The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!
From the Wiki University
What evidence can you provide to prove your understanding of each of the following citeria?
Research opportunities for workforce diversity
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Review current organisational practices for recruiting, training, and promoting staff Completed |
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Review current data on staff turnover, workforce demographics and local, regional and international population demographics Completed |
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Identify and assess factors that affect current and future supply of workers Completed |
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Assess opportunities for diversity within the organisation Completed |
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Provide recommendations that support valuing and leveraging diversity to improve organisational practices and meet regulatory requirements Completed |
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Develop diversity workforce objectives and strategies
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Establish objectives to enhance diversity within the organisation, including considerations such as the modification or retention of the workforce to enhance inclusivity and training and development opportunities for all cohorts Completed |
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Establish management strategies that support valuing and leveraging diversity Completed |
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Communicate objectives and rationale to relevant stakeholders Completed |
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Obtain agreement and endorsement for diversity objectives and establish targets Completed |
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Improve overall organisational diversity practices by developing contingency strategies in areas of identified need, that incorporate unrepresented and underrepresented population cohorts Completed |
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Implement initiatives to support diversity workforce planning objectives
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Implement action to support agreed objectives that aim to increase opportunities for unrepresented or underrepresented population cohorts Completed |
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Incorporate the need for skilled labour to meet organisational needs and the possible use of government labour market programs for training and development purposes into implementation initiatives Completed |
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3.3 Implement strategies that leverage diversity to assist in meeting the organisation's workforce diversity objectives Completed |
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Implement a succession planning system to ensure workers from diverse backgrounds are developed and retained Completed |
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Implement appropriate programs, to ensure compliance with regulatory and ethical requirements Completed |
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Implement programs that support valuing and leveraging diversity in the workplace Completed |
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Monitor and evaluate workforce trends
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Review workforce planning objectives against exiting employees, workforce changes and the local population Completed |
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4.2 Monitor labour supply trends for areas of over or under supply in the external environment with a view to correcting cohort representational issues within the organisation's workforce Completed |
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Monitor effects of labour trends on demand for labour Completed |
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Refine objectives and strategies in response to internal and external changes and make recommendations in response to global diversity issues Completed |
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Regularly review government policy on labour demand and supply, focussing on opportunities for unrepresented or underrepresented population cohorts Completed |
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Evaluate effectiveness of change processes against agreed objectives in order to promote the leveraging of diversity in the workplace Completed |
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