Assessor Resource

BSBWRK509A
Manage industrial relations

Assessment tool

Version 1.0
Issue Date: April 2024


This unit applies to individuals with a well established, sound theoretical knowledge base in human resources management and industrial relations 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 responsibility for supervising the work of others but are authorised to oversee industrial relations in the organisation. However they will have knowledge of current industrial relations trends and legislation.

The unit addresses staff who have responsibility for working across the organisation to ensure that there is a policy infrastructure which ensures legislative compliance and clarifies issues. It also addresses the requirement for responding to industrial conflict and grievances.

This unit describes the performance outcomes, skills and knowledge required to manage industrial relations matters within an organisation, with day to day involvement.

It includes strategic planning and policy development for industrial relations as well as negotiation, conflict management and dispute resolution.

No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.

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:

demonstrated understanding of contemporary industrial issues and legislation

documented strategies and procedures for dealing with grievances and disputes

performance of negotiation/conflict resolution techniques

knowledge of relevant legislation.

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:

analysis of responses to case studies and scenarios

assessment of written reports on industrial issues

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

observation of demonstrated techniques in negotiation and case presentation

observation of presentations

oral or written questioning to assess knowledge of industrial relations legislation

review of documentation outlining long-term industrial relations objectives

review of implementation plan and contingency plan

evaluation of documentation communicating key issues about procedures for addressing grievances and conflict.

Guidance information for assessment

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

other units from the Diploma of Human Resource Management.

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

communication skills to advocate, consult, negotiate and mediate conflict

innovation and problem-solving skills to manage sensitive and important issues

planning and time management skills to meet critical deadlines, to sequence tasks, to prepare submissions and to present cases.

Required knowledge

enterprise and workplace bargaining processes

key entities in the Australian industrial relations system, including courts and tribunals, trade unions, employer bodies

relevant industrial, occupational health and safety, equal opportunity and anti-discrimination legislation in both the Commonwealth and state jurisdictions.

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.

Long-term industrial relations objectives may relate to:

effective management of grievances, conflict situations and dispute resolution procedures

employee commitment

employee satisfaction

job design

negotiation outcomes

organisational culture

relations with unions or other peak bodies

restructuring

salary, remuneration, benefits or bonuses

workforce planning

workplace reform

Cost benefit means:

calculation to determine whether the results/outcomes of a particular course of action are sufficient to justify the costs and risks in taking that action

Risk analysis means:

determination of the likelihood of a negative event preventing the organisation meeting its objectives and the likely consequences of such an event on organisational performance

Implementation plan may include:

documented objectives, methodology and timeframe

project plan

Associated industrial relations activities may include:

clarification of terms and conditions of employment of those persons affected

consultation with employee representatives including unions and elected staff representatives

ensuring the legality of proposed strategies, policies and initiatives

referring to employer representatives for advice and support

Conflict management techniques/procedures may include:

controlling difficult situations using legal remedies

dispute resolution procedures

negotiating/bargaining

Certify refers to:

Australian Workplace Agreements

workplace collective agreements

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
Analyse strategic plans and operational plans to determine long-term industrial relations objectives 
Analyse existing industrial relations performance in relation to strategic industrial relations objectives 
Evaluate options in terms of cost benefit, risk analysis and current legislative requirements 
Establish industrial relations strategies/policies within the management team 
Identify the knowledge and skills needed by management and the workforce to effectively implement these strategies/policies 
Develop an implementation plan and contingency plan for the industrial relations strategies/policies 
Make arrangements for training and development in accordance with identified needs, to support the industrial relations plan 
Undertake associated industrial relations activities to agree to changes required by policies or implementation plan 
Ensure procedures for addressing grievances and conflict are properly documented 
Communicate key issues about procedures for addressing grievances and conflict 
Train individuals in conflict management techniques/procedures 
Identify and where possible alleviate or eliminate, sources of conflict or grievance in accordance with legal requirements 
Check documentation and other information sources to clarify issues in dispute 
Obtain expert or specialist advice and/or refer to precedents, if required 
Determine desired negotiation outcomes, negotiation strategy and negotiation timeframes 
Advocate the organisation's position in negotiation to obtain agreement 
Document and if necessary, certify the agreed outcomes with the relevant jurisdiction 
Implement agreements 
Take remedial action where groups or individuals fail to abide by agreements 

Forms

Assessment Cover Sheet

BSBWRK509A - Manage industrial 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

BSBWRK509A - Manage industrial 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: