Unit of competency details

BSBHRM602 - Manage human resources strategic planning (Release 1)


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

Usage recommendation:
Supersedes and is equivalent to BSBHRM602B - Manage human resources strategic planningUpdated 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
HLT - HealthHealth 3.0-4.1 
CUA - Creative Arts and Culture Training PackageCreative Arts and Culture Training Package 2.0-3.0,4.0 
CHC - Community ServicesCommunity Services 2.0-3.0 
BSB - Business Services Training PackageBusiness Services Training Package 1.0-1.2,2.0-3.0 


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, implement and maintain a strategic approach to managing human resources in an organisation ensuring that the organisation has the structure and staff to meet current and foreseeable business and performance objectives

It applies to individuals employed as human resource managers after a firm grounding has been established in a range of human resource activities.

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 planning requirements

1.1 Analyse strategic plans to determine human resource strategic direction, objectives and targets

1.2 Undertake additional environmental analysis to identify emerging practices and trends that may impact on human resource management in the organisation

1.3 Identify future labour needs, skill requirements and options for sourcing labour supply

1.4 Consider new technology and its impact on job roles and job design

1.5 Review recent and potential changes to industrial and legal requirements

2 Develop human resource strategic plan

2.1 Consult relevant managers about their human resource preferences

2.2 Agree on human resource philosophies, values and policies with relevant managers

2.3 Develop strategic objectives and targets for human resource services

2.4 Examine options for the provision of human resource services and analyse costs and benefits

2.5 Identify appropriate technology and systems to support agreed human resource programs and practices

2.6 Write a strategic human resource plan and obtain senior management support for the plan

2.7 Develop risk management plans to support the strategic human resource plan

3 Implement human resource strategic plan

3.1 Work with others to see that the plan is implemented

3.2 Monitor and review the plan

3.3 Adapt plan should circumstances change

3.4 Evaluate and review performance against plan 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, 1.5,

2.1-2.7, 3.2, 3.3, 3.4

  • Organises, evaluates and applies content from a range of structurally complex texts relating to human resource strategic planning


1.1, 1.2, 1.3, 2.1 - 2.7, 3.3, 3.4

  • Communicates complex ideas relating to strategic objectives, matching style of writing to purpose and audience

Oral Communication

2.1, 2.2, 2.6, 3.1

  • Establishes and maintains complex and effective spoken communications in a broad range of contexts with relevant managers to determine resources preferences, philosophies and values.


1.1, 2.4, 2.6, 2.7

  • Selects and interprets mathematical information that may be embedded in a range of tasks and texts to analyse costs and benefits as well as dealing with budgets and risk management plans

Navigate the world of work

1.2, 1.5

  • Ensures knowledge of legislative requirements and products is kept up to date in order to provide accurate information
  • Develops and implements strategies that ensure organisational policies, procedures and regulatory requirements are being met

Interact with others

2.1, 2.2, 2.6, 3.1

  • Selects and uses appropriate conventions and protocols when communicating with managers at various levels
  • Participates in conversations relevant to role responding, explaining, negotiating and persuading as required

Get the work done

1.1-1.4, 2.3-2.7, 3.2-3.4

  • Sequences and schedules complex activities, monitors implementation and manages relevant communication when developing the strategic plan
  • Makes a range of critical and non-critical decisions in relatively complex situations, analysing data and taking a range of factors into account when researching planning requirements and developing the plan
  • Gathers and analyses data and seeks feedback to improve plans and processes
  • Uses digital technologies to manage business operations and actively investigates new technologies for strategic and operational purposes

Range of Conditions

This section specifies different work environments and conditions that may affect performance. Essential operating conditions that may be present (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) are included.

Options for sourcing labour supply must include consideration of:

  • employing a range of recruitment options
  • hiring casual labour
  • hiring new graduates or trainees
  • employing off shore workers
  • outsourcing
  • using contractors or consultants.

Human resource plan must include:

  • budget
  • priorities
  • objectives
  • timeframes.

Unit Mapping Information

Code and title  

current version 

Code and title 

previous version 


Equivalence status 

BSBHRM602 Manage human resource strategic planning

BSBHRM602B Manage human resources strategic planning

Updated to meet Standards for Training Packages

Minor change to unit title

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:

  • analyse information from a range of internal and external sources to determine:
  • human resource strategic direction, objectives and targets
  • trends and emerging practices that may have an impact on human resource management
  • relevant technology
  • recent and potential changes to industrial and legal requirements
  • future labour needs and skills requirements
  • options for sourcing labour
  • organisation s preferences regarding human resources
  • consult and communicate effectively with relevant stakeholders to develop, implement, monitor and review a strategic human resource plan including:
  • budget
  • priorities
  • agreed objectives, targets, programs and practices based on cost-benefit analysis
  • timeframes
  • risk management
  • evaluation against objectives.

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 human resource practices and functions
  • explain the relevant legislative, regulatory and industrial requirements for the business
  • outline common options for sourcing labour including:
  • recruitment options
  • casual labour
  • new graduates or trainees
  • off shore workers
  • outsourcing
  • contractors
  • consultants
  • explain the impact of technology on job roles
  • outline labour market options for sourcing labour supply
  • describe the requirements of a strategic plan.

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:

  • relevant legislation, regulations and codes of practice
  • the business strategic and operational plan
  • workplace policies and procedures
  • 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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