training.gov.au

Mapping	Notes	Date
Supersedes and is equivalent to BSBWRK509A - Manage industrial relations	New unit code and title. Revised and updated unit descriptor. Amended wording of elements 1, 2 and 3. One new performance criteria at Element 2. Rewritten and clarified performance criteria. Expanded and updated range statement. Updated and clarified Critical aspects for assessment and evidence in the Evidence Guide.	17/Mar/2013
Is superseded by and equivalent to BSBWRK510 - Manage employee relations	Updated to meet Standards for Training Packages Minor edits to clarify intent of Performance Criteria	24/Mar/2015

Release	Release date
1 1 (this release)	18/Mar/2013

CodeSort Table listing Training packages that include this unit by the Code column	TitleSort Table listing Training packages that include this unit by the Title column	Release
MSA07 - Manufacturing Training Package	Manufacturing Training Package	8.2-8.4
SIS10 - Sport, Fitness and Recreation Training Package	Sport, Fitness and Recreation Training Package	2.1-3.1
BSB07 - Business Services Training Package	Business Services Training Package	8.0-9.0
RII - Resources and Infrastructure Industry Training Package	Resources and Infrastructure Industry Training Package	1.0-1.4
SFI11 - Seafood Industry Training Package	Seafood Industry Training Package	2.2

CodeSort Table listing Qualifications that include this unit by the Code column	TitleSort Table listing Qualifications that include this unit by the Title column	Usage Recommendation	Release
SFI50211 - Diploma of Fishing Operations	Diploma of Fishing Operations	Deleted	3
SFI50511 - Diploma of Seafood Processing	Diploma of Seafood Processing	Deleted	4
SIS50712 - Diploma of Sport and Recreation Management	Diploma of Sport and Recreation Management	Superseded	2
SFI50111 - Diploma of Aquaculture	Diploma of Aquaculture	Superseded	4
BSB51107 - Diploma of Management	Diploma of Management	Superseded	4
RII50413 - Diploma of Civil Construction Management	Diploma of Civil Construction Management	Superseded	1-4
MSA50311 - Diploma of Production Management	Diploma of Production Management	Superseded	3-4
BSB50613 - Diploma of Human Resources Management	Diploma of Human Resources Management	Superseded	1
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CodeSort Table listing Accredited courses that have this unit in the completion mapping by the Code column	TitleSort Table listing Accredited courses that have this unit in the completion mapping by the Title column	Status
39295QLD - Diploma of Operational Management (Specialisation)	Diploma of Operational Management (Specialisation)	Non-Current
22267VIC - Diploma of Electrical Project Management	Diploma of Electrical Project Management	Non-Current

Scheme	Code	Classification value
ASCED Module/Unit of Competency Field of Education Identifier	080303	Human Resource Management

Scheme	Code	Classification value	Start date	End date
ASCED Module/Unit of Competency Field of Education Identifier	080303	Human Resource Management	03/Oct/2013

Modification History

Release

Comments

Release 1

This version first released with BSB07 Business Services Training Package Version 8.0.

Replaces BSBWRK509A Manage industrial relations.

Unit Descriptor

This unit describes the performance outcomes, skills and knowledge required to manage employee and industrial relations matters in an organisation. It involves using a range of specialised technical and managerial techniques to plan, carry out and evaluate own work and/or the work of a team.

It includes planning and policy development for employee relations as well as negotiation, conflict management, dispute resolution and managing industrial relations.

Application of the Unit

This unit applies to those responsible for working across an organisation to ensure that there is a policy infrastructure that ensures legislative compliance and clarifies issues.

It applies to those who respond to industrial conflict and grievances, with a well-established, sound theoretical knowledge base in human resources management and industrial relations. They may or may not have responsibility for supervising the work of others but are authorised to oversee industrial relations in the organisation. However they will have knowledge of current industrial relations trends and legislation.

Licensing/Regulatory Information

No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.

Pre-Requisites

Not applicable.

Employability Skills Information

This unit contains employability skills.

