BSBHRM403 Support performance-management processes

This unit describes the skills and knowledge required to assist in the effective implementation of a performance management system and to facilitate employee performance.

It applies to human resource officers, or people in similar roles, who work under the direction of a human resource manager.

1. Review performance management infrastructure
2. Promote performance management system
3. Recommend improvements to performance management system in response to collated data

• promote the implementation of the performance management system and analyse its strengths and weaknesses
• provide advice and information to employees on the benefits of effective performance management, and how it links with performance development
• review the performance management system
• make recommendations for improvement

• key elements and purposes of performance management processes, and their contribution to organisational objectives and the human resource cycle
• strengths and weaknesses of a performance management system
• rewards and incentives schemes
• warning systems and grievance procedures

BSBWHS401 Implement and monitor WHS policies, procedures and programs to meet legislative requirements

This unit describes the skills and knowledge required to implement and monitor an organisation’s work health and safety (WHS) policies, procedures and programs in the relevant work area in order to meet legislative requirements.

It applies to individuals with supervisory responsibilities for implementing and monitoring the organisation’s WHS policies, procedures and programs in a work area. These individuals have a broad knowledge of WHS policies and contribute well developed skills in creating solutions to unpredictable problems through analysis and evaluation of information from a variety of sources. They provide supervision and guidance to others and have limited responsibility for the output of others.

1. Provide information to the work team about WHS policies and procedures
2. Implement and monitor participation arrangements for managing WHS
3. Implement and monitor organisational procedures for providing WHS training
4. Implement and monitor organisational procedures and legal requirements for identifying hazards and assessing and controlling risks
5. Implement and monitor organisational procedures for maintaining WHS records for the team

• explain clearly and accurately to work team the relevant work health and safety (WHS) information including:
  • WHS legislative and organisational requirements
  • identified hazards and outcomes of risk assessment and control
• ensure that the team has access to information about WHS policies, procedures and programs in appropriate structure and language
• implement and monitor procedures according to organisational and legislative WHS requirements including:
  • consultation and communications to enable team members to participate in managing WHS risks and hazards
  • identifying WHS training needs and providing learning opportunities, coaching and mentoring as appropriate to needs
  • identifying, reporting and taking action on WHS hazards and risks
  • identifying and reporting inadequacies in existing risk controls and monitoring outcomes to ensure a prompt organisational response
  • reporting on the cost of WHS training
• keeping WHS records
• analysing aggregate WHS data to identify hazards and monitor risk control procedures in work area

• legal responsibilities and duties of managers, supervisors, persons conducting businesses or undertakings (PCBUs) and workers in relation to WHS risk management in the workplace
• key provisions of relevant WHS Acts, regulations and codes of practice that apply to the business and outline how they apply in the work area
• organisational policies and procedures relating to hazard identification, risk management, fire, emergency and evacuation, incident investigation and reporting
• importance of effective consultation mechanisms in managing health and safety risks in the workplace
• how the hierarchy of control applies in the work area

BSBWRK411 Support employee and industrial relations procedures

This unit describes the skills and knowledge required to communicate and implement industrial relations policies and procedures to effectively represent organisations/employers. It applies to individuals who work in support positions, assisting others in dealing with industrial relations conflicts and issues. Topics:

1. Communicate and implement organisation’s industrial relations policies and procedures
2. Assist in minimising industrial relations conflict
3. Enhance industrial relations

• locate information required to identify relevant legislation, agreements, policies and procedures in relation to industrial matters
• use effective communication techniques to support the resolution of workplace grievances and conflicts
• provide accurate written and oral advice about industrial matters
• use strategies to monitor and gather feedback on the implementation of industrial relations policies and procedures

• relevant industrial relations policies and procedures
• grievance resolution policy and procedures
• relevant legislation, codes of practice and national standards
• relevant state/territory and federal industrial relations systems
• sources of expert advice

BSBLDR402 Lead effective workplace relationships

This unit defines skills, knowledge and outcomes required to use leadership to promote team cohesion. It includes motivating, mentoring, coaching and developing the team and forming the bridge between the management of the organisation and team members.

This unit applies to team leaders, supervisors and new or emerging managers where leadership plays a role in developing and maintaining effective workplace relationships. It applies in any industry or community context.

At this level, work will normally be carried out within routine and non-routine methods and procedures, which require planning and evaluation and leadership and guidance of others.

1. Collect, analyse and communicate information and ideas
2. Develop trust and confidence as leader
3. Develop and maintain networks and relationships
4. Manage difficulties into positive outcomes

• access and analyse information to achieve planned outcomes
• apply techniques for resolving problems and conflicts and dealing with poor performance within organisational and legislative requirements
• review and improve workplace outcomes in consultation with relevant personnel
• adjust interpersonal style and communications to respond to cultural and social diversity
• apply relationship management and communication skills with a range of people that:
  • demonstrate integrity, respect, empathy and cultural sensitivity and promote trust
  • forge effective relationships with internal and/or external people and help to maintain these networks
  • encourage participation and foster contribution of and respect for ideas and feedback
  • provide support to colleagues to resolve difficulties

• examples of how work relationships, and the cultural and social environment, can support or hinder achieving planned outcomes
• techniques for developing positive work relationships and building trust and confidence in a team including interpersonal styles, communications, consultation, cultural and social sensitivity, networking
• impact of legislation and organisational policies on workplace relationships
• range of methods and techniques for communicating information and ideas to a range of stakeholders
• problems solving methods
• methods to resolve workplace conflict
• methods to manage poor work performance
• monitor, analyse and introduce ways to improve work relationships

BSBWRT401 Write complex documents

This unit describes the skills and knowledge required to plan documents, draft text, prepare final text and produce documents of some complexity.

It applies to individuals who work in a range of business environments and are skilled in the creation of reports, information and general promotion documents that are more complex than basic correspondence, memos or forms and that require review and analysis of a range of information sources.

1. Plan documents
2. Draft text
3. Prepare final text
4. Produce document

• plan, draft and finalise complex documents that require review and analysis of a range of information sources
• use business technology to apply formatting, and incorporate graphics
• edit the draft text to ensure accuracy and clarity of information, obtain feedback on the draft and revise the draft, apply the enterprise style guide/house style

• enterprise style guide/house style
• formatting styles and their impact on formatting, readability and appearance of documents
• rules and conventions for written English, as defined by general and specialist sources

BSBRES411 Analyse and present research information

This unit describes the skills and knowledge required to gather, organise, analyse and present workplace information using available systems and sources. This includes identifying research requirements and sources of information, applying information to a set of facts, evaluating the quality and reliability of the information, and preparing and producing reports.

It applies to individuals in roles in which they are required to apply their broad knowledge of the work environment to analysis and research tasks, evaluate information from a variety of sources and apply solutions to a range of predictable and unpredictable problems.

1. Identify reliable sources of research information
2. Analyse and synthesise research information
3. Present research information

• identify research requirements and objectives
• gather, organise and present research information
• communicate effectively with research stakeholders to clarify requirements
• maintain and handle information and documents systematically and securely
• preparing reports on research findings including:
  • recommendations based on the analysis of research information
  • clear and justified assumptions and conclusions
  • use of efficient and reliable research methods
• analyse, evaluate and interpret research information to support organisational activities

• organisational policies and procedures relating to:
  • the access of digital information
  • the storage/transmission of information
  • legal and ethical obligations relating to workplace information
• concepts related to research and analysis including reliability and validity
• research processes and strategies to identify new sources (online and print) of information and efficient and effective use

BSBHRM404 Review human resources functions

This unit describes the skills and knowledge required to undertake research that supports work across a range of human resource functional areas.

It applies to individuals who require a broad understanding of human resource functions, associated policy frameworks and the administrative requirements to support these functions and policies.

1. Research human resources functions
2. Review policy and procedures frameworks
3. Apply ethical framework
4. Analyse human resource metrics
5. Report research outcomes

• prepare reports reviewing key human resource functions applying all ethical, organisational and legislative considerations
• use appropriate technology to collect and analyse workforce data

• key provisions of legal and compliance requirements that apply to the organisation
• relevant organisational policy and procedure frameworks
• relevant ethical parameters
• how information technology can help analyse human resource metrics
• roles and responsibilities of human resource practitioners

BSBHRM505 Manage remuneration and employee benefits

This unit describes the skills and knowledge required to implement an organisation’s remuneration and benefit plans. It incorporates all functions associated with remuneration, including packaging, salary benchmarking, market rate reviews, bonuses and the legislative aspects of remuneration and employee benefits.

It applies to individuals who are human resource managers responsible for overseeing an organisation’s remuneration process.

1. Develop organisation’s remuneration strategy
2. Implement remuneration strategy
3. Review and update remuneration strategy

• develop remuneration strategies for different occupational groups
• manage remuneration and benefits in accordance with all legislative and ethical requirements and operational policies
• apply awards and agreements to remuneration processes
• apply requirements of the Australian Taxation Office in relation to income tax, superannuation reporting, FBT and bonus payments

• remuneration principles or models and approaches
• the ethical practices relating to remuneration and benefits strategies
• various remuneration or employee benefits
• ways to position an organisation an ’employer of choice’
• award structures for industrial agreements
• organisational policies and procedures affecting remuneration strategies
• relevant legislation, regulations and standards that may affect remuneration strategies
• the requirements of the Australian Taxation Office in relation to:
  • income tax
  • superannuation reporting
  • FBT and bonus payments

BSBHRM507 Manage separation or termination

This unit describes the skills and knowledge required to deal with redeployment, resignation, retirement, dismissal and redundancy, including the conduct of exit interviews.

It applies to individuals who take responsibility for overseeing aspects of managing the voluntary and involuntary termination of employment.

1. Develop policies and procedures for separation/termination of employment
2. Manage separation/termination processes
3. Manage exit interview process

• create policies and procedures to manage all aspects of employment termination according to legislative and organisational requirements
• communicate effectively with employees to ensure they are aware of their rights and responsibilities
• ensure staff have an appropriate skill-sets to conduct terminations
• use data from exit interviews to suggest organisational improvements.

• disciplinary procedures
• employment contracts including terms and conditions
• procedures and grounds for dismissal, suspension, voluntary termination, retirement and redundancy
• relevant industrial relations and employee dismissal legislation