Application
Not applicable.
Prerequisites
Not applicable.
Elements and Performance Criteria
ELEMENT | PERFORMANCE CRITERIA |
1.Promote the value of human resource function | 1.1 The role of human resources and human resource management in adding value to the organisation's strategic goals is promoted within and across business units. 1.2 The organisation's key stakeholders are informed of current good practice in the area of human resource management and its potential impact. 1.3 Future human resource trends and issues which might impact upon the organisation are identified, analysed and communicated to senior management in conjunction with business units and line managers. 1.4 The role of the human resource function, and its relationship with other management functions and stakeholders is negotiated, defined and communicated throughout the organisation. 1.5 The benefits of a diverse workforce in meeting organisational needs are promoted within the organisation. 1.6 Ethical human resource practices are modelled and promoted within the organisation. |
2. Provide strategic direction in human resource services | 2.1 Occupational analysis, job design and internal workforce planning principles are promoted throughout the organisation to strategically link people development with organisational capability requirements. 2.2 Recruitment and promotional targets are established and evaluated to meet the organisation's capability output needs. 2.3 Leadership is provided to develop human resource services that meet the current and future needs of the organisation and its people. 2.4 Consultation with senior managers, business units and other stakeholders is used to inform the development of human resource services, policies and activities to ensure they are consistent with relevant legislative and policy requirements. 2.5 Human resource services are provided to support the organisation's core business strategic directions. 2.6 Services provided are supported by information and documentation to facilitate effective implementation. |
3. Manage the human resource function | 3.1 Work teams are organised and provided with adequate direction to enable them to design, implement, maintain and evaluate strategies, plans, programs and processes for human resource services. 3.2 Work teams and individuals are offered feedback and are coached to facilitate the delivery of effective human resource services. 3.3 Work teams and individuals are encouraged and monitored to ensure that strategies, plans and processes meet the needs of a diverse employee, client and stakeholder base, and are consistent with legislative and policy requirements. 3.4 Strategies, plans, programs and processes are regularly evaluated against related objectives and future organisational requirements and adjustments are made in accordance with organisational requirements. 3.5 Information about the effectiveness of human resource services is collected to inform, in a systematic way, ongoing decision making processes, evaluation and product and service delivery design. 3.6 A budget is prepared that reflects the organisation's human resource service priorities, and resources are acquired and maintained at sufficient levels to provide effective human resource services. |
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 with stakeholders applying strategic thinking and planning coaching, training and facilitating leading, influencing and negotiating using a variety of words and language structures to explain complex ideas to different audiences interpreting and explaining complex, formal documents such as policy and legislation and assisting others to apply them in the workplace preparing written advice and reports requiring reasoning and precision of expression responding to diversity, including gender and disability applying occupational health and safety strategies in a strategic leadership context |
Knowledge requirements Look for evidence that confirms knowledge and understanding of: organisational goals, policies and procedures the importance of human resource management in attaining organisational goals strategic planning processes public sector strategic planning and its relationship with human resource strategy the relationships between key human resource functions deployment of financial resources use of technological resources for strategic purposes systematic use of information sources for strategic purposes national and international models of human resource management and functions the concept of diversity and its integration within and across all human resource functions and areas equal employment opportunity, equity and diversity principles human resource policies and practices jurisdictional legislation that applies to human resources, including occupational health and safety and environmental policies and procedures range of evaluation methodologies |
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: PSPETHC701A Lead and influence ethical practice in the public sector PSPHR702B Formulate a strategic human resource plan PSPMNGT701B Provide strategic direction PSPMNGT702A Influence and shape diversity management PSPMNGT703A Lead and influence change PSPMNGT704A Undertake enterprise risk management PSPPOL701A Influence strategic policy |
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) provision of leadership in strategic human resource management in a range of (2 or more) contexts (or occasions, over time) |
Resources required to carry out assessment | These resources include: legislation, policies and procedures relating to strategic human resource leadership workplace information such as mission, vision, strategic and business goals workplace scenarios and case studies |
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 providing leadership in strategic human resource management, including coping with difficulties, irregularities and breakdowns in routine provision of leadership in strategic human resource management in a range of (2 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 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 service employees at all levels of the organisation other public sector organisations inter-agency forums union and association representatives boards of management government Ministers |
Human resource services | career development coaching and mentoring employees support employment relations equity and diversity programs information systems injury prevention organisational development, remuneration and benefits performance management professional development recruitment and selection redeployment processes rehabilitation separation of employees workplace analysis and planning |
Legislative and policy requirements | Commonwealth and State/Territory legislation including equal employment opportunity and anti-discrimination law national and international codes of practice and standards the organisation's policies and practices government policy codes of conduct |
Sources of information for evaluation | statistical analyses interviews with stakeholders surveys informal feedback focus groups interviews research on existing programs solicited and unsolicited feedback organisational reviews workforce management data |
Sectors
Not applicable.
Competency Field
Human Resource Management.
Employability Skills
This unit contains employability skills.
Licensing Information
Not applicable.