise agreements and/or contracts of employment negotiated, and disputes and conflicts resolved.
7. Implement OHS priorities and procedures
7.1. Safety policies are developed and communicated within the enterprise.
7.2. Safe work practices are identified/designed for all aspects of the operation of the enterprise.
7.3. Safe work practices are communicated and enforced among all members of the workforce.
8. Review labour productivity
8.1. Strategies for monitoring labour costs are established.
8.2. Benchmarks for labour productivity are sourced and analysed to review the performance of the enterprise.
8.3. Opportunities to develop more efficient work practices are established by consulting peers, staff and consultants as appropriate.
8.4. Appropriate industrial relations are established and monitored, awards adhered to, enterprise agreements and/or contracts of employment negotiated, and disputes and conflicts resolved.
8.5. Strategies for improving labour productivity are implemented.