This work is undertaken by individuals who operate a small business.

The unit is suitable for existing micro and small businesses or a department in a larger organisation.

ELEMENT

PERFORMANCE CRITERIA

1. Develop staffing plan

1.1. Determine staffing requirements to allow the business to run effectively, in accordance with the business requirements as outlined in the business plan

1.2. Identify and compare the existing skills/competencies of owner/s and staff with business requirements to identify any gaps

1.3. Develop policies and procedures for owner/s and staff, in accordance with the business plan

2. Recruit, induct, train and retain the team

2.1. Develop job/position descriptions, competencies required and selection criteria to meet the needs of the business

2.2. Judge information obtained from each candidate against specified selection criteria and decide selection in accordance with business needs and legal requirements

2.3. Induct new staff members in accordance with the policies and procedures of the business

2.4. Make team members aware of their responsibilities and performance requirements as soon as practicable and take opportunities to coach team members who are unfamiliar with the procedures of the business

2.5. Develop and implement a staff development program and career paths based on the requirements of business and staff competencies

2.6. Advertise staff vacancies appropriately in accordance with staffing plan

3. Comply with INDUSTRIAL RELATIONS obligations

3.1. Clarify workplace rights and obligations of employers and employees, in accordance with legal requirements and codes of practice

3.2. Counsel staff, if required, in a positive and constructive manner and record outcomes accurately

4. Maintain staff records

4.1. Develop staff records system to provide timely and accurate information, in accordance with confidentiality, legal and taxation requirements

4.2. Monitor and accurately maintain the system for recording and retrieving personnel and payroll information and seek specialist advice where required

5. Manage staff

5.1. Regularly review contribution and skills of self and other team members to ensure performance is in line with agreed performance measures

5.2. Monitor and adjust staffing requirements to respond to any changes in tasks and functions required by the business

5.3. Support and encourage staff, and acknowledge and reward their contribution to the business

5.4. Regularly provide opportunities for staff to discuss work related issues

5.5. Develop contingency plans to cope with unexpected or extreme situations and take appropriate corrective action as required

6. Review team performance

6.1. Develop positive and constructive relationships with and between team members

6.2. Review and update team objectives in support of business goals on a regular basis in consultation with team members

6.3. Identify strengths and weaknesses of team against current and expected work requirements

6.4. Schedule time, on a regular basis, for team members to review work operations in order to maintain and improve operational efficiency

6.5. Encourage team members to monitor their own performance, suggest improvements and to identify professional development needs, in accordance with personal and business requirements

6.6. Monitor and review staff turnover rate

Required skills

analytical skills to identify workplace skill gaps

coaching skills

communication skills to relate to staff

conflict resolution skills

literacy skills to interpret legal requirements, to compile reports and to prepare a job/position description

team building and motivation skills.

Required knowledge

commonwealth, state/territory and local government legislative requirements relating to business operation, especially in regard to occupational health and safety (OHS) and environmental issues, equal employment opportunity (EEO), industrial relations and anti-discrimination

OHS responsibilities and procedures for managing hazards

relevant industry awards/enterprise agreements

staff development and career planning

staff counselling, grievance and disciplinary procedures

unfair dismissal legislation and procedures.

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:

managing a small team including staff selection, staff records, induction, training and development

developing and maintaining team performance to enhance business operations

knowledge of relevant legislative requirements affecting business operation.

Context of and specific resources for assessment

Assessment must ensure:

access to relevant documentation

candidate's individual circumstances and work in the context of running a small business, are the basis for assessment.

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:

portfolio of evidence including staff policies and records, and contingency plans

oral or written questioning to assess knowledge of staff recruitment procedures, staff development and review programs

review of job/position descriptions and selection criteria developed

review of documentation monitoring and reviewing staff turnover rate.

Guidance information for assessment

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

BSBSMB405A Monitor and manage small business operations.

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.

Staffing requirements may include:

full-time, part-time, permanent, temporary or casual

number of staff

responsibilities, competencies required

self, other owners, family and/or friends

sub-contractors or external advisors/consultants

time commitment, performance expectations

Policies and procedures must include:

complaint and grievance procedures

culturally appropriate entitlements e.g. funeral leave, national/religious days

culturally appropriate procedures e.g. how business will enact cultural requirements for relationships between owner/operator, employees and service providers

employment conditions, equal opportunity, anti-discrimination, cultural diversity

induction and training

OHS

recruitment and selection

performance measures

professional development

Staff development program and career paths may include

attendance at courses

career planning

coaching

flexible learning

job rotation

mentoring

on-the-job training

professional development

staff exchanges

succession planning

Advertising staff vacancies may include:

electronic (radio, television and internet)

noticeboards

print media

word-of-mouth

Industrial relations may include:

awards and/or industrial agreements and relevant industrial instruments

counselling, dismissal procedures

Legal requirements and codes of practice may include:

award and enterprise agreements and relevant industrial instruments

commonwealth, state/territory and local government legislative requirements affecting business operation, especially in regard to OHS and environmental issues, EEO, industrial relations and anti-discrimination

relevant industry codes of practice

Staff records system must include:

disciplinary and grievance procedures

employee records (including tax file number, remuneration, leave and training records)

job/position descriptions

OHS record

records of taxation and superannuation payments made

Performance measures may include:

overall staff productivity

percentage of chargeable hours/days per week

performance of key people

ratio of direct workers to those who support, supervise or manage them

ratio of sales dollars per employee

staff morale, work ethic, work satisfaction

Contingency plans may include:

accidents or emergencies

environmental issues

fluctuating workloads

OHS

unpredicted customer demand/busy periods

unpredicted staff shortages

Team members may include:

employees, trainees/apprentices, sub-contractors or external advisers/consultants

owner/s, partners, family members

Unit sector

Management and Leadership - Small and Micro Business

This unit contains employability skills.