BSB50613 Diploma of Human Resources Management Course Overview
Table of Contents Table of Contents... 1 1. Welcome... 2 1.1 VECCI Team... 2 2. BSB50613 Diploma of Human Resources Management... 2 2.1 Program Information... 2 2.2 Entry Requirements and Pathways... 3 2.3 Course Content... 4 2.4 Recognition of Prior Learning / Credit Transfer... 9 2.5 Time Commitment and Course Duration... 10 2.6 Assessment Methods and Requirements... 11 2.7 Employability Skills Summary... 11 1
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 Email: btierney@vecci.org.au (03) 8662 5345 Postal Address: 486 Albert Street East Melbourne 3002 My trainer is: Phone: Email: Laura Dillon Training Registrar/ Senior Training Administrator Email: ldillon@vecci.org.au Ph: 03 8662 5188 Postal address: 486 Albert St East Melbourne3002 2. BSB50613 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. 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. 2
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 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 manage employee relations 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 BSB41013 Certificate IV in Human Resources or other relevant qualifications; OR with vocational experience in human resources management, but without formal qualifications 3
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 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. Note: Graduates with the Diploma of HR Management may become eligible for professional membership with the Australian Human Resources Institute. Participants should check the requirements with the AHRM at https://www.ahri.com.au/become-a-member 2.3 Course Content Total number of units = 9 6 core units, plus 3 elective units of which: at least 2 units must be from the elective units listed below 1 unit may be from any endorsed Training Package or accredited course at Certificate IV level or above Units of competency to be studied The following units of competency have been selected in consultation with the industry and they must all be successfully completed by participants to become eligible for the Diploma of HR Management. 4
Code Title Nominal Hours Core Units ( 6) BSBHRM501B Manage human resources services 60 BSBHRM506A Manage recruitment, selection and induction processes 60 BSBHRM512A Develop and manage performance-management processes 60 BSBHRM513A Manage workforce planning 60 BSBWRK510A Manage employee relations 80 BSBWHS401A Elective Units (3) Implement and monitor WHS policies, procedures and programs to meet legislative requirements BSBHRM505B Manage remuneration and employee benefits 60 BSBHRM507A Manage separation or termination 50 BSBDIV501A Manage diversity in the workplace 60 50 Total nominal hours 540 Other electives options - may be selected in consultation with VECCI Trainer / Assessor for the purposes of RPL or Credit Transfer (including Direct Credit) only, at enrolment Elective units for RPL / Credit Transfer only: BSBFIM501A Manage budgets and financial plans BSBFIM502A Manage payroll BSBHRM502A Manage human resources management information systems BSBHRM509A Manage rehabilitation or return to work programs BSBHRM510A Manage mediation processes BSBHRM511A Manage expatriate staff BSBINM501A Manage an information or knowledge management system BSBINN601B Manage organisational change BSBITU402A Develop and use complex spreadsheets BSBLED501A Develop a workplace learning environment BSBLED502A Manage programs that promote personal effectiveness BSBMGT502B Manage people performance BSBMGT516C Facilitate continuous improvement BSBPMG522A Undertake project work BSBRKG502B Manage and monitor business or records system BSBRSK501B Manage risk BSBSUS501A Develop workplace policy and procedures for sustainability BSBWHS501A Ensure a safe workplace BSBWHS506A Contribute to developing, implementing and maintaining WHS management systems 5
Unit descriptor and application The following units apply to people who work in a range of HR roles across all industries and who apply a substantial knowledge base and well-developed skills in a wide variety of HR Management contexts. 1. BSBHRM501B Manage human resources 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. This unit takes an overview of human resources services and includes business ethics. This unit applies to human resources managers with broad experience, and responsibility for coordinating a range of human resources practices across an organisation. They may have other human resources staff reporting to them. 2. 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. This unit applies to human resources managers or human resources personnel who take responsibility for managing all aspects of selecting new staff and orientating those staff to their new positions. It is not assumed that the manager will be directly involved in the selection processes themselves, although this may well be the case. In small organisations this role may belong to someone who is not a dedicated human resources professional; the unit however will still be applicable. 3. 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. This unit applies to human resources managers responsible for overseeing an organisation's remuneration process. 6
4. 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. This unit applies to human resources managers or human resources personnel who take responsibility for overseeing all aspects of managing the termination of employment, voluntary and involuntary. The unit addresses separation at an individual level, through resignations and dismissal, and at the level of the group, through redundancy and restructuring. It is not assumed that the manager will be directly involved in terminating employees, although this may well be the case. In small organisations this role may belong to someone who is not a dedicated human resources professional; the unit however will still be applicable. 5. 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. This unit applies to individuals working in a managerial role who direct the work of others. They may work in any industry context and with teams of variable sizes in the public or private sectors. The unit reinforces the value and benefits of diversity in the workplace. As such, it is of particular value to people working in organisations with staff from different cultures, races or religion, where there are staff members from multiple generations, or where there are other forms of difference in the workforce. 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. This unit applies to those with a well-established theoretical knowledge of human resources management and performance management who are proficient in using a range of specialised technical and managerial techniques to plan, carry out and evaluate their own work and the work of a team. They may or may not have staff who report to them, but they are authorised to establish effective performance-management processes for an organisation. 7
