BSB50615 Diploma of Human Resources Management Course Overview
Table of Contents Table of Contents... 1 1. Welcome... 2 1.1 VCCI Team... 2 2. BSB50615 Diploma of Human Resources Management... 2 2.1 Program Information... 2 2.2 ntry Requirements and Pathways... 3 2.3 Course Content... 4 2.4 Recognition of Prior Learning / Credit Transfer... 8 2.5 Time Commitment and Course Duration... 9 2.6 Assessment Methods and Requirements... 10 1
1. Welcome Welcome to your Diploma of Human Resources Management course at VCCI. 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 VCCI Team Belinda Tierney General Manager, Training & Business Sustainability mail: btierney@vecci.org.au (03) 8662 5345 Address: Lv2, 150 Collins Street Melbourne 3000 My trainer is: Phone: mail: Laura Dillon Training Registrar/ Senior Training Administrator mail: ldillon@vecci.org.au (03) 8662 5188 Address: Lv2, 150 Collins Street Melbourne 3000 2. BSB50615 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 would have responsibility for the work of other staff as well. 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 2
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 ntry Requirements and Pathways There are no entry requirements for this qualification. nrolment Requirements As this qualification requires participants to apply and practice their 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 strongly recommended that participants are employed or otherwise engaged in an HR management or related role. Assessment assistance may be provided, if this is not possible. Participants must be over 18 years of age. Pathways into the qualification Participants may enter the qualification through a number of entry points demonstrating potential to undertake vocational education and training at Diploma - level, including: with BSB41015 Certificate IV in Human Resources or other relevant qualifications; OR 3
with vocational experience in human resources management, but without formal qualifications Participants 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 xperienced 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 BSB60915 Advanced Diploma of Management (HR) 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 if not listed below, 1 unit may be from any endorsed Training Package or accredited course at Certificate IV level or above 4
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. Code Title Nominal Hours Core Units ( 6) BSBHRM501 Manage human resources services 60 BSBHRM506 Manage recruitment, selection and induction processes 60 BSBHRM512 Develop and manage performance-management processes 60 BSBHRM513 Manage workforce planning 60 BSBWRK510 Manage employee relations 80 BSBWHS401 lective Units (3) Implement and monitor WHS policies, procedures and programs to meet legislative requirements BSBHRM505 Manage remuneration and employee benefits 60 BSBHRM507 Manage separation or termination 50 BSBDIV501 Manage diversity in the workplace 60 50 Total nominal hours 540 Other electives options To facilitate increased flexibility and better providing for students diverse work and learning needs, other electives may be selected by participants for RPL/ CT only or by the traineeship trainees, or for customised courses according to the Packaging Rules. lective units must be relevant to the work environment and the qualification, maintain the integrity of the AQF qualification level alignment, and contribute to a valid, industry-supported vocational outcome. Other elective options must be approved by the General Manager, Training and Business Sustainability. lective units for RPL / Credit Transfer only or for customised courses or traineeships may include: BSBFIM501 Manage budgets and financial plans BSBFIM502 Manage payroll BSBHRM502 Manage human resources management information systems BSBHRM509 Manage rehabilitation or return to work programs BSBHRM510 Manage mediation processes BSBHRM511 Manage expatriate staff BSBINM501 Manage an information or knowledge management system BSBINN601 Lead and manage organisational change 5
BSBITU402 Develop and use complex spreadsheets BSBLD501 Develop a workplace learning environment BSBLD502 Manage programs that promote personal effectiveness BSBMGT502 Manage people performance BSBMGT516 Facilitate continuous improvement BSBPMG522 Undertake project work BSBRKG502 Manage and monitor business or records system BSBRSK501 Manage risk BSBSUS501 Develop workplace policy and procedures for sustainability BSBWHS501 nsure a safe workplace BSBWHS506 Contribute to developing, implementing and maintaining WHS management systems 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. BSBHRM501 Manage human resources services This unit describes the skills and knowledge required to plan, manage and evaluate delivery of human resource services, integrating business ethics. It applies to individuals with responsibility for coordinating a range of human resource services across an organisation. They may have staff reporting to them. 2. BSBHRM506 Manage recruitment, selection and induction processes This unit describes the skills and knowledge required to manage all aspects of recruitment selection and induction processes in accordance with organisational policies and procedures. It applies to individuals or human resource personnel who take responsibility for managing aspects of selecting new staff and orientating those staff in their new positions. It is not assumed that the individual will be directly involved in the selection processes themselves, although this may well be the case. 3. BSBHRM505 Manage remuneration and employee benefits This unit describes the 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. It applies to individuals who are human resource managers responsible for overseeing an organisation s remuneration process. 6
