Elements and Performance Criteria

Labour markets can be defined by, but are not limited to:
Geographic location
Client demographics
Industry and industry sectors
Occupation
Seasonal factors
Agricultural crops

Labour market information includes, but is not limited to:
Information regarding industries and industry sectors (e.g. workforce size, recruitment methods, conditions of employment, prospects for growth/reduction in labour force)
Information regarding occupations (e.g. prospects of employment, type of work undertaken, workforce size, hiring methods, conditions of employment, employer expectations of workers)
Labour market trends
Peak and trough periods in demand for labour/seasonality
Areas of high employment and unemployment
Current labour market conditions
Business and economic forecasts
Emerging labour market developments
Industrial framework
Services, products, business levels of competitors
Other distinguishing characteristics

Information sources include, but are not limited to:
Information available within the organisation
Publications, industry journals, articles
Internet websites
Telephone directories
Commercial databases of information relating to businesses and industries
Australian Bureau of Statistics
Federal and State government departments and agencies
Workplace Agreements; information on Federal and State awards
Visits to workplaces
Business cards
Professional associations
Industry Associations
Employee Associations
Chambers of Commerce
Grower Associations
Newspapers, e.g. recruitment advertisements and articles
Community organisations
University and other research facilities

Appropriate methods to gather information can include, but are not limited to:
Use of internet
Surveys
Client interviews
Focus groups
Individual research
Questioning during marketing and networking activities
Use of libraries
Publications
Attendance at meetings
Networking
Workplace visits
Communication with colleagues and experts

Current and emerging labour market characteristics can refer to, but are not limited to:
Volunteer workforce
Casualisation of workforce
Length of average working hours
Contract employment
Portability of skills
Globalisation
Impact of technology
Lifelong learning
Changing face of core skills
Core vocational skills gained while at school
Ageing population
Transitional labour market programs

Criteria to identify target markets include, but are not limited to:
Match of occupations represented with those registered with the organisation
Industry growth
Workforce size
Staff turnover levels
Potential to employ people with barriers to employment
Location
Hiring processes and patterns
Internal human resource management capability of specific employers
Use of competitors' services and products
Accessibility (e.g. public transport) of specific employers or geographic areas
Capability of the organisation to service the account

Opportunities and impacts could result from, but are not limited to:
Openings/closures of large employers
Retrenchments
Changes in hiring processes and patterns
Emergence of new industry sectors
Development of geographic sites, e.g. industrial estates, retail precincts
Expansion/changes in transport services
Changes in availability and skill levels of workers
Changes in government policy
Emergence of competitors or changes to competitor products and services

Reporting labour market information can utilise the following, but is not limited to:
Tables and charts
Software applications
Reports, written and verbal
Hard copy files
Presentations

Organisational policies and processes may include:
Recording of information against client and employer files and database records
Use of Contact Management Systems for employers
Use of labour market information in business and strategic planning
Preparation of regular reports on labour market intelligence and information

Planning activities include, but are not limited to:
Business plans and forecasting
Resource usage plans
Promotional plans
Sales plans
Marketing plans
Contact/ account management plans for employers

Performance management uses of labour market information include, but are not limited to:
As a context and aid in setting and reviewing performance targets of individuals and work groups
As a factor impacting upon the achievement of performance outcomes by individuals and work groups
As an indicator of the need to reallocate resources

Critical aspects of assessment must include:
Labour market data researched is relevant to business operations and priorities
Labour market information has been analysed to determine opportunities and threats to current and future delivery of services
Labour market information has been analysed to identify target markets that meet specified criteria
Knowledge of labour market information is applied to planning and performance management

Essential knowledge required includes:
The composition and working of labour markets
Understanding of characteristics and issues relating to labour markets on a national, state and local level
Current and projected skills shortages
Knowledge of workplace relations issues and legislation and awards

Essential skills required include:
Literacy and numeracy skills to research a variety of texts and statistical information; prepare reports based on labour market information and to enter the information into organisation's information systems
Planning skills to organise information; set goals and targets; and plan and review activities and the allocation of resources
Problem solving skills required include an ability to analyse information and deal with ambiguous information
Oral and written communication skills to provide and elicit advice and information effectively
Technology skills to use business equipment and software

Resource implications:
Access to appropriate workplace where assessment can be conducted or simulation of realistic workplace setting for assessment
Access to equipment and resources normally used in the workplace

Method of assessment:
Observations
Questioning
Project
Written assignment
Evidence gathered from the workplace environment
Demonstration over a period of time to ensure consistency of performance

Context of assessment:
Evidence must include observation of performance in the work environment or in a simulated work setting.