Assessor Resource

BSBWRK510A
Manage employee relations

Assessment tool

Version 1.0
Issue Date: April 2024


This unit applies to those responsible for working across an organisation to ensure that there is a policy infrastructure that ensures legislative compliance and clarifies issues.

It applies to those who respond to industrial conflict and grievances, with a well-established, sound theoretical knowledge base in human resources management and industrial relations. 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.

This unit describes the performance outcomes, skills and knowledge required to manage employee and industrial relations matters in an organisation. It involves using a range of specialised technical and managerial techniques to plan, carry out and evaluate own work and/or the work of a team.

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

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

Prerequisites

Not applicable.

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 ability to:

demonstrate understanding of current Australian industrial relations system and relevant legislation

document strategies and procedures for dealing with grievances and disputes

apply negotiation and conflict-resolution techniques.

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 reports on industrial issues

direct questioning combined with review of portfolios of evidence and third-party workplace reports of onthejob 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 longterm 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 problemsolving skills to manage sensitive and important issues

planning and time-management skills to:

meet critical deadlines

sequence tasks

prepare submissions

present cases.

Required knowledge

enterprise and workplace bargaining processes

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

relevant industrial, workplace health and safety, equal employment opportunity and antidiscrimination legislation in federal, state and territory 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 employee 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 and other peak bodies

restructuring

salary, remuneration, benefits and bonuses

workforce planning

workplace reform.

Implementation plan may include:

documented objectives, methodology and timeframe

project plan

Associated employee relations activities may include:

clarifying terms and conditions of employment of those persons affected

consulting 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 and procedures may include:

controlling difficult situations using legal remedies

dispute-resolution procedures

negotiating and 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 longterm employee relations objectives 
Analyse existing employee relations performance in relation to workforce objectives 
Evaluate options in terms of cost-benefit, risk-analysis and current legislative requirements 
Work with the management team to develop industrial relations policies and plans 
Identify the skills and knowledge needed by management and the workforce to effectively implement these strategies and policies 
Develop an implementation plan and contingency plan for the employee relations policies and strategies 
Make arrangements for training and development for identified needs to support the employee relations plan 
Undertake associated employee relations activities to reach agreement on 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 
Review employee relations policies and plans to establish whether they are meeting their intended outcomes 
Train individuals in conflict-management techniques and procedures 
Identify and where possible alleviate or eliminate sources of conflict or grievance according to 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

BSBWRK510A - 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

BSBWRK510A - 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: