Skills Check: Self-Assessment
BSBLED710A Develop human capital
Before you begin accessing the resources provided here, it may be very useful for you to self-assess your skills and knowledge. When you carry out
this check, you will be looking closely at each of the Elements and performance criteria in this Unit of competency to establish if you already can
achieve the standard of competency required through attainment of the relevant skills and knowledge. This will also assist isolate which skills and
knowledge you will need to work towards achieving, i.e. your competency gap. It may also inform your decision as to whether you may be eligible for
Recognition of Prior Learning (RPL). An RPL and Assessment Guide for this course and unit will be available from the course coordinator or the RTO
manager.
Work through the steps below when considering your skills, knowledge and experience.
1. List your skills, knowledge and experience (generic and specialist).
2. Match your skills, knowledge and experience against the unit’s elements (and work out if there are gaps in your skills, knowledge and
experience).
3. Prioritise and plan your learning.
To view the full text of this Unit of competency, go to: http://www.training.gov.au or the RPL and Assessment Guide.
Skills Check: BSBLED710A Develop human capital
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Step 1: List your skills, knowledge and experience
Think about the different workplaces you have worked in, when and the type of work you did.
Tips: Be sure to include workplaces that are not necessarily related to the industry you are currently working in as well as experiences in places
outside of the paid workforce.
As you list your skills and knowledge, you’ll find it useful to have your résumé and/or any documents such as letters of reference that contain
information about your experience. Summarise your overall experience.
Workplace and period
Type of work
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Skills, knowledge and experience
Step 2: Match your skills, knowledge and experience against the Elements of competency
Using the tables below, work out your skills and knowledge gap in relation to each Element of competency for this unit: BSBLED710A Develop human
capital. Begin by reading each performance criteria in the first column and reflect on what it means, using the information provided in the second
column. Then reflect on whether you have demonstrated the skills and knowledge required by the performance criterion. If you do have skills and
experience directly related to the performance criterion, note examples (of qualifications, training, experience, etc).
You may find that you have not ticked all or some of the performance criteria. This gives you an indication of where your skills gaps lie. You will need
to go to the Study Guide and resources relevant to the Element you need help with. As you work through a Study Guide activities access the
readings, textbook and other resources (video, etc.) to support your learning.
If you find that you have said ‘Yes, I do have the skills/knowledge’ for all of the performance criteria, then you may not need to work through the Study
Guide. You will then need to decide whether you should go directly to close gaps or undertake the assessment tasks. You may even prepare an RPL
assessment.
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Element 1: Identify human capital
Performance criteria
1.1. Analyse and evaluate the principles
of human capital theory and
concepts
What this could mean…
Evidence relating to this performance
criterion
I have the
skills/
knowledge
Human capital is the:
□with guidance □independently □lead others
□ Yes □ No

capital asset value of knowledge vested in the individual that can be
deployed to maximise organisational and industry competitiveness
□with guidance □independently □lead others
1.2. Assess the factors involved in the
formation of human capital
1.3. Determine the capital asset value of
human resources in an organisation,
an industry or a region
1.4. Determine the relationship between
human capital and organisational
requirements


Evidence:
Evidence:
Capital asset value is the:

determination of the value a business may derive from any stock of
assets it owns, which can be deployed to create income, or from
which interest and future value can be derived
□with guidance □independently □lead others
Organisational requirements may include:

access and equity principles and practices

business and performance plans

collaborative partnerships and arrangements

confidentiality requirements

defined resource parameters

ethical standards

goals, objectives, plans, systems and processes

legal and organisational policies, guidelines and requirements

OHS policies, procedures and programs

organisational sociocultural circumstances and issues (for example,
within Indigenous organisations)

quality and continuous improvement processes and standards

quality assurance and procedures manuals

recording and reporting procedures
□with guidance □independently □lead others
Evidence:
Evidence:
□ Yes □ No
□ Yes □ No
□ Yes □ No
If you do not meet the requirements for this element move ahead to complete your Study Guide and access the relevant resources.
Your leadership — if you feel confident you meet the requirements for this element, and begin preparing or gathering evidence for an RPL
application or assessment.
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Element 2 Consult on the advantages of human capital development
Performance criteria
2.1. Develop and prioritise strategies for
deploying human capital
development strategies to support
the organisation training needs
profile in consultation with key
stakeholders
What this could mean…
Evidence relating to this performance
criterion
I have the
skills/
knowledge
Organisation training needs profile may include:

areas where staff may require further development linked to the
organisation’s goals and reflect:

age profile

composition – full-time, part-time, casual

formal education and training backgrounds

gender ratio

language and cultural backgrounds

occupational groups

organisational change programs

roster and shiftwork arrangements
Key stakeholders may include:

customers

instructional designers

instructors

learners

management and staff

members of the public

peers

public agencies, especially regulators

suppliers and learning partners
□with guidance □independently □lead others
□ Yes □ No
□with guidance □independently □lead others
2.2. Negotiate with key stakeholders on
opportunities for collaborative
human capital development projects


Evidence:
Evidence:
□ Yes □ No
If you do not meet the requirements for this element move ahead to complete your Study Guide and access the relevant resources.
Your leadership — if you feel confident you meet the requirements for this element, and begin preparing or gathering evidence for an RPL
application or assessment.
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Element 3 Develop and monitor human capital development
Performance criteria
3.1. Complete human capital needs
analysis and development planning
according to organisational
requirements
3.2. Analyse and interpret information
and data on human capital gaps and
forecasts
3.3. Implement options and strategies to
develop, attract and retain talent
What this could mean…
Evidence relating to this performance
criterion
I have the
skills/
knowledge
Human capital needs analysis is the:

determination of the gap between the human capital an individual,
group, organisation or wider grouping (e.g. society or industry)
requires as opposed to what is currently available
□with guidance □independently □lead others
□ Yes □ No
Information and data analysis will usually occur through deployment of
information technology and data applications able to assess human
capital using analysis methods such as:

data sampling

feedback on results

peer review

qualitative and quantitative processes

review of previous research

statistical analysis
Options for the purposes of human capital development planning may
include:

availability of resources, such as financial resources, and
information technology and systems

consultancy services

developing in-house capacity to meet identified needs

identifying training or assessment organisations to meet needs

identifying specific units of competency, Australian Qualifications
Framework (AQF) qualifications or skill sets to meet needs

time lines

urgency
□with guidance □independently □lead others
Evidence:
Evidence:
□with guidance □independently □lead others
Evidence:
□ Yes □ No
□ Yes □ No
Talent concerns the:

total potential an individual brings to an organisation within both
current and future contexts
3.4. Implement options and actions to
optimise asset value of human
resources in relation to
organisational strategic imperatives
□with guidance □independently □lead others
3.5. Determine talent and develop the
potential of human capital required
to meet organisational requirements
□with guidance □independently □lead others
Evidence:
Evidence:
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□ Yes □ No
□ Yes □ No
3.6. Promote the capacity of the
organisation, team and individual
employees to achieve strategic and
personal advantage through effort to
develop human capabilities


Capacity includes:

all innate and explicit competencies and capabilities able to be
deployed to achieve desired outcomes in both current and future
contexts
□with guidance □independently □lead others
Evidence:
□ Yes □ No
If you do not meet the requirements for this element move ahead to complete your Study Guide and access the relevant resources.
Your leadership — if you feel confident you meet the requirements for this element, and begin preparing or gathering evidence for an RPL
application or assessment.
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