AHRI PRACTISING CERTIFICATION PROGRAM SKILLS RECOGNITION RPL APPLICATION FORM AND GUIDE

Transcription

1 AHRI PRACTISING CERTIFICATION PROGRAM SKILLS RECOGNITION RPL APPLICATION FORM AND GUIDE 1 Page

2 TABLE OF CONTENTS ABOUT AHRI S SKILLS RECOGNITION SERVICE... 3 THE RPL PROCESS... 5 SECTION 1: PERSONAL INFORMATION... 6 SECTION 2: RPL ELIGIBILITY AND UNIT SELECTION... 6 SECTION 3: PROFESSIONAL REFEREES... 8 SECTION 4: WORKPLACE EVIDENCE... 9 SECTION 5: THIRD PARTY VERIFICATION SECTION 6: PRE-SUBMISSION RPL CHECKLIST STUDENT DECLARATION Page

3 ABOUT AHRI S SKILLS RECOGNITION SERVICE This Skills Recognition - RPL Application Form and Guide has been designed to assist you in applying for RPL for AHRI Practising Certification (APC) Program units of study, and for preparing and documenting your RPL application and portfolio of evidence. Applying for RPL, collecting evidence and preparing your application may take considerable time and effort, so please ensure you address all requirements and review your pre-submission checklist prior to submitting your RPL evidence. Recognition of Prior Learning AHRI offers Recognition of Prior Learning (RPL) or Credit transfer (CT) to recognise the skills and knowledge you have gained through formal study, life and work experience and non-accredited training. AHRI s RPL process assesses current knowledge and skills against unit(s) of study and their learning outcomes. Skills and knowledge in the context of the APC program can be gained through: Work experience in the area of human resource management (i.e. on the job learning, networking, volunteering); Non-accredited study/training in human resource management (such as training courses and professional development); and Life experiences. These learning opportunities can contribute to an individual s current abilities to enable formal recognition of skills and knowledge. An AHRI RPL Assessor will assess your skills, knowledge and workplace evidence as they relate to the following units in the AHRI Practising Certification Program: Unit 1: The Strategic HR Professional Unit 2: The HR Organisational Environment Unit 3: Workforce Design, Development and Performance Note: Unit 4 Applied Project in Organisational Capability is not available for RPL. Candidates will be eligible to undertake Unit 4 upon successful recognition and/or completion of the above units. APC Program overview The APC Program is an industry recognised study program equivalent to an AQF level 8 postgraduate program. It is designed to equip HR professionals with essential pre-requisites for advanced strategic HR management. This work-integrated program includes an in-depth examination of the key functions of human resources management as it relates to the business environment, the organisation and the individual HR practitioner. The APC Program focuses on both the theory and practical application of human resources as a means of contributing to organisational effectiveness. The APC comprises of four core units of study: Unit 1: The Strategic HR Professional Unit 2: The HR Organisational Environment Unit 3: Workforce Design, Development and Performance Unit 4 Capstone: Applied Project in Organisational Capability. 3 Page

4 AHRI Model of Excellence The APC Program is underpinned by the AHRI Model of Excellence and is designed to give HR professionals the capability to: Apply HR thought leadership and insight to foster a productive and sustainable culture that drives individual and organisational objectives; and Build professional HR skills and knowledge to influence organisational objectives. For more information on AHRI s Model of Excellence, you will need to visit: data/assets/pdf_file/0016/40255/moe_layers.pdf When to apply for RPL RPL applications will take approximately four (4) weeks to assess. Please note that should you not be granted RPL for a unit, undertaking study in that unit will be based on AHRI s Trimester offering for the APC Program. 4 Page

