BSB50607 Diploma of Human Resources Management. Course Overview

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1 BSB50607 Diploma of Human Resources Management Course Overview

2 Table of Contents Table of Contents Welcome VECCI Team BSB50607 Diploma of Human Resources Management Program Information Entry requirements and pathways Units of Competency Time Commitment Assessment Employability Skills summary

3 1. Welcome Welcome to your Diploma of Human Resources Management course at VECCI. This course overview has been developed to provide you with important facts regarding the program. Please read it carefully. If you require further information please speak to your facilitator or the Training Registrar whose details appear below. 1.1 VECCI Team Belinda Tierney Manager, Training & Consulting (03) Postal Address: 486 Albert Street East Melbourne 3002 My trainer is: Phone: Laura Dillon Training Registrar/ Senior Training Administrator Ph: Postal address: 486 Albert St East Melbourne BSB50607 Diploma of Human Resources Management 2.1 Program Information This qualification aims to enhance participants existing technical skills and understanding of the strategic role of the HR function within the contemporary business context, and to develop awareness of the latest approaches and practices within the HR field. It is expected that participants will establish a sound theoretical knowledge base in human resources management and demonstrate a range of managerial skills to ensure that human resources functions are effectively conducted in an organisation or business area. 2

4 This qualification has been designed primarily for individuals who are already engaged in a fundamental HR role, administration staff responsible for HR procedures on a regular basis, and other line managers wishing to develop a comprehensive understanding of current best practice across Human Resources Management. Typically, people in these roles will have responsibility for the work of other staff as well. As this qualification requires participants to apply and practice the new skills across an organisation, with access to different occupational groups and circumstances, and also to base their assessment solutions in a workplace environment, it is highly preferable that candidates are employed or otherwise engaged. The skills you gain from this course will prepare you for a range of HR careers, including: Human Resources Adviser HR and Change Manager HR Consultant HR Manager Senior HR Officer This course provides the opportunity to formalise and to develop HR and managerial skills to perform at a higher level in the workplace, and receive a nationally accredited qualification. Key features of the program include: Flexible delivery, combining face-to-face workshops and self-directed learning or workplacebased applied learning Nationally recognised competencies that can be gained on the job Holistic assessment process Units of study that reflect workplace context A wide range of learning opportunities 3

5 Due to its flexibility and focus on workplace development of skills and knowledge and their immediate applicability on job, this program ensures its relevance and currency to participants. During this course you will learn how to manage: human resources services performance management systems workforce planning remuneration and employee benefits recruitment, selection and induction processes separation or termination diversity in the workplace; and to ensure team effectiveness 2.2 Entry requirements and pathways There are no entry requirements for this qualification. Pathways into the qualification Candidates may enter the qualification through a number of entry points demonstrating potential to undertake vocational education and training at diploma - level, including: with BSB41007 Certificate IV in Human Resources or other relevant qualification; OR with vocational experience in human resources management, but without formal qualifications Candidates seeking entry based upon their vocational experience or for workplace-based enrolment should generally be in job roles including: Human Resources Assistant Human Resources Officer Payroll Officer 4

6 Experienced managers who are already managing the HR function in an organisation and wish to have their skills formally recognised Individuals requiring formal HR management qualifications for promotion or other employment opportunities Pathways to completion and further studies Pathways to completion of this qualification include: Course attendance and assessment RPL / Credit Transfer for partial or full qualification A combination of the above Units completed in this program may be credited towards other qualifications through a national recognition process. After achieving this qualification candidates may undertake BSB60407 Advanced Diploma of Management or other advanced diploma qualifications. Graduates with the Diploma of HR Management may become eligible for professional membership with the Australian Human Resources Institute. 2.3 Units of Competency The Diploma of Human Resources Management requires the completion of a total of 8 units of competency, as follows: 5

7 1. BSBHRM501A Manage human resources services This unit describes the performance outcomes, skills and knowledge required to plan and oversee and deliver human resources services. It is not specific to any given human resources function and deals with the coordination of services and approaches. This unit takes an overview of human resources services and includes business ethics. 2. BSBHRM504A Manage workforce planning This unit describes the performance outcomes, skills and knowledge required to plan workforce strategies to achieve organisational goals and objectives. It includes aligning workforce objectives with business plans, analysing labour market trends and predictions, and designing strategies and succession plans to ensure a competent and appropriately diverse workforce is available to meet anticipated changes. 3. BSBHRM506A Manage recruitment, selection and induction processes This unit describes the performance outcomes, skills and knowledge required to manage all aspects of the recruitment selection and induction processes in accordance with organisational policies and procedures. 4. BSBHRM505B Manage remuneration and employee benefits This unit describes the performance outcomes, skills and knowledge required to implement an organisation's remuneration and benefit plans. It incorporates all functions associated with remuneration, including packaging, salary benchmarking, market rate reviews, bonuses and the legislative aspects of remuneration and employee benefits. 5. BSBHRM503B Manage performance management systems This unit describes the performance outcomes, skills and knowledge required to design, implement and oversee performance management systems. It includes developing and managing ongoing performance feedback strategies and conducting formal performance feedback meetings. The unit also includes specific intervention associated with under-performance or misconduct. 6

