Unit of competency details

Release 

Comments 

Release 1

This version first released with BSB07 Business Services Training Package Version 8.0.

Replaces BSBPMG405A Apply human resources management approaches.

Element 

Performance Criteria 

Elements describe the essential outcomes of a unit of competency.

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide.

1. Assist in determining human resource requirements

1.1 Analyse work breakdown structure  to determine human resource requirements 

1.2 Prepare a skills analysis  of project personnel against project task requirements

1.3 Assist in assigning responsibilities for achieving project deliverables

2. Contribute to establishing and maintaining productive team relationships

2.1 Actively seek the views and opinions of team members during task planning and implementation

2.2 Promote cooperation and effective activities, goals and relationships in the team 

2.3 Communicate with others using styles and methods  appropriate to organisational standards, group expectations and desired outcomes

2.4 Communicate information and ideas to others in a logical, concise and understandable manner

2.5 Regularly seek feedback on the nature and quality of work relationships, and use the feedback as the basis for own improvement and development 

3. Assist with human resource monitoring

3.1 Monitor the work of project personnel against assigned roles and responsibilities within delegated authority levels 

3.2 Monitor and control actual effort against project plan

3.3 Review skill levels against allocated tasks and recommend solutions, where required, to others 

3.4 Advise others within delegated authority when assigned responsibilities are not met by project personnel

3.5 Undertake work in a multi-disciplinary environment according to established human resource management practices, plans, guidelines and procedures 

3.6 Resolve conflict within delegated authority according to agreed dispute-resolution processes 

3.7 Assist in offering human resource development opportunities  to individuals with skill gaps

4. Contribute to evaluating human resource practices

4.1 Contribute to assessing the effectiveness of project human resource management

4.2 Document lessons learned to support continuous improvement processes

Overview of assessment 

Critical aspects for assessment and evidence required to demonstrate competency in this unit 

Evidence of the following is essential:

• using work breakdown structures in human resource project planning
• using effective methods for monitoring roles, responsibilities and performance in projects
• knowledge of methods for providing feedback on performance and for improving performance of project team members.

Context of and specific resources for assessment 

Assessment must ensure access to:

• examples of project-management documentation for human resource management.

Method of assessment 

A range of assessment methods should be used to assess practical skill and knowledge. The following assessment methods are appropriate for this unit:

• analysis of responses to case studies and scenarios that reflect human resource issues and problems in a project management context
• direct questioning combined with review of portfolios of evidence and third-party workplace reports of on-the-job performance by the candidate
• analysis of responses addressing different project human resource management scenarios
• oral or written questioning to assess knowledge of strategies for managing project human resources and their application to different situations
• analysis of responsibilities assigned for achieving project deliverables
• review of documentation about lessons learned
• evaluation of reports developed about human resource issues.

Guidance information for assessment 

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.

Work breakdown structure  may include:

• activity and task descriptors
• high-level deliverables framework
• multi-level task granulation
• work breakdown task dictionary.

Human resource requirements  may include:

• availability and continuity
• forms of engagement
• resource responsibility allocation matrix
• task skill requirements
• time estimates to task.

Skills analysis  may include:

• identifying skill capability of available personnel
• identifying skill requirements for task
• identifying skill gaps.

Team members  may include:

• organisation and project management
• stakeholders, internal and external to the organisation.

Styles and methods  may include:

• audiovisual media
• formal or informal
• individual or group-based
• written or verbal.

Own improvement and development  may include:

• coaching
• external training
• mentoring
• on-the-job training
• performance feedback, including 360
• self-directed learning
• work rotation.

Delegated authority levels  may include:

• accountability
• designated individual authority levels
• responsibility for other team members.

Others  may include:

• project manager
• project specialists and other personnel
• relevant project authority
• team members.

Practices, plans, guidelines and procedures  may include:

• industrial relations agreements and guidelines
• organisation project-management procedures
• professional operating standards
• project human resource management plan
• skills framework nominating skill levels required for specific types of project activities
• staffing plan and job descriptions.

Dispute-resolution processes  may include:

• documented organisational policies and procedures
• industry agreements
• relevant legislation and regulations.

Human resource development opportunities  may include:

• action learning sets
• coaching and mentoring
• performance feedback
• team building and group activities
• training.