5 THE RPL PROCESS Candidates deemed eligible to undertake an RPL pathway assessment, will be required to complete an RPL Application Form and Guide with their supporting evidence. Prior to applying for an eligibility check, candidates are encouraged to self-assess their eligibility (see Section 2 of this document) and familiarise themselves with the RPL evidence requirements. Step 1: Apply for an Eligibility Check An eligibility check will assist in a preliminary assessment of previous work experience, against the relevant skills and knowledge requirements of the RPL assessment. You will need to complete and upload the following documents: Your current CV- (Including a brief overview demonstrating your 6+ years generalist HR experience); and Any relevant academic transcripts. Please note: There is no cost associated with applying for an eligibility check. Step 2: Eligibility Confirmation RPL candidates who are confirmed as being eligible will receive a link to enrol and make payment for the RPL process. Prior to making payment, please ensure your AHRI membership is active. Payment must be made as per the required dates. Step 3: Submit RPL Application and Portfolio of Evidence Ensure you submit and upload your RPL application and portfolio of evidence by the required date to the AHRI Education portal refer to the AHRI website for details of dates. Step 4: Receive RPL Outcome An AHRI RPL Assessor will assess your RPL submission. You will receive an RPL assessment outcome from the RPL Assessor through the Education portal within 4 weeks of submitting your RPL portfolio of evidence. If you are required to submit further evidence to support your skills and knowledge, the RPL Assessor will discuss these requirements with you.. You will be required to provide any additional evidence with five (5) working days. Step 5: Enrol in Unit 4 Should you be granted RPL across all 3 units of the APC program you will be eligible to enrol in the Unit 4 Capstone: Applied Project in Organisational Capability. 5 Page

6 SECTION 1: PERSONAL INFORMATION CANDIDATE INFORMATION Title: Title First Name: First Name Surname: Surname AHRI member number (if applicable): Member Number D.O.B: DOB Mobile: Mobile Work: Work Home: Home Street address: Address Suburb: Suburb Postal code: Postcode State: State SECTION 2: RPL ELIGIBILITY AND UNIT SELECTION The main eligibility criterion is that candidates have a minimum of six years in a Human Resources generalist role. This requirement is explained in the Eligibility Checklist below. Prior to submitting an RPL application you should take the time to review the APC program content to determine whether it would be more suitable for you to study the full APC program. The APC program content reflects contemporary HR practice and you may find it worthwhile to undertake the full study program even if you have prior HR experience. A number of experienced HR practitioners choose the full study path to broaden and update their HR knowledge and experience. 6 Page

7 Self assessment Checklist Self assess your eligibility for RPL against each of the criteria before applying for an AHRI Eligibility check: ELIGIBILITY CRITERIA 1. AHRI membership I am a current AHRI member. 2. Work experience I can provide a brief professional summary to demonstrate that I have a minimum of six years in a Human Resources generalist role. Candidates who are eligible to apply for an RPL pathway will need to have completed a minimum of six years in a Human Resources generalist role. Generalist roles are those which require the HR professional to address all aspects of HR and the employment lifecycle. HR generalists are required to have a broad knowledge of HR and people matters and be able to turn their hand to different aspects of HR from planning to recruitment, performance management to termination, reporting to evaluation. Note: You will be required to provide a brief professional summary (approx. 150 words) outlining your HR generalist experience to support your application as part of the next step of the RPL application process. 3. CV I can provide my Curriculum Vitae (CV) as supporting evidence. Note: You will be required to provide your CV for assessment as part of the next step in the RPL application process i.e. AHRI eligibility check. 4. Professional referees I have two professional referees that can support my RPL application and that can verify my performance and the evidence that I present. 5. Supervisor/manager verification My supervisor/direct manager can provide verification of my skills and knowledge based on (i) their observation of my performance; and, (ii) workplace evidence presented. 6. Work based evidence I have sufficient, valid and current workplace evidence* to demonstrate my knowledge, skills and behaviours against the learning outcomes for the following units: (Note: Refer to Section 4: Workplace Evidence for details of APC unit learning outcomes.) Unit 1: The Strategic HR Professional Unit 2: The HR Organisational Environment Unit 3: Workforce Design, Development and Performance *Evidence, for the purposes of RPL, is explained in Section 4 of this document. 7 Page

8 If your self-assessment indicates that you are eligible for RPL (i.e. you were able to tick all the boxes in the Eligibility Checklist above), you should apply for an AHRI RPL Eligibility Check by submitting the following documents: Your current CV A brief professional summary that demonstrates your 6+ years generalist HR experience Any relevant academic transcripts RPL UNITS Based on the results of your RPL eligibility assessment, please select the units for which you wish to obtain RPL. Unit 1: The Strategic HR Professional Unit 2: The HR Organisational Environment Unit 3: Workforce Design, Development and Performance SECTION 3: PROFESSIONAL REFEREES Please supply (2) two persons (e.g. suitable colleagues, managers/supervisors or clients or industry representatives) who can support your RPL application and are willing and available to be contacted to verify the information provided. Professional Referee 1 Name: Position: Organisation: Phone Number: Address: Professional Referee 2 Name: Position: Organisation: Phone Number: Address: CONFIDENTIALITY AHRI guarantees to handle any information related to RPL candidates and their collection of workplace evidence with sensitivity and confidentiality. We advise that you obtain permission from your supervisor to use the evidence and that you check the privacy and confidentiality policies of the organisation. If there is confidential information that cannot be included as work evidence, please remove sensitive names and figures and mark documents as confidential and not to be photocopied or scanned. 8 Page

