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 SIRXHRM002A, 'Recruit and select personnel'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Recruit and select personnel' 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 |
Elements describe the essential outcomes of a unit of competency. | Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide. |
1. Define future personnel requirements. | 1.1.Accurately identify store policy and procedures in regard to staffing levels. 1.2.Access and utilise accurate and current information to define personnel requirements. 1.3.Clearly identify competencies and attitudes required of staff members and teams. 1.4.Consult relevant personnel as required. 1.5.Support estimates of staffing requirements with appropriate calculations where necessary. |
2. Determine job specifications. | 2.1.Ensure job specifications accurately reflect the role that the appointee will play in relation to the team as a whole. 2.2.Take into account the views and requirements of all relevant personnel prior to completing the specification. 2.3.Write clear and concise job specifications according to relevant legislation. 2.4.Confirm specifications with relevant personnel prior to recruitment action according to store policy. |
3. Recruit staff. | 3.1.Maintain and monitor staff recruitment procedures. 3.2.Advertise employment vacancies internally and externally according to store policy. 3.3.Conduct job interviews and employment appraisal tests according to store policy. 3.4.Enact staff selection policy and procedures to comply with equal opportunity and equal employment opportunity legislation. 3.5.Ensure wages and conditions comply with relevant awards and agreements and store policy. |
4 Assess and select applicants. | 4.1.Conduct assessment and selection process according to store policy and procedures and legal requirements. 4.2.Judge information obtained from each candidate against specified selection criteria, and note any additional influencing factors. 4.3.Promptly seek advice from relevant personnel where difficulty in interpreting the selection criteria exists, or there appears to be a conflict of criteria. 4.4.Identify and correct unintended deviations from agreed procedures before making selection decisions. 4.5.Maintain complete, accurate and clear records of assessment and selection processes. 4.6.Ensure selection recommendations are communicated to authorised personnel only. 4.7.Promptly and accurately inform all candidates of selection decisions following each stage of the selection process. 4.8.Promptly communicate recommendations for improvements to any aspect of the selection process to appropriate personnel. 4.9.Ensure that assessment and selection processes used and evidence gained justify the selection choice. |