Unit of competency details

BSBHRM512 - Develop and manage performance management processes (Release 1)


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

Usage recommendation:
Supersedes and is equivalent to BSBHRM512A - Develop and manage performance-management processesUpdated to meet Standards for Training Packages 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 1.0-3.0 
HLT - HealthHealth 2.0-4.1 
CHC - Community ServicesCommunity Services 2.0-3.0 
BSB - Business Services Training PackageBusiness Services Training Package 1.0-1.2,2.0 


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 
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Unit Of competency

Modification History



Release 1

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


This unit describes the skills and knowledge required to develop and facilitate implementation of performance management processes and to coordinate individual or group learning and development to encourage effective employee performance.

This unit applies to individuals who are authorised to establish effective performance management processes for an organisation and who may have staff reporting to them.

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



Elements describe the essential outcomes.

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

1 Develop integrated performance-management processes

1.1 Analyse organisational strategic and operational plans to identify relevant policies and objectives to be addressed in i ntegrated performance-management processes

1.2 Develop objectives for performance-management processes to support organisational strategy and goals and to build organisational capability

1.3 Design methods and processes for line managers to develop key performance indicators for those reporting to them

1.4 Develop organisational timeframes and processes for formal performance-management sessions

1.5 Ensure performance-management processes are flexible enough to cover the range of the organisation's employment situations  

1.6 Consult with key stakeholders about the processes and agree on process features

1.7 Gain support for implementation of the performance-management processes

2 Facilitate the implementation of performance-management processes

2.1 Train relevant groups and individuals to monitor performance, identify performance gaps,  provide feedback and manage talent

2.2 Work with line managers to ensure that performance is monitored regularly and that intervention  occurs as required and complies with organisational policies and legal requirements

2.3 Support line managers to counsel and discipline employees who continually perform below standard

2.4 Articulate dispute resolution processes where necessary, mediating between line managers and employees

2.5 Provide support to terminate employees who fail to respond to interventions according to organisational protocols and legislative requirements

2.6 Ensure recorded outcomes of performance-management sessions are accessible and stored securely, according to organisational policy

2.7 Regularly evaluate and improve all aspects of performance-management processes in keeping with organisational objectives and policies

3 Coordinate individual or group learning and development

3.1 Design and develop learning and development plans and strategies to encourage effective employee performance

3.2 Deliver learning and development plans according to agreed timeframes, ensuring achievement of specified outcomes

3.3 Contract appropriate providers for performance development, as identified by plans and according to organisational policy

3.4 Monitor learning and development activities to ensure compliance with quality assurance standards

3.5 Negotiate remedial action with providers, where necessary

3.6 Generate reports to advise appropriate managers on progress and success rates of activities

Foundation Skills

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







  • Interprets and critically analyses organisational strategic and operational plans to identify relevant policies and objectives to be addressed


1.2, 1.3, 1.4, 3.1, 3.6

  • Uses broad vocabulary, grammatical structure and conventions appropriate to text when developing objectives, designing methods and processes and reporting

Oral communication

1.6, 2.1, 2.2, 2.4, 3.5

  • Conveys information using language, format and style appropriate to a specific audience
  • Uses listening and questioning to extract main ideas from oral texts or to confirm and clarify understanding



  • Selects from, and applies, mathematical and problem solving strategies when reporting on success rates of activities

Navigate the world of work

1.1, 1.2, 2.5, 2.6, 2.7, 3.3, 3.4

  • Understands and interprets organisational policies and procedures in order to formulate processes relevant to own role requirements
  • Monitors adherence to legal and regulatory rights and responsibilities for self and possibly others

Interact with others

1.6, 1.7, 2.1, 2.2, 2.3, 2.4, 3.5

  • Selects and implements appropriate communication protocols to liaise with personnel in a range of work contexts
  • Supports line managers to achieve goals, playing an active role in facilitating effective group interaction, influencing direction and taking a leadership role on occasion
  • Negotiates with others to achieve agreeable outcomes playing an active role in facilitating consensus in contentious situations

Get the work done

1.1-1.7, 2.1-2.7, 3.2, 3.3, 3.4

  • Takes responsibility for developing, implementing and monitoring processes and strategies to manage performance
  • Accepts responsibility for planning, scheduling and sequencing complex tasks to meet organisational and legislative requirements
  • Uses systematic, analytical processes in complex, non-routine situations, setting goals, gathering relevant information, and identifying and evaluating options against agreed criteria
  • Uses digital systems and tools to store, access and organise digital information

Unit Mapping Information

Code and title  

current version 

Code and title 

previous version 


Equivalence status 

BSBHRM512 Develop and manage performance-management processes

BSBHRM512A Develop and manage performance management processes

Updated to meet Standards for Training Packages

Equivalent unit


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 1

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

Performance Evidence

Evidence of the ability to:

  • develop, implement, monitor and review an organisational performance management process which supports business goals including analysing the organisational strategic and operational plan
  • design methods for the development of key performance indicators and formal performance management sessions by line managers
  • consult with stakeholders to gain support
  • design, develop, coordinate and implement individual and group learning and development
  • train line managers and other relevant people to manage performance
  • provide support to line managers to effectively manage performance issues, including dispute resolution and termination of employment
  • develop approaches to improve performance and address identified performance gaps.

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:

  • list characteristics of a learning organisation
  • outline policies and legislation relevant to performance management
  • summarise grievance procedures
  • explain models for giving feedback and options for skill development
  • describe options in the design of performance management processes
  • outline role of performance management in relation to broader human resources and business objectives.

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:

  • organisational strategic and operational plans
  • workplace policies and procedures
  • relevant legislation, regulations and codes of practice
  • case studies and, where possible, real situations
  • interaction with others.

Assessors must satisfy NVR/AQTF assessor requirements.


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

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