9 SECTION 4: WORKPLACE EVIDENCE Instructions for completion For each APC Program unit, you will need to provide: (a) A portfolio of evidence that demonstrates your competency in relation to the learning outcome; and (b) A personal statement that outlines your workplace experience in relation to the learning outcome. What constitutes appropriate evidence? A portfolio of evidence is a formal collection of documentary evidence of the skills and knowledge that you have obtained during your learning, your career experience, unpaid work, relevant personal interests, and professional development. The more current the evidence, the more useful it is for the purposes of your application for Recognition of Prior Learning. Consider the following ideas for suitable evidence: Workplace documents o Project or work activity reports: documents, photographs or audio-visual recordings of activities conducted o Logbooks, or portfolios describing work history, key responsibilities, current skills, and other relevant experience o Industry or merit awards o Position descriptions (job specifications) o Employment contracts which detail your job specifications o Professional development plans o Performance appraisals performance management documents o Media articles: about you in the workplace, or the projects or the teams o Work documents which provide evidence of skills. e.g. journals or diaries, work notes, s or correspondence written by you, minutes of meetings relating to your duties, completed worksheets, attendance records, budgets. Documentary evidence for skills obtained through unpaid or voluntary work o Relevant voluntary work: e.g. you may be a volunteer in a community-based organisation relevant to the provision of human resource functions o Relevant experiences in community organisations or professional bodies, e.g. you may have been on industry committees, councils or working parties. Certificates, formal qualifications, internal training: Evidence of courses or training completed. These could be certificates, diplomas or degrees, diplomas or certified transcripts of grades and subjects/courses undertaken (certified statements of results). These may have been gained through formal training, or internal training within an organisation. Workshop, conference or training programs: certificates of attendance, handouts etc. that confirm your attendance as a participant, or role as a facilitator. Third party evidence o Third party reports or testimonials: Another person may be able to write a detailed description of your competencies in the workplace. Your RPL Assessor may request that third party reports are certified by an authorised person, or accompanied by a statutory declaration, signed and witnessed appropriately. o Feedback or letters of appreciation from clients or partners or employers 9 Page

10 o o o Supporting documents: s or letters of support from employers, colleagues or community groups Membership of professional associations Referees: suitable colleagues, managers/supervisors, or clients or industry representatives who are willing to be contacted to verify the information provided. Note: An item of evidence may be applicable to more than one learning outcome. What is a personal statement? A personal statement should be provided for each learning outcome. A personal statement is: A brief explanation of how your workplace experience and the functions you carry out in your role relate to the learning outcomes of the unit, i.e. you should reflect on your knowledge and application of skills. A reflection on your HR capability with direct reference to your demonstrated HR competencies and professional behaviours within the AHRI Model of Excellence. This will help AHRI determine your preparedness to undertake the unit 4 capstone: Applied project in organisational capability. Examples of appropriate evidence There are three (3) types of evidence relevant to your RPL application: Direct evidence Indirect evidence Personal statements Anything that you have either produced yourself or for which you have been primarily responsible. This could include: Work samples or workplace documentation Spreadsheets you have developed Project documentation showing your role and tasks managed by you Operational policies, procedures, processes developed by you Record keeping systems Job specifications/position descriptions developed by you Videos or photographic evidence of your work Correspondence (letters, memos and s) you have written Work reports you have produced Anything gathered from others about you. These are NOT references: The information contained in this type of statement must be relevant to the specific learning outcomes of the unit/s. This could include: Workplace supervisor references Letters of appreciation from clients or work colleagues Performance management reports Minutes of meetings which contain information on your participation and performance in specific activities Third party reports which could include statements from other people, such as managers, customers or colleagues to support your claim for RPL Written by you to support your claim for RPL Personal statements explaining how your own work situation or industry sector experience matches the learning outcomes. This will assist the RPL Assessor to gain an understanding of the context (situations and circumstances) in which you carried out the work. 10 Page

