Unit of competency Outline
Date retreived
22/07/2026 5:08 AM AWST
22/07/2026 5:08 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.
Develop a resource plan
Develop a resource plan
Unit of competency
National Code
FNSORG503A
FNSORG503A
State Code
D4264
D4264
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
29/07/2014
Field of Education
080303 - Human Resource Management
Original Release Date
29/07/2014
Nominal Hours
50
Description
This unit describes the performance outcomes, skills and knowledge required to identify the critical factors for success of specific projects or periodic work requirements and plan for consequent priorities, budgets and workflow levels. Plans may apply to planning for:peaks and troughs in workflowresource shortagesspecific projectsallocation of staff or resources during emergencies.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Identify critical success factors
- 1.1. Organisation objectives and legislative issues which impact on the project in question are identified and prioritised
- 1.2. Resources required to meet objectives and critical success factors are identified and documented
2. Analyse existing resource and competency capacities
- 2.1. Current and valid employee data and resources are accessed, interpreted and appraised
- 2.2. Competency levels for personnel are ascertained and verified
3. Determine future resource requirements
- 3.1. Available information on workloads is obtained and analysed to determine temporal and spatial patterns
- 3.2. Internal and external factors likely to impact on resources are taken into account and a profile of projected resource requirements developed
- 3.3. Competency levels required to meet future requirements and inconsistencies with current competency levels are identified
4. Develop a plan to adapt existing capacities to meet future needs
- 4.1. Training is undertaken to ensure adequate competency levels to meet future requirements
- 4.2. Strategies to meet resource shortages are incorporated into plan and resources prioritised
- 4.3. External consultants are engaged where appropriate
5. Review and evaluate plan
- 5.1. All stakeholders are consulted to determine appropriateness of plan
- 5.2. Modifications to the plan are agreed and incorporated as required
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, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.
Organisation objectives and legislative issues may include:
budgets
client service
equal opportunities
human resource management
industry codes of practice
marketing
operational plans
Privacy Act
OHS Acts
Trade Practices Act.
Project may include, but is not limited to:
specific business projects such as:
audits
reviews
functions
periods of time such as holiday or rush periods.
Resources may include:
budget
IT equipment
employees
materials
skills and expertise
support facilities
training.
Critical success factors may include:
adaptability
cash flow
consumer demand
cross-channel staff cooperation
customer analysis
customer contact
risk analysis and management
staffing levels
timing of service.
Employee data may include:
competencies held/used
payroll data
staff levels.
Competencies may relate to:
management issues
product development
response times
service levels.
Workload documentation may include:
customer requirement data
staff absenteeism data
staff availability data
staff interviews and questionnaires
trends in existing workloads.
Internal and external factors include:
budgeting restrictions
external economic conditions
industry growth or decline
temporal factors such as holiday periods.
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, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.
Organisation objectives and legislative issues may include:
budgets
client service
equal opportunities
human resource management
industry codes of practice
marketing
operational plans
Privacy Act
OHS Acts
Trade Practices Act.
Project may include, but is not limited to:
specific business projects such as:
audits
reviews
functions
periods of time such as holiday or rush periods.
Resources may include:
budget
IT equipment
employees
materials
skills and expertise
support facilities
training.
Critical success factors may include:
adaptability
cash flow
consumer demand
cross-channel staff cooperation
customer analysis
customer contact
risk analysis and management
staffing levels
timing of service.
Employee data may include:
competencies held/used
payroll data
staff levels.
Competencies may relate to:
management issues
product development
response times
service levels.
Workload documentation may include:
customer requirement data
staff absenteeism data
staff availability data
staff interviews and questionnaires
trends in existing workloads.
Internal and external factors include:
budgeting restrictions
external economic conditions
industry growth or decline
temporal factors such as holiday periods.
EVIDENCE GUIDE
The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the ability to:
locate and analyse comprehensive data on organisational resources
evaluate staff competencies
develop, negotiate and implement effective resourcing plans.
Context of and specific resources for assessment
Assessment must ensure:
competency is demonstrated in the context of the financial services work environment and conditions specified in the range statement either in a relevant workplace or a closely simulated work environment
access to and the use of a range of common office equipment, technology, software and consumables
access to organisational information systems and data.
Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples, in combination, are appropriate for this unit:
evaluating an integrated activity which combines the elements of competency for the unit or a cluster of related units of competency
observing processes and procedures in workplaces
verbal or written questioning on underpinning knowledge and skills
setting and reviewing business simulations or scenarios
evaluating samples of work
accessing and validating third party reports.
Guidance information for assessment
The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the ability to:
locate and analyse comprehensive data on organisational resources
evaluate staff competencies
develop, negotiate and implement effective resourcing plans.
Context of and specific resources for assessment
Assessment must ensure:
competency is demonstrated in the context of the financial services work environment and conditions specified in the range statement either in a relevant workplace or a closely simulated work environment
access to and the use of a range of common office equipment, technology, software and consumables
access to organisational information systems and data.
Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples, in combination, are appropriate for this unit:
evaluating an integrated activity which combines the elements of competency for the unit or a cluster of related units of competency
observing processes and procedures in workplaces
verbal or written questioning on underpinning knowledge and skills
setting and reviewing business simulations or scenarios
evaluating samples of work
accessing and validating third party reports.
Guidance information for assessment
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| C9766 | FNSICORG507B | Develop a resource plan | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AUS31 | FNSORG503 | Develop a resource plan | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| S725 | FNS50910 | Diploma of Banking Services Management | Qualification |
| D725 | FNS51811 | Diploma of Financial Services | Qualification |
| J304 | PSP50512 | Diploma of Government (Financial Services) | Qualification |
| D720 | FNS50711 | Diploma of Superannuation | Qualification |