Coordinate human resource management activities

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 PUAFIR503B, '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

ELEMENT

PERFORMANCE CRITERIA

1. Identify, seek appropriate interpretation of and implement awards, workplace and union agreements, and policies relating to industrial matters in the workplace

1.1 Awards and workplace agreements are appropriately applied in the workplace and where necessary, appropriate interpretation of industrial matters is obtained.

1.2 Organisational policy regarding industrial relations is communicated to all levels of personnel as part of the employee consultative process.

1.3 Role of unions in the workplace is recognised and consultative processes are followed.

2. Settle employee grievances and complaints

2.1 Routine workplace grievances and complaints are settled to the satisfaction of the parties without the need for reference to outside assistance.

2.2 Settlement of routine workplace grievances and complaints is undertaken under the guidelines of legislation and organisational policy and procedures.

2.3 Routine workplace disputes are resolved quickly, with minimal cost and loss of productivity.

3. Assess and apply information about human resource principles, industrial democracy and freedom of information within the workplace

3.1 Information is assessed and accurately applied within the relevant context.

3.2 Organisational policies and procedures are followed to ensure working environment is equitable, safe and conforms to legislation, government policy and organisational requirements.

3.3 Appropriate action is taken to advise management of unsafe or discriminatory situations within the workplace that require non-routine intervention.

4. Administer and instigate routine disciplinary action in accordance with policy and procedures

4.1 Routine disciplinary matters are investigated to examine possible actions and to ensure that the designated senior officer receives a correct and comprehensive briefing.

4.2 Routine disciplinary matters are dealt with in accordance with organisational procedures.

4.3 Non-routine disciplinary matters are referred to appropriate supervisor in accordance with organisational procedures.

5. Appraise personnel seeking promotion opportunities and coordinate promotional activities

5.1 Personnel are made aware of promotionrequirements and activities, and organisational EEO policiesare applied.

5.2 Activities related to providing promotion opportunities are coordinated in the workplace.

5.3 Confidentiality of performance appraisal matters is maintained.

6. Evaluate and utilise the expertise of personnel

6.1 Specific strengths and weaknesses of different individuals are identified and utilised for the attainment of work group outcomes and the job satisfaction of the individual.

6.2 Differences in expertise among personnel are utilised to broaden work group range and to improve team performance.

6.3 Individual and group development is supported by facilitation of team building.

7. Produce career and succession plans for the workplace

7.1 Career and succession plans are produced to assist with the smooth transition of personnel from one job to another with minimal disruption to the workplace.

7.2 Information on competencies required for each level is communicated to personnel.

8. Establish performance indicators in the workplace

8.1 Performance indicators are established to ensure optimum efficiency of the individual and/or team.

8.2 Individuals and/or teams in the workplace are informed of the required performance standards and indicators.

8.3 Performance indicators are reviewed with individuals and/or teams to ensure they match organisational requirements.

9. Identify development needs of personnel in the workplace

9.1 Human resource planning advice is sought from appropriate sources when scoping personnel development needs.

9.2 Training and development needs of personnel are accurately identified.

9.3 Plans for personnel development are followed in accordance with organisational practice.

9.4 Personnel are encouraged to acquire new skills and to develop existing skills.


Qualifications and Skillsets

PUAFIR503B appears in the following qualifications:

  • PUA50501 - Diploma of Public Safety (Firefighting Management)
  • PUA60513 - Advanced Diploma of Public Safety (Firefighting Management)
  • PUA50513 - Diploma of Public Safety (Firefighting Management)