Elements and Performance Criteria

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.
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 such as:
users of the human resource services
employees at all levels of the organisation
other public sector organisations
inter-agency forums
union and association representatives
senior committees
boards of management
government committees
government
Ministers
Information requestsmay be in relation to:
legislative requirements
workforce planning
performance management
recruitment and selection
employee relations
separation employees
employee support
career development
organisational development
human resource development
Information management processes may include:
collection
storage
retrieval
archiving
disposal of data
trend analysis
Legislation, policy and proceduresmay include:
Commonwealth and State/Territory legislation including equal employment opportunity, privacy, freedom of information and anti-discrimination law
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 policies and procedures
Information to support implementation of the systemmay include:
manuals
policy and procedure statements
guides
information brochures and pamphlets
electronic mail
training
job aids
Promotion of the system may include:
written documentation
manuals
policy and procedure statements
guides
information brochures and pamphlets
oral advice and guidance
meetings with individuals and/or groups
telephone contact and/or electronic mail
training programs
change management strategies for implementation of new/revised systems
Internal and external factors impacting upon the systemmay include:
changed financial or political circumstances
downsizing or organisation restructuring
retention of high performing employees
opportunities for outsourcing
changes in legislation or core business activities
changes in activities or aspirations of customers
organisational changes
labour market

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
PSPLEGN601B Manage compliance with legislation in the public sector
PSPMNGT602B Manage resources
PSPMNGT604B Manage change
PSPMNGT608B Manage risk
PSPMNGT611A Manage evaluations
PSPMNGT614A Facilitate knowledge management
PSPPOL603A Manage policy implementation
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)
management of human resource information in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policies and procedures relating to human resource information management
workplace scenarios and case studies to capture the range of situations likely to be encountered when managing human resource information
information management manuals/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 managing a human resource information system, including coping with difficulties, irregularities and breakdowns in routine
management of human resource information 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
observation
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