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Evidence Guide: BSBHRM507A - 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

 

BSBHRM507A - 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 the 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 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 the 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 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 that work outcomes are not compromised
  3. Provide outplacement or other assistance in accordance with organisational policies and legal requirements
  4. Ensure that dismissals for incapacity to perform or misconduct comply with legislative and organisational requirements
  5. Ensure that human resources 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 that 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 that dismissals for incapacity to perform or misconduct comply with legislative and organisational requirements

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Ensure that human resources 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 that separating employees are offered the opportunity to participate in exit interviews
  2. Ensure that the process for exit interviews is clear and that staff are skilled to conduct them
  3. Ensure that 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 that separating employees are offered the opportunity to participate in exit interviews

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Ensure that 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

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.

Required Skills and Knowledge

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.

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.

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