Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners

PSPHR402A Mapping and Delivery Guide
Administer human resource processes

Version 1.0
Issue Date: May 2024


Qualification -
Unit of Competency PSPHR402A - Administer human resource processes
Description This unit covers administration of human resource processes related to workforce planning, recruitment, remuneration, learning and development, employment relations, redeployment, retention and separation. It includes receiving and providing administrative information; processing workforce data, entry and exit information; and administering learning and development arrangements.In practice, administering human resource processes overlaps with other generalist and specialist workplace activities such as, applying government processes, providing client service, gathering and analysing information, acting ethically, complying with legislation.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Employability Skills This unit contains employability skills.
Learning Outcomes and Application Not applicable.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.
Prerequisites/co-requisites Not applicable.
Competency Field Human Resource Management
Development and validation strategy and guide for assessors and learners Student Learning Resources Handouts
Activities 		Slides
PPT 		Assessment 1 Assessment 2 Assessment 3 Assessment 4
Elements of Competency Performance Criteria              
Element: Receive and provide administrative information
  • Administrative information is provided on employment matters in line with delegated authority and expertise, or referral is provided in accordance with organisational policy and procedures.
  • Human resource policies and procedures are updated as required and provided in response to requests in accordance with organisational policy and procedures.
  • Forms are developed/provided as required and assistance is given to ensure complete information is included before processing in accordance with organisational procedures.
  • Claims and applications are processed in accordance with the requirements of the human resource management information system.
  • Records relating to human resource activities are maintained in line with organisational reporting requirements.
       
Element: Process workforce data
  • Workforce data is entered, extracted and manipulated in accordance with organisational requirements.
  • Quality assurance reviews are conducted of workforce data provided for input, and the forms used to collect the data.
  • Problems/issues with data capture and quality are reported in accordance with organisational procedures.
  • Reports are prepared and checked and errors are corrected to ensure results and forecasts are valid and reliable.
  • Data is presented in a manner suited to the needs of the user and the audience for the presentation.
       
Element: Process entry and exit information
  • Positions are advertised and applications are processed in accordance with legislation, policy and procedures.
  • Records of the recruitment and selection process are maintained in accordance with legislation, organisational policy and procedures.
  • Successful and non-successful applicants are notified in accordance with recruitment procedures and required paperwork is completed and processed for the successful applicant.
  • Entitlements are checked for staff leaving the organisation and final documentation is completed and processed in accordance with legislative requirements, organisational policy and procedures.
  • Entry and exit process are reviewed and reported on for continuous improvement.
       


Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

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

Pre-requisite units that must be achieved prior to this unit:Nil

Co-requisite units that must be assessed with this unit:Nil

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

PSPETHC401A Uphold and support the values and principles of public service

PSPGOV402B Deliver and monitor service to clients

PSPGOV406B Gather and analyse information

PSPGOV408A Value diversity

PSPGOV411A Deal with conflict

PSPGOV412A Use advanced workplace communication strategies

PSPGOV421A Exercise delegations

PSPGOV422A Apply government processes

PSPHR403A Provide a consultancy service for human resource management

PSPLEGN401A Encourage compliance with legislation in the public sector

PSPOHS401B Implement workplace safety procedures and programs

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)

administration of human resource processes in a range of (3 or more) contexts (or occasions, over time)

Resources required to carry out assessment

These resources include:

legislation policies, procedures and guidelines relating to administration of human resource processes

workplace scenarios and case studies

human resource management guidelines 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 administering human resource processes, including coping with difficulties, irregularities and breakdowns in routine

administration of human resource processes in a range of (3 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 2 or more of:

case studies

demonstration

portfolios

questioning

scenarios

authenticated evidence from the workplace and/or 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

Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assignment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)

Assessment Tasks

Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.

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

Skill requirements

Look for evidence that confirms skills in:

finding and matching human resource information to the needs of those requesting it

using a variety of words and language structures to explain ideas to different audiences

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

using technology for presentation of data and information in a range of styles and formats to suit different audiences

responding to diversity, including gender and disability

applying occupational health and safety and environmental and sustainability requirements relating to human resource administration

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

the range of human resource policies and practices that apply in the organisation

regulations and protocols governing human resource forms, documents, records

the range of employment arrangements in the organisation in the context of human resource administration

political and organisational knowledge relating to human resource practices

public sector standards, in particular those related to human resources

equity and diversity management

jurisdictional legislation applying to human resources

public sector legislation such as occupational health and safety and environmental and sustainability practice requirements in the context of administering human resource processes

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.

