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 PSPHRM011, 'Provide leadership in strategic human resource management'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Reference books for 'Provide leadership in strategic human resource management' 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
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. Promote the value of human resource function
1.1 Promote the role of human resources management in adding value to the organisationâ€™s strategic goals within and across business units.
1.2 Inform the organisationâ€™s key stakeholders of current good practice in the area of human resource management and its potential impact.
1.3 Identify, analyse and communicate future human resource trends and issues which might impact upon the organisation to senior management.
1.4 Negotiate, define and communicate the role of the human resource function, and its relationship with other management functions and stakeholders, throughout the organisation.
1.5 Promote the benefits of a diverse workforce in meeting organisational needs.
1.6 Model and promote ethical human resource practices within the organisation.
2. Provide strategic direction in human resource services
2.1 Promote occupational analysis, job design and internal workforce planning principles throughout the organisation to strategically link people development with organisational capability requirements.
2.2 Establish and evaluate recruitment and promotional targets to meet the organisationâ€™s capability output needs.
2.3 Provide leadership to develop human resource services that meet the current and future needs of the organisation and its people.
2.4 Consult with senior managers, business units and other stakeholders to inform the development of human resource services, policies and activities.
2.5 Provide human resource services to support the organisationâ€™s core business strategic directions.
2.6 Support the services provided by information and documentation to facilitate effective implementation.
3. Manage the human resource function
3.1 Organise work teams and provide adequate direction to enable them to design, implement, maintain and evaluate strategies, plans, programs and processes for human resource services.
3.2 Offer work teams and individuals feedback and coaching.
3.3 Encourage and monitor work teams and individuals to ensure that strategies, plans and processes meet the needs of a diverse employee, client and stakeholder base, and are consistent with legislative and policy requirements.
3.4 Evaluate strategies, plans, programs and processes against related objectives and future organisational requirements and adjustments.
3.5 Collect information about the effectiveness of human resource services to inform, in a systematic way, ongoing decision making processes, evaluation and product and service delivery design.
3.6 Prepare a budget that reflects the organisationâ€™s human resource service priorities, and ensure resources are acquired and maintained at sufficient levels to provide effective human resource services.