Unit of competency Outline

Date retreived
23/07/2026 5:53 AM AWST

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Manage human resources in a community sector organisation

Manage human resources in a community sector organisation

Unit of competency
National Code
CHCORG605B
State Code
WC959
TGA Status
Deleted
DTWD Status
Deleted
Current Release Number
1.00
Current Release Date
07/05/2012
View on TGA
State Implementation and Classification
Approved Date
21/07/2014
Field of Education
080303 - Human Resource Management
Original Release Date
21/07/2014
Nominal Hours
60
Description
DescriptorThis unit describes the knowledge and skill required to undertake the management of people within an organisation
Notes
Elements and Performance Criteria
1. Manage staff recruitment
  • 1.1 Analyse and prioritise human resource needs for organisation involved in community work and/or services
  • 1.2 Implement recruitment processes in line with organisation needs, resources and relevant legislation
  • 1.3 Screen applications and conduct interviews to select appropriate applicants against identified criteria
  • 1.4 Provide induction and initiate performance planning in line with requirements of organisation and work role
2. Manage staff development
  • 2.1 Establish systems and policies to support development of human resources to address issues in organisation development, change management, workforce planning and career management
  • 2.2 Analyse organisation and staff needs and resources as a basis for identifying staff development priorities and strategies
  • 2.3 Use benchmarking, strategic networking and research processes to anticipate ongoing staff development needs
  • 2.4 Establish and maintain strategic networks with similar and associated organisations
  • 2.5 Establish and maintain partnership arrangements with relevant providers of learning and development programs
  • 2.6 Monitor social, political and economic trends or events which may impact the organisation's development strategies and respond appropriately
3. Manage human resource issues in a community services workplace
  • 3.1 Manage financial and payroll issues relating to recruitment
  • 3.2 Manage financial and payroll issues relating to staff development
  • 3.3 Manage industrial relations issues in line with organisation's policies and procedures and legislative / regulatory requirements
  • 3.4 Address stress management as an ongoing issue in the community services workplace
  • 3.5 Manage contract work in the community services environment
  • 3.6 Manage complex work groups and teams, including multi-disciplinary, multi-organisation and government/non-government combinations
4. Manage the workforce strategy
  • 4.1 Identify current capabilities and skill set within the workforce
  • 4.2 Develop strategy to address gaps and desired future state of workforce
  • 4.3 Guide staff development processes to address identified workforce development strategies and succession planning needs
  • 4.4 Develop and implement projects to address gaps and desired future state of workforce
The Range Statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Add any 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.


Recruitment processes include:
Needs identification
Developing selection criteria and processes
Developing and implementing strategies for sourcing appropriate candidates
Screening and reviewing applications
Interviewing candidates
Following up referees


Human resource issues may include:
Performance management issues
Financial and payroll issues
Industrial relations issues
Grievance issues
Stress management issues
Management of contract work
Management of complex work groups, such as:
multi-disciplinary work teams
multi-organisation work combinations
government/non-government combinations
Complaints about workers
The evidence guide provides advice on assessment and must be read in conjunction with the Performance Criteria, Required Skills and Knowledge, the Range Statement and the Assessment Guidelines for this Training Package.

Critical aspects for assessment and evidence required to demonstrate this unit of competency:
The individual being assessed must provide evidence of specified essential knowledge as well as skills
This unit is best assessed in the workplace or in a simulated workplace under the normal range of conditions
Consistency in performance should consider the community services networking and liaison requirements within the workplace


Access and equity considerations:
All workers in community services should be aware of access, equity and human rights issues in relation to their own area of work
All workers should develop their ability to work in a culturally diverse environment
In recognition of particular issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on Aboriginal and Torres Strait Islander people
Assessors and trainers must take into account relevant access and equity issues, in particular relating to factors impacting on Aboriginal and/or Torres Strait Islander clients and communities


Context of and specific resources for assessment:
This unit can be assessed independently, however holistic assessment practice with other community services units of competency is encouraged
Resource requirements for assessment of this unit include access to:
an appropriate workplace where assessment can be conducted or simulation of realistic workplace setting for assessment


Method of assessment:
Assessment may include observations, questioning and evidence gathered from the workplace environment
Replaces
State Code National Code Title Type
D2636 CHCORG605A Manage human resources in a community sector organisation Unit of competency