Unit of competency Outline
Date retreived
22/07/2026 9:44 AM AWST
22/07/2026 9:44 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.
Coordinate human resource management activities
Coordinate human resource management activities
Unit of competency
National Code
PUAFIR503B
PUAFIR503B
State Code
WG147
WG147
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
21/03/2013
Field of Education
080399 - Business And Management, N.e.c.
Original Release Date
21/03/2013
Nominal Hours
45
Description
This unit covers the competency required to coordinate and implement a range of human resource management activities. No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication.
Notes
Elements and Performance Criteria
1. Identify, seek appropriate interpretation of and implement awards, workplace and union agreements, and policies relating to industrial matters in the workplace
- 1.1 Awards and workplace agreements are appropriately applied in the workplace and where necessary, appropriate interpretation of industrial matters is obtained.
- 1.2 Organisational policy regarding industrial relations is communicated to all levels of personnel as part of the employee consultative process.
- 1.3 Role of unions in the workplace is recognised and consultative processes are followed.
2. Settle employee grievances and complaints
- 2.1 Routine workplace grievances and complaints are settled to the satisfaction of the parties without the need for reference to outside assistance.
- 2.2 Settlement of routine workplace grievances and complaints is undertaken under the guidelines of legislation and organisational policy and procedures.
- 2.3 Routine workplace disputes are resolved quickly, with minimal cost and loss of productivity.
3. Assess and apply information about human resource principles, industrial democracy and freedom of information within the workplace
- 3.1 Information is assessed and accurately applied within the relevant context.
- 3.2 Organisational policies and procedures are followed to ensure working environment is equitable, safe and conforms to legislation, government policy and organisational requirements.
- 3.3 Appropriate action is taken to advise management of unsafe or discriminatory situations within the workplace that require non-routine intervention.
4. Administer and instigate routine disciplinary action in accordance with policy and procedures
- 4.1 Routine disciplinary matters are investigated to examine possible actions and to ensure that the designated senior officer receives a correct and comprehensive briefing.
- 4.2 Routine disciplinary matters are dealt with in accordance with organisational procedures.
- 4.3 Non-routine disciplinary matters are referred to appropriate supervisor in accordance with organisational procedures.
5. Appraise personnel seeking promotion opportunities and coordinate promotional activities
- 5.1 Personnel are made aware of promotionrequirements and activities, and organisational EEO policiesare applied.
- 5.2 Activities related to providing promotion opportunities are coordinated in the workplace.
- 5.3 Confidentiality of performance appraisal matters is maintained.
6. Evaluate and utilise the expertise of personnel
- 6.1 Specific strengths and weaknesses of different individuals are identified and utilised for the attainment of work group outcomes and the job satisfaction of the individual.
- 6.2 Differences in expertise among personnel are utilised to broaden work group range and to improve team performance.
- 6.3 Individual and group development is supported by facilitation of team building.
7. Produce career and succession plans for the workplace
- 7.1 Career and succession plans are produced to assist with the smooth transition of personnel from one job to another with minimal disruption to the workplace.
- 7.2 Information on competencies required for each level is communicated to personnel.
8. Establish performance indicators in the workplace
- 8.1 Performance indicators are established to ensure optimum efficiency of the individual and/or team.
- 8.2 Individuals and/or teams in the workplace are informed of the required performance standards and indicators.
- 8.3 Performance indicators are reviewed with individuals and/or teams to ensure they match organisational requirements.
9. Identify development needs of personnel in the workplace
- 9.1 Human resource planning advice is sought from appropriate sources when scoping personnel development needs.
- 9.2 Training and development needs of personnel are accurately identified.
- 9.3 Plans for personnel development are followed in accordance with organisational practice.
- 9.4 Personnel are encouraged to acquire new skills and to develop existing skills.
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 in the Performance Criteria is detailed below.
Industrial matters may include:
customs and practices within the workplace
industrial awards and agreements
industrial court or commission rulings
government industrial relations policies
policies as established by the organisation
Workplace may include:
workplace of low complexity
small work group of a large or highly complex workplace
Disciplinary matters may include:
possible breaches of:
acts and ordinances
legal advice
legislation
government policies
relevant organisational procedures
sound supervisory and human resource practices
Promotion requirements may include:
completion and passing of set examinations
completion of externally recognised training courses
past experience
qualifications
specific organisational requirements
Organisational EEO policies should include:
adherence to anti-discriminatory practices
equitable access to information
encouragement of input from all workers
promotion of cultural diversity
Facilitation of team building may include:
equitable distribution of resources
mutually agreed allocation and distribution of tasks
passing on information to all team members
providing constructive feedback
team input into goal setting
Career and succession plans may include:
learning and development plans
personal development plans
training needs analysis
Appropriate sources may include:
immediate section heads
other government agencies
policy-making sections
training section
Industrial matters may include:
customs and practices within the workplace
industrial awards and agreements
industrial court or commission rulings
government industrial relations policies
policies as established by the organisation
Workplace may include:
workplace of low complexity
small work group of a large or highly complex workplace
Disciplinary matters may include:
possible breaches of:
acts and ordinances
legal advice
legislation
government policies
relevant organisational procedures
sound supervisory and human resource practices
Promotion requirements may include:
completion and passing of set examinations
completion of externally recognised training courses
past experience
qualifications
specific organisational requirements
Organisational EEO policies should include:
adherence to anti-discriminatory practices
equitable access to information
encouragement of input from all workers
promotion of cultural diversity
Facilitation of team building may include:
equitable distribution of resources
mutually agreed allocation and distribution of tasks
passing on information to all team members
providing constructive feedback
team input into goal setting
Career and succession plans may include:
learning and development plans
personal development plans
training needs analysis
Appropriate sources may include:
immediate section heads
other government agencies
policy-making sections
training section
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 competency in this unit
Assessment must confirm the ability to:
apply a range of human resource management policies to human resources within defined area of responsibility.
Consistency in performance
Competency should be demonstrated over time and in a wide range of contexts.
Context of and specific resources for assessment
Context of assessment
Competency should be assessed on-the-job and in a simulated workplace environment.
Specific resources for assessment
There are no specific resource requirements for this unit.
Method of assessment
In a public safety environment assessment is usually conducted via direct observation in a training environment or in the workplace via subject matter supervision and/or mentoring, which is typically recorded in a competency workbook.
Assessment is completed using appropriately qualified assessors who select the most appropriate method of assessment.
Assessment may occur in an operational environment or in an agency-approved simulated work environment. Forms of assessment that are typically used include:
direct observation
interviewing the candidate
journals and workplace documentation
third party reports from supervisors
written or oral questions
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Assessment must confirm the ability to:
apply a range of human resource management policies to human resources within defined area of responsibility.
Consistency in performance
Competency should be demonstrated over time and in a wide range of contexts.
Context of and specific resources for assessment
Context of assessment
Competency should be assessed on-the-job and in a simulated workplace environment.
Specific resources for assessment
There are no specific resource requirements for this unit.
Method of assessment
In a public safety environment assessment is usually conducted via direct observation in a training environment or in the workplace via subject matter supervision and/or mentoring, which is typically recorded in a competency workbook.
Assessment is completed using appropriately qualified assessors who select the most appropriate method of assessment.
Assessment may occur in an operational environment or in an agency-approved simulated work environment. Forms of assessment that are typically used include:
direct observation
interviewing the candidate
journals and workplace documentation
third party reports from supervisors
written or oral questions
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| OAY56 | PUAFIR503 | Coordinate human resource management activities | Unit of competency |
