Modification History
The version details of this endorsed unit are in the table below. The latest information is at the top.
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Comments |
Second Release |
Editorial updates |
Unit Descriptor
This unit describes the performance outcomes, skills and knowledge required to plan and manage human resources.
Application of the Unit
This unit applies to managers responsible for administering the organisation’s human resources policy. It involves implementing staffing levels, monitoring staff performance, identifying and minimising potential industrial relations problems and developing and implementing training plans.
Licensing/Regulatory Information
No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Pre-Requisites
Nil
Employability Skills Information
This unit contains employability skills.
Elements and Performance Criteria Pre-Content
Elements and Performance Criteria
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. Implement staffing levels. |
1.1.Maintain and monitor store policy and procedures in regard to staffing levels . 1.2.Maintain store staffing plans involving total store operation. 1.3.Ensure store staffing plan is comprehensive, concise and easily understood by staff and management . 1.4.Base all staffing figures on accurate and current information. 1.5.Develop contingency plans to cope with extreme situations. 1.6.Identify, analyse and rectify staff turnover problems as required by store policy. |
2. Monitor staff performance. |
2.1.Analyse, monitor and maintain store policy and procedures in regard to staff performance requirements. 2.2.Conduct performance appraisal and counselling interviews as required according to store policy. 2.3.Give clear, constructive feedback on performance at a level and pace appropriate to the team member. 2.4.Recognise performance and achievement and encourage individuals to contribute to their own assessment. 2.5.Encourage individuals to contribute to improving policy and procedures. 2.6.Discipline and counsel staff as required according to store policy and statutory requirements . 2.7.Implement staff dismissals according to store policy and procedures and statutory requirements. 2.8.Conduct terminal and exit interviews, according to store policy and procedures and statutory requirements. 2.9.Accurately and completely record details of all procedures and made available to authorised personnel. |
3. Identify and minimise potential industrial relations problems. |
3.1.Develop and implement strategies in regard to interpersonal conflict and dispute resolution, according to store policy and procedures. 3.2.Actively encourage consultation and cooperation within team. 3.3.Provide constructive support to resolve problems where interpersonal conflict arises. 3.4.Accurately communicate current dispute resolution and grievance procedures to team members. 3.5.Concisely and accurately record details of proceedings and make available to authorised personnel. 3.6.Treat team members with integrity, respect and compassion. |
4. Develop and implement training plans. |
4.1.Develop training objectives and activities based on considered assessment of existing individual and team competencies, potential competency and career aspirations according to store policy. 4.2.Regularly review, update and improve training plans in consultation with staff and management. 4.3.Ensure training plans contain clear, realistic objectives . 4.4.Encourage and assist individuals to evaluate their own development and training needs and to contribute to development planning and review. 4.5.Plan training activities to optimise the use of available resources. 4.6.Identify training needs using accurate and current information. 4.7.Clearly define training requirements relating to specific competencies necessary to perform a specified role or function. 4.8.Provide ongoing training information to all staff. 4.9.Delegate responsibility for training to specific staff . 4.10.Document planned training needs and specified outcomes. 4.11.Monitor and maintain budget in regard to training and assessment of staff according to store policy. |
Required Skills and Knowledge
This section describes the essential skills and knowledge and their level, required for this unit. |
Required skills |
The following skills must be assessed as part of this unit:
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Required knowledge |
The following knowledge must be assessed as part of this unit:
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Evidence Guide
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, the range statement and the Assessment Guidelines for this Training Package. |
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Critical aspects for assessment and evidence required to demonstrate competency in this unit |
Evidence of the following is essential:
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Context of and specific resources for assessment |
Assessment must ensure access to:
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Methods of assessment |
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
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Guidance information for assessment |
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended. |
Range Statement
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. |
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Store policy and procedures in regard to: |
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Staffing levels may vary according to: |
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Staff and management may include: |
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Contingency plans may include: |
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Techniques for providing feedback may include: |
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Statutory requirements and legislation may include: |
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Interpersonal conflict : |
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Methods to communicate information may include: |
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Training objectives and activities may relate to: |
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Objectives may apply to: |
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Specific staff responsible for training may include: |
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Unit Sector(s)
Cross-Sector
Competency field
Human Resources Management