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. This unit applies to human resources managers or staff members with a role in a policy or planning unit that focuses on workforce planning. 8. BSBWHS401A Implement and monitor WHS policies, procedures and programs to meet legislative requirements This unit describes the performance outcomes, skills and knowledge required to implement and monitor the organisation s work health and safety (WHS) policies, procedures and programs in the relevant work area in order to meet legislative requirements. This unit applies to workers with supervisory responsibilities for implementing and monitoring the organisation s WHS policies, procedures and programs in a work area. The unit applies to individuals with a broad knowledge of WHS policies who contribute welldeveloped skills in creating solutions to unpredictable problems through analysis and evaluation of information from a variety of sources. These workers provide supervision and guidance to others and have limited responsibility for the output of others. Note: The terms Occupational Health and Safety (OHS) and Work Health and Safety (WHS) are equivalent and generally either can be used in the workplace. 9. BSBWRK510A Manage employee relations This unit describes the performance outcomes, skills and knowledge required to manage employee and industrial relations matters in an organisation. It involves using a range of specialised technical and managerial techniques to plan, carry out and evaluate own work and/or the work of a team. It includes planning and policy development for employee relations as well as negotiation, conflict management, dispute resolution and managing industrial relations. This unit applies to those responsible for working across an organisation to ensure that there is a policy infrastructure that ensures legislative compliance and clarifies issues. 8
It applies to those who respond to industrial conflict and grievances, with a well-established, sound theoretical knowledge base in human resources management and industrial relations. They may or may not have responsibility for supervising the work of others but are authorised to oversee industrial relations in the organisation. However they will have knowledge of current industrial relations trends and legislation. 2.4 Recognition of Prior Learning / Credit Transfer To facilitate increased flexibility and better providing for participants diverse work and learning needs, other Electives may be selected by candidates for RPL / CT only, in consultation with the Trainer/Assessor. The elective units chosen must be relevant to the work or learning outcomes and the qualification level, according to the Packaging Rules. Participants are advised upon registration that RPL/ Credit Transfer option is available, and this process must start upon enrolment, and preferably be completed before the course commences. This will allow participants who were unsuccessful to enrol in and complete all the required units in this qualification. National Recognition Under the national recognition process, RTOs are required to recognise qualifications and statements of attainment issued by another RTO. VECCI will grant direct credit for equivalent common units from the superseded qualification BSB50607 Diploma of HR Management (or others), previously achieved by participants, as follows: BSBHRM501B services Manage human resources BSBHRM501A Manage human resources services E BSBWRK510A Manage employee relations BSBWRK509A Manage industrial relations E BSBWHS401A Implement and monitor WHS policies, procedures and programs to meet legislative requirements BSBOHS407A Monitor a safe workplace E Refer to your Participant Handbook or call the Training Registrar for more information on the RPL / CT and national recognition processes. 9
2.5 Time Commitment and Course Duration The Volume of Learning includes all activities that are required to be undertaken by the typical student to achieve the learning outcomes. This training course will be provided through a range of flexible delivery and assessment methods to meet the individual needs of students and employers, including: Classroom-based (non-traineeship) Workplace-based (traineeship; structured, on/ off-the-job applied learning) This program is delivered through a combination of guided learning workshops, reading through and undertaking the activities in the Participant Guide to understand the underpinning theoretical concepts, and self-directed learning and workplace-based assessment activities. The traineeship course will be provided on-the-job, off-the-job or a combination of these, as most appropriate for the needs of the participants and the employers, and it also involves the undertaking the non-routine applied learning activities in the workplace, along with the completion of workplacebased assessments. The trainers will use a variety of techniques to introduce the learning topics, which may include: group discussion, demonstration, role play, simulation, and practice activities. The total duration of this qualification under the current Strategy is 540 nominal hours, including the scheduled workshops, which can be completed in approximately 16-17 months. 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 work through the Participant Guide, undertake the self-directed learning activities (or the non-routine applied learning activities included in the traineeship) and then complete the assessments. Students in a non-traineeship enrolment will have 12 months from the date of the last scheduled workshop to submit all the assessments and complete the course. Where participants are able to demonstrate extenuating circumstances, however, an extension for assessment submission may be granted. The workplace-based learning and assessment schedule and activities for participants enrolled in a traineeship course are provided to you as guidelines in Part 3 of your Training Plan. The traineeship assessments will be scheduled in agreement with the participant, and are expected to be completed monthly (i.e. one unit per month). This scheduling allows for a reasonable time for self-directed study, workplace practice and assessment preparation. Attendance at all scheduled training sessions is compulsory. The assessments will be discussed during those workshops and students engagement and participation will be observed by the trainer/assessor. The nominal course end date is 12 month from the date of the last scheduled workshop. 10
2.6 Assessment Methods and Requirements The methods of assessment may include the following: written report, presentation, questions and answers, project work, individual and/or group work, demonstration/ observation, case study, training log, supervisor reports or others. To demonstrate competence for the units in this qualification, participants will be required to complete all the tasks and activities in your Participant Guides, which make up the assessment for each unit. For more detailed information on the delivery and assessment process, methods and requirements, refer to the Participant Handbook. 2.7 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 organisation so as to achieve one's potential and contribute successfully to organisation s 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 employability skills facets described here are broad industry requirements that may vary depending on the detailed requirements of each unit of competency that makes up this qualification. 11
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 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 legislative and statutory requirements planning own work, predicting consequences and identifying improvements presenting a professional image when representing the organisation Learning supporting the implementation of learning and development initiatives as identified by performance review processes 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 email to produce written correspondence and reports using technology to facilitate change, assist the management of information, and assist the planning process 12