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 PUAFIR503, 'Coordinate human resource management activities'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Coordinate human resource management activities' 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 | PERFORMANCE CRITERIA | ||
Elements describe the essential outcomes. | Performance criteria describe the performance needed to demonstrate achievement of the element. | ||
1 | Identifyand interpret industrial agreements and awards | 1.1 | Industry awards and workplace agreements are interpreted and applied |
1.2 | Organisational policies that relate to industrial relations are communicated to all personnel, in accordance with organisational procedures and employee consultative processes | ||
1.3 | Unions are consulted, in accordance with organisational procedures | ||
2 | Settleemployee grievances and complaints | 2.1 | Grievances and complaints are received, recorded and treated confidentially, in accordance with organisational procedures |
2.2 | Investigation of grievances and complaints is undertaken, in accordance with organisational procedures | ||
2.3 | Findings of the investigation are concluded and appropriate action is taken | ||
2.4 | Settlement of grievances and complaints is undertaken, in accordance with organisational policies, procedures and legislation | ||
3 | Applying human resource legislation | 3.1 | Human resource legislation requirements are identified and implemented within the organisation |
3.2 | Organisational policies and procedures are implemented to ensure the working environment is equitable, safe and conforms to legislation, government policy | ||
3.3 | Management is advised of unsafe or discriminatory situations within the organisation that requires intervention | ||
4 | Administer disciplinary procedures | 4.1 | Disciplinary matters are investigated to examine possible actions and designated personnel are sent a comprehensive briefing |
4.2 | Disciplinary matters are dealt with, in accordance with organisational procedures | ||
5 | Appraise personnel and coordinate progressionactivities | 5.1 | Personnel are informed of progression and promotional opportunities |
5.2 | Activities related to providing promotional opportunities are coordinated, in accordance with organisational procedures | ||
5.3 | Confidentiality of performance appraisal is maintained, in accordance with organisational procedures | ||
6 | Evaluate and utilise expertise of personnel | 6.1 | Specific strengths and weaknesses of personnel are identified and utilised for the attainment of work group outcomes and job satisfaction |
6.2 | Individual and work group development is supported by facilitation of team building activities | ||
7 | Produce succession plans | 7.1 | Succession plans are produced and implemented to assist with the smooth transition of personnel from one job to another |
7.2 | Information on competencies and other organisational requirements for each job role is communicated to all personnel | ||
8 | Establish performance indicators | 8.1 | Organisational performance indicators are established |
8.2 | Individuals and work groups in the organisation are informed of performance standards and indicators | ||
8.3 | Performance indicators are reviewed with individuals and work groups to ensure they match organisational requirements | ||
9 | Identify development needs of personnel | 9.1 | Human resource planning advice is sought from appropriate sources, if required, when scoping personnel development needs |
9.2 | Training and development needs of personnel are identified | ||
9.3 | Plans for personnel development are implemented, in accordance with organisational procedures and practices | ||
9.4 | Personnel are encouraged to acquire new skills and to develop existing knowledge and skills | ||