Unit of competency Outline

Date retreived
22/07/2026 5:07 PM AWST

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Manage organisational development

Manage organisational development

Unit of competency
National Code
PSPHR620A
State Code
C8161
TGA Status
Deleted
DTWD Status
Deleted
Current Release Number
3.00
Current Release Date
01/11/2012
View on TGA
State Implementation and Classification
Approved Date
05/11/2014
Field of Education
080303 - Human Resource Management
Original Release Date
05/11/2014
Nominal Hours
50
Description
This unit covers management of organisational development in order to facilitate optimal performance by the business unit(s) or the organisation as a whole. It includes determining organisational development needs and opportunities, and planning and implementing intervention strategies.In practice, managing organisational development overlaps with other generalist and specialist workplace activities such as managing change, managing diversity, managing policy implementation, facilitating workforce effectiveness.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Notes
Elements and Performance Criteria
1. Determine organisational development needs and opportunities
  • 1.1 An environmental scan is undertaken to determine internal and external factors which will impact on organisational performance.
  • 1.2 A consultation process is agreed with stakeholders in line with organisational policy and legislation.
  • 1.3 Ethical principles are applied in consulting with key stakeholders.
  • 1.4 Information gathered through consultative processes is analysed and presented to a diverse stakeholder base and options are determined.
  • 1.5 Recommendations are made to management on a proposed organisational development strategy, resourcing implications, risk assessment and timeframes.
2. Plan intervention strategies
  • 2.1 Intervention strategies that support the organisation's strategic goals and stakeholder responses are agreed.
  • 2.2 The organisation's culture and legislative and policy framework are considered in developing the strategies.
  • 2.3 Feedback is obtained from stakeholders and is used to redevelop/redefine the strategies prior to implementation.
  • 2.4 Strategies are developed to embody the principles of natural justice, equity and fairness.
  • 2.5 Information and advice are provided to facilitate effective implementation, monitoring and evaluation of intervention strategies.
3. Implement an intervention strategy
  • 3.1 Resources are obtained and deployed to implement the strategy, and reports on progress are provided on a regular basis.
  • 3.2 Facilitation and advice are provided to champion required changes using a range of communication strategies to suit a diverse workforce and support implementation of the strategy.
  • 3.3 Systems are developed and used to monitor the effectiveness of the strategy and to determine necessary adjustments.
  • 3.4 Procedures are developed to allow the business unit self-sufficiency in continuing implementation.
  • 3.5 Legislative and policy requirements are complied with in implementing the strategy.
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.
Sources of information for environmental scan may include:
statistical analyses
interviews with stakeholders
surveys
focus groups interviews
research on existing programs
solicited and unsolicited feedback
organisational reviews
workforce management data
work level standards
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 including:
users of the human resource service
employees at all levels of the organisation
strategic planners
executive
decision makers
other public sector organisations
inter-agency forums
union and association representatives
boards of management
government
Ministers
clients
Organisational policy and legislationmay include:
Commonwealth and State/Territory legislation including equal employment opportunity, anti-discrimination and employment law
public sector management legislation
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 policy and procedures
sustainability/environmental standards
Organisational development strategiesmay be developed and applied to:
the human resource business unit
one or more of the business units within the organisation
the entire organisation
Intervention strategiesmay include:
business planning
performance incentives
business re-engineering
rewards and recognition awards schemes
market testing
organisational skills profiling
team enhancement
quality management
organisational culture development
individual enhancement/coaching/mentoring
learning and development activities
workforce planning
succession planning
Championing required changesmay include:
consulting
advising
leading
persuading
influencing
communicating
facilitating
assisting
developing and delivering awareness/briefing sessions
Communication may include:
email
intranet
web site
face-to-face
pamphlets
newsletters
manuals
Business unit may refer to:
a program
sub-program
cost centre
area
division
branch
production unit or section located within the organisation
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
PSPGOV604A Foster leadership and innovation
PSPGOV605A Persuade and influence opinion
PSPHR603B Provide advisory and mediation services
PSPHR615A Manage human resource development strategies
PSPLEGN601B Manage compliance with legislation in the public sector
PSPMNGT604B Manage change
PSPMNGT605B Manage diversity
PSPMNGT608B Manage risk
PSPMNGT611A Manage evaluations
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)
organisational development managed in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, organisational policies and procedures
workplace scenarios and case studies to capture the range of situations likely to be encountered when managing organisational development
reference materials for organisational development
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 organisational development, including coping with difficulties, irregularities and breakdowns in routine
organisational development managed 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
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
Replaces
State Code National Code Title Type
C3433 PSPHR610A Design and implement an organisational development strategy Unit of competency