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 PSPMNGT603B, 'Facilitate people management'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- 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
ELEMENT | PERFORMANCE CRITERIA |
1. Undertake human resource planning | 1.1 Human resource needs are determined/reviewed in accordance with the organisation's short- and long-term needs, the anticipated business unit needs and the allocated budget. 1.2 Existing competencies of staff are compared with the needs of the business unit and plans to address shortfalls are developed. 1.3 Alternatives to staffing levels are developed which meet key provisions of the human resource plan. 1.4 Staff are recruited, selected and separated in accordance with business needs. 1.5 Organisational strategy is translated into performance goals and objectives. |
2. Manage the performance of individuals | 2.1 Performance management criteria are linked to business unit, strategic and operational goals, are identified in accordance with the organisation's performance management system and agreed in consultation with staff. 2.2 Performance requirements are confirmed with staff and performance management processes are applied in accordance with the performance management system. 2.3 Performance management processes are equitable and implemented in accordance with legislative requirements, and organisational policy and practices. 2.4 Performance management/appraisal meetings, interviews and discussions are conducted within the principles of industrial democracy and participative, consultative processes. 2.5 Outstanding performance and performance below agreed standards are identified and responded to in a constructive and timely manner, in accordance with organisational policy and practices to maximise the effectiveness of workplace performance. 2.6 Staff are motivated to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, and through organisational reward and recognition strategies where these exist. |
3. Manage learning and development | 3.1 Performance improvement strategies are developed that identify current learning needs and anticipate future requirements. 3.2 Areas identified for improvement are addressed through selection and implementation of learning and development strategies to suit a diverse workforce. 3.3 Information about learning and development activities is promoted to staff. 3.4 Learning and development are managed equitably to maximise outcomes for the organisation and individuals. |
4. Manage grievance procedures | 4.1 Grievances and complaints are managed promptly and in a manner which optimises the likelihood of a positive outcome. 4.2 Individuals rights and obligations under industrial awards/agreements and legislation are documented and communicated in a clear and concise manner. 4.3 Meetings and interviews are conducted within the principles of industrial democracy and participative, consultative processes. |
5. Counsel employees | 5.1 Counselling is offered to support employees in relation to work difficulties, career aspirations and personal difficulties. 5.2 Techniques and counselling style are chosen that are appropriate to the situation and cater for a diverse workforce base. 5.3 Active listening skills are applied to formulate responses to employees. 5.4 Referrals to appropriate support professionals and agencies are made to facilitate employee performance and well-being. 5.5 Outcomes are documented and employee confidentiality is maintained in accordance with organisational requirements. |
6. Manage employee rehabilitation | 6.1 Establishment of a return to work program is coordinated for an injured employee in consultation with the employee and a rehabilitation specialist. 6.2 A system is established to monitor the return to work program. 6.3 Injured employee is effectively engaged through all parts of the return to work program. 6.4 Records of the work program are maintained in accordance with organisational policy and legislative requirements. |