Unit of competency Outline
Date retreived
22/07/2026 5:02 AM AWST
22/07/2026 5:02 AM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Provide leadership in strategic human resource management
Provide leadership in strategic human resource management
Unit of competency
National Code
PSPHR703A
PSPHR703A
State Code
C8164
C8164
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
07/07/2014
Field of Education
080303 - Human Resource Management
Original Release Date
07/07/2014
Nominal Hours
50
Description
This unit covers the provision of leadership in strategic human resource management, adding value to the organisation through the integration of human resource management and planning with the organisation's strategic and business goals. It includes promoting the value of human resources, providing strategic direction and managing the human resource function.In practice, providing leadership in strategic human resource management planning overlaps with other generalist and specialist workplace activities such as influencing change, shaping diversity management, influencing strategic policy, providing strategic planning.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Notes
Elements and Performance Criteria
1.Promote the value of human resource function
- 1.1 The role of human resources and human resource management in adding value to the organisation's strategic goals is promoted within and across business units.
- 1.2 The organisation's key stakeholders are informed of current good practice in the area of human resource management and its potential impact.
- 1.3 Future human resource trends and issues which might impact upon the organisation are identified, analysed and communicated to senior management in conjunction with business units and line managers.
- 1.4 The role of the human resource function, and its relationship with other management functions and stakeholders is negotiated, defined and communicated throughout the organisation.
- 1.5 The benefits of a diverse workforce in meeting organisational needs are promoted within the organisation.
- 1.6 Ethical human resource practices are modelled and promoted within the organisation.
2. Provide strategic direction in human resource services
- 2.1 Occupational analysis, job design and internal workforce planning principles are promoted throughout the organisation to strategically link people development with organisational capability requirements.
- 2.2 Recruitment and promotional targets are established and evaluated to meet the organisation's capability output needs.
- 2.3 Leadership is provided to develop human resource services that meet the current and future needs of the organisation and its people.
- 2.4 Consultation with senior managers, business units and other stakeholders is used to inform the development of human resource services, policies and activities to ensure they are consistent with relevant legislative and policy requirements.
- 2.5 Human resource services are provided to support the organisation's core business strategic directions.
- 2.6 Services provided are supported by information and documentation to facilitate effective implementation.
3. Manage the human resource function
- 3.1 Work teams are organised and provided with adequate direction to enable them to design, implement, maintain and evaluate strategies, plans, programs and processes for human resource services.
- 3.2 Work teams and individuals are offered feedback and are coached to facilitate the delivery of effective human resource services.
- 3.3 Work teams and individuals are encouraged and monitored to ensure that strategies, plans and processes meet the needs of a diverse employee, client and stakeholder base, and are consistent with legislative and policy requirements.
- 3.4 Strategies, plans, programs and processes are regularly evaluated against related objectives and future organisational requirements and adjustments are made in accordance with organisational requirements.
- 3.5 Information about the effectiveness of human resource services is collected to inform, in a systematic way, ongoing decision making processes, evaluation and product and service delivery design.
- 3.6 A budget is prepared that reflects the organisation's human resource service priorities, and resources are acquired and maintained at sufficient levels to provide effective human resource services.
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 service
employees at all levels of the organisation
other public sector organisations
inter-agency forums
union and association representatives
boards of management
government
Ministers
Human resource servicesmay include:
career development
coaching and mentoring
employees support
employment relations
equity and diversity programs
information systems
injury prevention
organisational development, remuneration and benefits
performance management
professional development
recruitment and selection
redeployment processes
rehabilitation
separation of employees
workplace analysis and planning
Legislative and policy requirementsmay include:
Commonwealth and State/Territory legislation including equal employment opportunity and anti-discrimination law
national and international codes of practice and standards
the organisation's policies and practices
government policy
codes of conduct
Sources of information for evaluationmay include:
statistical analyses
interviews with stakeholders
surveys
informal feedback
focus groups interviews
research on existing programs
solicited and unsolicited feedback
organisational reviews
workforce management data
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 service
employees at all levels of the organisation
other public sector organisations
inter-agency forums
union and association representatives
boards of management
government
Ministers
Human resource servicesmay include:
career development
coaching and mentoring
employees support
employment relations
equity and diversity programs
information systems
injury prevention
organisational development, remuneration and benefits
performance management
professional development
recruitment and selection
redeployment processes
rehabilitation
separation of employees
workplace analysis and planning
Legislative and policy requirementsmay include:
Commonwealth and State/Territory legislation including equal employment opportunity and anti-discrimination law
national and international codes of practice and standards
the organisation's policies and practices
government policy
codes of conduct
Sources of information for evaluationmay include:
statistical analyses
interviews with stakeholders
surveys
informal feedback
focus groups interviews
research on existing programs
solicited and unsolicited feedback
organisational reviews
workforce management data
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:
PSPETHC701A Lead and influence ethical practice in the public sector
PSPHR702B Formulate a strategic human resource plan
PSPMNGT701B Provide strategic direction
PSPMNGT702A Influence and shape diversity management
PSPMNGT703A Lead and influence change
PSPMNGT704A Undertake enterprise risk management
PSPPOL701A Influence strategic policy
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)
provision of leadership in strategic human resource management in a range of (2 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policies and procedures relating to strategic human resource leadership
workplace information such as mission, vision, strategic and business goals
workplace scenarios and case studies
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 providing leadership in strategic human resource management, including coping with difficulties, irregularities and breakdowns in routine
provision of leadership in strategic human resource management in a range of (2 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
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
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:
PSPETHC701A Lead and influence ethical practice in the public sector
PSPHR702B Formulate a strategic human resource plan
PSPMNGT701B Provide strategic direction
PSPMNGT702A Influence and shape diversity management
PSPMNGT703A Lead and influence change
PSPMNGT704A Undertake enterprise risk management
PSPPOL701A Influence strategic policy
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)
provision of leadership in strategic human resource management in a range of (2 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policies and procedures relating to strategic human resource leadership
workplace information such as mission, vision, strategic and business goals
workplace scenarios and case studies
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 providing leadership in strategic human resource management, including coping with difficulties, irregularities and breakdowns in routine
provision of leadership in strategic human resource management in a range of (2 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
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
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| C3435 | PSPHR701A | Provide strategic leadership in human resources management | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AWU94 | PSPHRM011 | Provide leadership in strategic human resource management | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J323 | PSP60112 | Advanced Diploma of Government | Qualification |
| C770 | PSP60104 | Advanced Diploma of Government | Qualification |
| J325 | PSP60412 | Advanced Diploma of Government (Human Resources) | Qualification |
| C810 | PSP60404 | Advanced Diploma of Government (Human Resources) | Qualification |