Recognition of Prior Learning (RPL) Kit. BSB50607 Diploma of Human Resources Management

Transcription

1 Recognition of Prior Learning (RPL) Kit BSB50607 Diploma of Human Resources Management Applicant: Date: Diploma of Human Resources Management RPL Kit 1

2 Applicant declaration: I have completed the following RPL application kit and acknowledge that all information provided is correct and accurate: Documents included and completed in this document (please tick once completed): Third Party Report Interview Record Assessment Task Competency Checklist Name: Signature: Company: Date: Supervisor declaration: I have read through the following application and agree that the applicant can perform the tasks identified, all information is correct to best of my knowledge and I have completed the Third Party Report. Name: Signature: Company: Date: AETS declaration: The following application has been received and reviewed according to RPL policies and procedures: Name: Signature: RPL Status: Approved Needs Additional Information Notes: Diploma of Human Resources Management RPL Kit 2

3 DIPLOMA OF HUMAN RESOURCES MANAGEMENT - BSB50607 RECOGINITION OF PRIOR LEARNING Please provide copies of the following documents to assist with the RPL process There are a very wide variety of evidence types that can suitable for inclusion in a RPL application. Formal Qualifications: These would include any recognised qualification such as a trade certificate, a TAFE course or another course from a RTO or any other formal course. Resumes and CV s: These are an excellent way of describing your experience and personal history Third party reports: Reference from employers outlining your responsibilities, duties and work history Copies of Policies and Procedures: These can be acceptable forms of evidence if presented in a clear and accurate light. Work Documents: Examples of your work such as reports, correspondence, meeting documents, files, conference proceedings, clients notes, training reports, assessments tools etc must be identifiable. All documentation should clearly relate to the candidate and the relevant aspect of the unit of competency RPL is being sought for. All documentation should be signed, dated and where appropriate verified. Work Experience including paid and unpaid, full time, part time, etc. Education and Training including accredited and informal training gained through work etc. Life Experience including leisure, recreation, hobbies etc. Diploma of Human Resources Management RPL Kit 3

4 AETS RPL PROCESS: To be eligible to participate in the Diploma of Project Management program, you must meet complete 8 units of competency consisting of 3 compulsory core units and 5 elective units as below: Core Units: BSBHRM501A BSBHRM503A BSBHRM504A Manage human resources services Manage performance management systems Manage workforce planning Elective Units: BSBHRM502A BSBHRM505A BSBHRM506A BSBHRM509A BSBWRK509A Manage human resources management information systems Manage remuneration and employee benefits Manage recruitment, selection and induction processes Manage rehabilitation or return-to-work programs Manage industrial relations The following AETS RPL Kit consists of the following tools to assist your application for Recognition of Prior Learning (RPL): Third Party Report Interview Record Assessment Task Competency Checklist On receipt of the documentation listed above, an AETS Trainer and Assessor will assess if the necessary information has been provided to grant RPL. The Trainer and Assessor may need to contact you directly if additional information is required to satisfy the Performance Criteria. Diploma of Human Resources Management RPL Kit 4

5 Third Party Report The purpose of this document is to prove that the applicant has regularly performed duties in their daily work routine to satisfy the criteria of the following units. This document is to be completed by a Manager or Supervisor. Unit: Manage human resources services BSBHRM501A Determines human resources requirements by analysing strategies and operational plans Develops options for delivery of human resources services and ensures they comply with legislative and organisational requirements Develops and agrees on strategies and action plans, and roles and responsibilities of HR services and teams Develops and negotiates service agreements & communicates specifications, performance standards and timeframes Arranges training support if required and monitoring of quality assurance processes Evaluates HR services delivery by surveying clients, capturing feedback and recommends changes to service delivery Ensures Code of Conduct is observed and personnel behaviour is ethical and reflects organisations values Observes confidentiality requirements and deals with unethical behaviour and ensures all staff are aware of ethical expectations of behaviour Performed Satisfactorily: Unit: Manage performance management systems BSBHRM503A Analyses strategies and operational plans to identify relevant policies and objectives for performance management system (PMS) Develops key performance indicators (KPI s) and organisational timeframes and processes for formal PMS Ensures systems are flexible to cover a range of employment situations and consults with stakeholders to agree on features Implements PMS by training staff, identifying gaps, monitoring performance and dealing with poor performance Ensures documented outcomes of performance management sessions are easily accessed and stored appropriately Develops performance feedback plans and signs off plans for improvement and individual learning and development Contracts appropriate providers for performance development and designs learning and development plans Delivers and monitors plans to ensure compliance and negotiates remedial action with providers as required Generates reports on progress and success rates and evaluates and improves all aspects of PMS Performed Satisfactorily: Diploma of Human Resources Management RPL Kit 5

