- BSBHRM507A - Manage separation or termination
Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners
BSBHRM507A Mapping and Delivery Guide
Manage separation or termination
Version 1.0
Issue Date: April 2024
| Qualification | - |
Unit of Competency | BSBHRM507A - Manage separation or termination |
|---|---|---|---|
| Description | This unit describes the performance outcomes, skills and knowledge required to deal with redeployment, resignation, retirement, dismissal and redundancy, including the conduct of exit interviews.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 or human resources personnel who take responsibility for overseeing all aspects of managing the termination of employment, voluntary and involuntary. The unit addresses separation at an individual level, through resignations and dismissal, and at the level of the group, through redundancy and restructuring.It is not assumed that the manager will be directly involved in terminating employees, although this may well be the case.In small organisations this role may belong to someone who is not a dedicated human resources professional; the unit however will still be applicable. | ||
| Duration and Setting | X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting. |
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| 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 policies and procedures for separation/termination of employment |
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| Element: Manage separation/termination processes |
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| Element: Manage exit interview process |
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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: development of policies and procedures to manage all aspects of separation and termination of employees OR critical analysis of an existing policy and procedures framework on separation and termination knowledge of the legislative requirements for dismissal skills in counselling employees in disciplinary proceedings, providing advice on termination and conducting exit interviews. |
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 separation and termination demonstration of counselling techniques for disciplinary procedures direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate evaluation of analysis of exit interview data. observation of demonstrated techniques in conducting exit interviews oral or written questioning to assess knowledge of relevant legislation review of policies, procedures and supporting documentation developedfor all forms of separation/termination review of redundancy or redeploymentplan. |
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, 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.
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Required skills |
analytical and organisational skills to work with data about trends and to plan for redeployment or redundancies communication skills to support disciplinary processes and to see that employees are properly counselled; to conduct exist interviews; and to negotiate terms and conditions of separation/termination. |
Required knowledge |
disciplinary procedures employment contracts, and terms and conditions procedures for dismissal, suspension, voluntary termination, retirement and redundancy relevant Commonwealth and state legislation on industrial relations, unlawful dismissal and grounds for dismissal sexual harassment, discrimination, racial vilification policies and legislation. |
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. | |
Research may include: | database search library search use of consultants/specialists visits to best practice organisations |
Separation/termination may include: | cessation of a casual labour agreement conclusion of the employment contract by either party or both parties mutually death dismissal expiry of a fixed term contract redeployment redundancy resignation retirement |
Policies and procedures may address: | discrimination dismissal, including unlawful dismissal entitlements exit interviews legislative requirements redundancy and redeployment resignation rights of appeal warning systems and grievances |
Procedures for dismissal may include: | counselling due process (at least one opportunity for the employee to give an explanation of their continued incapacity or misconduct) negotiation with employee and/or their representative warnings (written and verbal) |
Redundancy means: | when an organisation decides it has a job which it does not require to be done any more by either the present incumbent or someone else |
Redeployment means: | cessation of one contract of employment and its replacement with a new contract for a different position |
Dismissal means: | termination of the employee by the employer for misconduct or incapacity to perform the job |
Exit interview means: | formal standard interview conducted in accordance with organisational policy, to obtain information from an employee who is leaving their employment, about their employment experiences |
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 |
|---|---|---|---|
| Undertake research to determine features of best practice systems of separation/termination and the legal requirements | |||
| Undertake consultation with relevant managers prior to the introduction of new forms, procedures or systems | |||
| Develop policies, procedures and supporting documentation for all forms of separation/termination | |||
| Ensure procedures for dismissal or termination respect employees, provide strict confidentiality and comply with legislation | |||
| Obtain support for separation/termination policies and procedures from senior managers | |||
| Communicate policies and procedures and supporting documents to relevant personnel | |||
| Use feedback to make refinements to policies, procedures and supporting documents for separation and termination | |||
| Develop a redundancy or redeployment plan | |||
| Manage redundancies and redeployment and provide relevant information about processes so that work outcomes are not compromised | |||
| Provide outplacement or other assistance in accordance with organisational policies and legal requirements | |||
| Ensure that dismissals for incapacity to perform or misconduct comply with legislative and organisational requirements | |||
| Ensure that human resources staff, managers and supervisors have necessary skills and knowledge to take disciplinary action | |||
| Review workforce data for predicted numbers of people retiring and make necessary plans | |||
| Review and evaluate separation/termination procedures regularly and introduce improvements | |||
| Ensure that separating employees are offered the opportunity to participate in exit interviews | |||
| Ensure that the process for exit interviews is clear and that staff are skilled to conduct them | |||
| Ensure that data from exit interviews is recorded and depersonalised | |||
| Analyse data from exit interviews to establish trends and patterns and introduce improvements across the organisation |
Forms
Assessment Cover Sheet
BSBHRM507A - Manage separation or termination
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
BSBHRM507A - Manage separation or termination
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: