Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners

BSBHRM505B Mapping and Delivery Guide
Manage remuneration and employee benefits

Version 1.0
Issue Date: May 2024


Qualification -
Unit of Competency BSBHRM505B - Manage remuneration and employee benefits
Description This unit describes the performance outcomes, skills and knowledge required to implement an organisation's remuneration and benefit plans. It incorporates all functions associated with remuneration, including packaging, salary benchmarking, market rate reviews, bonuses and the legislative aspects of remuneration and employee benefits.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Employability Skills This unit contains employability skills.
Learning Outcomes and Application This unit applies to human resources managers responsible for overseeing an organisation's remuneration process.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.
Prerequisites/co-requisites
Competency Field Workforce development - human resource management
Development and validation strategy and guide for assessors and learners Student Learning Resources Handouts
Activities 		Slides
PPT 		Assessment 1 Assessment 2 Assessment 3 Assessment 4
Elements of Competency Performance Criteria              
Element: Develop organisation's remuneration strategy
  • Analyse strategic and operational plans to determine the scope of remuneration and benefits plans
  • Undertake research on current practice, recent developments and legislative parameters for the remuneration strategy
  • Develop options for consideration by relevant managers
  • Present options showing the link to organisational strategic objectives
  • Ensure remuneration policies and incentive plans are agreed and recorded
  • Ensure that organisation is positioned as an employer of choice and regarded as a desirable workplace
       
Element: Implement remuneration strategy
  • Research occupational groups to determine those which are industrial agreement based
  • Access or undertake market rates surveys regularly to ensure the organisation's required level of competitiveness for particular occupational groups is maintained
  • Align remuneration and benefits plans with performance management system
  • Ensure that employees receive at least their minimum entitlements according to organisational policies and legal requirements
  • Ensure salary packages comply with organisational policies and legal requirements, including fringe benefits tax (FBT) and superannuation
  • Ensure incentive arrangements, if included, comply with the organisation's remuneration strategy
       
Element: Review and update remuneration strategy
  • Consult managers and employees about the effectiveness of the remuneration strategy
  • Amend strategy and plans as necessary to meet organisational policies and legal requirements
       


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:

compliance with the legal aspects of managing remuneration and benefits

application of remuneration strategies for different occupational groups and circumstances

application of awards and agreements to structure remuneration processes

application of the requirements of the Australian Taxation Office in relation to income tax, superannuation reporting, FBT and bonus payments.

Context of and specific resources for assessment

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

Method of assessment

The following assessment methods are appropriate for this unit:

assessment of reports on remuneration models and approaches

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

review of research undertaken on current practice, recent developments and legislative parameters for the remuneration strategy

review of remuneration options developed for consideration by relevant managers

oral or written questioning to assess knowledge of legislation and the taxation system.

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, assignment, 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

interpersonal skills to:

communicate sensitively about remuneration

observe confidentiality

numeracy and technology skills to:

calculate costs to the organisation

graph salary costs

link salaries to budgets

research skills to determine appropriate models of remuneration and benefits for particular occupational groups and individuals

Required knowledge

award structures for industrial agreements

ethical practices relating to remuneration and benefits strategies

leasing arrangements, including novated leases

models for bonus and incentive schemes, including gain sharing or profit sharing

relevant legislation, for example equal employment opportunity, diversity and anti-discrimination legislation

remuneration principles or models and strategies

requirements of the Australian Taxation Office in relation to income tax, superannuation reporting, FBT and bonus payments.

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.

Remuneration and benefits may include:

allowances

annual leave

bonuses or incentives

competency-based progression

employee share plans

ex gratia payments

expense reimbursement

family and carer's leave

flexible work arrangements

fringe benefits

leave without pay

long service leave

motor vehicle

salaries and wages

share options

sick leave

special leave

study leave

superannuation.

Employer of choice may include:

ability to attract and retain high performing staff

flexible and inclusive work environment supported by the chief executive officer and managers

policies and practices that discourage harassment or discrimination

reputation for good workplace relationships, a culture of trust and good pay and conditions

reputation for being fair, flexible, innovative and engendering employee engagement

training and development programs that encourage people to plan and follow a career pathway.

Market rate surveys may include:

data from remuneration specialists

general community surveys

industry salary benchmarking

surveys conducted by the organisation.

Salary packages:

may include payment arrangement where the total remuneration and benefits payable to an employee are calculated as total cost of employment, including:

salary

allowances

motor vehicle

superannuation

fringe benefits

do not include payroll tax or workers compensation insurance.

Incentive arrangements may include:

commission

bonuses

share plans

share options

gain sharing

profit sharing.

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 and operational plans to determine the scope of remuneration and benefits plans 
Undertake research on current practice, recent developments and legislative parameters for the remuneration strategy 
Develop options for consideration by relevant managers 
Present options showing the link to organisational strategic objectives 
Ensure remuneration policies and incentive plans are agreed and recorded 
Ensure that organisation is positioned as an employer of choice and regarded as a desirable workplace 
Research occupational groups to determine those which are industrial agreement based 
Access or undertake market rates surveys regularly to ensure the organisation's required level of competitiveness for particular occupational groups is maintained 
Align remuneration and benefits plans with performance management system 
Ensure that employees receive at least their minimum entitlements according to organisational policies and legal requirements 
Ensure salary packages comply with organisational policies and legal requirements, including fringe benefits tax (FBT) and superannuation 
Ensure incentive arrangements, if included, comply with the organisation's remuneration strategy 
Consult managers and employees about the effectiveness of the remuneration strategy 
Amend strategy and plans as necessary to meet organisational policies and legal requirements 

Forms

Assessment Cover Sheet

BSBHRM505B - Manage remuneration and employee benefits
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

BSBHRM505B - Manage remuneration and employee benefits

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: