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Evidence Guide: BSBWRK411A - Support employee and industrial relations procedures

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

 

BSBWRK411A - Support employee and industrial relations procedures

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

Communicate and implement organisation’s employee relations policies and procedures

  1. Source and disseminate relevant legislation, agreements, policies and procedures to relevant persons and groups
  2. Implement agreements, policies and procedures according to site, enterprise and statutory requirements
  3. Support workplace strategies to effectively communicate with relevant persons and groups on employee relations
  4. Promote the organisation’s employee relations procedures to relevant persons and groups
  5. Represent the organisation appropriately in discussions with key stakeholders
Source and disseminate relevant legislation, agreements, policies and procedures to relevant persons and groups

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement agreements, policies and procedures according to site, enterprise and statutory requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Support workplace strategies to effectively communicate with relevant persons and groups on employee relations

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Promote the organisation’s employee relations procedures to relevant persons and groups

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Represent the organisation appropriately in discussions with key stakeholders

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assist in minimising industrial relations conflict

  1. Monitor the implementation of industrial relations policies and procedures
  2. Process documentation and report to management and other relevant parties about potential industrial relations conflicts
  3. Support managers to contain industrial relations conflicts and deal with grievances and disputes, within limits of own authority
  4. Work with employees to resolve personal grievances and prevent escalation of industrial relations conflicts
  5. Work under supervision to source specialist industrial relations expertise
Monitor the implementation of industrial relations policies and procedures

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Process documentation and report to management and other relevant parties about potential industrial relations conflicts

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Support managers to contain industrial relations conflicts and deal with grievances and disputes, within limits of own authority

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Work with employees to resolve personal grievances and prevent escalation of industrial relations conflicts

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Work under supervision to source specialist industrial relations expertise

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Enhance employee relations

  1. Trial and implement strategies to monitor the implementation of the organisation’s employee relations policies and procedures
  2. Implement strategies to facilitate feedback on the industrial climate
  3. Implement strategies to strengthen relationships with relevant persons and groups
  4. Provide information and feedback to management on employee relations
  5. Provide information and advice to relevant persons and groups
Trial and implement strategies to monitor the implementation of the organisation’s employee relations policies and procedures

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement strategies to facilitate feedback on the industrial climate

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement strategies to strengthen relationships with relevant persons and groups

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide information and feedback to management on employee relations

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide information and advice to relevant persons and groups

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 ability to:

work with legislation, awards and agreements to provide written and verbal advice on employee relations or industrial matters

support the resolution of workplace grievances and conflicts.

Context of and specific resources for assessment

Assessment must ensure:

access to a range of workplace documentation relating to current industrial matters.

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 reports and examples of industrial conflict that has been resolved

demonstration of techniques in dealing with conflict

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

observation of demonstrated techniques in providing advice about industrial matters

observation of performance in role plays

observation of presentations

oral or written questioning to assess knowledge of industrial relations legislation and current issues

review of documentation promoting the organisation’s industrial relations procedures

review of documentation prepared about potential industrial relations conflicts.

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 Certificate IV in Human Resources.

Required Skills and Knowledge

Required skills

literacy and verbal communication skills to:

present information in clear and accessible ways

review complex documents from a range of sources

negotiation and conflict-resolution skills to:

deal with sensitive information

resolve issues

technology skills to use human resources information systems according to access and security guidelines.

Required knowledge

grievance resolution policy and procedures

employee and industrial relations policies and procedures, such as:

enterprise agreements

enterprise and workplace bargaining

legislation, codes of practice and national standards relevant to role of employee representatives and employee organisations, for example:

equal employment opportunity (EEO) and antidiscrimination

international industrial relations systems where work undertaken has an international focus or context

workplace health and safety (WHS)

relevant federal, state and territory industrial relations systems 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.

Relevant legislation, agreements, policies and procedures include:

EEO, diversity, parental leave policies

employment contracts

enterprise agreements and workplace agreements

industrial awards, orders and decisions

industrial relations legislation

reasonable adjustments for workers with a disability

WHS policies and procedures.

Persons and groups include:

employee representatives

employer representatives

union representatives.

Site, enterprise and statutory requirements refer to:

award and enterprise agreements, and relevant industrial instruments

dispute settlement procedures

grievance mechanisms

relevant industry codes of practice

relevant legislation from all levels of government that affects business operation, especially in regard to WHS and environmental issues, EEO, industrial relations and antidiscrimination

reporting channels and procedures.

Management may include:

chief executive officer, Board and other senior managers

industrial relations/human resources manager

line managers.

Industrial relations expertise may include:

industrial relations consultants

industrial relations and employment lawyers

industry peak bodies or chambers of commerce

HR officers and managers

unions

workplace relations telephone advisory services.