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Evidence Guide: BSBHRM507 - Manage separation or termination

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

 

BSBHRM507 - Manage separation or termination

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

Develop policies and procedures for separation/termination of employment

  1. Undertake research to determine features of best practice systems of separation/termination and the legal requirements
  2. Undertake consultation with relevant managers prior to introduction of new forms, procedures or systems
  3. Develop policies, procedures and supporting documentation for all forms of separation/termination
  4. Ensure procedures for dismissal or termination respect employees, provide strict confidentiality and comply with legislation
  5. Obtain support for separation/termination policies and procedures from senior managers
  6. Communicate policies and procedures, and provide supporting documents to relevant personnel
  7. Use feedback to make refinements to policies, procedures and supporting documents for separation and termination
Undertake research to determine features of best practice systems of separation/termination and the legal requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Undertake consultation with relevant managers prior to introduction of new forms, procedures or systems

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop policies, procedures and supporting documentation for all forms of separation/termination

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure procedures for dismissal or termination respect employees, provide strict confidentiality and comply with legislation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Obtain support for separation/termination policies and procedures from senior managers

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate policies and procedures, and provide supporting documents to relevant personnel

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use feedback to make refinements to policies, procedures and supporting documents for separation and termination

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage separation/termination processes

  1. Develop a redundancy or redeployment plan
  2. Manage redundancies and redeployment and provide relevant information about processes so work outcomes are not compromised
  3. Provide outplacement or other assistance in accordance with organisational policies and legal requirements
  4. Ensure dismissals for incapacity to perform or misconduct comply with legislative and organisational requirements
  5. Ensure human resource staff, managers and supervisors have necessary skills and knowledge to take disciplinary action
  6. Review workforce data for predicted numbers of people retiring and make necessary plans
  7. Review and evaluate separation/termination procedures regularly and introduce improvements
Develop a redundancy or redeployment plan

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage redundancies and redeployment and provide relevant information about processes so work outcomes are not compromised

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide outplacement or other assistance in accordance with organisational policies and legal requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure dismissals for incapacity to perform or misconduct comply with legislative and organisational requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure human resource staff, managers and supervisors have necessary skills and knowledge to take disciplinary action

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review workforce data for predicted numbers of people retiring and make necessary plans

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review and evaluate separation/termination procedures regularly and introduce improvements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage exit interview process

  1. Ensure separating employees are offered opportunity to participate in exit interviews
  2. Ensure process for exit interviews is clear and that staff are skilled to conduct them
  3. Ensure data from exit interviews is recorded and depersonalised
  4. Analyse data from exit interviews to establish trends and patterns and introduce improvements across the organisation
Ensure separating employees are offered opportunity to participate in exit interviews

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure process for exit interviews is clear and that staff are skilled to conduct them

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure data from exit interviews is recorded and depersonalised

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Analyse data from exit interviews to establish trends and patterns and introduce improvements across the organisation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1 Develop policies and procedures for separation/termination of employment

1.1 Undertake research to determine features of best practice systems of separation/termination and the legal requirements

1.2 Undertake consultation with relevant managers prior to introduction of new forms, procedures or systems

1.3 Develop policies, procedures and supporting documentation for all forms of separation/termination

1.4 Ensure procedures for dismissal or termination respect employees, provide strict confidentiality and comply with legislation

1.5 Obtain support for separation/termination policies and procedures from senior managers

1.6 Communicate policies and procedures, and provide supporting documents to relevant personnel

1.7 Use feedback to make refinements to policies, procedures and supporting documents for separation and termination

2 Manage separation/termination processes

2.1 Develop a redundancy or redeployment plan

2.2 Manage redundancies and redeployment and provide relevant information about processes so work outcomes are not compromised

2.3 Provide outplacement or other assistance in accordance with organisational policies and legal requirements

2.4 Ensure dismissals for incapacity to perform or misconduct comply with legislative and organisational requirements

2.5 Ensure human resource staff, managers and supervisors have necessary skills and knowledge to take disciplinary action

2.6 Review workforce data for predicted numbers of people retiring and make necessary plans

2.7 Review and evaluate separation/termination procedures regularly and introduce improvements

3 Manage exit interview process

3.1 Ensure separating employees are offered opportunity to participate in exit interviews

3.2 Ensure process for exit interviews is clear and that staff are skilled to conduct them

3.3 Ensure data from exit interviews is recorded and depersonalised

3.4 Analyse data from exit interviews to establish trends and patterns and introduce improvements across the organisation

Required Skills and Knowledge

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1 Develop policies and procedures for separation/termination of employment

1.1 Undertake research to determine features of best practice systems of separation/termination and the legal requirements

1.2 Undertake consultation with relevant managers prior to introduction of new forms, procedures or systems

1.3 Develop policies, procedures and supporting documentation for all forms of separation/termination

1.4 Ensure procedures for dismissal or termination respect employees, provide strict confidentiality and comply with legislation

1.5 Obtain support for separation/termination policies and procedures from senior managers

1.6 Communicate policies and procedures, and provide supporting documents to relevant personnel

1.7 Use feedback to make refinements to policies, procedures and supporting documents for separation and termination

2 Manage separation/termination processes

2.1 Develop a redundancy or redeployment plan

2.2 Manage redundancies and redeployment and provide relevant information about processes so work outcomes are not compromised

2.3 Provide outplacement or other assistance in accordance with organisational policies and legal requirements

2.4 Ensure dismissals for incapacity to perform or misconduct comply with legislative and organisational requirements

2.5 Ensure human resource staff, managers and supervisors have necessary skills and knowledge to take disciplinary action

2.6 Review workforce data for predicted numbers of people retiring and make necessary plans

2.7 Review and evaluate separation/termination procedures regularly and introduce improvements

3 Manage exit interview process

3.1 Ensure separating employees are offered opportunity to participate in exit interviews

3.2 Ensure process for exit interviews is clear and that staff are skilled to conduct them

3.3 Ensure data from exit interviews is recorded and depersonalised

3.4 Analyse data from exit interviews to establish trends and patterns and introduce improvements across the organisation