11 Validity, currency, authenticity and veracity of evidence When collecting and selecting evidence to support your claim for RPL, please consider the following to ensure the quality of your evidence: VALIDITY OF EVIDENCE Is the evidence sufficiently relevant to the APC unit learning outcomes and the AHRI Model of Excellence? The evidence you provide must be relevant to the learning outcomes of the units and must reflect the skills and knowledge requirements of the learning outcomes. This means that the evidence you collect relates to the specific learning outcome and it demonstrates how you have met the learning outcomes for which you are seeking RPL. Evidence that does not match the learning outcomes will be deemed as invalid evidence. CURRENCY OF EVIDENCE Can the assessor be confident that the candidate can perform to the standard demonstrated by the evidence? Currency of your skills and knowledge is critical in RPL assessment. This means that your workplace evidence must be from the present or the very recent past. Workplace evidence that is older than three years must be supported by up-to-date evidence of the candidate s continued application of the relevant skills and knowledge. AUTHENTICITY OF EVIDENCE Can the assessor be confident that they are looking at the candidate s own work? Evidence presented for assessment must be the candidate s own work and not that of another person. SUFFICIENCY OF EVIDENCE Have I provided enough evidence to effectively demonstrate my competency? You should ensure that you have provided enough evidence to cover all aspects of competency (i.e. task skills, task management skills, contingency skills and job/role environment skills) as well as provide evidence of competence performance over time. VERIFICATION OF EVIDENCE Evidence provided must be able to be verified. If there is doubt regarding veracity of any evidence, either you or the third party may be contacted to clarify and/or substantiate the evidence and additional evidence may be required to be provided. Please note that any copies of original qualifications, certificates or documents you submit must be certified. 11 Page

12 Unit 1: The Strategic HR Professional Unit 1 description and objectives Unit description This unit provides an overview of the HR profession, it examines management theory, historical practices and continuous research behind the competencies required of today's HR professionals. Participants will consider the value of strategic HR practices to organisational performance and how they are measured. This unit will enable students to: Apply contemporary human resource management strategies and practice to achieve organisational objectives Understand the role, core competencies and behaviours required of HR professionals and their impact on the organisation, and employ these competencies and behaviours through an understanding of the organisational context to achieve organisational objectives This unit aims to support the development of the MOE competencies and behaviours to: Ensure your practice as a HR professional is Business Driven through understanding the organisation s context and objectives Practise as an effective Strategic Architect through contributing to organisational strategy translated into HR strategy Influence, as an Ethical and Credible Activist, through the provision of valued insights resulting in the achievement of individual and organisational objectives Act as an Expert Practitioner within your organisation by building, maintaining and applying HR knowledge Practise as a Culture and Change Leader within your organisation by fostering a productive and sustainable organisational culture Unit 1 learning outcomes Note: Make sure that each item of evidence referred to in the Your Evidence section below (and included in your RPL submission as separate documents) clearly identifies which learning outcome it relates to in terms of demonstrating competency, for example, a HR policy that you have developed might be identified as Item 12 - evidence for Unit 1, LO 2 and Unit 3, LO 1. An item of evidence may apply to more than one learning outcome. Unit Learning Outcomes 1. Practise as a HR professional from a sound base of management and theory Personal Statement Explain how your workplace experience and evidence relates to this learning outcome, i.e. reflect on your knowledge and application of skills (with direct reference to the relevant AHRI Model of Excellence competencies and behaviours). Provide some examples of your knowledge around HR theory such as models of HR strategy, motivational theories, behavioural theories, and your knowledge of management theories. Your Evidence Provide /attach suitable workplace evidence that demonstrates competency in relation to this learning outcome. (List name of evidence attached) Provide examples of how you have utilised this knowledge through practical application in your workplace. 12 Page

