Unit of competency Outline
Date retreived
22/07/2026 9:19 PM AWST
22/07/2026 9:19 PM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Provide induction and orientation for new employees
Provide induction and orientation for new employees
Unit of competency
National Code
LGADMIN423A
LGADMIN423A
State Code
C1918
C1918
TGA Status
Deleted
Deleted
DTWD Status
Deleted
Deleted
State Implementation and Classification
Approved Date
20/01/2006
Field of Education
080303 - Human Resource Management
Original Release Date
20/01/2006
Nominal Hours
40
Description
This unit covers developing, conducting and evaluating induction and orientation programs for new employees. The unit is suitable for those within the human resources area but could also be suitable for team leaders and managers.
Notes
Elements and Performance Criteria
1. Develop induction processes
- 1.1 Existing induction processes and procedures are identified and evaluated based on current and future needs of the organisation.
- 1.2 Consultation is undertaken with business units and other key stakeholders in developing processes and procedures.
- 1.3 Relevant information and organisational requirements are utilised in preparing induction documentation.
- 1.4 Content and methodology for induction processes are developed and documented.
- 1.5 Forms, procedures and induction processes are trialled and measured against objectives.
- 1.6 Processes and procedures are integrated with other key human resources function areas.
2. Manage induction of staff
- 2.1 Training and assistance are provided where required to all persons engaged in inducting staff.
- 2.2 Induction is undertaken in accordance with the induction plan.
- 2.3 Implementation of the induction is monitored against the induction plan.
- 2.4 Induction activities are coordinated in accordance with the induction plan.
- 2.5 Participant progress and the extent to which the induction process is meeting its objectives are monitored through feedback from participants and other relevant persons.
3. Evaluate induction processes
- 3.1 A reliable and valid evaluation methodology is developed and implemented.
- 3.2 Information from a variety of sources is collected and analysed in order to determine the effectiveness and efficiency of the induction process.
- 3.3 The evaluation methodology allows for the organisation's process to be compared with other models of good practice in induction.
- 3.4 Recommendations on modifications or enhancements are formulated for future revision of induction processes.
The Range Statement relates to the Unit of Competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the Performance Criteria is detailed below.
Other key stakeholders may include:
all those individuals and groups, inside and outside the organisation, with some interest in the organisation's behaviour, actions, products and services, including users of the human resource service, employees at all levels in the organisation and union or association representatives
management
Information from a variety of sources may include:
basic statistical analysis
interviews with stakeholders
surveys
focus group interviews
research on existing programs
solicited and unsolicited feedback
organisational reviews
workplace management data
entry and exit interviews
Other key stakeholders may include:
all those individuals and groups, inside and outside the organisation, with some interest in the organisation's behaviour, actions, products and services, including users of the human resource service, employees at all levels in the organisation and union or association representatives
management
Information from a variety of sources may include:
basic statistical analysis
interviews with stakeholders
surveys
focus group interviews
research on existing programs
solicited and unsolicited feedback
organisational reviews
workplace management data
entry and exit interviews
Overview of assessment requirements
A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.
Critical aspects of evidence to be considered
The demonstrated ability to:
develop induction processes and procedures that meet the organisation's objectives and are integrated with other key human resource functions
establish effective induction processes that facilitate the provision of information matched to organisational needs
Context of assessment
Competency is demonstrated by performance of all stated criteria, with particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope of the Range Statement.
Assessment must take account of the endorsed Assessment Guidelines in the Local Government Training Package.
Assessment of performance requirements in this unit should be undertaken in an actual workplace or simulated environment.
Assessment should reinforce the integration of the key competencies for the particular AQF level. Refer to the key competency levels at the end of this unit.
Relationship to other units(prerequisite or co-requisite units)
To enable holistic assessment this unit may be assessed with other units that form part of the job role.
Method of assessment
The following assessment methods are suggested:
observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies
written and/or oral questioning to assess knowledge and understanding
completion of workplace documentation
third-party reports from experienced practitioners
completion of self-paced learning materials including personal reflection and feedback from trainer, coach or superviso
Evidence required for demonstration of consistent performance
Evidence should be collected over a set period of time that is sufficient to include dealings with an appropriate range and variety of formal and informal situations, involving different types of problems and clients.
Resource implications
The learner and trainer should have access to appropriate documentation and resources normally used in the workplace.
A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.
Critical aspects of evidence to be considered
The demonstrated ability to:
develop induction processes and procedures that meet the organisation's objectives and are integrated with other key human resource functions
establish effective induction processes that facilitate the provision of information matched to organisational needs
Context of assessment
Competency is demonstrated by performance of all stated criteria, with particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope of the Range Statement.
Assessment must take account of the endorsed Assessment Guidelines in the Local Government Training Package.
Assessment of performance requirements in this unit should be undertaken in an actual workplace or simulated environment.
Assessment should reinforce the integration of the key competencies for the particular AQF level. Refer to the key competency levels at the end of this unit.
Relationship to other units(prerequisite or co-requisite units)
To enable holistic assessment this unit may be assessed with other units that form part of the job role.
Method of assessment
The following assessment methods are suggested:
observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies
written and/or oral questioning to assess knowledge and understanding
completion of workplace documentation
third-party reports from experienced practitioners
completion of self-paced learning materials including personal reflection and feedback from trainer, coach or superviso
Evidence required for demonstration of consistent performance
Evidence should be collected over a set period of time that is sufficient to include dealings with an appropriate range and variety of formal and informal situations, involving different types of problems and clients.
Resource implications
The learner and trainer should have access to appropriate documentation and resources normally used in the workplace.
No information
| State Code | National Code | Title | Type |
|---|---|---|---|
| AWL5 | CHC44015 | Certificate IV in Coordination of volunteer programs | Qualification |
| C744 | LGA40204 | Certificate IV in Local Government Administration | Qualification |