Unit of competency Outline
Date retreived
22/07/2026 1:42 AM AWST
22/07/2026 1:42 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.
Apply project human resources management approaches
Apply project human resources management approaches
Unit of competency
National Code
BSBPMG413A
BSBPMG413A
State Code
WG092
WG092
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
30/05/2014
Field of Education
080315 - Project Management
Original Release Date
30/05/2014
Nominal Hours
40
Description
This unit describes the performance outcomes, skills and knowledge required to assist with aspects of human resource management of a project. It involves establishing human resource requirements, identifying the learning and development needs of people working on the project, facilitating these needs being met, and resolving conflict in the team.
Notes
Elements and Performance Criteria
1. Assist in determining human resource requirements
- 1.1 Analyse work breakdown structure to determine human resource requirements
- 1.2 Prepare a skills analysis of project personnel against project task requirements
- 1.3 Assist in assigning responsibilities for achieving project deliverables
2. Contribute to establishing and maintaining productive team relationships
- 2.1 Actively seek the views and opinions of team members during task planning and implementation
- 2.2 Promote cooperation and effective activities, goals and relationships in the team
- 2.3 Communicate with others using styles and methods appropriate to organisational standards, group expectations and desired outcomes
- 2.4 Communicate information and ideas to others in a logical, concise and understandable manner
- 2.5 Regularly seek feedback on the nature and quality of work relationships, and use the feedback as the basis for own improvement and development
3. Assist with human resource monitoring
- 3.1 Monitor the work of project personnel against assigned roles and responsibilities within delegated authority levels
- 3.2 Monitor and control actual effort against project plan
- 3.3 Review skill levels against allocated tasks and recommend solutions, where required, to others
- 3.4 Advise others within delegated authority when assigned responsibilities are not met by project personnel
- 3.5 Undertake work in a multi-disciplinary environment according to established human resource management practices, plans, guidelines and procedures
- 3.6 Resolve conflict within delegated authority according to agreed dispute-resolution processes
- 3.7 Assist in offering human resource development opportunities to individuals with skill gaps
4. Contribute to evaluating human resource practices
- 4.1 Contribute to assessing the effectiveness of project human resource management
- 4.2 Document lessons learned to support continuous improvement processes
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.
Work breakdown structure may include:
activity and task descriptors
high-level deliverables framework
multi-level task granulation
work breakdown task dictionary.
Human resource requirements may include:
availability and continuity
forms of engagement
resource responsibility allocation matrix
task skill requirements
time estimates to task.
Skills analysis may include:
identifying skill capability of available personnel
identifying skill requirements for task
identifying skill gaps.
Team members may include:
organisation and project management
stakeholders, internal and external to the organisation.
Styles and methods may include:
audiovisual media
formal or informal
individual or group-based
written or verbal.
Own improvement and development may include:
coaching
external training
mentoring
on-the-job training
performance feedback, including 360
self-directed learning
work rotation.
Delegated authority levels may include:
accountability
designated individual authority levels
responsibility for other team members.
Others may include:
project manager
project specialists and other personnel
relevant project authority
team members.
Practices, plans, guidelines and procedures may include:
industrial relations agreements and guidelines
organisation project-management procedures
professional operating standards
project human resource management plan
skills framework nominating skill levels required for specific types of project activities
staffing plan and job descriptions.
Dispute-resolution processes may include:
documented organisational policies and procedures
industry agreements
relevant legislation and regulations.
Human resource development opportunities may include:
action learning sets
coaching and mentoring
performance feedback
team building and group activities
training.
Work breakdown structure may include:
activity and task descriptors
high-level deliverables framework
multi-level task granulation
work breakdown task dictionary.
Human resource requirements may include:
availability and continuity
forms of engagement
resource responsibility allocation matrix
task skill requirements
time estimates to task.
Skills analysis may include:
identifying skill capability of available personnel
identifying skill requirements for task
identifying skill gaps.
Team members may include:
organisation and project management
stakeholders, internal and external to the organisation.
Styles and methods may include:
audiovisual media
formal or informal
individual or group-based
written or verbal.
Own improvement and development may include:
coaching
external training
mentoring
on-the-job training
performance feedback, including 360
self-directed learning
work rotation.
Delegated authority levels may include:
accountability
designated individual authority levels
responsibility for other team members.
Others may include:
project manager
project specialists and other personnel
relevant project authority
team members.
Practices, plans, guidelines and procedures may include:
industrial relations agreements and guidelines
organisation project-management procedures
professional operating standards
project human resource management plan
skills framework nominating skill levels required for specific types of project activities
staffing plan and job descriptions.
Dispute-resolution processes may include:
documented organisational policies and procedures
industry agreements
relevant legislation and regulations.
Human resource development opportunities may include:
action learning sets
coaching and mentoring
performance feedback
team building and group activities
training.
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 following is essential:
using work breakdown structures in human resource project planning
using effective methods for monitoring roles, responsibilities and performance in projects
knowledge of methods for providing feedback on performance and for improving performance of project team members.
Context of and specific resources for assessment
Assessment must ensure access to:
examples of project-management documentation for human resource management.
Method of assessment
A range of assessment methods should be used to assess practical skill and knowledge. The following assessment methods are appropriate for this unit:
analysis of responses to case studies and scenarios that reflect human resource issues and problems in a project management context
direct questioning combined with review of portfolios of evidence and third-party workplace reports of on-the-job performance by the candidate
analysis of responses addressing different project human resource management scenarios
oral or written questioning to assess knowledge of strategies for managing project human resources and their application to different situations
analysis of responsibilities assigned for achieving project deliverables
review of documentation about lessons learned
evaluation of reports developed about human resource issues.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
using work breakdown structures in human resource project planning
using effective methods for monitoring roles, responsibilities and performance in projects
knowledge of methods for providing feedback on performance and for improving performance of project team members.
Context of and specific resources for assessment
Assessment must ensure access to:
examples of project-management documentation for human resource management.
Method of assessment
A range of assessment methods should be used to assess practical skill and knowledge. The following assessment methods are appropriate for this unit:
analysis of responses to case studies and scenarios that reflect human resource issues and problems in a project management context
direct questioning combined with review of portfolios of evidence and third-party workplace reports of on-the-job performance by the candidate
analysis of responses addressing different project human resource management scenarios
oral or written questioning to assess knowledge of strategies for managing project human resources and their application to different situations
analysis of responsibilities assigned for achieving project deliverables
review of documentation about lessons learned
evaluation of reports developed about human resource issues.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| D0925 | BSBPMG405A | Apply human resources management approaches | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AUI29 | BSBPMG413 | Apply project human resources management approaches | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J659 | RII40713 | Certificate IV in Civil Construction Supervision | Qualification |
| J519 | BSB41513 | Certificate IV in Project Management Practice | Qualification |