Assessor Resource

BSBHRM604A
Manage employee relations

Assessment tool

Version 1.0
Issue Date: April 2024


Application of the unit

The unit is designed for non-specialist HR managers and covers the application of the broad range of employee relations activities.

This unit describes the performance outcomes, skills and knowledge to develop and maintain a positive and productive workplace environment. It covers all aspects of employee relations impacting on managers at the strategic level.

You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)

Employability Skills

This unit contains employability skills.



Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential:

While the unit is designed for non-specialist HR managers, there is an expectation that competence will be demonstrated in the implementation of the full range of employee relations activities

Negotiation of employment agreements/contracts and the maintenance of high standards of performance in respect to equal opportunity and the management of diversity are key areas of assessment

Conflict management and early intervention in respect to employee grievances/problems are also key elements of the evidence to be presented during assessment.

Context of and specific resources for assessment

Assessment must ensure:

access to appropriate documentation and resources normally used in the workplace.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

assessment of written reports on employee relations

direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate

observation of presentations on employee relations management

oral or written questioning to assess knowledge of human resources function/s being reviewed and policy frameworks

evaluation of research undertaken

review of documentation analysing the strengths and weaknesses of employee relations' policies and strategies

review of documentation of behaviours associated with managing diversity and, resolving employee problems and grievances.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.

Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assingnment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)

Assessment Tasks

Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.

Required skills

ability to relate to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities

communication/consultation skills to ensure all relevant groups and individuals are advised of what is occurring and are provided with an opportunity for input

conflict management skills to mediate, negotiate and/or attempt to obtain consensus between individuals/groups in conflict situations which are dysfunctional in relation to the organisation's performance

networking skills to ensure support from key groups and individuals for concepts/ideas/products/services

risk management skills to analyse, identify and develop mitigation strategies for identified risks.

Required knowledge

human resource planning

human resource specialist assistance available

industrial agreements

key result areas of the organisation

organisational plans and objectives (strategic, tactical and operational)

organisational policies relating to balancing family/work relationships

organisational support services for employees (external and internal)

performance measurement systems utilised within the organisation

relevant legislation from all levels of government that affects business operation such as:

award and enterprise agreements and relevant industrial instruments

Occupational Health and Safety

environmental issues

equal opportunity

industrial relations

anti-discrimination

relevant industry codes of practice

staff development strategies

unfair dismissal rules and due process.

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Employee relations includes:

all of the activities in an organisation which impact on the employees' terms and conditions of employment and their personal well-being and satisfaction with their work environment

Strategies and policies may include:

discipline

equal opportunity

human resource strategy

induction and training

industrial/labour relations

organisational values statement

performance management

racial discrimination/vilification

remuneration and benefits

selection/recruitment

sexual harassment

Risk management means:

the process of identification of potential negative events and the development of plans to mitigate or minimise the likelihood of the negative event occurring and/or the consequences in the event it does occur

Employee rights and obligations refers to:

those contained within any award agreement or contract of employment, or implied terms of those agreements, together with all rights and obligations under the laws of the Commonwealth and the relevant state/territory

Conditions of employment may include:

grievance procedures

holidays and leave entitlements

hours of work

penalty rates

salary/wages

superannuation

Problem solving processes may include:

arbitration

conciliation

dispute resolution procedures

grievance procedures

mediation

Specialist means:

person expert in the conduct of formal hearings in the relevant jurisdiction

Diversity refers to:

any difference between individuals and groups, and includes age, gender, race, nationality, political and philosophical beliefs, or any other different individual or group characteristic

Education and communication plans refers to:

a structured program for the dissemination of information, and the receipt of feedback information from individuals, relevant to the process or activity

Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
Ensure employee relations strategy is consistent with organisational strategic objectives 
Develop strategies and policies through the application of a risk management approach and extensive consultation and participation by relevant groups and individuals 
Ensure strategy and policies take account of equal opportunity, family/work relationships and promote the absence of discrimination and/or harassment 
Develop risk management strategies which take account of the withdrawal of labour and other potential outcomes of disputes 
Identify potential areas of conflict (if any) and ensure strategies and policies take account of the objectives of relevant groups and individuals 
Negotiate awards, agreements, and contracts which balance organisational objectives and employee rights and obligations 
Identify and meet all legal and organisational requirements within the conditions of employment 
Undertake regular and timely consultation and communication with individuals and relevant groups 
Develop policies and practices to facilitate employee recruitment, retention and satisfaction 
Provide induction programs and training to develop competence and confidence, and to ensure work is performed safely and effectively 
Provide opportunities for employees to understand their role and how it contributes to the achievement of organisational objectives 
Develop, regularly review and update individual and team development plans 
Evaluate and revise employee relations policies regularly 
Establish processes for early intervention to identify and minimise problems or grievances 
Communicate problem solving processes to, and obtain support from, all relevant groups and individuals 
Provide training to develop competence in conflict management, negotiation and dispute resolution 
Obtain specialist advice where appropriate or where formal hearings are required 
Ensure processes are fair, equitable and consistent with all relevant awards agreements and legislation 
Ensure problem solving processes provide for external mediation and conciliation, and arbitration where appropriate 
Develop plans for the promotion of diversity within the organisation 
Openly promote diversity and its benefits within the organisation 
Develop education and communication plans to promote and encourage diversity 
Develop and implement processes to deal with events which inhibit the organisation from meeting its diversity objectives 

Forms

Assessment Cover Sheet

BSBHRM604A - Manage employee relations
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

Signature:

Date:

Assessment Record Sheet

BSBHRM604A - Manage employee relations

Student name:

Student ID:

Assessment task 1: [title] Result: Competent Not yet competent

(add lines for each task)

Feedback to student:

 

 

 

 

 

 

 

 

Overall assessment result: Competent Not yet competent

Assessor name:

Signature:

Date:

Student signature:

Date: