Recognition of Prior Learning (RPL) BSB50613 Diploma of Human Resource Management

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1 Recognition of Prior Learning (RPL) BSB50613 Diploma of Human Resource Management What is RPL? RPL recognises that you may already have the skills and knowledge needed to meet national competency standards. Instead of undertaking training and assessment for a course you can provide evidence to show that you already meet the required standard. What evidence do I need? Evidence will differ from person to person, depending upon their work and life experiences. There is no specific type of evidence that is essential, rather it is up to you to provide whatever evidence you think demonstrates that you meet the skills and knowledge specified in a unit of competency. The requirements for the unit(s) of competency in your course are summarised at the end of this document. There are many suitable forms of evidence including: Academic achievements Assessments/assignments Awards Attendance record Brief Budgets Business case Care plan Certificates Challenge test Checklist Committee work Conference attendance Course outline Customer evaluations/feedback Demonstration Diary Drawings s Financial statements Job description Letter of support Log book Marketing plan Minutes of meeting Observation Performance appraisal report Photos Plans Portfolio Position description Policies Presentation notes Procedure manual Project Proposal Published works References Reports Resume Rosters or timesheets Training plan Work samples If you do not have enough evidence we can provide you with assessment tasks to complete instead. When submitting evidence, keep the following in mind: To be suitable, your evidence must relate to the criteria specified in the unit(s) of competency. You need to submit enough evidence for an assessment to be made. Your evidence needs to show that your skills and knowledge are current and up-to-date. If your evidence is more than two years old you should have other, more recent evidence to supplement older evidence. Your evidence needs to prove that you have the required skills and knowledge. It can t just suggest that you probably know something. TRISON BUSINESS COLLEGE 1

2 How do I apply? Enrol in your chosen course and indicate on the enrolment form the units that you are seeking RPL for. You will be sent an RPL application form and more information about the RPL application process. Assessment of your evidence will begin as soon as your enrolment has been processed and your evidence has been submitted. How long does it take? The initial assessment of your evidence will usually be completed within 3 working days. If your evidence proves that you have the required skills and knowledge then your RPL assessment will conclude at this point and you will receive credit for the relevant unit(s) in your course. If there are gaps in your evidence, these gaps will be outlined to you and you will be asked to provide more evidence. You can elect to complete an assessment task in lieu of providing more evidence if you wish. When can I apply for RPL? You can apply for RPL at anytime during your course. You can choose to either: complete the RPL process first and then continue with the remainder of the course, or work through the course from the beginning but submit evidence in lieu of completing the assessment tasks as you come to each assessment task. What skills and knowledge do I need to have? To be granted RPL for a unit you need to show that you meet the requirements of the unit(s) of competency. The unit requirements are summarised below. I have more questions about RPL? We are happy to answer your questions. your question(s) to TRISON BUSINESS COLLEGE 2

3 APPLICATION FOR RECOGNITION OF PRIOR LEARNING Applicant Details Name: Address: Phone: Unit Code(s) for RPL Evidence to Support RPL Office Use Work History Work Sample Certificates/ Courses Referee Reports Other C/NC Office Use Only Assessor Name: Assessor Signature: Comments: Date: / / TRISON BUSINESS COLLEGE 3

4 BSBHRM501B Manage human resource services This unit describes the performance outcomes, skills and knowledge required to plan, 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. determine strategies for delivery of human resources services manage the delivery of human resources services evaluate human resources service delivery manage integration of business ethics in human resources practices demonstrate skills in planning and implementing a coordinated approach to human resources functions across the organisation demonstrate methods of engaging key stakeholders, developing and monitoring human resources plans, and aligning human resources with broader business objectives apply knowledge of relevant legislation. TRISON BUSINESS COLLEGE 4

5 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. develop recruitment, selection and induction policies and procedures recruit and select staff manage staff induction develop a policy and procedures framework for recruitment, selection and induction OR critical analysis of an existing policy and procedures framework for recruitment, selection and induction apply knowledge of relevant legislation. TRISON BUSINESS COLLEGE 5

