Manage human resources

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 PUAMAN003B, 'Manage human resources'.
Google Links
links to google searches, with filtering in place to maximise the usefulness of the returned results
Books
Reference books for 'Manage human resources' 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. Lead and motivate people

1.1 Goals for people and teams to optimise achievement in work tasks are established and agreed upon.

1.2 Goals are unambiguous and take into account the capabilities of people and teams.

1.3 Advice and support sensitive to the individual's needs is provided to people in the performance of their duties.

1.4 Activities are undertaken to achieve commitment to common goals.

1.5 Initiative and innovation are recognised and encouraged.

1.6 Achievements are recognised and communicated within the organisation.

2. Undertake human resource planning

2.1 Human resource needs are determined/reviewed within the anticipated operational needs and allocated budget.

2.2 Alternatives to staffing levels which clearly demonstrate returns to the organisation are analysed.

2.3 Contingency plans for staffing are developed which meet key provisions of the human resources plan.

2.4 Existing competencies of staff are compared with the needs of the work group.

2.5 Staffing levels are planned and negotiated with stakeholders within the organisational framework to achieve maximum efficiency of operations.

3. Develop and facilitate performance

3.1 Performance criteria are negotiated and agreed upon with individuals, teams and work groups.

3.2 Performance criteria are reviewed as circumstances change.

3.3 Performance appraisal is conducted, based on clearly established and agreed performance criteria.

3.4 The total performance development system identifies and proposes strategies to rectify performance shortfalls and recognise success.

3.5 Performance problems are addressed confidentially and in a constructive and timely manner, in line with relevant organisational procedures.

3.6 Selections, transfers and promotions are made in accordance with organisation policies and supported with documented information.

3.7 Mechanisms are developed and implemented for the identification of human resource development needs within the work group taking account of the strategic plan for the organisation.

4. Facilitate training, education and development opportunities

4.1 Information on planned training events is made widely available throughout the organisation.

4.2 Training, education and development plans are included as part of individual/team performance plans.

4.3 Individual/team access to, and participation in, training, education and development opportunities is facilitated.

4.4 Coaching and mentoring contribute effectively to the training, education and development of personnel in an environment of change.

4.5 Training, education and development opportunities enhance individual, team and organisational performance.

4.6 A workplace environment is created which facilitates training, education and development.

5. Develop and implement issue resolution and grievance procedures

5.1 Problem solving/issue resolution procedures are established within legislative requirements and organisation's guidelines.

5.2 Grievances and complaints are managed in a timely and caring way to optimise likelihood of a favourable outcome for all parties and in line with organisational objectives and procedures.

5.3 Individual's rights and obligations under industrial awards/agreements and legislation are documented and communicated in a clear and concise manner and in appropriate language.

5.4 Hearings, interviews and meetings are conducted within the principles of industrial democracy and participative, consultative processes.

5.5 All relevant industrial parties are identified and invited to participate in the resolution process.

6. Manage disciplinary matters

6.1 Disciplinary matters are implemented in accordance with organisation's procedures.

6.2 Investigations are conducted in a caring and confidential manner to maintain performance and morale.

6.3 Feedback is provided promptly.

6.4 Appeals processes are instituted in accordance with organisational procedures.

6.5 Deficiencies in procedures are recognised and recommendations for change are made.


Qualifications and Skillsets

PUAMAN003B appears in the following qualifications:

  • PUA60501 - Advanced Diploma of Public Safety (Firefighting Management)
  • PUA60604 - Advanced Diploma of Public Safety (Search and Rescue - Management)
  • PUA60704 - Advanced Diploma of Public Safety (Community Safety)
  • PUA52310 - Diploma of Public Safety (Emergency Management)
  • PUA50410 - Diploma of Public Safety (SES Operations Management)
  • PUA52312 - Diploma of Public Safety (Emergency Management)
  • PUA60612 - Advanced Diploma of Public Safety (Search and Rescue - Management)
  • PUA52412 - Diploma of Public Safety (Biosecurity Response Management)
  • PUA60712 - Advanced Diploma of Public Safety (Community Safety)
  • PUA50412 - Diploma of Public Safety (SES Operations Management)
  • PUA60513 - Advanced Diploma of Public Safety (Firefighting Management)