13 Unit Learning Outcomes 2. Identify strategies and initiatives that can orient an organisation s HR practice towards meeting current and future business challenges 3. Draw on strategic management theories, frameworks and processes, and analyse the organisation s strategic direction and translate into HR strategy 4. Design effective HR strategies and practices which assist the organisation in meeting its strategic objectives and that align with the culture of the organisation 5. Understand the role of the HR professional and underpinning competencies (i.e. skills, knowledge and behaviours) and improve HR competencies by assessing current competencies levels against the AHRI Model of Excellence 6. Draw from a range of change management models to plan, implement and evaluate a change initiative within the organisation 7. Identify suitable HR key performance indicators, evaluation models and tools, and evaluate and report on the value of HR practice in the organisation Personal Statement Explain how your workplace experience and evidence relates to this learning outcome, i.e. reflect on your knowledge and application of skills (with direct reference to the relevant AHRI Model of Excellence competencies and behaviours). Provide a statement that outlines how you identify business challenges and how you incorporate this into your HR practice. Provide a statement that outlines your understanding your organisations or if in a large organisation your business unit strategic direction and how that has influenced your organisations HR Strategy/HR interventions. Provide a statement that describes your understanding of the impacts of culture on an organisation Provide a statement that describes what you think are the essential competencies of HR professionals in today s workplace. Provide a statement that describes your understanding of two theoretical change models that can be utilised to guide change management interventions in an organisation. Provide a statement that outlines the major types of HR metrics that can be utilised in organisations. Your Evidence Provide /attach suitable workplace evidence that demonstrates competency in relation to this learning outcome. (List name of evidence attached) Provide evidence of any HR strategies, policies or HR initiatives that you have developed or implemented as a result of your knowledge of the strategic issues facing your organisation. Provide evidence of any work you have undertaken in enhancing or changing the culture of your organisation. This could be at the organisation, team or individual level. Provide evidence of how you have applied these competencies within your organisation. Provide evidence of how you have applied these change management theories in your organisation. This could be though change management at the organisation, team or individual level. Provide evidence of how you have evaluated HR strategies, or policies or initiatives in your organisation outlining the HR metrics that you use to support your evaluation. 13 Page

14 Unit 2: The HR Organisational Environment Unit 2 description and objectives Unit description This unit explores the factors that influence the operating environment of an organisation and their impact on strategic planning and strategic objectives. The unit investigates the ways in which human resource management contributes to organisational strategy through understanding the organisational context and organisational objectives in order to develop and implement a HR strategy which supports achievement of organisational capability. Participants explore how they can build a business case for a HR initiative as part of business strategy. The unit also examines the employment relations legislative framework in which Australian businesses operate. This unit will enable students to: Understand the impact of organisational context on the development and implementation of HR strategy in order to deliver organisational objectives Establish and foster relationships and partnerships with key stakeholders to build organisational capability Contribute to a fair, safe, ethical and diverse workplace through the application of contemporary employment law and practices This unit aims to support the development of the MOE competencies and behaviours to: Ensure your practice as a HR professional is Business Driven through understanding the organisation s context and objectives Practise as an effective Strategic Architect through contributing to organisational strategy translated into HR strategy Build and foster relationships and partnerships with key stakeholders as a Stakeholder Coach and Mentor to ensure organisational capability Act as an Expert Practitioner within your organisation by building, maintaining and applying HR knowledge Practise as a Culture and Change Leader within your organisation by fostering a productive and sustainable organisational culture 14 Page

15 Unit 2 learning outcomes Note: Make sure that each item of evidence referred to in the Your Evidence section below (and included in your RPL submission as separate documents) clearly identifies which learning outcome it relates to in terms of demonstrating competency, for example, a HR policy that you have developed might be identified as Item 12 - evidence for Unit 1, LO 2 and Unit 3, LO 1. An item of evidence may apply to more than one learning outcome. Unit Learning Outcomes 1. Evaluate the strategic competitiveness of the business, drawing on their understanding of their organisation's context including the industry, operating environment, market position, exposure to trends in the operating environment, and their business model 2. Prepare a business case to support the contribution of HR to achieving the business strategy by analysing their organisation's strategic objectives and developing appropriate HR strategies 3. Identify and assess the effect of stakeholder interests on HR practices, engage stakeholders in HR activity and promote the value of the HR function to stakeholders 4. Articulate within the organisation the employment law and legal requirements with which the business must comply, and integrate these requirements into HR and organisational practice Personal Statement Explain how your workplace experience and evidence relates to this learning outcome, i.e. reflect on your knowledge and application of skills (with direct reference to the relevant AHRI Model of Excellence competencies and behaviours). Provide a statement that outlines your understanding of the major issues facing your organisation such as those arising from the Political, Economic, Social, Technological, Legal or Environmental operating context of your organisation. What is impacting its ability to its products or services. Provide a statement of your understanding of the major elements of a business case to secure support for a HR intervention. Provide a statement that describes the major stakeholders in your organisation that impact on your work. These could include customers/recipients of HR services, suppliers, executive, managers or shareholders etc. Provide a statement that describes the legal and compliance requirements impacting on your organisation. Your Evidence Provide /attach suitable workplace evidence that demonstrates competency in relation to this learning outcome. (List name of evidence attached) Provide evidence of HR strategies, or policies or HR initiatives that you have developed or implemented as a result of this knowledge. Provide evidence of business cases that you have developed to secure resources or support from your organisation for any HR strategies, or policies or HR initiatives. Provide evidence of how you have worked with major stakeholders to influence their views or gain support for your HR practice or initiatives. Provide evidence of how you have utilised this knowledge to address a major HR risk in your organisation. 15 Page

