Unit of competency details

BSBWRK510 - Manage employee relations (Release 1)

Summary

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

Usage recommendation:
Current
Mapping:
MappingNotesDate
Supersedes and is equivalent to BSBWRK510A - Manage employee relationsUpdated to meet Standards for Training Packages Minor edits to clarify intent of Performance Criteria 24/Mar/2015


Training packages that include this unit

CodeTitleSort Table listing Training packages that include this unit by the Title columnRelease
TLI - Transport and Logistics Training PackageTransport and Logistics Training Package 1.0-3.1 
SIS - Sport, Fitness and Recreation Training PackageSport, Fitness and Recreation Training Package 2.0-3.0 
RII - Resources and Infrastructure Industry Training PackageResources and Infrastructure Industry Training Package 2.0 
MSM - Manufacturing Training PackageManufacturing Training Package 2.0-2.1 
HLT - HealthHealth 2.0-3.1 
CPP07 - Property Services Training PackageProperty Services Training Package 14.4-14.5 
BSB - Business Services Training PackageBusiness Services Training Package 1.0-2.0 

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 
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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 employee and industrial relations matters in an organisation. It involves developing and implementing employee and industrial relations policies and plans and managing conflict resolution negotiations.

It applies to those who are authorised to oversee industrial relations and manage conflict and grievances in an organisation. They will have a sound theoretical knowledge base in human resources management and industrial relations as well as current knowledge of industrial relations trends and legislation.

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

Unit Sector

Workforce Development – Workplace Relations

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. Develop employee and industrial relations policies and plans

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

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 a 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 the organisational 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 to stakeholders

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

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, 1.3, 3.3

  • Interprets, critically analyses and applies appropriate strategies to construct meaning from complex texts

Writing

1.4, 2.1, 2.4, 2.5, 3.7

  • Displays knowledge of required structure and layout, employing broad vocabulary, grammatical structure and conventions appropriate to purpose and audience

Oral communication

1,4, 2.5, 3.1, 3.6

  • Conveys information using language and non-verbal features appropriate to the audience
  • Employs listening and questioning techniques to clarify and confirm understanding

Numeracy

1.2, 1.3

  • Extracts and evaluates the mathematical information embedded in a range of tasks and texts

Navigate the world of work

1.3, 1.4, 2.3, 2.6, 3.2, 3.7

  • Modifies or develops organisational policies to achieve organisational goals and comply with legislative requirements
  • Keeps up to date on changes to legislation or regulations relevant to own rights and responsibilities and considers implications of these

Interact with others

1.4, 2.3, 3.1, 3.2, 3.4, 3.6, 3.9

  • Collaborates with others to achieve joint outcomes, playing an active role in facilitating effective group interaction, influencing direction and taking a leadership role on occasion
  • Actively builds networks that include key people with expert skills and knowledge
  • Uses a range of strategies to facilitate an acceptable outcome for all parties where conflicts occur

Get the work done

1.3, 1.4, 1.5, 2.1, 2.2, 2.4, 2.5, 3.2, 3.5, 3.7, 3.8

  • Sequences and schedules complex activities, monitors implementation and manages relevant communication
  • Uses analytical techniques to identify issues and generate possible solutions, seeking input from others as required, before making decisions or implementing solutions
  • Draws on the diverse perspectives of others to gain insights into current practices and opportunities for change

Unit Mapping Information

Code and title  

current version 

Code and title 

previous version 

Comments 

Equivalence status 

BSBWRK510 Manage employee relations

BSBWRK510A Manage employee relations

Updated to meet Standards for Training Packages

Minor edits to clarify intent of Performance Criteria

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:

  • analyse organisational documentation to determine long-term employee relations objectives and current employee relations performance
  • collaborate with others to develop and review industrial relations policies and plans
  • develop implementation and contingency plans for industrial relations policies
  • identify the skills and knowledge needed to implement the plan and organise training and development for self and staff
  • document and communicate strategies and procedures for eliminating and dealing with grievances and disputes
  • train others in conflict-resolution techniques
  • manage industrial relations conflicts, including advocating the organisation’s position during negotiations and documenting, implementing and following up agreements.

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 relevant industrial relations legislation or regulations
  • summarise enterprise and workplace bargaining processes
  • summarise key entities in the current Australian industrial relations system, including courts and tribunals, trade unions and employer bodies
  • identify sources of expert advice.

Assessment Conditions

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

  • awards and enterprise bargaining agreements
  • relevant legislation, regulations, standards and codes
  • relevant workplace documentation and resources
  • case studies and, where possible, real situations
  • interaction with others.

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

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