4. BSBHRM507 Manage separation or termination This unit describes the skills and knowledge required to deal with redeployment, resignation, retirement, dismissal and redundancy, including the conduct of exit interviews. It applies to individuals who take responsibility for overseeing aspects of managing the voluntary and involuntary termination of employment. 5. BSBDIV501 Manage diversity in the workplace This unit describes the skills and knowledge required to manage diversity in the workplace. It covers implementing the organisation s diversity policy, fostering diversity within the work team and promoting the benefits of a diverse workplace. It applies to individuals who direct the work of others in teams of variable sizes. They may work with staff from different cultures, races, religions, generations, or other forms of difference in any industry context. 6. BSBHRM512 Develop and manage performance-management processes This unit describes the skills and knowledge required to develop and facilitate implementation of performance management processes and to coordinate individual or group learning and development to encourage effective employee performance. This unit applies to individuals who are authorised to establish effective performance management processes for an organisation and who may have staff reporting to them. 7. BSBHRM513 Manage workforce planning This unit describes the skills and knowledge required to manage planning in relation to an organisation's workforce including researching requirements, developing objectives and strategies, implementing initiatives and monitoring and evaluating trends. It applies to individuals who are human resource managers or staff members with a role in a policy or planning unit that focuses on workforce planning. 8. BSBWHS401 Implement and monitor WHS policies, procedures and programs to meet legislative requirements This unit describes the skills and knowledge required to implement and monitor an organisation s work health and safety (WHS) policies, procedures and programs in the relevant work area in order to meet legislative requirements. 7
It applies to individuals with supervisory responsibilities for implementing and monitoring the organisation s WHS policies, procedures and programs in a work area. These individuals have a broad knowledge of WHS policies and contribute well developed skills in creating solutions to unpredictable problems through analysis and evaluation of information from a variety of sources. They provide supervision and guidance to others and have limited responsibility for the output of others. NOT: 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. BSBWRK510 Manage employee relations 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. 2.4 Recognition of Prior Learning / Credit Transfer 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. VCCI will grant direct credit for equivalent common units from the superseded qualifications BSB50607 or BSB50613 Diploma of HR Management (or others), previously achieved by participants, as follows: BSBWRK510 Manage employee relations BSBWRK510A Manage employee relations BSBWRK509A Manage industrial relations BSBWHS401 Implement and monitor WHS policies, procedures and programs to meet legislative requirements BSBWHS401A Implement and monitor WHS policies, procedures and programs to meet legislative requirements BSBOHS407A Monitor a safe workplace BSBHRM501 Manage human resources services BSBHRM501A/B Manage human resources services 8
BSBHRM506 Manage recruitment, selection and induction processes BSBHRM506A Manage recruitment, selection and induction processes BSBHRM512 Develop and manage performancemanagement processes BSBHRM512A Develop and manage performancemanagement processes BSBHRM513 Manage workforce planning BSBHRM513A Manage workforce planning BSBHRM505 Manage remuneration and employee benefits BSBHRM505A Manage remuneration and employee benefits BSBHRM507 Manage separation or termination BSBHRM507A Manage separation or termination BSBDIV501 Manage diversity in the workplace BSBDIV501A Manage diversity in the workplace Refer to your Participant Handbook or call the Training Registrar for more information on the RPL / CT and national recognition processes. 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) Onsite classroom-based (non-traineeship) 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: presentation, 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. 9
This requires a significant personal time commitment from participants to successfully complete all requirements to gain the qualification. Participants should allocate a minimum of 10 hours per week to work through the Participant Guide, undertake the self-directed learning activities (or the nonroutine 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. You will have to email your assessments to the Training Registrar, unless otherwise instructed. All assessment work must be received by VCCI by the end of 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 (e.g. one unit per month). Assessments must be submitted (handed over) to the assessor on the agreed dates. 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 (non-traineeship) is 12 months from the date of the last scheduled workshop. 2.6 Assessment Methods and Requirements Assessment is summative, consisting of a number of assessment tasks to be undertaken in the workplace or in a simulated work environment. The methods of assessment may include the following: questions and answers, written activities (eg report, research, analysis, and document preparation), presentation, project work, demonstration/ observation, role play/ scenario/ case study, and if in a traineeship or onsite non-traineeship, training log and supervisor reports, as applicable. 10
To demonstrate competence for the units in this qualification, you will be required to complete all the tasks and activities in your Participant Guides, which make up the assessment for each unit. If the assessment asks for samples of documentation from the workplace, they must be attached to the corresponding task, careful to remove / block out any confidential information. You should answer the assessment tasks using the information provided in the learning materials and the context of your own workplace (or provided case studies/scenarios). All participants will be supported by their facilitator to complete their outside-class assessments via email and telephone as needed. VCCI regularly monitors course progress and participants are also encouraged to liaise with their facilitator regarding their progress or to arrange for an assessment consultation, if necessary. For more detailed information on the delivery and assessment process, methods and requirements, refer to the Participant Handbook. 11