PSPHR618A - Manage human resource information

PSPHR618A
Manage human resource information

This unit covers management and development of a system to collect and safeguard human resource information, enabling the organisation to make strategic, tactical and operational business decisions. It includes managing the provision of human resource information, and managing system implementation and ongoing development.In practice, human resource information management overlaps with other generalist and specialist workplace activities such as managing resources, managing policy implementation, managing change, managing risk.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication

Application

Not applicable.

Prerequisites

Not applicable.

Elements and Performance Criteria

ELEMENT

PERFORMANCE CRITERIA

1. Manage the provision of human resource information

1.1 Human resource information needs and sources in the organisation are identified through consultation with key stakeholders.

1.2 Processes for collecting information and assigning responsibilities and accountabilities are developed in consultation with key stakeholders to provide information to support organisational and business unit decision making.

1.3 The system is developed and/or customised to provide information for those who require it, in a timely manner, and in a format which meets organisational and client needs.

1.4 The information management system is designed to meet records management requirements for information, security and privacy.

1.5 The system is structured to provide for data analysis of past, present and future human resources in accordance with legislation, policy and procedures.

1.6 Information is made available to facilitate effective implementation, monitoring and evaluation of the system.

2. Manage implementation and ongoing development of the information system

2.1 The system and its uses are promoted within the organisation to facilitate awareness and access.

2.2 Processes are developed and implemented to monitor the effectiveness of the system in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers.

2.3 External and/or internal trends or events which have an effect on the system are monitored and responses are formulated.

2.4 The system is monitored to gauge its effectiveness in meeting organisational requirements.

2.5 The system is monitored to detect and prevent confidentiality breaches.

2.6 Adjustments to the system are implemented as a result of monitoring.

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 develop/customise 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 and/or 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	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: PSPETHC601B Maintain and enhance confidence in public service PSPGOV601B Apply government systems PSPLEGN601B Manage compliance with legislation in the public sector PSPMNGT602B Manage resources PSPMNGT604B Manage change PSPMNGT608B Manage risk PSPMNGT611A Manage evaluations PSPMNGT614A Facilitate knowledge management 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 (3 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 manuals/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 managing a human resource information system, including coping with difficulties, irregularities and breakdowns in routine management of human resource information 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 observation portfolios projects 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

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

Sectors

Not applicable.

Competency Field

Human Resource Management

Employability Skills

This unit contains employability skills.

Licensing Information

Not applicable.