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Elements and Performance Criteria

  1. Manage the provision of human resource information
  2. Manage implementation and ongoing development of the information system

Required Skills

This section describes the essential skills and knowledge and their level required for this unit

Skill requirements

Look for evidence that confirms skills in

undertaking effective consultation and negotiation with stakeholders

interpreting and explaining complex formal requirements and assisting others to apply them in the workplace

using technology to developcustomise and manage a human resource information system

preparing written advice requiring reasoning and precision of expression

responding to diversity including gender and disability

Knowledge requirements

Look for evidence that confirms knowledge and understanding of

equal employment opportunity equity and diversity principles

human resource policies and practices strategy and planning

scope and functionality of the organisational human resource information system

information processing requirements

information system audits

jurisdictional legislation applying to human resources including occupational health and safety and environment

national andor international models of good practice in human resource information systems

organisational policy procedures and guidelines

personnel records systems and principles of records management

privacy and security of information

freedom of information legislation

relationships between human resource functions

user needs

Evidence Required

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole It must be read in conjunction with the Unit descriptor Performance Criteria the Range Statement and the Assessment Guidelines for the Public Sector Training Package

Units to be assessed together

Prerequisite units that must be achieved prior to this unitNil

Corequisite units that must be assessed with this unitNil

Coassessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include but are not limited to

PSPETHCB Maintain and enhance confidence in public service

PSPETHC601B Maintain and enhance confidence in public service

PSPGOVB Apply government systems

PSPGOV601B Apply government systems

PSPLEGNB Manage compliance with legislation in the public sector

PSPLEGN601B Manage compliance with legislation in the public sector

PSPMNGTB Manage resources

PSPMNGT602B Manage resources

PSPMNGTB Manage change

PSPMNGT604B Manage change

PSPMNGTB Manage risk

PSPMNGT608B Manage risk

PSPMNGTA Manage evaluations

PSPMNGT611A Manage evaluations

PSPMNGTA Facilitate knowledge management

PSPMNGT614A Facilitate knowledge management

PSPPOLA Manage policy implementation

PSPPOL603A Manage policy implementation

Overview of evidence requirements

In addition to integrated demonstration of the elements and their related performance criteria look for evidence that confirms

the knowledge requirements of this unit

the skill requirements of this unit

application of the Employability Skills as they relate to this unit see Employability Summaries in Qualifications Framework

management of human resource information in a range of or more contexts or occasions over time

Resources required to carry out assessment

These resources include

legislation policies and procedures relating to human resource information management

workplace scenarios and case studies to capture the range of situations likely to be encountered when managing human resource information

information management manualsguidelines and other relevant workplace materials

Where and how to assess evidence

Valid assessment of this unit requires

a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when managing a human resource information system including coping with difficulties irregularities and breakdowns in routine

management of human resource information in a range of or more contexts or occasions over time

Assessment methods should reflect workplace demands such as literacy and the needs of particular groups such as

people with disabilities

people from culturally and linguistically diverse backgrounds

Aboriginal and Torres Strait Islander people

women

young people

older people

people in rural and remote locations

Assessment methods suitable for valid and reliable assessment of this competency may include but are not limited to a combination of or more of

case studies

demonstration

observation

portfolios

projects

questioning

scenarios

authenticated evidence from the workplace andor training courses

For consistency of assessment

Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments


Range Statement

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.

Stakeholders may include:

all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services such as:

users of the human resource services

employees at all levels of the organisation

other public sector organisations

inter-agency forums

union and association representatives

senior committees

boards of management

government committees

government

Ministers

Information requestsmay be in relation to:

legislative requirements

workforce planning

performance management

recruitment and selection

employee relations

separation employees

employee support

career development

organisational development

human resource development

Information management processes may include:

collection

storage

retrieval

archiving

disposal of data

trend analysis

Legislation, policy and proceduresmay include:

Commonwealth and State/Territory legislation including equal employment opportunity, privacy, freedom of information and anti-discrimination law

national and international codes of practice and standards

the organisation's policies and practices

government policy

codes of conduct

codes of ethics

public sector standards

security policies and procedures

Information to support implementation of the systemmay include:

manuals

policy and procedure statements

guides

information brochures and pamphlets

electronic mail

training

job aids

Promotion of the system may include:

written documentation

manuals

policy and procedure statements

guides

information brochures and pamphlets

oral advice and guidance

meetings with individuals and/or groups

telephone contact and/or electronic mail

training programs

change management strategies for implementation of new/revised systems

Internal and external factors impacting upon the systemmay include:

changed financial or political circumstances

downsizing or organisation restructuring

retention of high performing employees

opportunities for outsourcing

changes in legislation or core business activities

changes in activities or aspirations of customers

organisational changes

labour market