Unit of competency Outline

Date retreived
24/07/2026 5:51 AM AWST

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Manage employee relations

Manage employee relations

Unit of competency
National Code
BSBHRM604A
State Code
D0744
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
1.00
Current Release Date
10/03/2009
View on TGA
State Implementation and Classification
Approved Date
29/07/2014
Field of Education
080303 - Human Resource Management
Original Release Date
29/07/2014
Nominal Hours
60
Description
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.
Notes
Elements and Performance Criteria
1. Implement employee relations strategy and policies for own work area
  • 1.1. Ensure employee relations strategy is consistent with organisational strategic objectives
  • 1.2. Develop strategies and policies through the application of a risk management approach and extensive consultation and participation by relevant groups and individuals
  • 1.3. Ensure strategy and policies take account of equal opportunity, family/work relationships and promote the absence of discrimination and/or harassment
  • 1.4. Develop risk management strategies which take account of the withdrawal of labour and other potential outcomes of disputes
  • 1.5. Identify potential areas of conflict (if any) and ensure strategies and policies take account of the objectives of relevant groups and individuals
2. Build and maintain a productive culture
  • 2.1. Negotiate awards, agreements, and contracts which balance organisational objectives and employee rights and obligations
  • 2.2. Identify and meet all legal and organisational requirements within the conditions of employment
  • 2.3. Undertake regular and timely consultation and communication with individuals and relevant groups
  • 2.4. Develop policies and practices to facilitate employee recruitment, retention and satisfaction
  • 2.5. Provide induction programs and training to develop competence and confidence, and to ensure work is performed safely and effectively
  • 2.6. Provide opportunities for employees to understand their role and how it contributes to the achievement of organisational objectives
  • 2.7. Develop, regularly review and update individual and team development plans
  • 2.8. Evaluate and revise employee relations policies regularly
3. Resolve employee relations problems
  • 3.1. Establish processes for early intervention to identify and minimise problems or grievances
  • 3.2. Communicate problem solving processes to, and obtain support from, all relevant groups and individuals
  • 3.3. Provide training to develop competence in conflict management, negotiation and dispute resolution
  • 3.4. Obtain specialist advice where appropriate or where formal hearings are required
  • 3.5. Ensure processes are fair, equitable and consistent with all relevant awards agreements and legislation
  • 3.6. Ensure problem solving processes provide for external mediation and conciliation, and arbitration where appropriate
4. Manage diversity
  • 4.1. Develop plans for the promotion of diversity within the organisation
  • 4.2. Openly promote diversity and its benefits within the organisation
  • 4.3. Develop education and communication plans to promote and encourage diversity
  • 4.4. Develop and implement processes to deal with events which inhibit the organisation from meeting its diversity objectives
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.
Employee relations includes:
all of the activities in an organisation which impact on the employees' terms and conditions of employment and their personal well-being and satisfaction with their work environment
Strategies and policies may include:
discipline
equal opportunity
human resource strategy
induction and training
industrial/labour relations
organisational values statement
performance management
racial discrimination/vilification
remuneration and benefits
selection/recruitment
sexual harassment
Risk management means:
the process of identification of potential negative events and the development of plans to mitigate or minimise the likelihood of the negative event occurring and/or the consequences in the event it does occur
Employee rights and obligations refers to:
those contained within any award agreement or contract of employment, or implied terms of those agreements, together with all rights and obligations under the laws of the Commonwealth and the relevant state/territory
Conditions of employment may include:
grievance procedures
holidays and leave entitlements
hours of work
penalty rates
salary/wages
superannuation
Problem solving processes may include:
arbitration
conciliation
dispute resolution procedures
grievance procedures
mediation
Specialist means:
person expert in the conduct of formal hearings in the relevant jurisdiction
Diversity refers to:
any difference between individuals and groups, and includes age, gender, race, nationality, political and philosophical beliefs, or any other different individual or group characteristic
Education and communication plans refers to:
a structured program for the dissemination of information, and the receipt of feedback information from individuals, relevant to the process or activity
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:
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
Negotiation 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
Conflict management and early intervention in respect to employee grievances/problems are also key elements of the evidence to be presented during assessment.
Context of and specific resources for assessment
Assessment must ensure:
access to appropriate documentation and resources normally used in the workplace.
Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
assessment of written reports on employee relations
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
observation of presentations on employee relations management
oral or written questioning to assess knowledge of human resources function/s being reviewed and policy frameworks
evaluation of research undertaken
review of documentation analysing the strengths and weaknesses of employee relations' policies and strategies
review of documentation of behaviours associated with managing diversity and, resolving employee problems and grievances.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.
Replaces
State Code National Code Title Type
C3579 BSBHR604A Manage employee relations Unit of competency
Replaced By
State Code National Code Title Type
AUK44 BSBHRM604 Manage employee relations Unit of competency