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Elements and Performance Criteria

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

Required Skills

Required skills

communication skills to advocate consult negotiate and mediate conflict

innovation and problemsolving skills to manage sensitive and important issues

innovation and problemsolving skills to manage sensitive and important issues

planning and timemanagement 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

relevant industrial, workplace health and safety, equal employment opportunity and antidiscrimination legislation in federal, state and territory jurisdictions.

Evidence Required

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 conflictresolution 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 thirdparty workplace reports of onthejob performance by the candidate

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 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

Range Statement

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.