AHRI Practising Certification Program Skills Recognition - CT Candidate Guide COPY ONLY

Transcription

1 0 Page APC Skills Recognition CT V4.0 Dec 2015

2 Table of Contents About this guide... 2 What is Credit Transfer?... 2 Compiling your Skills Recognition Portfolio... 2 APC Program Overview... 3 AHRI Model of Excellence... 3 Unit Overviews... 5 Skills Recognition CT - Portfolio Page APC Skills Recognition CT V4.0 Dec 2015

3 ABOUT THIS GUIDE Welcome to the Skills Recognition - Credit Transfer for the AHRI Practising Certification Program. This guide has been prepared to assist you with documenting your evidence requirements in support of your credit transfer application. WHAT IS CREDIT TRANSFER? Credit Transfer recognises formal study that you have previously undertaken and enables you to gain credit in another course. If eligible, your previous post-graduate study in HRM may count towards credits for the units within the APC. COMPILING YOUR SKILLS RECOGNITION PORTFOLIO Please complete the following sections of this guide: SECTION 1 - PERSONAL STATEMENT Part A - Gives you an opportunity to support your claim for recognition by explaining how your own work situation or industry sector experience matches the learning outcomes of each unit of study. Part B - Requests you to reflect on your HR capability to ensure that you are well prepared and ready to undertake the unit 4 capstone: Applied project in organisational capability. SECTION 2 - PROJECT PROPOSAL UNIT 4 CAPSTONE Credit transfer candidates are required to demonstrate preparation and planning for undertaking Unit 4 capstone project prior its commencement. 2 Page APC Skills Recognition CT V4.0 Dec 2015

4 APC PROGRAM OVERVIEW The APC is an industry recognised, postgraduate program 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. The 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: 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 AHRI MODEL OF EXCELLENCE The APC is underpinned by the AHRI Model of Excellence and is designed to give the HR professional 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. The MoE adopts an holistic approach to building organisational capability, focusing on the skills, knowledge and behaviour requirements of an HR professional. i.e. working from the outside to the centre of the model, the HR professional requires the following behaviours, knowledge and skills: Behaviours: I Am a critical and enquiring thinker, solutions driven, future oriented, an influencer, courageous, understanding and caring, collaborative, credible, an issue resolver, professional Knowledge: I Know business driven, strategic architect, ethical and credible activist, expert practitioner Skills: I Do workforce and workplace designer, culture and change leader, and stakeholder coach and mentor. For more information on the AHRI Model of Excellence and description of competencies and behaviours, please visit 3 Page APC Skills Recognition CT V4.0 Dec 2015

5 4 Page APC Skills Recognition CT V4.0 Dec 2015

6 UNIT OVERVIEWS UNIT 1 THE STRATEGIC HR PROFESSIONAL Unit Description This unit will enable students to: This unit aims to support the development of the MOE competencies and behaviours to: 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 professional. Participants will consider the value of strategic HR practices to organisational performance and how they are measured. Practise as an HR professional from a sound base of management and HR theory Identify strategies and initiatives that can orient an organisation's HR practice towards meeting current and future business challenges Draw on strategic management theories, frameworks and processes, and analyse the organisation's strategic direction and HR strategy Design effective HR strategies and practices which assist the organisation in meeting its strategic objectives and that align with the culture of the organisation Understand the role of the HR professional and improve HR competencies by assessing current competency levels against the AHRI Model of Excellence Draw on a range of change management models to plan, implement and evaluate a change initiative within the organisation Identify suitable HR key performance indicators, evaluation models and tools, and evaluate and report on the value of HR practice in the organisation 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 5 Page APC Skills Recognition CT

7 UNIT 2 THE HR ORGANISATIONAL ENVIRONMENT Unit Description This unit will enable students to: This unit aims to support the development of the MOE competencies and behaviours to: 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. 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 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 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 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 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 6 Page APC Skills Recognition CT

8 UNIT 3 WORKFORCE DESIGN, DEVELOPMENT & PERFORMANCE Unit Description This unit will enable students to: This unit aims to support the development of the MOE competencies and behaviours to: 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. 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 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 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 Designing and implementing workforce planning strategies to help the organisation meet its strategic objectives Designing effective workplace processes to recruit, reward, remunerate and retain employees Effective performance management Identifying and meeting human resource development needs Career development initiatives that meet both organisational and employee needs 7 Page APC Skills Recognition CT

9 SKILLS RECOGNITION CT - PORTFOLIO Candidate information Title: Title First Name: First Name Surname: Surname Mobile: Mobile Date of submission: Date 8 Page APC Skills Recognition CT

