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 PSPMGT002, 'Facilitate people management'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Reference books for 'Facilitate people 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. Undertake human resource planning
1.1 Determine or review human resource needs in accordance with the organisationâ€™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.