Elements and Performance Criteria

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 having 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
union and association representatives
boards of management
government
Ministers
Legislation and policy requirementsmay include:
Commonwealth and State/Territory legislation including equal employment opportunity, privacy legislation, anti-discrimination law and employment law
public sector management acts and regulations
national and international codes of practice and standards
organisational policies, practices and guidelines
government policy
environmental and sustainability policies
codes of conduct
Information and advicemay relate to:
award interpretation
career development
changes to policies and practices
classifications
compensation and rehabilitation
data collection
disciplinary procedures
employee conditions and entitlements
employee health
employment contracts
employment relations
employment support
equity and diversity management
flexible work practices
grievance resolution
induction processes
information relating to illness, injury, workplace stress
job design
learning and development
legislative matters
organisational development strategies
performance appraisal
performance management
position requirements including competencies
privacy issues
probation
recruitment, selection, appointment and induction
redeployment
remuneration and benefits
reporting requirements
separation
sustainability practices
workforce analysis and planning
work organisation
workplace bargaining
workplace safety
Support may be:
provided to:
supervisory staff
line managers
senior managers
other human resource practitioners
professional/technical specialists
individuals
through:
written documentation
manuals
policy and procedure statements
guides
information brochures and pamphlets
oral advice and guidance
one-on-one meetings
small group meetings
telephone contact and/or electronic mail
training programs
coaching or mentoring
provision of feedback
mediating
counselling

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:
PSPETHC401A Uphold and support the values and principles of public service
PSPGOV402B Deliver and monitor service to clients
PSPGOV406B Gather and analyse information
PSPGOV408A Value diversity
PSPGOV411A Deal with conflict
PSPGOV412A Use advanced workplace communication strategies
PSPGOV414A Provide workplace mentoring
PSPGOV422A Apply government processes
PSPHR402A Administer human resource processes
PSPLEGN401A Encourage compliance with legislation in the public sector
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)
the provision of consultancy service for human resource management in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, organisational policies, procedures, corporate and strategic documents
workplace scenarios and case studies
human resource management guidelines and other relevant workplace materials, such as human resource documents and plans
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 human resource consultancy services, including coping with difficulties, irregularities and breakdowns in routine
the provision of consultancy service for human resource management 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
questioning
scenarios
simulation or role plays
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