6 BSBHRM512A Develop and manage performance-management processes This unit describes the performance outcomes, skills and knowledge required to design, implement and oversee performance-management processes. The unit also includes specific intervention associated with under-performance or misconduct and developing approaches to address skill and performance gaps. develop integrated performance-management processes facilitate the implementation of performance-management processes coordinate individual or group learning and development develop a performance-management process to support business goals, or critique existing performance-management processes provide support for mediation for effective management of performance issues develop approaches to improve performance and address identified performance gaps. TRISON BUSINESS COLLEGE 6

7 BSBHRM513A 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 assessing factors that may affect the supply of workers, aligning workforce objectives with business plans, and designing strategies and succession plans to ensure a competent and appropriately diverse workforce is available to meet anticipated changes. The unit covers the research associated with labour markets and the requirement to match organisational needs with employee skills and commitment. research workforce requirements develop workforce objectives and strategies implement initiatives to support workforce planning objectives monitor and evaluate workforce trends review relevant 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. TRISON BUSINESS COLLEGE 7

8 BSBHRM604A Manage employee relations This unit describes the performance outcomes, skills and knowledge to develop and maintain a positive and productive workplace environment. It covers all aspects of employee relations impacting on managers at the strategic level. implement employee relations strategy and policies for own work area build and maintain a productive culture resolve employee relations problems manage diversity negotiate employment agreements/contracts and maintain high standards of performance in respect to equal opportunity and the management of diversity are key areas of assessment apply conflict management and early interventions in respect to employee grievances/problems are also key elements of the evidence to be presented during assessment. While the unit is designed for non-specialist HR managers, there is an expectation that competence will be demonstrated in the implementation of the full range of employee relations activities negotiate of employment agreements/contracts and the maintenance of high standards of performance in respect to equal opportunity and the management of diversity are key areas of assessment apply conflict management and early interventions in respect to employee grievances/problems are also key elements of the evidence to be presented during assessment. TRISON BUSINESS COLLEGE 8

9 BSBWHS401A Implement and monitor WHS policies, procedures and programs to meet legislative requirements This unit describes the performance outcomes, skills and knowledge required to link people, ideas and information at all stages in the project life cycle. Project communication management ensures the timely and appropriate generation, collection, dissemination, storage and disposal of project information through formal structures and processes. provide information to the work team about WHS policies and procedures implement and monitor participation arrangements for managing WHS implement and monitor organisational procedures for providing WHS training implement and monitor organisational procedures and legal requirements for identifying hazards and assessing and controlling risks implement and monitor organisational procedures for maintaining WHS records for the team apply organisational WHS management systems and procedures in the work team area apply procedures for assessing and controlling risks to health and safety associated with those hazards, according to the hierarchy of control and as specified in commonwealth and state or territory WHS Acts, regulations and codes of practice provide specific, clear and accurate information and advice on workplace hazards to work team apply knowledge of legal responsibilities of managers, supervisors, PCBUs or their officers and workers in the workplace. TRISON BUSINESS COLLEGE 9

10 BSBFIM501A Manage budgets and financial plans This unit describes the performance outcomes, skills and knowledge required to undertake financial management within a work team in an organisation. This includes planning and implementing financial management approaches, supporting team members whose role involves aspects of financial operations, monitoring and controlling finances, and reviewing and evaluating effectiveness of financial management processes in line with the financial objectives of the work team and the organisation. plan financial management approaches implement financial management approaches monitor and control finances review and evaluate financial management processes apply financial skills required to work with and interpret budgets, ageing summaries, cash flow, petty cash, GST, and profit and loss statements apply knowledge of the record keeping requirements for the ATO and for auditing purposes. TRISON BUSINESS COLLEGE 10

11 BSBHRM502A Manage human resources management information systems This unit describes the performance outcomes, skills and knowledge required to manage human resources information systems from the research and planning stages, through selection of appropriate systems, to implementation, ongoing review and system upgrades. identify human resources information requirements select human resources information management system implement human resources information system monitor and evaluate performance of human resources information system assess written reports on HRIS specification, selection and implementation implement plans for an HRIS and associated management skills to oversee transition and implementation of a new HRIS apply knowledge of the types of HRIS available and their respective capabilities and limitations. TRISON BUSINESS COLLEGE 11