Administrative informationmay relate to:

awards

classifications

contracts

enterprise bargaining

entitlements

equity and diversity policies

flexible working arrangements

human resource policies and procedures

learning and development

leave

legislative requirements

occupational health and safety

public sector standards

environmental and sustainability practices

security requirements

support services

workplace agreements

Forms may include:

accident reports

annual leave

complaints/grievances

course registrations

exit interviews

flexi-sheets

higher duties

job applications

learning and development:

applications

evaluation sheets

records

leave without pay

overseas postings

performance management

personal leave

personnel information

rehabilitation

resignation

security information

sick leave

study leave

superannuation

time sheets

transfer

workers compensation

Claims may include:

workers compensation and rehabilitation

public liability

breach of public sector standards

complaints/grievances

travel reimbursements

higher duties allowance

regional/overseas allowance

Applications may relate to:

assignment

car allowances

job-sharing

job vacancies

learning and development opportunities

leave

opportunities to act in other positions

overtime

part-time work

security clearances

study fees reimbursement

transfer

travel

workers compensation

working from home

Human resource activities may include:

induction

learning and development

Workforce data may include:

absenteeism

age profile of staff

complaints

conference leave

costs associated with under-staffing

current functions, services and workplace practices

disciplinary action

grievances

hard to fill jobs

learning and development

leave - annual, sick, recreation, personal

leave liability

leave without pay

number, gender, age and diversity of staff at each classification level and across business units

part-time work

permanent versus temporary versus contract versus casual workforce

recruitment and retention

security clearances

staff nearing retirement

staff on secondment

staff retention rates

staff satisfaction/dissatisfaction

staff turnover

study leave

sustainability practices

use of employee assistance program

vacancies

working from home

Data presentation may include:

tables

graphs

narrative

electronic presentation

Legislation, policy and procedures may include:

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

national and international codes of practice and standards

organisational policies and practices

government policy

environmental policy

ethics

codes of conduct

Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
Administrative information is provided on employment matters in line with delegated authority and expertise, or referral is provided in accordance with organisational policy and procedures. 
Human resource policies and procedures are updated as required and provided in response to requests in accordance with organisational policy and procedures. 
Forms are developed/provided as required and assistance is given to ensure complete information is included before processing in accordance with organisational procedures. 
Claims and applications are processed in accordance with the requirements of the human resource management information system. 
Records relating to human resource activities are maintained in line with organisational reporting requirements. 
Workforce data is entered, extracted and manipulated in accordance with organisational requirements. 
Quality assurance reviews are conducted of workforce data provided for input, and the forms used to collect the data. 
Problems/issues with data capture and quality are reported in accordance with organisational procedures. 
Reports are prepared and checked and errors are corrected to ensure results and forecasts are valid and reliable. 
Data is presented in a manner suited to the needs of the user and the audience for the presentation. 
Positions are advertised and applications are processed in accordance with legislation, policy and procedures. 
Records of the recruitment and selection process are maintained in accordance with legislation, organisational policy and procedures. 
Successful and non-successful applicants are notified in accordance with recruitment procedures and required paperwork is completed and processed for the successful applicant. 
Entitlements are checked for staff leaving the organisation and final documentation is completed and processed in accordance with legislative requirements, organisational policy and procedures. 
Entry and exit process are reviewed and reported on for continuous improvement. 

Forms

Assessment Cover Sheet

PSPHR402A - Administer human resource processes
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

Signature:

Date:

Assessment Record Sheet

PSPHR402A - Administer human resource processes

Student name:

Student ID:

Assessment task 1: [title] Result: Competent Not yet competent

(add lines for each task)

Feedback to student:

 

 

 

 

 

 

 

 

Overall assessment result: Competent Not yet competent

Assessor name:

Signature:

Date:

Student signature:

Date: