BSBHRM506 Manage recruitment selection and induction processes
This unit describes the skills and knowledge required to manage all aspects of recruitment selection and induction processes in accordance with organisational policies and procedures.
It applies to individuals or human resource personnel who take responsibility for managing aspects of selecting new staff and orientating those staff in their new positions. It is not assumed that the individual will be directly involved in the selection processes themselves, although this may well be the case.
Topics:
- Develop recruitment, selection and induction policies and procedures
- Recruit and select staff
- Manage staff induction
Upon successful completion of this unit, you will:
- develop or critically analyse a policy and procedures framework for recruitment, selection and induction
- identify the need for recruitment
- prepare and oversee appropriate documentation required for recruitment
- select and advise job applicants appropriately
- manage the induction process
- comply with relevant legislation and organisational requirements
Demonstrate knowledge of:
- recruitment and selection methods, including assessment centres
- the concept of outsourcing
- the purpose of employee contracts and industrial relations
- relevant legislation, regulations, standards and codes of practice that may affect recruitment, selection and induction
- why terms and conditions of employment are an important aspect of recruitment
- the relevance of psychometric and skills testing programs to recruitment
Nominal hours = 60 hours
BSBWRK520 Manage employee relations
This unit describes the skills and knowledge required to manage employee and industrial relations matters in an organisation. It involves developing and implementing employee and industrial relations policies and plans and managing conflict resolution negotiations.
It applies to those who are authorised to oversee industrial relations and manage conflict and grievances in an organisation. They will have a sound theoretical knowledge base in human resources management and industrial relations as well as current knowledge of industrial relations trends and legislation.
Topics:
- Develop employee and industrial relations policies and plans
- Implement employee relations policies and plans
- Manage negotiations to resolve conflict
Upon successful completion of this unit, you will:
- analyse organisational documentation to determine long-term employee relations objectives and current employee relations performance
- collaborate with others to develop and review industrial relations policies and plans
- develop implementation and contingency plans for industrial relations policies
- identify the skills and knowledge needed to implement the plan and organise training and development for self and staff
- document and communicate strategies and procedures for eliminating and dealing with grievances and disputes
- train others in conflict-resolution techniques
- manage industrial relations conflicts, including advocating the organisation’s position during negotiations and documenting, implementing and following up agreements.
Demonstrate knowledge of:
- relevant industrial relations legislation or regulations
- enterprise and workplace bargaining processes
- relevant entities in the current Australian industrial relations system, including courts and tribunals, trade unions and employer bodies
- key sources of expert industrial relations advice
- relevant organisational policies and procedures
- organisational objectives.
Nominal Hours: 80
BSBHRM513 Manage workforce planning
This unit describes the skills and knowledge required to manage planning in relation to an organisation's workforce including researching requirements, developing objectives and strategies, implementing initiatives and monitoring and evaluating trends.
It applies to individuals who are human resource managers or staff members with a role in a policy or planning unit that focuses on workforce planning.
Topics:
- Research workforce requirements
- Develop workforce objectives and strategies
- Implement initiatives to support workforce planning objectives
- Monitor and evaluate workforce trends
Upon successful completion of this unit, you will:
- review and interpret information from a range of internal and external sources to identify:
- current staff turnover and demographics
- labour supply trends factors that may affect workforce supply
- organisation’s workforce requirements objectives and strategies
- manage workforce planning including developing, implementing, monitoring and reviewing strategies to meet workforce needs
- review relevant trends and supply and demand factors that will impact on an organisation’s workforce
- develop a workforce plan that includes relevant research and specific strategies to ensure access to a skilled and diverse workforce.
Demonstrate knowledge of:
- current information about external labour supply relevant to the specific industry or skill requirements of the organisation
- industrial relations relevant to the specific industry
- labour force analysis and forecasting technique
Nominal hours = 60 hours
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.
Topics:
- Develop organisation’s remuneration strategy
- Implement remuneration strategy
- Review and update remuneration strategy
Upon successful completion of this unit, you will:
- 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
Demonstrate knowledge of:
- 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
Nominal hours = 60 hours
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.
