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Evidence Guide: PSPHR618A - Manage human resource information

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

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

 

PSPHR618A - Manage human resource information

What evidence can you provide to prove your understanding of each of the following citeria?

Manage the provision of human resource information

  1. Human resource information needs and sources in the organisation are identified through consultation with key stakeholders.
  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.
  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.
  4. The information management system is designed to meet records management requirements for information, security and privacy.
  5. The system is structured to provide for data analysis of past, present and future human resources in accordance with legislation, policy and procedures.
  6. Information is made available to facilitate effective implementation, monitoring and evaluation of the system.
Human resource information needs and sources in the organisation are identified through consultation with key stakeholders.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage implementation and ongoing development of the information system

  1. The system and its uses are promoted within the organisation to facilitate awareness and access.
  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.
  3. External and/or internal trends or events which have an effect on the system are monitored and responses are formulated.
  4. The system is monitored to gauge its effectiveness in meeting organisational requirements.
  5. The system is monitored to detect and prevent confidentiality breaches.
  6. Adjustments to the system are implemented as a result of monitoring.
The system and its uses are promoted within the organisation to facilitate awareness and access.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

The system is monitored to detect and prevent confidentiality breaches.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

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

Required Skills and Knowledge

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

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