PUAMAN003 — Manage human resources

1 Lead and motivate people

• 1.1Goals, personnel and teams to optimise achievement in work tasks are established and agreed
• 1.2Advice and support sensitive to the individual’s needs is provided to personnel in the performance of their duties
• 1.3Activities are undertaken to achieve commitment to common goals
• 1.4Initiative and innovation are recognised and encouraged
• 1.5Achievements are recognised and communicated within the organisation

2 Undertake human resource planning

• 2.1Human resource needs are determined and/or reviewed within anticipated operational needs and allocated budget
• 2.2Alternatives for staffing levels which clearly demonstrate returns to the organisation are analysed
• 2.3Contingency plans for staffing which meet key provisions of the human resource plan are developed
• 2.4Existing competencies of staff are compared with the needs of the organisation and/or work group
• 2.5Staffing levels are planned and negotiated with stakeholders within the organisational framework to achieve maximum efficiency of operations

3 Develop and facilitate performance

• 3.1Performance criteria are negotiated and agreed upon with individuals, teams and work groups
• 3.2Performance criteria are reviewed as circumstances change
• 3.3Performance appraisal is conducted, based on clearly established and agreed performance criteria
• 3.4Strategies to rectify performance shortfalls and recognise success are identified
• 3.5Performance problems are addressed confidentially and in a constructive and timely manner, in accordance with organisational procedures
• 3.6Selections, transfers and promotions are made, in accordance with organisational policies and are supported with documented information
• 3.7Mechanisms are developed and implemented for the identification of human resource development needs within the work group and/or organisation taking into account the strategic plan for the organisation

4 Facilitate training, educational and development opportunities

• 4.1Information on planned training events is made available throughout the organisation
• 4.2Training, educational and development plans are included as part of an individuals and/or team performance plan
• 4.3Individual and/or team access to and participation in training, educational and development opportunities is facilitated
• 4.4Coaching and mentoring strategies are used to develop personnel in an environment of change
• 4.5Training, educational and development opportunities to enhance individual, team and organisational performance are identified

5 Develop and implement issue resolution and grievance procedures

• 5.1Problem solving and/or issue resolution procedures are established within legislative requirements and organisational guidelines
• 5.2Grievances and complaints are managed in a timely and caring way to optimise likelihood of a favourable outcome for all parties, in accordance with organisational policies and procedures
• 5.3Individual rights and obligations under industrial awards and/or agreements and legislation are documented and communicated in a clear and concise manner using appropriate language
• 5.4Hearings, interviews and meetings are conducted within the principles of industrial democracy and are participative and use consultative processes
• 5.5Relevant industrial parties are identified and invited to participate in the resolution process

6 Manage disciplinary matters

• 6.1Disciplinary matters are implemented, in accordance with organisational policies and procedures
• 6.2Investigations are conducted in a caring and confidential manner to maintain performance and morale
• 6.3Feedback is provided promptly
• 6.4Appeals processes are instituted, in accordance with organisational policies and procedures
• 6.5Deficiencies in procedures are recognised and recommendations for change are made

What does an assessment tool for PUAMAN003 need to cover?

To satisfy the Principles of Assessment and Rules of Evidence, an assessment for PUAMAN003 needs to address all 66 unit components: 6 elements with 32 performance criteria, 20 performance evidence requirements, 14 knowledge evidence requirements, and the foundation skills. A coverage matrix mapping each question and task to these components is what an auditor looks for.

How does Auditori generate an assessment tool for PUAMAN003?

Auditori pulls the current release of PUAMAN003 from training.gov.au and generates a complete package: candidate assessment, assessor guide with model answers and observation criteria, and a coverage matrix mapping every component. A suitably qualified person then reviews and approves the draft in a built-in workflow — consistent with ASQA's guidance on AI use in VET — before export as branded PDF and editable Word.

Is the first assessment tool really free?

Yes. Every new account includes one free credit — enough to generate the complete assessment tool for PUAMAN003 — with no card and no subscription required. After that it's pay-as-you-go per unit.

Can I check my existing PUAMAN003 assessment instead of generating a new one?

Yes — upload your existing assessment or learner guide and Auditori maps it against every element, performance criterion, PE and KE of PUAMAN003, showing exactly what's covered and what's missing. Mapping costs a quarter of a credit.