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

• 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.