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?
Determine options for remunerating employees
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Options for remunerating employees are developed through consultation with key stakeholders. Completed |
Evidence:
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Remuneration options are identified through analysis of good practice models of remuneration. Completed |
Evidence:
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An analysis of information acquired through consultation and research is conducted to prioritise options for remuneration strategies and plans. Completed |
Evidence:
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Negotiate remuneration strategies and plans
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Remuneration strategies and plans are negotiated and developed in consultation with key stakeholders to meet present and future needs of the organisation including the attraction and retention of high performing employees. Completed |
Evidence:
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Internal and external factors are considered in preparing strategies and plans. Completed |
Evidence:
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Information and advice are provided to facilitate effective implementation, monitoring and evaluation of strategies and plans. Completed |
Evidence:
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Strategies and plans are prepared based on the principles of natural justice, equity and fairness. Completed |
Evidence:
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Strategies and plans are integrated with other key human resource policies. Completed |
Evidence:
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Relevant legislation and policy requirements are complied with in developing remuneration strategies and plans. Completed |
Evidence:
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Manage the implementation of remuneration strategies and plans
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Information in relation to remuneration strategies and plans is made available to employees. Completed |
Evidence:
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Systems are developed and implemented to monitor the effectiveness of remuneration strategies and plans in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers. Completed |
Evidence:
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External and/or internal trends or events which have an effect on the organisation's remuneration strategies and plans are monitored and responses are formulated. Completed |
Evidence:
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Strategies and plans are monitored to gauge their effectiveness in meeting organisational requirements and providing support to staff involved in using them. Completed |
Evidence:
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Adjustments to strategies and plans are implemented as a result of monitoring and/or changed internal/external factors. Completed |
Evidence:
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