Topics:
- Provide information to the work team about WHS policies and procedures
- Implement and monitor participation arrangements for managing WHS
- Implement and monitor organisational procedures for providing WHS training
- Implement and monitor organisational procedures and legal requirements for identifying hazards and assessing and controlling risks
- Implement and monitor organisational procedures for maintaining WHS records for the team
Upon successful completion of this unit, you will:
- 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
Demonstrate knowledge of:
- 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
Nominal Hours: 50
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.
Topics:
- Develop policies and procedures for separation/termination of employment
- Manage separation/termination processes
- Manage exit interview process
Upon successful completion of this unit, you will:
- 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.
Demonstrate knowledge of:
- 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
Nominal hours = 50 hours
BSBHRM512 Develop and manage performance management processes
This unit describes the skills and knowledge required to develop and facilitate implementation of performance management processes and to coordinate individual or group learning and development to encourage effective employee performance.
This unit applies to individuals who are authorised to establish effective performance management processes for an organisation and who may have staff reporting to them.
Topics:
- Develop integrated performance-management processes
- Facilitate the implementation of performance-management processes
- Coordinate individual or group learning and development
Upon successful completion of this unit, you will:
- develop, implement, monitor and review an organisational performance management process which supports business goals including analysing the organisational strategic and operational plan
- design methods for the development of key performance indicators and formal performance management sessions by line managers
- consult with stakeholders to gain support
- design, develop, coordinate and implement individual and group learning and development
- train line managers and other relevant people to manage performance
- provide support to line managers to effectively manage performance issues, including dispute resolution and termination of employment
- develop approaches to improve performance and address identified performance gaps
Demonstrate knowledge of:
- characteristics of a learning organisation
- policies and legislation relevant to performance management
- grievance procedures
- models for giving feedback and options for skill development
- options in the design of performance management processes
- role of performance management in relation to broader human resources and business objectives
Nominal hours = 60 hours
BSBHRM502 Manage human resource management information systems
This unit describes the skills and knowledge required to manage human resource information systems from the research and planning stages, through selection of appropriate systems, to implementation, ongoing review and system upgrades.
It applies to individuals with a well-established, sound theoretical knowledge base in human resource management and human resource information systems (HRIS) who are proficient in using a range of specialised technical and managerial techniques to plan, carry out and evaluate their own work and/or the work of a team. They may or may not have staff who report to them, but they are authorised to oversee the HRIS.
Topics:
- Identify human resource information requirements
- Select human resource information management system
- Implement human resource information system
- Monitor and evaluate performance of human resource information system
Upon successful completion of this unit, you will:
- assess written reports on human resource management information systems (HRIS)
- develop and implement a plan for a new HRIS in close consultation with others
- review the new system and make improvements where required
Demonstrate knowledge of:
- monitoring, measuring and evaluation techniques for a range of human resource management functions
- procurement procedures, including preparation of a technical brief
- the various types of HRIS available and their respective capabilities and limitations
- key organisational protocols and processes applicable to managing a HRIS
Nominal hours = 60 hours
BSBHRM501 Manage human resource services
This unit describes the skills and knowledge required to plan, manage and evaluate delivery of human resource services, integrating business ethics.
It applies to individuals with responsibility for coordinating a range of human resource services across an organisation. They may have staff reporting to them.
Topics:
- Determine strategies for delivery of human resource services
- Manage the delivery of human resource services
- Evaluate human resource service delivery
- Manage integration of business ethics in human resource practices
Upon successful completion of this unit, you will:
- plan and manage human resource delivery within legislative, organisational and business ethics frameworks
- communicate effectively with a range of senior personnel
- identify and arrange training support where appropriate
- calculate human resource return on investment within the organisation
Demonstrate knowledge of:
- the key provisions of legal and compliance requirements that apply to managing human resources
- the organisation’s code of conduct
- human resource strategies and planning processes and their relationship to business and operational plans
- performance and contract management
- how feedback is used to modify the delivery of human resources
Nominal hours = 60 hours
