NTISthis.com

Evidence Guide: BSBHRM604A - Manage employee relations

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

 

BSBHRM604A - Manage employee relations

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

Implement employee relations strategy and policies for own work area

  1. Ensure employee relations strategy is consistent with organisational strategic objectives
  2. Develop strategies and policies through the application of a risk management approach and extensive consultation and participation by relevant groups and individuals
  3. Ensure strategy and policies take account of equal opportunity, family/work relationships and promote the absence of discrimination and/or harassment
  4. Develop risk management strategies which take account of the withdrawal of labour and other potential outcomes of disputes
  5. Identify potential areas of conflict (if any) and ensure strategies and policies take account of the objectives of relevant groups and individuals
Ensure employee relations strategy is consistent with organisational strategic objectives

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop strategies and policies through the application of a risk management approach and extensive consultation and participation by relevant groups and individuals

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure strategy and policies take account of equal opportunity, family/work relationships and promote the absence of discrimination and/or harassment

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop risk management strategies which take account of the withdrawal of labour and other potential outcomes of disputes

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify potential areas of conflict (if any) and ensure strategies and policies take account of the objectives of relevant groups and individuals

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Build and maintain a productive culture

  1. Negotiate awards, agreements, and contracts which balance organisational objectives and employee rights and obligations
  2. Identify and meet all legal and organisational requirements within the conditions of employment
  3. Undertake regular and timely consultation and communication with individuals and relevant groups
  4. Develop policies and practices to facilitate employee recruitment, retention and satisfaction
  5. Provide induction programs and training to develop competence and confidence, and to ensure work is performed safely and effectively
  6. Provide opportunities for employees to understand their role and how it contributes to the achievement of organisational objectives
  7. Develop, regularly review and update individual and team development plans
  8. Evaluate and revise employee relations policies regularly
Negotiate awards, agreements, and contracts which balance organisational objectives and employee rights and obligations

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and meet all legal and organisational requirements within the conditions of employment

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Undertake regular and timely consultation and communication with individuals and relevant groups

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop policies and practices to facilitate employee recruitment, retention and satisfaction

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide induction programs and training to develop competence and confidence, and to ensure work is performed safely and effectively

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide opportunities for employees to understand their role and how it contributes to the achievement of organisational objectives

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop, regularly review and update individual and team development plans

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Evaluate and revise employee relations policies regularly

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Resolve employee relations problems

  1. Establish processes for early intervention to identify and minimise problems or grievances
  2. Communicate problem solving processes to, and obtain support from, all relevant groups and individuals
  3. Provide training to develop competence in conflict management, negotiation and dispute resolution
  4. Obtain specialist advice where appropriate or where formal hearings are required
  5. Ensure processes are fair, equitable and consistent with all relevant awards agreements and legislation
  6. Ensure problem solving processes provide for external mediation and conciliation, and arbitration where appropriate
Establish processes for early intervention to identify and minimise problems or grievances

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate problem solving processes to, and obtain support from, all relevant groups and individuals

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide training to develop competence in conflict management, negotiation and dispute resolution

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Obtain specialist advice where appropriate or where formal hearings are required

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure processes are fair, equitable and consistent with all relevant awards agreements and legislation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure problem solving processes provide for external mediation and conciliation, and arbitration where appropriate

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage diversity

  1. Develop plans for the promotion of diversity within the organisation
  2. Openly promote diversity and its benefits within the organisation
  3. Develop education and communication plans to promote and encourage diversity
  4. Develop and implement processes to deal with events which inhibit the organisation from meeting its diversity objectives
Develop plans for the promotion of diversity within the organisation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Openly promote diversity and its benefits within the organisation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop education and communication plans to promote and encourage diversity

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop and implement processes to deal with events which inhibit the organisation from meeting its diversity objectives

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:

While the unit is designed for non-specialist HR managers, there is an expectation that competence will be demonstrated in the implementation of the full range of employee relations activities

Negotiation of employment agreements/contracts and the maintenance of high standards of performance in respect to equal opportunity and the management of diversity are key areas of assessment

Conflict management and early intervention in respect to employee grievances/problems are also key elements of the evidence to be presented during assessment.

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:

assessment of written reports on employee relations

direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate

observation of presentations on employee relations management

oral or written questioning to assess knowledge of human resources function/s being reviewed and policy frameworks

evaluation of research undertaken

review of documentation analysing the strengths and weaknesses of employee relations' policies and strategies

review of documentation of behaviours associated with managing diversity and, resolving employee problems and grievances.

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

ability to relate to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities

communication/consultation skills to ensure all relevant groups and individuals are advised of what is occurring and are provided with an opportunity for input

conflict management skills to mediate, negotiate and/or attempt to obtain consensus between individuals/groups in conflict situations which are dysfunctional in relation to the organisation's performance

networking skills to ensure support from key groups and individuals for concepts/ideas/products/services

risk management skills to analyse, identify and develop mitigation strategies for identified risks.

Required knowledge

human resource planning

human resource specialist assistance available

industrial agreements

key result areas of the organisation

organisational plans and objectives (strategic, tactical and operational)

organisational policies relating to balancing family/work relationships

organisational support services for employees (external and internal)

performance measurement systems utilised within the organisation

relevant legislation from all levels of government that affects business operation such as:

award and enterprise agreements and relevant industrial instruments

Occupational Health and Safety

environmental issues

equal opportunity

industrial relations

anti-discrimination

relevant industry codes of practice

staff development strategies

unfair dismissal rules and due process.

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.

Employee relations includes:

all of the activities in an organisation which impact on the employees' terms and conditions of employment and their personal well-being and satisfaction with their work environment

Strategies and policies may include:

discipline

equal opportunity

human resource strategy

induction and training

industrial/labour relations

organisational values statement

performance management

racial discrimination/vilification

remuneration and benefits

selection/recruitment

sexual harassment

Risk management means:

the process of identification of potential negative events and the development of plans to mitigate or minimise the likelihood of the negative event occurring and/or the consequences in the event it does occur

Employee rights and obligations refers to:

those contained within any award agreement or contract of employment, or implied terms of those agreements, together with all rights and obligations under the laws of the Commonwealth and the relevant state/territory

Conditions of employment may include:

grievance procedures

holidays and leave entitlements

hours of work

penalty rates

salary/wages

superannuation

Problem solving processes may include:

arbitration

conciliation

dispute resolution procedures

grievance procedures

mediation

Specialist means:

person expert in the conduct of formal hearings in the relevant jurisdiction

Diversity refers to:

any difference between individuals and groups, and includes age, gender, race, nationality, political and philosophical beliefs, or any other different individual or group characteristic

Education and communication plans refers to:

a structured program for the dissemination of information, and the receipt of feedback information from individuals, relevant to the process or activity