Modification History
Release |
TP Version |
Comments |
3 |
PSP12V1 |
Unit descriptor edited. |
2 |
PSP04V4.2 |
Layout adjusted. No changes to content. |
1 |
PSP04V4.1 |
Primary release. |
Unit Descriptor
This unit covers workforce planning and succession to underpin the organisation's strategic and business decisions. It includes, conducting workforce analysis and assisting with workforce planning and succession management.
In practice, workforce planning overlaps with other generalist and specialist workplace activities such as promoting ethical behaviour and compliance with legislation, capitalising on diversity, initiating projects, providing client service.
No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Application of the Unit
Not applicable.
Licensing/Regulatory Information
Not applicable.
Pre-Requisites
Not applicable.
Employability Skills Information
This unit contains employability skills.
Elements and Performance Criteria Pre-Content
Elements are the essential outcomes of the unit of competency. |
Together, performance criteria specify the requirements for competent performance. Text in bold italics is explained in the Range Statement following. |
Elements and Performance Criteria
ELEMENT |
PERFORMANCE CRITERIA |
1 . Conduct workforce analysis |
1.1 In-depth analysis is conducted of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management. 1.2 Workforce data is analysed and when required benchmarked against comparable data , trends are identified and interventions are suggested to address developments that do not support the organisation's strategic or business directions. 1.3 Labour market and industry analysis is undertaken to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management. 1.4 Scenario planning or other forecasting tools are used to predict and assess likely futures for the organisation with their associated implications and risks. 1.5 The results of workforce analysis are presented in objective and unbiased terms and reported in a form and language to suit the intended audience of the presentation. 1.6 The results of workforce analysis are contributed to corporate decision making about projected future workforce requirements. |
2 . Contribute to workforce planning |
2.1 Information and advice is provided to managers on all aspects of workforce planning according to their requirements for business planning/outcomes. 2.2 Workforce planning tools are developed/provided to managers, and assistance is given in their use and the analysis of outcomes. 2.3 Solutions are developed and suggested for current and future workforce planning and management issues in accordance with organisational requirements. 2.4 Consultancy services are provided to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs. 2.5 Managers are assisted to question current work practices and structures and to prepare workforce plans to translate future business requirements into actionable human resource strategies. |
3 . Assist with succession management |
3.1 The critical role of succession planning in managing the organisation's intellectual capital is communicated to managers and staff in ways suited to their level of understanding or experience. 3.2 A succession management strategy is developed and candidate pools are identified for imminent and longer term future vacancies in accordance with legislation, policy and procedures and business unit needs. 3.3 Succession processes are developed and agreed and the succession management strategy is implemented to meet organisational requirements. 3.4 The results of workforce analysis and planning are used to assist managers to undertake succession planning to identify requirements and manage transition when staff leave the organisation or business unit. |
Required Skills and Knowledge
This section describes the essential skills and knowledge and their level, required for this unit. |
Skill requirements Look for evidence that confirms skills in:
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Knowledge requirements Look for evidence that confirms knowledge and understanding of:
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Evidence Guide
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. |
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Units to be assessed together |
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Overview of evidence requirements |
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
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Resources required to carry out assessment |
These resources include:
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Where and how to assess evidence |
Valid assessment of this unit requires:
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
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:
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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 |
Range Statement
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. |
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Workforce diversity data may include: |
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Workforce data may include: |
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Scenario planning is: |
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Results may include: |
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Managers may include: |
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Aspects of workforce planning may include: |
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Future workforce planning and management issues may include: |
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Succession planning is: |
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Succession planning strategy may include: |
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Candidate pools may be identified through: |
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Legislation, policy and procedures may include: |
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Succession processes may include: |
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Unit Sector(s)
Not applicable.
Competency field
Human Resource Management.