16 Unit 3: Workforce Design, Development and Performance Unit 3 description and objectives Unit description This unit addresses the HR competencies required for responding to challenges in workforce design, development and performance management to meet organisational objectives. The unit examines efficient processes for job analysis and design, attraction, recruitment, development, performance management, retention, and reward and remuneration strategies. Participants will learn how to plan, implement and evaluate these strategies using appropriate HR management strategies and processes. This unit will enable students to: Contribute to workplace design and implementation processes and systems that will assist their organisation in meet its strategic objectives through managing changing workplace needs and workforce structures attributes Analyse competencies, undertake job analysis, build job descriptions and person specifications and design jobs that meet the strategic business needs of their organisation Choose the most effective methods and models to address a competitive job market and lead their organisation in attracting, recruiting, selecting and retaining talent Analyse key performance management models and determine common advantages and disadvantages of these models Utilise and adapt a performance model suitable for their organisation s purposes that managers can use to communicate about and improve employee performance Identify problems and concerns that managers and employees may face in participating in performance management processes and provide strategies to address these problems and concerns Design and manage reward and remuneration strategies to motivate employees in meeting strategic objectives, and to partner with line managers in implementing these strategies Examine types and applications of human resources information systems (HRIS) to understand and contribute to HRIS requirements for their organisation This unit aims to support the development of the MOE competencies and behaviours to: Practice as a HR professional is Business Driven through understanding the organisation s context and objectives Practise as an Strategic Architect through contributing to organisational strategy translated into HR strategy Act as an Expert Practitioner within your organisation by building, maintaining and applying HR knowledge Practise as an effective Workforce and Workplace Designer by designing a workplace that sustains a capable workforce through: o o o o o Aligning the workforce profile to meet the needs of the organisation Designing a productive, sustainable and engaging workplace that integrates work and life Attracts, retains, develops, engages, supports and rewards a talented and capable workforce Constructs and designs jobs which match the needs of the organisation, individual employee capabilities, their aspirations and motivations Utilises workforce analytics to identify strategic and operational workforce requirements 16 Page

17 Unit 3 learning outcomes Note: Make sure that each item of evidence referred to in the Your Evidence section below (and included in your RPL submission as separate documents) clearly identifies which learning outcome it relates to in terms of demonstrating competency, for example, a HR policy that you have developed might be identified as Item 12 evidence for Unit 1, LO 2 and Unit 3, LO 1. An item of evidence may apply to more than one learning outcome. Unit Learning Outcomes 1. Design and develop workforce planning strategies that facilitate a sustainable workplace and a capable workforce 2. Utilise workforce analytics to identify and evaluate strategic and operational workforce requirements 3. Apply human resources strategies to attract, develop and retain a capable workforce 4. Establish and implement performance and reward frameworks and systems that ensure a productive workforce Personal Statement Explain how your workplace experience and evidence relates to this learning outcome, i.e. reflect on your knowledge and application of skills (with direct reference to the relevant AHRI Model of Excellence competencies and behaviours). Provide a statement that outlines your understanding of workforce planning. Provide a statement that outlines the major HR metrics that should be collected to aid your capacity to plan for the future workforce requirements of your organisation. Provide a statement that outlines your understanding of what types of HR strategies or policies or HR initiatives that could be implemented to attract, develop and retain a capable workforce. Provide a statement that outlines your understanding of what types of HR strategies or policies or HR initiatives that could be implemented to ensure you have a productive workforce in your organisation. Your Evidence Provide /attach suitable workplace evidence that demonstrates competency in relation to this learning outcome. (List name of evidence attached) Provide evidence of any attraction and/or retention strategies or policies or HR initiatives that you have developed or implemented to address a key skills gap in your organisation. Provide evidence of any performance management, reward management strategies or policies or initiatives that you have developed or implemented to increase the productivity of the workforce in your organisation. 5. Understand and anticipate the impact of social, technological, economic and demographic changes on an organisation Provide a statement that outlines the major issues you think impact on the workforce of the future. Provide evidence of any HR strategies or policies or HR initiatives that you have developed or implemented to address these issues. 17 Page

