Implement workforce planning and succession strategies

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 PSPHR504A, 'Implement workforce planning and succession strategies'.
Google Links
links to google searches, with filtering in place to maximise the usefulness of the returned results
Books
Reference books for 'Implement workforce planning and succession strategies' 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

ELEMENT

PERFORMANCE CRITERIA

1. Conduct workforce analysis

1.1 In-depth analysis is conducted of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management.

1.2 Workforce data is analysed and when required benchmarked against comparable data, trends are identified and interventions are suggested to address developments that do not support the organisation's strategic or business directions.

1.3 Labour market and industry analysis is undertaken to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management.

1.4 Scenario planning or other forecasting tools are used to predict and assess likely futures for the organisation with their associated implications and risks.

1.5 The results of workforce analysis are presented in objective and unbiased terms and reported in a form and language to suit the intended audience of the presentation.

1.6 The results of workforce analysis are contributed to corporate decision making about projected future workforce requirements.

2. Contribute to workforce planning

2.1 Information and advice is provided to managers on all aspects of workforce planning according to their requirements for business planning/outcomes.

2.2 Workforce planning tools are developed/provided to managers, and assistance is given in their use and the analysis of outcomes.

2.3 Solutions are developed and suggested for current and future workforce planning and management issues in accordance with organisational requirements.

2.4 Consultancy services are provided to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs.

2.5 Managers are assisted to question current work practices and structures and to prepare workforce plans to translate future business requirements into actionable human resource strategies.

3. Assist with succession management

3.1 The critical role of succession planning in managing the organisation's intellectual capital is communicated to managers and staff in ways suited to their level of understanding or experience.

3.2 A succession management strategy is developed and candidate pools are identified for imminent and longer term future vacancies in accordance with legislation, policy and procedures and business unit needs.

3.3 Succession processes are developed and agreed and the succession management strategy is implemented to meet organisational requirements.

3.4 The results of workforce analysis and planning are used to assist managers to undertake succession planning to identify requirements and manage transition when staff leave the organisation or business unit.


Qualifications and Skillsets

PSPHR504A appears in the following qualifications:

  • PSP50804 - Diploma of Government (Human Resources)
  • PSP50812 - Diploma of Government (Human Resources)
  • TLI50613 - Diploma of Rail Operations Management
  • TLI50615 - Diploma of Rail Operations Management