Unit of competency Outline
Date retreived
23/07/2026 9:01 PM AWST
23/07/2026 9:01 PM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Manage expatriate staff
Manage expatriate staff
Unit of competency
National Code
BSBHRM511A
BSBHRM511A
State Code
D4864
D4864
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
15/04/2011
Field of Education
080303 - Human Resource Management
Original Release Date
15/04/2011
Nominal Hours
40
Description
This unit describes the performance outcomes, skills and knowledge required to manage Australian staff working in other countries. It covers planning for offshore work, supporting expatriate staff and arranging for the repatriation of expatriate staff.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Plan for offshore work
- 1.1. Review type of work to be conducted offshore and record roles, tasks and responsibilities of team members
- 1.2. Research cultural, linguistic and regulatory differences of offshore work site
- 1.3. Evaluate Australian and host country taxation law as it affects offshore work
- 1.4. Review and select options for employment contracts and remuneration arrangements
- 1.5. Develop selection procedures ensuring employee adaptability
- 1.6. Create team and individual work plans and timeframes
- 1.7. Ensure that necessary work permits, visas and immunisations are obtained and that travel and accommodation arrangements are made
- 1.8. Plan for required technology and equipment for offshore team
2. Support expatriate staff to achieve goals
- 2.1. Arrange for the provision of cultural awareness training and orientation to new work site and living situation
- 2.2. Provide relevant organisational information and clarify performance expectations
- 2.3. Establish clear procedures for open and honest communication
- 2.4. Manage team dynamics and support team performance
- 2.5. Review individual and group performance and provide development opportunities
- 2.6. Assist in the management of conflict and address disputes and grievances
- 2.7. Recognise and reward contributions of team members
3. Arrange and evaluate repatriation
- 3.1. Support staff to plan for repatriation
- 3.2. Assign work roles and responsibilities to returning staff
- 3.3. Provide mentoring through transition following return to Australia
- 3.4. Evaluate effectiveness of management strategies and support for expatriated staff
RANGE STATEMENT
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.
Roles, tasks and responsibilities may involve:
accountabilities
goals and targets
key performance indicators
performance targets or measures
quality standards
reporting lines
task lists.
Employee adaptability may include:
family circumstances
intercultural sensitivity
language and communication skills
psychopathology
religious beliefs, values and attitudes.
Technology may include:
computers
digital conferencing systems and software
internet
telecommunications devices.
Organisational information may include:
organisational chart
annual reports
requirement for protection of intellectual property and trade secrets.
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.
Roles, tasks and responsibilities may involve:
accountabilities
goals and targets
key performance indicators
performance targets or measures
quality standards
reporting lines
task lists.
Employee adaptability may include:
family circumstances
intercultural sensitivity
language and communication skills
psychopathology
religious beliefs, values and attitudes.
Technology may include:
computers
digital conferencing systems and software
internet
telecommunications devices.
Organisational information may include:
organisational chart
annual reports
requirement for protection of intellectual property and trade secrets.
EVIDENCE GUIDE
The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
development of a:
plan for managing staff who work offshore
strategy for providing support and managing team conflict to staff working offshore
plan for repatriating staff.
Context of and specific resources for assessment
Assessment must ensure access to:
a workplace or simulated work environment
office equipment and resources
relevant organisational documentation.
Method of assessment
The following assessment methodsare appropriate for this unit:
analysis of responses to case studies and scenarios
review of a portfolio of evidence documenting research, planning and implementation of a strategy for managing staff working offshore
oral or written questioning around the management of staff working offshore
observation of presentation of reports to relevant personnel
assessment of reports.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.
The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
development of a:
plan for managing staff who work offshore
strategy for providing support and managing team conflict to staff working offshore
plan for repatriating staff.
Context of and specific resources for assessment
Assessment must ensure access to:
a workplace or simulated work environment
office equipment and resources
relevant organisational documentation.
Method of assessment
The following assessment methodsare appropriate for this unit:
analysis of responses to case studies and scenarios
review of a portfolio of evidence documenting research, planning and implementation of a strategy for managing staff working offshore
oral or written questioning around the management of staff working offshore
observation of presentation of reports to relevant personnel
assessment of reports.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AUJ61 | BSBHRM511 | Manage expatriate staff | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J520 | BSB50613 | Diploma of Human Resources Management | Qualification |
| D173 | BSB51107 | Diploma of Management | Qualification |