10 SECTION 1 - PERSONAL STATEMENT Unit 1 The Strategic HR Professional Refer to the above Unit 1 Overview to assist in your completion of this section. Part A: Please explain how your workplace experience and the functions you carry out in your role relate to the learning outcomes of this unit i.e. to reflect your knowledge and application of skills.(250 words) Part B: Reflect on your HR capability to ensure that you are well prepared and ready to undertake the unit 4 capstone: Applied project in organisational capability. i.e. Reflect on your HR competencies and professional behaviours in the Model of Excellence that will help you with your project. (250 words) 9 Page APC Skills Recognition CT

11 Unit 2 The HR Organisational Environment Refer to the above Unit 2 Overview to assist in your completion of this section. Part A: Please explain how your workplace experience and the functions you carry out in your role relate to the learning outcomes of this unit i.e. to reflect your knowledge and application of skills.(250 words) Part B: Reflect on your HR capability to ensure that you are well prepared and ready to undertake the unit 4 capstone: Applied project in organisational capability. i.e. Reflect on your HR competencies and professional behaviours in the Model of Excellence that will help you with your project. (250 words) 10 Page APC Skills Recognition CT

12 Unit 3 Workforce Design, Development & Performance Refer to the above Unit 3 Overview to assist in your completion of this section. Part A: Please explain how your workplace experience and the functions you carry out in your role relate to the learning outcomes of this unit i.e. to reflect your knowledge and application of skills.(250 words) Part B: Reflect on your HR capability to ensure that you are well prepared and ready to undertake the unit 4 capstone: Applied project in organisational capability. i.e. Reflect on your HR competencies and professional behaviours in the Model of Excellence that will help you with your project. (250 words) 11 Page APC Skills Recognition CT

13 SECTION 2 PROJECT PROPOSAL As part of the Skills Recognition process in the APC, candidates are required to demonstrate preparation and planning for undertaking Unit 4 capstone prior to commencement. As a minimum, candidates will have: Identified and selected an organisational capability opportunity or problem / issue to be used as the focus of their work-based project; Met with their organisation sponsor (direct manager or head of human resources) to discuss the potential work-based project and obtained their commitment to support the planning, implementation and evaluation of the project Completed the mandatory sections 1 3 of the Draft Project Proposal form below to assist in obtaining approval for their work-based project concept by their organisation sponsor and demonstrating to their preparedness to undertake the unit 4 capstone. Others sections are optional and will be developed and refined during unit 4. Unit 4 Capstone - Applied project in organisational capability Mandatory Responses: 1. Introduction, context and background: (the problem, issue, opportunity, area for improvement etc., with explicit reference to: chosen topic/s from APC Unit 2 and Unit 3; workplace location and description; your role; the significance of the problem to the organisation or workplace ; how the project is linked to organisational capability. This section should be brief. Append any excess description, background, history etc.) 2. Concept 1.1 Aim: (a concise statement identifying the topic - problem to be solved, issue to be addressed, change to be implemented etc.) 1.2 Objectives of the project: 12 Page APC Skills Recognition CT

14 3. *Sponsor Statement: I am committed to supporting the planning, implementation and evaluation of the organisational capability project Name: Sponsor Name Signature: Optional Responses: Job Title: Sponsor Job Title Stakeholder mapping: This mapping should include the sponsor and any other persons or groups who have an interest in the project or who are impacted by the project. The mapping must be more than just a list, it must identify the stakeholder, their interests and influence and your management plan for them in a structured format. It MUST identify the clients and the project impact on them.) Proposed approach or method for achieving the aim and objectives: (how you go about this will depend on your topic, but as a minimum it must include a literature review to provide material for the evidence-base of your chosen topic from APC Unit 2 or 3. You may also choose to use the logic of the problem solving cycle, action research, formal project methodologies or some other method or technique relevant to your topic). Identify any alternative approaches considered and the reasons for your final choice. Project timetable: (overall plan at the broadest level of the project you will provide a more detailed timetable in the Project Plan) Resource schedule: (people, resources and budget at the broadest level - you will provide more detail in the Project Plan) 13 Page APC Skills Recognition CT

15 Risk management: (a risk minimization plan at the broadest level - you will provide more detail in the Project Plan) Evaluation and dissemination strategy or protocols: (these protocols should include both evaluation of how the project has been conducted as well as evaluation of the product of the project, e.g. the solution developed by the proposal. If you have already identified some potential solutions these can be mentioned in the proposal. Evaluation should address time, cost and quality using SMART measures where possible, dissemination of the outcomes and what was learned from the project should also be mentioned) List of sources consulted for the proposal: (a project proposal would not normally be referenced in reality, however you must provide a list of sources consulted at the end of the proposal for academic assessment purposes. In-text referencing is not required. It is expected that a project management source would be cited here. The list of sources consulted does not count in the word limit) 14 Page APC Skills Recognition CT