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Elements and Performance Criteria

Required Skills

Required skills

analytical skills to ensure processes are practical and gather necessary information

communication and conflictmanagement skills to deal with grievances disputes and disagreements

leadership skills to obtain support and endorsement of the performancemanagement processes across the organisation

training coaching mentoring and facilitation skills using a range of methods to cater for differences in learning styles to ensure managers are competent to manage performance

Required knowledge

characteristics of a learning organisation

equal employment opportunity privacy and confidentiality diversity and antidiscrimination policies and legislation

grievance procedures

models for giving feedback and options for skill development

options in the design of performance management and talent management processes

role of performance management in relation to broader human resources and business objectives

Evidence Required

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria required skills and knowledge range statement and the Assessment Guidelines for the Training Package

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the ability to

develop a performancemanagement process to support business goals or critique existing performancemanagement processes

provide support for mediation for effective management of performance issues

develop approaches to improve performance and address identified performance gaps

Context of and specific resources for assessment

Assessment must ensure

access to appropriate documentation and resources normally used in the workplace

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge The following examples are appropriate for this unit

assessment of reports on performance management and performancedevelopment processes

direct questioning combined with review of portfolios of evidence and thirdparty workplace reports of onthejob performance by the candidate

observation of demonstrated techniques in performance management

observation of presentations

review of plans for performance improvement and individual learning and development

review of reports generated to advise appropriate managers on progress and success rates of activities

oral or written questioning to assess knowledge of models for giving feedback and options for skill development and talent management

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector workplace and job role is recommended for example

BSBHRMA Manage separation or termination

BSBHRM507A Manage separation or termination.

Range Statement

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Integrated performance-management processes include:	communications data collection and analysis software reporting.
Employment situations may include:	casual and contract work full-time and part-time work marketing and sales office and clerical physical labour processing production technical and scientific tele-working warehousing and transport.
Performance gaps may include:	costs above budget disruptive conflict external interference failure to meet strategic or operational objectives low or high turnover of labour productivity below budget quality, workplace health and safety, or environmental failure work bans or go slow.
Intervention may include:	coaching counselling disciplining giving praise recognising good performance.
Learning and development plans and strategies may include:	enhancing knowledge mentoring personal development project work skills training visits to other workplaces.
Appropriate providers include:	consultants external and internal providers trainers.