18 SECTION 5: THIRD PARTY VERIFICATION Candidate Information Candidate Name: Dates you worked with the candidate: Supervisor/s Name/s: Position Title/s: Organisation: Candidate Name From: Date To: Date. Supervisor Name Job Title Organisation Contact No.: Phone Program: AHRI Practising Certification Program Please tick the units which are being verified Unit 1: The Strategic HR Professional Unit 2: The HR Organisational Environment Unit 3: Workforce Design, Development and Performance I hereby verify, based on my observation of the candidate s performance and workplace evidence presented, that the evidence is the candidate s own work and that it demonstrates their skills and knowledge in relation to the relevant unit/s. I understand I may be contacted to verify the candidate s performance and evidence. Third Party Signature/s: Date: 18 Page

19 SECTION 6: PRE-SUBMISSION RPL CHECKLIST Before uploading your RPL application and evidence to the Student Portal, please use this checklist to ensure you have completed all sections. If the information is incomplete, assessment of your RPL application will be delayed until the required information is received. If you can place a tick next to all the questions that apply to your skills recognition pathway, you are ready to submit your application and portfolio of evidence. Note: Applications will be returned unassessed if all specified evidence is not included. Section 1: Personal Information Candidate information is complete. Section 2: RPL Eligibility and Unit Selection I have completed the RPL Eligibility Checklist. I have selected the units for which I wish to obtain RPL. I have attached my current CV and a brief professional summary. Section 3: Professional Referees I have provided two professional referees that can support my RPL application and that can verify my performance and the evidence that I have provided. Section 4: Workplace Evidence Unit 1: The Strategic HR Professional I have identified and provided workplace evidence for each learning outcome. I have ensured that the workplace evidence I am submitting is current and relevant. I have provided a concise explanation of how my workplace experience addresses the learning outcomes of the unit (i.e. completed personal statements for each of the learning outcomes). I have reflected on my HR capability to ensure I am well prepared and ready to undertake the Unit 4 Capstone. Unit 2: The HR Organisational Environment I have identified and provided workplace evidence for each learning outcome. I have ensured that the workplace evidence I am submitting is current and relevant. I have provided a concise explanation of how my workplace experience addresses the learning outcomes of the unit (i.e. completed personal statements for each of the learning outcomes). 19 Page

20 I have reflected on my HR capability to ensure I am well prepared and ready to undertake the Unit 4 Capstone. Unit 3: Workforce Design, Development and Performance I have identified and provided workplace evidence for each learning outcome. I have ensured that the workplace evidence I am submitting is current and relevant. I have provided a concise explanation of how my workplace experience addresses the learning outcomes of the unit (i.e. completed personal statements for each of the learning outcomes). I have reflected on my HR capability to ensure I am well prepared and ready to undertake the Unit 4 Capstone. Section 5: Third Party Verification I have ensured my Third Party Report has been signed by my employer. STUDENT DECLARATION STUDENT DECLARATION I have fulfilled all requirements required to be eligible for consideration. To the best of my knowledge, the information given in this application is correct and complete. I understand that submitting false or misleading information may result in any offer of a place withdrawn at any stage, including after a course has commenced. I understand that the AHRI reserves the right to vary or reverse any decision made on the basis of incorrect or incomplete information. I understand and authorise AHRI to contact my third party workplace sponsor if required to verify my skills, knowledge and workplace evidence. PRIVACY STATEMENT AHRI is concerned with the protection of your privacy. We support the Australian Privacy Principles (APPs) in the Privacy Act 1988 (Cth), as amended. AHRI collects and stores your personal information for the purposes of providing membership services, education and training programs. AHRI may use your details to promote products and services in the form of communications and/or other types of communication. reception@ahri.com.au if you would prefer not to receive communications from AHRI. To view AHRI s full privacy policy visit I agree to the above mentioned Student Declaration Full Name: Name Date: Date 20 Page

21 AUSTRALIAN HR INSTITUTE Level 4, 575 Bourke Street Melbourne, VIC 3000 Student Support E studentsupport@ahri.com.au ahri.com.au/education 21 Page