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 PSPHR702B, 'Formulate a strategic human resource plan'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Formulate a strategic human resource plan' 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. Identify key human resource issues arising from the organisation's strategic plan | 1.1 The organisation's strategic and business plans are analysed to determine key human resource issues. 1.2 Internal/external factors likely to impact upon the workforce profile and future human resource requirements are identified and considered. 1.3 Workforce data is analysed for trends to determine key human resource issues. 1.4 Business units and senior management within the organisation are consulted for information on future requirements. 1.5 Forward planning tools are utilised to predict longer term issues and needs to be addressed in the strategic human resource plan. |
2. Develop a plan to meet the human resource requirements of an organisation | 2.1 The plan is developed based on data drawn from information sources, consultations with stakeholders, and good practice models, and is consistent with relevant legislative and policy requirements. 2.2 Strategies for workforce planning, workforce management, managing succession and skill shortages are contained in the plan to support the organisation's business vision and provide for the right people to be in the right place at the right time. 2.3 Strategies are included within the plan consistent with the organisation's strategic perspective. 2.4 Risks associated with planned strategies are identified and addressed. 2.5 Resource requirements are identified and a budget is prepared to support the implementation of the plan and performance indicators and timeframes are prepared to provide a basis for monitoring. |
3. Implement a human resource plan | 3.1 Agreement on the plan is obtained through consultation with other business units within the organisation. 3.2 The human resource plan is documented and communicated to other business units in accordance with the needs of a diverse workforce. 3.3 Systems and tools required to support implementation are identified in accordance with organisational requirements. 3.4 Human resource strategies are implemented in accordance with the plan and are monitored and revised against the budget and key performance indicators. 3.5 Support in implementing the plan is provided to business units in accordance with organisational requirements. |
4. Evaluate the effectiveness of the human resource plan | 4.1 Ongoing monitoring/evaluation of the plan is undertaken to adjust strategies as needed to take account of new developments or contingencies. 4.2 A reliable and valid evaluation methodology is developed and implemented to formally evaluate outcomes. 4.3 The plan is judged in accordance with its effectiveness in contributing to the achievement of the organisation's strategic goals and business objectives. 4.4 A range of information is utilised and analysed to provide a basis for the judgments to be made in relation to the plan's effectiveness. 4.5 Outcomes of the evaluation are reported with appropriate recommendations for enhancement of the plan, to inform ongoing planning and integrate human resource planning into the organisational planning framework. |