Unit of competency Outline

Date retreived
22/07/2026 3:36 AM AWST

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Administer human resource processes

Administer human resource processes

Unit of competency
National Code
PSPHR402A
State Code
C8145
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
3.00
Current Release Date
01/11/2012
View on TGA
State Implementation and Classification
Approved Date
04/07/2014
Field of Education
080303 - Human Resource Management
Original Release Date
04/07/2014
Nominal Hours
50
Description
This unit covers administration of human resource processes related to workforce planning, recruitment, remuneration, learning and development, employment relations, redeployment, retention and separation. It includes receiving and providing administrative information; processing workforce data, entry and exit information; and administering learning and development arrangements.In practice, administering human resource processes overlaps with other generalist and specialist workplace activities such as, applying government processes, providing client service, gathering and analysing information, acting ethically, complying with legislation.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Notes
Elements and Performance Criteria
1. Receive and provide administrative information
  • 1.1 Administrative information is provided on employment matters in line with delegated authority and expertise, or referral is provided in accordance with organisational policy and procedures.
  • 1.2 Human resource policies and procedures are updated as required and provided in response to requests in accordance with organisational policy and procedures.
  • 1.3 Forms are developed/provided as required and assistance is given to ensure complete information is included before processing in accordance with organisational procedures.
  • 1.4 Claims and applications are processed in accordance with the requirements of the human resource management information system.
  • 1.5 Records relating to human resource activities are maintained in line with organisational reporting requirements.
2. Process workforce data
  • 2.1 Workforce data is entered, extracted and manipulated in accordance with organisational requirements.
  • 2.2 Quality assurance reviews are conducted of workforce data provided for input, and the forms used to collect the data.
  • 2.3 Problems/issues with data capture and quality are reported in accordance with organisational procedures.
  • 2.4 Reports are prepared and checked and errors are corrected to ensure results and forecasts are valid and reliable.
  • 2.5 Data is presented in a manner suited to the needs of the user and the audience for the presentation.
3. Process entry and exit information
  • 3.1 Positions are advertised and applications are processed in accordance with legislation, policy and procedures.
  • 3.2 Records of the recruitment and selection process are maintained in accordance with legislation, organisational policy and procedures.
  • 3.3 Successful and non-successful applicants are notified in accordance with recruitment procedures and required paperwork is completed and processed for the successful applicant.
  • 3.4 Entitlements are checked for staff leaving the organisation and final documentation is completed and processed in accordance with legislative requirements, organisational policy and procedures.
  • 3.5 Entry and exit process are reviewed and reported on for continuous improvement.
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.
Administrative informationmay relate to:
awards
classifications
contracts
enterprise bargaining
entitlements
equity and diversity policies
flexible working arrangements
human resource policies and procedures
learning and development
leave
legislative requirements
occupational health and safety
public sector standards
environmental and sustainability practices
security requirements
support services
workplace agreements
Forms may include:
accident reports
annual leave
complaints/grievances
course registrations
exit interviews
flexi-sheets
higher duties
job applications
learning and development:
applications
evaluation sheets
records
leave without pay
overseas postings
performance management
personal leave
personnel information
rehabilitation
resignation
security information
sick leave
study leave
superannuation
time sheets
transfer
workers compensation
Claims may include:
workers compensation and rehabilitation
public liability
breach of public sector standards
complaints/grievances
travel reimbursements
higher duties allowance
regional/overseas allowance
Applications may relate to:
assignment
car allowances
job-sharing
job vacancies
learning and development opportunities
leave
opportunities to act in other positions
overtime
part-time work
security clearances
study fees reimbursement
transfer
travel
workers compensation
working from home
Human resource activities may include:
induction
learning and development
Workforce data may include:
absenteeism
age profile of staff
complaints
conference leave
costs associated with under-staffing
current functions, services and workplace practices
disciplinary action
grievances
hard to fill jobs
learning and development
leave - annual, sick, recreation, personal
leave liability
leave without pay
number, gender, age and diversity of staff at each classification level and across business units
part-time work
permanent versus temporary versus contract versus casual workforce
recruitment and retention
security clearances
staff nearing retirement
staff on secondment
staff retention rates
staff satisfaction/dissatisfaction
staff turnover
study leave
sustainability practices
use of employee assistance program
vacancies
working from home
Data presentation may include:
tables
graphs
narrative
electronic presentation
Legislation, policy and procedures may include:
Commonwealth and State/Territory legislation including equal employment opportunity, privacy, anti-discrimination and employment law
national and international codes of practice and standards
organisational policies and practices
government policy
environmental policy
ethics
codes of conduct
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:
PSPETHC401A Uphold and support the values and principles of public service
PSPGOV402B Deliver and monitor service to clients
PSPGOV406B Gather and analyse information
PSPGOV408A Value diversity
PSPGOV411A Deal with conflict
PSPGOV412A Use advanced workplace communication strategies
PSPGOV421A Exercise delegations
PSPGOV422A Apply government processes
PSPHR403A Provide a consultancy service for human resource management
PSPLEGN401A Encourage compliance with legislation in the public sector
PSPOHS401B Implement workplace safety procedures and programs
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)
administration of human resource processes in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation policies, procedures and guidelines relating to administration of human resource processes
workplace scenarios and case studies
human resource management guidelines and other relevant workplace materials
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 administering human resource processes, including coping with difficulties, irregularities and breakdowns in routine
administration of human resource processes 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
demonstration
portfolios
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
Replaced By
State Code National Code Title Type
AWV03 PSPHRM001 Administer human resource processes Unit of competency