Unit of competency details

BSBHRM513 - Manage workforce planning (Release 1)


Usage recommendation:
Supersedes and is equivalent to BSBHRM513A - Manage workforce planningUpdated to meet Standards for Training Packages 24/Mar/2015
Is superseded by and equivalent to BSBHRM524 - Coordinate workforce plan implementation 18/Oct/2020

ReleaseRelease date
1 1 (this release) 25/Mar/2015

Training packages that include this unit


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 1

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


This unit describes the skills and knowledge required to manage planning in relation to an organisation's workforce including researching requirements, developing objectives and strategies, implementing initiatives and monitoring and evaluating trends.

It applies to individuals who are human resource managers or staff members with a role in a policy or planning unit that focuses on workforce planning.

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 Research workforce requirements

1.1 Review current data on staff turnover and demographics

1.2 Assess factors that may affect workforce supply

1.3 Establish the organisation's requirements for a skilled and diverse workforce

2 Develop workforce objectives and strategies

2.1 Review organisational strategy and establish aligned objectives for modification or retention of the workforce

2.2 Consider strategies to address unacceptable staff turnover, if required

2.3 Define objectives to retain required skilled labour

2.4 Define objectives for workforce diversity and cross-cultural management

2.5 Define strategies to source skilled labour

2.6 Communicate objectives and rationale to relevant stakeholders

2.7 Obtain agreement and endorsement for objectives and establish targets

2.8 Develop contingency plans to cope with extreme situations

3 Implement initiatives to support workforce planning objectives

3.1 Implement action to support agreed objectives for recruitment, training, redeployment and redundancy

3.2 Develop and implement strategies to assist workforce to deal with organisational change

3.3 Develop and implement strategies to assist in meeting the organisation's workforce diversity goals

3.4 Implement succession planning system to ensure desirable workers are developed and retained

3.5 Implement programs to ensure workplace is an employer of choice

4 Monitor and evaluate workforce trends

4.1 Review workforce plan against patterns in exiting employee and workforce changes

4.2 Monitor labour supply trends for areas of over- or under-supply in the external environment

4.3 Monitor effects of labour trends on demand for labour

4.4 Survey organisational climate to gauge worker satisfaction

4.5 Refine objectives and strategies in response to internal and external changes and make recommendations in response to global trends and incidents

4.6 Regularly review government policy on labour demand and supply

4.7 Evaluate effectiveness of change processes against agreed objectives

Foundation Skills

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






1.1, 1.2, 1.3, 2.1, 4.6

  • Interprets and critically analyses organisational strategy and data on staff turnover and demographics


1.3, 2.1, 2.3, 2.4, 2.5, 2.6, 2.7, 2.8, 3.2, 3.3, 4.5

  • Uses broad vocabulary, grammatical structure and conventions appropriate to audience and context to develop strategies, plans or reports

Oral communication

2.6, 2.7

  • Conveys information using language, format and style appropriate to a specific audience


4.2, 4.3, 4.4

  • Extracts and evaluates the mathematical information and applies mathematical and problem-solving strategies when monitoring labour trends and surveying organisational climate

Navigate the world of work

2.1, 2.7, 3.2, 3.3

  • Understands and interprets organisational goals r to develop processes, objectives or strategies relevant to own role requirements

Interact with others

2.6, 2.7

  • Selects and implements appropriate communication protocols to liaise with personnel in a range of work contexts

Get the work done

1.1, 2.1, 2.8, 3.1 -3.5, 4.1- 4.7

  • Sequences and schedules complex activities, monitors implementation and manages relevant communication when researching requirements and developing workforce objectives and strategies
  • Makes a range of critical and non-critical decisions in relatively complex situations, taking a range of constraints into account when assessing factors affecting workforce supply
  • Anticipates potential problems and uses analytical or lateral thinking processes to formulate contingency plans
  • Uses a range of digital tools to collect data, and to extract, organise and share information

Unit Mapping Information

Code and title  

current version 

Code and title 

previous version 


Equivalence status 

BSBHRM513 Manage workforce planning

BSBHRM513A Manage workforce planning

Updated to meet Standards for Training Packages

Equivalent unit


Companion Volume implementation guides are found in VETNet - https://vetnet.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:

  • review and interpret information from a range of internal and external sources to identify:
  • current staff turnover and demographics
  • labour supply trends factors that may affect workforce supply
  • organisation's workforce requirements objectives and strategies
  • manage workforce planning including developing, implementing, monitoring and reviewing strategies to meet workforce needs
  • review relevant trends and supply and demand factors that will impact on an organisation's workforce
  • develop a workforce plan that includes relevant research and specific strategies to ensure access to a skilled and diverse workforce.

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:

  • explain current information about external labour supply relevant to the specific industry or skill requirements of the organisation
  • outline industrial relations relevant to the specific industry
  • describe labour force analysis and forecasting techniques.

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:

  • an appropriate range of documentation and resources normally used in the workplace
  • organisational strategic and operational plans
  • organisational policies and procedures
  • business technology.

Assessors must satisfy NVR/AQTF assessor requirements.


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