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?
Develop strategies for retention andseparation
|
|
Rates of staff retention/turnover/separation and exit data are assessed, and government and organisational policies affecting retention/separation are analysed to identify factors to be taken into account Completed |
Evidence:
|
Strategies are developed with key stakeholders to address organisational requirements for staff retention and the full range of separation situations Completed |
Evidence:
|
Strategies are structured to provide sufficient time and information for employees to make well-considered decisions Completed |
Evidence:
|
Strategies are integrated with other key human resource policies and meet legislation and policy requirements Completed |
Evidence:
|
Strategies are developed based on the principles of natural justice, equity and fairness, and provide for access to counselling and support services Completed |
Evidence:
|
Manage implementation of separation/ retention strategies
|
|
Information and advice are provided to facilitate implementation and monitoring of strategies for retention and separation Completed |
Evidence:
|
Systems are managed to monitor the effectiveness of strategies for retention and separation in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers Completed |
Evidence:
|
Retention and separation strategies are monitored to gauge their effectiveness in meeting organisational requirements and providing support to staff involved Completed |
Evidence:
|
External and/or internal trends or events which have an effect on the organisation's retention and separation strategies and plans are monitored and responses are formulated Completed |
Evidence:
|
Adjustments to strategies are implemented as a result of monitoring and/or changed internal/external factors Completed |
Evidence:
|
Develop strategies for retention andseparation
|
|
Rates of staff retention/turnover/separation and exit data are assessed, and government and organisational policies affecting retention/separation are analysed to identify factors to be taken into account. Completed |
Evidence:
|
Strategies are developed with key stakeholders to address organisational requirements for staff retention and the full range of separation situations. Completed |
Evidence:
|
Strategies are structured to provide sufficient time and information for employees to make well-considered decisions. Completed |
Evidence:
|
Strategies are integrated with other key human resource policies and meet legislation and policy requirements. Completed |
Evidence:
|
Strategies are developed based on the principles of natural justice, equity and fairness, and provide for access to counselling and support services. Completed |
Evidence:
|
Manage implementation of separation/ retention strategies
|
|
Information and advice are provided to facilitate implementation and monitoring of strategies for retention and separation. Completed |
Evidence:
|
Systems are managed to monitor the effectiveness of strategies for retention and separation in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers. Completed |
Evidence:
|
Retention and separation strategies are monitored to gauge their effectiveness in meeting organisational requirements and providing support to staff involved. Completed |
Evidence:
|
External and/or internal trends or events which have an effect on the organisation's retention and separation strategies and plans are monitored and responses are formulated. Completed |
Evidence:
|
Adjustments to strategies are implemented as a result of monitoring and/or changed internal/external factors. Completed |
Evidence:
|