8 6. BSBHRM507A Manage separation or termination This unit describes the performance outcomes, skills and knowledge required to deal with redeployment, resignation, retirement, dismissal and redundancy, including the conduct of exit interviews. 7. BSBDIV501A Manage diversity in the workplace This unit describes the performance outcomes, skills and knowledge required to manage diversity in the workplace. It covers implementing the organisation's policy on diversity, fostering diversity within the work team, and promoting the benefits of a diverse workplace. 8. BSBWOR502B Ensure team effectiveness This unit describes the performance outcomes, skills and knowledge required to facilitate all aspects of teamwork within the organisation. It involves taking a leadership role in the development of team plans, leading and facilitating teamwork and actively engaging with the management of the organisation. 2.4 Time Commitment This program is a combination of face to face delivery, reading through and undertaking the activities within the Participant Guide to understand the theoretical concepts, and self-directed or structured workplace learning and assessment activities; your completed assessments are to be submitted to the Trainer/Assessor at the specified date. The recommended nominal duration for this program is 470 hours, including the face-to-face component; this requires a significant personal time commitment from participants to successfully complete all requirements to gain the qualification. Participants should allocate a minimum of 13.5 hours per week to read through the Participant Guide, undertake the self-directed learning activities or undertake the non-routine applied learning activities in the workplace, and complete the assessments. 7

9 The learning schedule and activities for your traineeship course are provided to you as guidelines in Part 3 of your Training Plan. 2.5 Assessment Classroom-based (non-traineeship) delivery: Assessments for each of the units must be completed and submitted as scheduled (e.g. within a 2 or 6-month timeframe from the delivery of the unit). This schedule allows for a reasonable time for workplace practice and assessment preparation. You will have to your assessments to the Training Registrar, unless otherwise instructed. All assessment work must be received by VECCI by the end of the course. Where participants are able to demonstrate extenuating circumstances, however, an extension for assessment submission may be granted. The end date of your course is the last assessment due date. Traineeships (if applicable): The assessment due dates will be scheduled in agreement with the participant, and then documented in the Training Plan. Assessments must be submitted (handed over) to the assessor on the agreed dates. For more detailed information on the delivery and assessment process, methods and requirements, refer to the Participant Handbook. 8

10 2.6 Employability Skills summary Today, employers in Australia and all over the world value people who have the necessary skills and knowledge but whom also fit well into their organisation, use their initiative to solve day-to-day problems, work productively, manage their time efficiently, and are keen to continue learning. These types of skills are known as 'employability skills'. These are skills required not only to gain employment, but also to progress within an enterprise so as to achieve one's potential and contribute successfully to enterprise strategic directions. The employability skills are embedded within each unit of competency you will study and they will be holistically assessed together with the other performance requirements. The following table contains a summary of the employability skills required by industry for this qualification; the outcomes described here are broad industry requirements that may vary depending on the detailed requirements of each unit of competency that makes up this qualification. Employability Skill Industry/ enterprise requirements for this qualification include: Communication consulting with internal and external stakeholders interviewing, counselling, negotiating and acting as an advocate for the organisation questioning to clarify and evaluate information writing in a range of styles to suit different audiences Teamwork treating team members with integrity, respect and empathy working with others and clearly identifying the roles and responsibilities of the human resources team, line managers and external contractors Problem solving conducting cost-benefit analyses, determining salary packaging, and assessing and managing risk 9

11 generating a range of options to resolve human resources issues identifying appropriate data-gathering techniques for training needs analyses managing organisational change and diversity Initiative and enterprise Planning and organising being responsive to change and translating ideas into innovative solutions promoting flexible work practices and encouraging diversity analysing strategic and operational plans in order to plan, deliver and evaluate the human resources service delivery or agreement collecting, collating and analysing information using appropriate workplace business systems Self - management complying with all legislative and statutory requirements planning own work, predicting consequences and identifying improvements presenting a professional image when representing the organisation Learning designing training programs to meet staff or external client requirements identifying and providing training support mentoring and coaching others Technology selecting and using technology to record, track and retrieve information selecting appropriate human resources systems using electronic communication devices and processes, such as internet, intranet and to produce written correspondence and reports using technology to facilitate change, to assist the management of information and to assist the planning process 10

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