12 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. develop policies and procedures for separation/termination of employment manage separation/termination processes manage exit interview process develop policies and procedures to manage all aspects of separation and termination of employees OR critical analysis of an existing policy and procedures framework on separation and termination apply knowledge of the legislative requirements for dismissal demonstrate skills in counselling employees in disciplinary proceedings, providing advice on termination and conducting exit interviews. TRISON BUSINESS COLLEGE 12

13 BSBINM501A Manage an information or knowledge management system This unit describes the performance outcomes, skills and knowledge required to organise learning to use an information or knowledge management system and to manage the use of the system. organise learning to use information or knowledge management system manage use of information or knowledge management system review use of information or knowledge management system analyse the strengths and weaknesses of information or knowledge management system/s and evaluate suitability for a particular work or organisational context apply knowledge of relevant legislation, codes of practice and national standards TRISON BUSINESS COLLEGE 13

14 BSBINN601B Manage organisational change This unit describes the performance outcomes, skills and knowledge required to determine strategic change requirements and opportunities; and to develop, implement and evaluate change management strategies. identify change requirements and opportunities develop change management strategy implement change management strategy develop a change process that details rationale for the change and its objectives implement a change process critically evaluate how the change process was managed demonstrate techniques for responding to resistance to change. TRISON BUSINESS COLLEGE 14

15 BSBITU402A Develop and use complex spreadsheets This unit describes the performance outcomes, skills and knowledge required to use spreadsheet software to complete business tasks and to produce complex documents. prepare to develop spreadsheet develop a linked spreadsheet solution automate and standardise spreadsheet operation use spreadsheets represent numerical data in graphic form develop complex spreadsheets develop graphical representations of data contained in spreadsheets. TRISON BUSINESS COLLEGE 15

16 BSBMGT502B Manage people performance This unit describes the performance outcomes, skills and knowledge required to manage the performance of staff who report to them directly. Development of key result areas and key performance indicators and standards, coupled with regular and timely coaching and feedback, provide the basis for performance management. allocate work assess performance provide feedback manage follow up document performance indicators and a critical description and analysis of performance management system from the workplace use techniques in providing feedback and coaching for improvement in performance apply knowledge of relevant awards and certified agreements. TRISON BUSINESS COLLEGE 16

17 BSBRSK501B Manage risk This unit describes the performance outcomes, skills and knowledge required to manage risks in a range of contexts across the organisation or for a specific business unit or area. establish risk context identify risks analyse risks select and implement treatments apply risk management plan which includes a detailed stakeholder analysis, explanation of the risk context, critical success factors, identified and analysed risks, and treatments for prioritised risks apply details of monitoring arrangements for risk management plan and an evaluation of the risk management plan s efficacy in treating risks apply knowledge of relevant legislation, codes of practice and national standards. TRISON BUSINESS COLLEGE 17

18 BSBSUS501A Develop workplace policy and procedures for sustainability This unit describes the performance outcomes, skills and knowledge required to develop and implement a workplace sustainability policy, including the modification of the policy to suit changed circumstances. develop workplace sustainability policy communicate workplace sustainability policy implement workplace sustainability policy review workplace sustainability policy implementation RPL evidence must also demonstrate: involvement as a key person in planning, developing and implementing organisational policy and that the developed policy complies with legislative requirements the ability to implement strategies, as part of the policy, that has been devised, implemented and reviewed showing a measurable improvement utilising the chosen benchmark indicators the ability to communicate with stakeholders to discuss possible approaches to policy development and implementation, and contribute to the resolution of disputes among stakeholders the ability to develop and monitor policies for analysing data on enterprise resource consumption the ability to apply software systems for recording and filing documentation for measurement of current usage and use word processing and other basic software for interpreting charts, flowcharts, graphs and other visual data and information the ability to review and improve policies by identifying improvements and benchmarking against industry best practice and attempt new approaches continuously over time. TRISON BUSINESS COLLEGE 18

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