6 Unit: Manage workforce planning BSBHRM504A Review business plans to determine predicted areas of organisational growth and labour requirements Determines areas where there are excesses or shortages and reviews objectives for diversity in the workplace Reviews labour supply data and staffing budgets to forecast HR supply and to predict costs of changes to workforce Develops workforce objectives and strategies and communicates to relevant stakeholders to obtain agreement Develops contingency plans to cope with extreme situations and develops strategies to deal with organisational change Implements succession planning system to ensure desirable workers are developed and retained Monitors labour supply trends and their affect on demands for labour and surveys organisational climate to determine worker satisfaction Makes recommendations, refines objectives and strategies and regularly reviews government policy on labour supply and demand and evaluates the effectiveness of change processes against agreed objectives Performed Satisfactorily: Manage human resources management information systems BSBHRM502A Identifies HR information requirements by collecting and collating information and identifying communication processes Agrees on selection criteria for information management system (IMS) and ensures it meets objectives & budget Evaluates potential systems against criteria and undertakes cost benefit and risk analysis to establish preferences Develops implementation plan, confirms and assigns resources to meet plan timeframe, quality & other objectives Resolves any problems by modifying plan and ensures groups & individuals contribute to implementation of plan Monitors IMS performance, prepares reports and obtains feedback about the system Benchmarks system performance against other systems, and latest trends and developments Analyses performance gaps and current strategies and introduces improvements Performed Satisfactorily: Diploma of Human Resources Management RPL Kit 6

7 Unit: Manage remuneration and employee benefits BSBHRM505A Determines scope of remuneration and benefit plans by analysing strategic and operational plans Researches current practice, recent developments and legislative parameters for the remuneration strategy Develops and present options and ensures remuneration policies and incentive plans are agreed and documented Researches occupational groups to determine those that are industrial agreement based Undertakes market rates surveys regularly to ensure level of competitiveness is maintained Aligns remuneration and benefits plan with PMS and ensures employees receive minimum entitlements Ensures salary packages and incentive arrangements comply with legal and organisational requirements Consults managers and employees on the effectiveness of remuneration strategy Amends strategy and plans as required to meet organisational policies and legal requirements Performed Satisfactorily: Unit: Manage recruitment, selection and induction processes BSBHRM506A Identifies relevant policies and objectives by analysing strategic and operational plans Develops recruitment, selection and induction policies and procedures and supporting documents Reviews technology options to improve effectiveness of recruitment and selection process Obtains support, trials forms and documents and communicates policies and procedures Determines future HR needs and ensures current position descriptions are used for recruitment Ensures advertising complies with organisational and legal requirements and utilises specialists Ensures selection processes are followed and that job offers/ contracts are executed promptly and new employees are provided with salary, terms and conditions advice Provides access to training and ongoing support and checks that induction processes are followed Oversees probationary employees and provides with feedback until confirmed or terminated Obtains feedback on the extent to which the induction process is meeting objectives Makes refinements to induction policies and procedures Performed Satisfactorily: Diploma of Human Resources Management RPL Kit 7

