BSBHRM501 Manage human resource services
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
BSBHRM506 Manage recruitment selection and induction processes
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
BSBHRM512 Develop and manage performance management processes
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
BSBHRM513 Manage workforce planning
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
BSBWHS401 Implement and monitor WHS policies, procedures and programs to meet legislative requirements
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
BSBWRK520 Manage employee relations
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.
BSBHRM507 Manage separation or termination
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
BSBHRM505 Manage remuneration and employee benefits
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
BSBHRM502 Manage human resource management information systems
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
