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Evidence Guide: BSBHRM505B - Manage remuneration and employee benefits

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!

From the Wiki University

 

BSBHRM505B - Manage remuneration and employee benefits

What evidence can you provide to prove your understanding of each of the following citeria?

Develop organisation's remuneration strategy

  1. Analyse strategic and operational plans to determine the scope of remuneration and benefits plans
  2. Undertake research on current practice, recent developments and legislative parameters for the remuneration strategy
  3. Develop options for consideration by relevant managers
  4. Present options showing the link to organisational strategic objectives
  5. Ensure remuneration policies and incentive plans are agreed and recorded
  6. Ensure that organisation is positioned as an employer of choice and regarded as a desirable workplace
Analyse strategic and operational plans to determine the scope of remuneration and benefits plans

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Undertake research on current practice, recent developments and legislative parameters for the remuneration strategy

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop options for consideration by relevant managers

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Present options showing the link to organisational strategic objectives

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure remuneration policies and incentive plans are agreed and recorded

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure that organisation is positioned as an employer of choice and regarded as a desirable workplace

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement remuneration strategy

  1. Research occupational groups to determine those which are industrial agreement based
  2. Access or undertake market rates surveys regularly to ensure the organisation's required level of competitiveness for particular occupational groups is maintained
  3. Align remuneration and benefits plans with performance management system
  4. Ensure that employees receive at least their minimum entitlements according to organisational policies and legal requirements
  5. Ensure salary packages comply with organisational policies and legal requirements, including fringe benefits tax (FBT) and superannuation
  6. Ensure incentive arrangements, if included, comply with the organisation's remuneration strategy
Research occupational groups to determine those which are industrial agreement based

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Access or undertake market rates surveys regularly to ensure the organisation's required level of competitiveness for particular occupational groups is maintained

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Align remuneration and benefits plans with performance management system

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure that employees receive at least their minimum entitlements according to organisational policies and legal requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure salary packages comply with organisational policies and legal requirements, including fringe benefits tax (FBT) and superannuation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure incentive arrangements, if included, comply with the organisation's remuneration strategy

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review and update remuneration strategy

  1. Consult managers and employees about the effectiveness of the remuneration strategy
  2. Amend strategy and plans as necessary to meet organisational policies and legal requirements
Consult managers and employees about the effectiveness of the remuneration strategy

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Amend strategy and plans as necessary to meet organisational policies and legal requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

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.

Required Skills and Knowledge

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.

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.

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.