8 Unit: Manage rehabilitation or return-to-work programs BSBHRM509A Ensures organisation has and maintains a current Workers Compensation insurance policy Processes claims in accordance with organisational, legal and insurance requirements and disputes those that do not meet insurer or organisational requirements Notifies rehabilitation provider and claimants as to whether claim is accepted or not Prepares reports and identifies projected period of absence and ensures arrangements are made to deal with absence Ensures consultation between rehabilitation provider and treating doctor and manager and employee Considers job redesign, reduced hours and alternative duties and designs a rehabilitation / return-to-work program Establishes rehabilitation program and undertakes risk analysis for program and mitigates risk where appropriate Encourages feedback and organises regular contact and support between provider and employee Identifies breaches in program and refers to workers compensation authorities Modifies return-to-work program to deliver required outcomes and evaluates at conclusion and implements recommendations of system improvement Performed Satisfactorily: Unit: Manage industrial relations BSBWRK509A Determines long-term industrial relations objectives by analysing strategic and operational plans Analyses performance against objectives and evaluates options for cost benefit, risk analysis and current legislative requirements Establishes industrial relations strategies / policies and identifies the skills and knowledge required to implement them Trains individuals in conflict management techniques and procedures and identifies sources of conflict or grievance Clarifies issues in dispute by checking documentation and other information and obtains expert advice where required Determines desired outcomes, strategy and timeframes for negotiation and advocates organisations position to obtain agreement Documents and certifies agreed outcomes with relevant jurisdiction and implements agreements Takes remedial action when groups and individuals fail to abide by agreements Performed Satisfactorily: Diploma of Human Resources Management RPL Kit 8

9 Interview Record The purpose of this document is to confirm through interview and discussion that the applicant has regularly performed duties in their daily work routine that satisfy the criteria of the following units; the interview and discussion to be completed by the applicant and the Trainer & Assessor. Unit: Example of Manage human resources services BSBHRM501A Determines human resources requirements by analysing strategies and operational plans Develops options for delivery of human resources services and ensures they comply with legislative and organisational requirements Develops and agrees on strategies and action plans, and roles and responsibilities of HR services and teams Develops and negotiates service agreements & communicates specifications, performance standards and timeframes Arranges training support if required and monitoring of quality assurance processes Evaluates HR services delivery by surveying clients, capturing feedback and recommends changes to service delivery Ensures Code of Conduct is observed and personnel behaviour is ethical and reflects organisations values Observes confidentiality requirements and deals with unethical behaviour and ensures all staff are aware of ethical expectations of behaviour Unit: Example of Manage performance management systems BSBHRM503A Analyses strategies and operational plans to identify relevant policies and objectives for performance management system (PMS) Develops key performance indicators (KPI s) and organisational timeframes and processes for formal PMS Ensures systems are flexible to cover a range of employment situations and consults with stakeholders to agree on features Implements PMS by training staff, identifying gaps, monitoring performance and dealing with poor performance Ensures documented outcomes of performance management sessions are easily accessed and stored appropriately Develops performance feedback plans and signs off plans for improvement and individual learning and development Contracts appropriate providers for performance development and designs learning and development plans Delivers and monitors plans to ensure compliance and negotiates remedial action with providers as required Generates reports on progress and success rates and evaluates and improves all aspects of PMS Diploma of Human Resources Management RPL Kit 9

10 Unit: Example of Manage workforce planning BSBHRM504A Review business plans to determine predicted areas of organisational growth and labour requirements Determines areas where there are excesses or shortages and reviews objectives for diversity in the workplace Reviews labour supply data and staffing budgets to forecast HR supply and to predict costs of changes to workforce Develops workforce objectives and strategies and communicates to relevant stakeholders to obtain agreement Develops contingency plans to cope with extreme situations and develops strategies to deal with organisational change Implements succession planning system to ensure desirable workers are developed and retained Monitors labour supply trends and their affect on demands for labour and surveys organisational climate to determine worker satisfaction Makes recommendations, refines objectives and strategies and regularly reviews government policy on labour supply and demand and evaluates the effectiveness of change processes against agreed objectives Manage human resources management information systems BSBHRM502A Identifies HR information requirements by collecting and collating information and identifying communication processes Agrees on selection criteria for information management system (IMS) and ensures it meets objectives & budget Evaluates potential systems against criteria and undertakes cost benefit and risk analysis to establish preferences Develops implementation plan, confirms and assigns resources to meet plan timeframe, quality & other objectives Resolves any problems by modifying plan and ensures groups & individuals contribute to implementation of plan Monitors IMS performance, prepares reports and obtains feedback about the system Benchmarks system performance against other systems, and latest trends and developments Analyses performance gaps and current strategies and introduces improvements Example of Diploma of Human Resources Management RPL Kit 10