Elements and Performance Criteria Pre-Content

Element	Performance Criteria
Elements describe the essential outcomes of a unit of competency.	Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide.

Elements and Performance Criteria

1. Develop employee and industrial relations policies and plans

1.1 Analyse strategic plans and operational plans to determine long-term employee relations objectives

1.2 Analyse existing employee relations performance in relation to workforce objectives

1.3 Evaluate options in terms of cost-benefit, risk-analysis and current legislative requirements

1.4 Work with the management team to develop industrial relations policies and plans

1.5 Identify the skills and knowledge needed by management and the workforce to effectively implement these strategies and policies

2. Implement employee relations policies and plans

2.1 Develop an implementation plan and contingency plan for the employee relations policies and strategies

2.2 Make arrangements for training and development for identified needs to support the employee relations plan

2.3 Undertake associated employee relations activities to reach agreement on changes required by policies or implementation plan

2.4 Ensure procedures for addressing grievances and conflict are properly documented

2.5 Communicate key issues about procedures for addressing grievances and conflict

2.6 Review employee relations policies and plans to establish whether they are meeting their intended outcomes

3. Manage negotiations to resolve conflict

3.1 Train individuals in conflict-management techniques and procedures

3.2 Identify and where possible alleviate or eliminate sources of conflict or grievance according to legal requirements

3.3 Check documentation and other information sources to clarify issues in dispute

3.4 Obtain expert or specialist advice and/or refer to precedents, if required

3.5 Determine desired negotiation outcomes, negotiation strategy and negotiation timeframes

3.6 Advocate the organisation’s position in negotiation to obtain agreement

3.7 Document and if necessary certify the agreed outcomes with the relevant jurisdiction

3.8 Implement agreements

3.9 Take remedial action where groups or individuals fail to abide by agreements

Required Skills and Knowledge

This section describes the skills and knowledge required for this unit.

Required skills

communication skills to advocate, consult, negotiate and mediate conflict
innovation and problem-solving skills to manage sensitive and important issues
planning and time-management skills to:

meet critical deadlines
sequence tasks
prepare submissions
present cases.

Required knowledge

enterprise and workplace bargaining processes
key entities in the Australian industrial relations system, including courts and tribunals, trade unions and employer bodies
relevant industrial, workplace health and safety, equal employment opportunity and anti-discrimination legislation in federal, state and territory jurisdictions.

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: demonstrate understanding of current Australian industrial relations system and relevant legislation document strategies and procedures for dealing with grievances and disputes apply negotiation and conflict-resolution techniques.
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 reports on industrial issues direct questioning combined with review of portfolios of evidence and third-party workplace reports of on-the-job performance by the candidate observation of demonstrated techniques in negotiation and case presentation observation of presentations oral or written questioning to assess knowledge of industrial relations legislation review of documentation outlining long-term industrial relations objectives review of implementation plan and contingency plan evaluation of documentation communicating key issues about procedures for addressing grievances and conflict.
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.

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.

Long-term employee relations objectives may relate to:	effective management of grievances, conflict situations and dispute-resolution procedures employee commitment employee satisfaction job design negotiation outcomes organisational culture relations with unions and other peak bodies restructuring salary, remuneration, benefits and bonuses workforce planning workplace reform.
Implementation plan may include:	documented objectives, methodology and timeframe project plan
Associated employee relations activities may include:	clarifying terms and conditions of employment of those persons affected consulting with employee representatives, including unions and elected staff representatives ensuring the legality of proposed strategies, policies and initiatives referring to employer representatives for advice and support.
Conflict-management techniques and procedures may include:	controlling difficult situations using legal remedies dispute-resolution procedures negotiating and bargaining.
Certify refers to:	Australian Workplace Agreements workplace collective agreements.

Unit Sector(s)

Workforce Development – Human Resource Management

Unit of competency details

BSBWRK510A - Manage employee relations (Release 1)

Summary

Training packages that include this unit

Qualifications that include this unit

Accredited courses that have this unit in the completion mapping

Classifications

Classification history

Content