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.

1. Develop integrated performance-management processes
2. Facilitate the implementation of performance-management processes
3. Coordinate individual or group learning and development

• 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

• 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

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

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

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

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.

1. Develop employee and industrial relations policies and plans
2. Implement employee relations policies and plans
3. Manage negotiations to resolve conflict

• 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.

• 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.

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.

1. Determine strategies for delivery of human resource services
2. Manage the delivery of human resource services
3. Evaluate human resource service delivery
4. Manage integration of business ethics in human resource practices

• 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

• 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

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.

1. Research workforce requirements
2. Develop workforce objectives and strategies
3. Implement initiatives to support workforce planning objectives
4. Monitor and evaluate workforce trends

• 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.

• 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

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.

1. Identify human resource information requirements
2. Select human resource information management system
3. Implement human resource information system
4. Monitor and evaluate performance of human resource information system

• 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

• 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

BSBPMG522 Undertake project work

This unit describes the skills and knowledge required to undertake a straightforward project or a section of a larger project. It covers developing a project plan, administering and monitoring the project, finalising the project and reviewing the project to identify lessons learned for application to future projects.

This unit applies to individuals who play a significant role in ensuring a project meets timelines, quality standards, budgetary limits and other requirements set for the project.

The unit does not apply to specialist project managers. For specialist project managers, the other units of competency in the project management field (BSBPMG) will be applicable.

1. Define project
2. Develop project plan
3. Administer and monitor project
4. Finalise project
5. Review project

• define the parameters of the project including:
  • project scope
  • project stakeholders, including own responsibilities
  • relationship of project to organisational objectives and other projects
  • reporting requirements
  • resource requirements
• use project management tools to develop and implement a project plan including:
  • deliverables
  • work breakdown
  • budget and allocation of resources
  • timelines
  • risk management
  • record keeping and reporting
• consult and communicate with relevant stakeholders to generate input and engagement in planning, implementing and reviewing the project
• provide support to team members to enable them to achieve deliverables and to transition them as appropriate at completion of the project
• finalise the project including documentation, sign-offs and reporting
• review and document the project outcomes

• project management tools and how they contribute to a project
• types of documents and other sources of information commonly used in defining the parameters of a project
• processes for identifying and managing risk in a project
• organisation’s mission, goals, objectives and operations and how the project relates to them
• organisation’s procedures and processes that are relevant to managing a project including:
  • lines of authority and approvals
  • quality assurance
  • human resources
  • budgets and finance
  • record keeping
  • reporting
• legislative and regulatory context of the organisation in relation to project work, including work health and safety (WHS) requirements

BSBFIM502 Manage payroll

This unit describes the skills and knowledge required to establish and monitor security procedures for managing organisational payroll services and to calculate and process salary payments, group taxation and related payments.

It applies to individuals, employed in a range of work environments, who are required to establish and work with payroll systems and may have responsibility for managing payroll systems and calculations.

1. Establish procedures for management of payroll
2. Prepare payroll data
3. Authorise payment of salaries
4. Administer salary records

• document steps undertaken to establish payroll system
• use data and calculations to reconcile salaries, wages and deductions in accordance with all legislative and organisational requirements
• create accurate payroll management records

• key provisions of relevant legislation, standards, regulations and codes of practice that may affect aspects of payroll operations
• organisational policies and procedures across the full range of tasks for the required payroll processes

BSBADM506 Manage business document design and development

This unit describes the skills and knowledge required to establish standards for the design and production of organisational documents and to manage document design and production processes to ensure agreed standards are met.

It applies to individuals employed in a range of work environments who require well-developed skills in the use of a range of software packages. They use these skills to establish, document and implement consistent standards of document design within an organisation.

1. Establish documentation standards
2. Manage template design and development
3. Develop standard text for documents
4. Develop and implement strategies to ensure the use of standard documentation
5. Develop and implement strategies for maintenance and continuous improvement of standard documentation

• identify the organisational needs, requirements and information technology capabilities relevant to the design and production of documents
• establish documentation standards to meet organisational requirements
• design, test and amend document templates
• develop and implement documentation and training to support use of standard templates and macros
• monitor the implementation of standard documentation templates and macros and make improvements in line with organisational requirements

• document production processes
• costs involved with the implementation of standard documentation
• the software applications relevant to document design and development in the organisation
• key provisions of relevant legislation and regulations, codes and standards affecting document production
• organisational policies and procedures relating to document production
• sources of expertise available externally to the organisation or workgroup

BSBADM504 Plan and implement administrative systems

This unit describes the skills and knowledge required to plan for or review the requirements of effective administrative systems and procedures for implementing, monitoring and reviewing the system.

It applies to individuals employed in a range of work environments in senior administrative roles.

1. Plan for the new or modified administrative system
2. Implement new or modified administrative system
3. Monitor administrative system

• work with relevant personnel and stakeholders to identify administrative system improvements
• document necessary requirements or modifications
• provide training and support for staff to use the new or modified system
• monitor the new system and identify future improvements and staff training needs.

• relevant legislative and organisational policies and procedures for reviewing administrative systems

BSBADM503 Plan and manage conferences

This unit describes the skills and knowledge required to plan, promote and coordinate conferences, ensuring follow-up procedures are incorporated.

It applies to individuals employed in a range of work environments who are required to plan and manage conferences. They may work as senior administrative staff, or may be other individuals who have been delegated responsibility for planning and managing a conference.

1. Plan conference
2. Promote conference
3. Organise conference
4. Coordinate conference proceedings
5. Follow up conference proceedings

• apply conventions and procedures for formal and informal meetings including:
  • developing and distributing agendas and papers
  • identifying and inviting meeting participants
  • organising and confirming meeting arrangements
  • running the meeting and following up
• organise, take part in and chair a meeting
• record and store meeting documentation
• follow organisational policies and procedures.

• meeting terminology, structures, arrangements
• responsibilities of the chairperson and explain group dynamics in relation to managing meetings
• options for meetings including face-to-face, teleconferencing, web-conferencing and using webcams
• the relevant organisational procedures and policies regarding meetings, chairing and minutes including identifying organisational formats for minutes and agendas.