Unit of competency details

BSBHRM502 - Manage human resource management information systems (Release 1)

Summary

Releases:
ReleaseStatusRelease date
1 1 (this release)Current 25/Mar/2015

Usage recommendation:
Current
Mapping:
MappingNotesDate
Supersedes and is equivalent to BSBHRM502A - Manage human resources management information systemsUpdated to meet Standards for Training Packages Minor change to unit title 24/Mar/2015


Training packages that include this unit

CodeTitleSort Table listing Training packages that include this unit by the Title columnRelease
SIS - Sport, Fitness and Recreation Training PackageSport, Fitness and Recreation Training Package 2.0-3.0 
HLT - HealthHealth 2.0-4.1 
BSB - Business Services Training PackageBusiness Services Training Package 1.0-3.0 

Classifications

SchemeCodeClassification value
ASCED Module/Unit of Competency Field of Education Identifier 080303 Human Resource Management  

Classification history

SchemeCodeClassification valueStart dateEnd date
ASCED Module/Unit of Competency Field of Education Identifier 080303 Human Resource Management  30/Jul/2015 
The content being displayed has been produced by a third party, while all attempts have been made to make this content as accessible as possible it cannot be guaranteed. If you are encountering issues following the content on this page please consider downloading the content in its original form

Unit Of competency

Modification History

Release 

Comments 

Release 1

This version first released with BSB Business Services Training Package Version 1.0.

Application

This unit describes the skills and knowledge required to manage human resource information systems from the research and planning stages, through selection of appropriate systems, to implementation, ongoing review and system upgrades.

It applies to individuals with a well-established, sound theoretical knowledge base in human resource management and human resource information systems (HRIS) who are proficient in using a range of specialised technical and managerial techniques to plan, carry out and evaluate their own work and/or the work of a team. They may or may not have staff who report to them, but they are authorised to oversee the HRIS.

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

Unit Sector

Workforce Development Human Resource Management

Elements and Performance Criteria

ELEMENT 

PERFORMANCE CRITERIA 

Elements describe the essential outcomes.

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

1 Identify human resource information requirements

1.1 Collect, collate and document information requirements of users

1.2 Identify communication processes to support user needs

1.3 Agree on information requirements and communication processes with users and relevant managers

1.4 Develop a draft information systems management plan with agreed review mechanisms, timeframe and criteria

1.5 Specify information requirements in a clear and concise manner

1.6 Ensure information requirements are consistent with organisational objectives and policies

1.7 Identify resources required to meet the information requirements within budget parameters

2 Select human resource information management system

2.1 Agree on selection criteria for the information management system with relevant groups and individuals

2.2 Ensure that selection criteria for the system has the capability to meet organisation s objectives, policies and budget parameters

2.3 Evaluate potential systems against the criteria

2.4 Undertake cost benefit and risk analysis in relation to the systems which meet the selection criteria

2.5 Establish preferences for the system and provide selection report to senior managers

2.6 Ensure preferred system is capable of being customised to meet organisation and user requirements

3 Implement human resource information system

3.1 Develop implementation plan with users, other relevant groups and individuals

3.2 Confirm implementation plan s roles and responsibilities with individuals and groups involved

3.3 Assign resources to meet implementation plan timeframe, quality and other objectives

3.4 Modify implementation schedule to resolve any problems arising

3.5 Ensure groups and individuals contribute to implementation in accordance with plan objectives

4 Monitor and evaluate performance of human resource information system

4.1 Monitor information system performance and prepare performance reports

4.2 Obtain feedback from users about the system

4.3 Benchmark system performance and technical specifications against other systems, and latest trends and developments

4.4 Analyse performance gaps and current strategies and introduce improvements

Foundation Skills

This section describes language, literacy, numeracy and employment skills incorporated in the performance criteria that are required for competent performance.