11 Unit: Example of Manage remuneration and employee benefits BSBHRM505A Determines scope of remuneration and benefit plans by analysing strategic and operational plans Researches current practice, recent developments and legislative parameters for the remuneration strategy Develops and present options and ensures remuneration policies and incentive plans are agreed and documented Researches occupational groups to determine those that are industrial agreement based Undertakes market rates surveys regularly to ensure level of competitiveness is maintained Aligns remuneration and benefits plan with PMS and ensures employees receive minimum entitlements Ensures salary packages and incentive arrangements comply with legal and organisational requirements Consults managers and employees on the effectiveness of remuneration strategy Amends strategy and plans as required to meet organisational policies and legal requirements Unit: Example of Manage recruitment, Identifies relevant policies and objectives by analysing strategic and operational plans selection and induction Develops recruitment, selection and induction policies and procedures and supporting documents processes Reviews technology options to improve effectiveness of recruitment and selection process BSBHRM506A Obtains support, trials forms and documents and communicates policies and procedures Determines future HR needs and ensures current position descriptions are used for recruitment Ensures advertising complies with organisational and legal requirements and utilises specialists Ensures selection processes are followed and that job offers/ contracts are executed promptly and new employees are provided with salary, terms and conditions advice Provides access to training and ongoing support and checks that induction processes are followed Oversees probationary employees and provides with feedback until confirmed or terminated Obtains feedback on the extent to which the induction process is meeting objectives Makes refinements to induction policies and procedures Diploma of Human Resources Management RPL Kit 11

12 Unit: Example of Manage rehabilitation or return-to-work programs BSBHRM509A Ensures organisation has and maintains a current Workers Compensation insurance policy Processes claims in accordance with organisational, legal and insurance requirements and disputes those that do not meet insurer or organisational requirements Notifies rehabilitation provider and claimants as to whether claim is accepted or not Prepares reports and identifies projected period of absence and ensures arrangements are made to deal with absence Ensures consultation between rehabilitation provider and treating doctor and manager and employee Considers job redesign, reduced hours and alternative duties and designs a rehabilitation / returnto-work program Establishes rehabilitation program and undertakes risk analysis for program and mitigates risk where appropriate Encourages feedback and organises regular contact and support between provider and employee Identifies breaches in program and refers to workers compensation authorities Modifies return-to-work program to deliver required outcomes and evaluates at conclusion and implements recommendations of system improvement Unit: Example of Manage industrial relations BSBWRK509A Determines long-term industrial relations objectives by analysing strategic and operational plans Analyses performance against objectives and evaluates options for cost benefit, risk analysis and current legislative requirements Establishes industrial relations strategies / policies and identifies the skills and knowledge required to implement them Trains individuals in conflict management techniques and procedures and identifies sources of conflict or grievance Clarifies issues in dispute by checking documentation and other information and obtains expert advice where required Determines desired outcomes, strategy and timeframes for negotiation and advocates organisations position to obtain agreement Documents and certifies agreed outcomes with relevant jurisdiction and implements agreements Takes remedial action when groups and individuals fail to abide by agreements Diploma of Human Resources Management RPL Kit 12

13 Assessment Task The purpose of this document is to confirm through short answer questions that the applicant has a sound knowledge of the relevant units as listed above: 1. Why do human resource professionals need to be aware of relevant legislation? What legislation applies to human resources operations? What issues are covered by the Workplace Relations Act? 2. What is a performance management system? Identify 5 goals of performance management systems? Diploma of Human Resources Management RPL Kit 13

14 3. It is not only an organisation s internal circumstances that need to be taken into account when conducting workforce planning. Organisations also need to research and review current and predicted external labour supply data, demographic data and economic data. This will help organisations to forecast human resources supply. How might organisations gather current information about labour supply relevant to their specific industry or skill requirements? 4. What is a HRIMS? Identify 10 factors a selection committee should consider when selecting a HRMIS? Diploma of Human Resources Management RPL Kit 14

15 5. What are industrial agreements? What are industrial awards? Who is subject to federal awards and who approves them? Who is subject to state awards and who approves them? 6. List the main steps required to develop a recruitment, selection and / or induction policy or procedure. What are some points to consider when communicating changes to policies or procedures? Diploma of Human Resources Management RPL Kit 15

16 7. What factors should be considered when establishing a return-to-work program or plan? 8. Identify 5 common industrial relations objectives and identify 5 possible causes of workplace conflicts / grievances? Diploma of Human Resources Management RPL Kit 16