Skill 

Performance 

Criteria 

Description 

Reading

1.1, 1.2, 1.4, 1.6, 1.7, 2.2-2.4, 2.6, 3.3, 3.5, 4.1, 4.3, 4.4

  • Interprets textual information obtained from a range of sources and determines how content may be applied to individuals and organisational requirements

Writing

1.1, 1.3-1.5, 2.1, 2.5, 3.1, 3.3, 3.4, 4.1, 4.3, 4.4

  • Demonstrates clear writing skills by selecting appropriate conventions and stylistic devices to express precise meaning relevant to context and audience

Oral Communication

1.3, 1.5, 2.1, 3.1, 3.2, 4.2

  • Draws on a repertoire of open questioning and active listening to obtain feedback and confirm requirements
  • Uses appropriate terminology and non-verbal features to explain requirements

Numeracy

1.4, 1.7, 2.4

  • Completes basic calculations to determine time taken to complete work within predetermined timelines
  • Prepares basic estimates, cost benefit and risk analyses according to pre-existing budgets

Navigate the world of work

1.6, 2.2, 2.6

  • Adheres to all relevant organisational policies and procedures, and considers own role in terms of its contribution to broader goals of work environment

Interact with others

1.3, 2.1, 3.2, 3.5

  • Collaborates with others to achieve joint outcomes, playing an active role in facilitating effective group interaction

Get the work done

1.1, 1.4, 1.7, 2.3, 2.5, 2.6, 3.3, 3.4, 4.1, 4.3, 4.4

  • Accepts responsibility for planning and sequencing complex tasks and workload, negotiating key aspects with others
  • Monitors progress of plans and schedules, and reviews and changes them to meet new demands and priorities
  • Applies systematic and analytical decision-making processes for complex and non-routine situations
  • Uses evaluation and analysis as a means to continuously improve work practices and processes

Unit Mapping Information

Code and title  

current version 

Code and title 

previous version 

Comments 

Equivalence status 

BSBHRM502 Manage human resource management information systems

BSBHRM502A Manage human resources management information systems

Updated to meet Standards for Training Packages

Minor change to unit title

Equivalent unit

Links

Companion Volume implementation guides are found in VETNet - https://vetnet.education.gov.au/Pages/TrainingDocs.aspx?q=11ef6853-ceed-4ba7-9d87-4da407e23c10

 

Assessment requirements

Modification History

Release 

Comments 

Release 1

This version first released with BSB Business Services Training Package Version 1.0.

Performance Evidence

Evidence of the ability to:

  • assess written reports on human resource management information systems (HRIS)
  • develop and implement a plan for a new HRIS in close consultation with others
  • review the new system and make improvements where required.

Note: If a specific volume or frequency is not stated, then evidence must be provided at least once.

Knowledge Evidence

To complete the unit requirements safely and effectively, the individual must:

  • describe monitoring, measuring and evaluation techniques for a range of human resource management functions
  • outline procurement procedures, including preparation of a technical brief
  • list the various types of HRIS available and their respective capabilities and limitations
  • summarise key organisational protocols and processes applicable to managing a HRIS.

Assessment Conditions

Assessment must be conducted in a safe environment where evidence gathered demonstrates consistent performance of typical activities experienced in the workforce development human resource development field of work and include access to:

  • documentation and resources normally used in the workplace
  • case studies and, where possible, real situations
  • workplace policies and procedures
  • relevant legislation, regulations and codes of practice.

Assessors must satisfy NVR/AQTF assessor requirements.

Links

Companion Volume implementation guides are found in VETNet - https://vetnet.education.gov.au/Pages/TrainingDocs.aspx?q=11ef6853-ceed-4ba7-9d87-4da407e23c10

Training component details
The following details are displayed for each different NRT:-

Training packages

- Training package details
- Training package components

Qualifications

- Qualification details
- Qualification components

Accredited courses

- Accredited course details

Modules

- Module details

Units of competency

- Units of competency details
- Unit components

Skill sets

- Skill set details
- Skill set components

Click on the Export link to export the NRT information to MS Word or PDF.

Click on the Manage notification link to create or change a notification for this NRT.

When selecting the Display history check box a set of tables will appear displaying a log of historical values describing what has changed and when over time.

If you have access to make changes to an NRT, click on the Edit link on the upper right hand side of the summary box.