BSBWRK510 Manage employee relations - Task 1 and Task 2

BSBWRK510 Manage employee relations 
BSB - Business Services Training Package (Release 1.2)
Version 1.0
Learner: Learner  
NDA Tasmania

Implement an employee relations strategy

Submission details

The assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor.

Submit this document with any required evidence attached. See specifications below for details.

Performance Objective

For this assessment task, you will demonstrate the skills and knowledge required to implement employee relations options and identify and arrange for related training needs of personnel.

Assessment description

For assessment in this unit, you will complete a series of tasks based on the role of Human Resources Manager at Safety Traffic Co.

Draft proposal for employee relations strategy

Email to stakeholders

Assessment Task 1

Implementation and contingency plan

Training implementation plan

Assessment Task 2

Grievance policy and procedure

Written report

Assessment Task 3

Monitoring and review plan

Advocacy role‑play

As part of Assessment Task 1, you developed an employee relations strategy proposal for Safety Traffic Co., which was submitted to the management team for review. You have just received an email confirmation that the top three most cost-effective options in your proposal have been approved.

You are now required to develop an implementation plan describing how the employee relations strategy will be actioned into work operations at Safety Traffic Co.

Procedure

1. Review the Safety Traffic Co. case study provided to you by your assessor.
2. Based on the most cost-effective employee relations option you developed (in consultation with your assessor) in the draft employee relations proposal in Assessment Task 1, develop an implementation and contingency plan for the employee relations strategy. See Appendix 1 for the implementation and contingency plan template.

Your plan should include:

1. the employee relations option being implemented
2. activities required for implementation
3. a timeframe
4. resources required
5. costs
6. people responsible for tasks
7. contingency planning.

3. Develop a training implementation plan that outlines training that will be delivered to: support the implementation of employee relations option; and improve site supervisors’ skills in conflict management techniques. See Appendix 2 for the training implementation plan template.

Your plan should include:

1. learning objectives
2. required competencies
3. training methods
4. the number of training sessions
5. a proposed timeframe to complete the training.

4. Develop a monitoring and review plan describing how the employee relations strategy will be reviewed over the next 12 months. Identify how you will determine whether long-term employee relations objectives and current organisationalneeds are being met. See Appendix 3 for the monitoring and review plan template.
5. Submit all documentation to your assessor as per the specifications below. Please keep copies for your records.

Specifications

You must provide:

• an implementation and contingency plan for the employee relations strategy
• a training implementation plan
• a monitoring and review plan for the employee relations strategy and implementation.

Your assessor will be looking for:

• reading skills to interpret, critically analyse and apply appropriate strategies to construct meaning from organisational documents
• writing skills to display knowledge of required structure and layout, employing broad vocabulary, grammatical structure and conventions appropriate to purpose and audience
• numeracy skills to extract and evaluate the mathematical information embedded in a range of tasks and texts for further analysis of previous cost–benefit analyses
• ability to modify or develop organisational policies to achieve organisational goals and comply with legislative requirements for training implementation
• ability to collaborate with others to achieve joint outcomes, playing an active role in facilitating effective group interaction, influencing direction and taking a role on occasion
• ability to:
  • sequence and schedule complex activities, monitor implementation and manage relevant communication
  • use analytical techniques to identify issues and generate possible solutions, seeking input from others as required before making decisions or implementing solutions
  • draw on the diverse perspectives of others to gain insights into current practices and opportunities for change
• ability to explain relevant industrial relations legislation or regulations
• ability to summarise knowledge of the current Australian industrial relations system and relevant federal, state and territory legislation, such as work health and safety, equal employment opportunity and anti-discrimination law.

Adjustment for distance-based learners

• No changes to the assessment procedure or specification are required.
• Documentation may be submitted electronically.
• A follow-up interview may be required (at the discretion of the assessor).

Unit Information

Unit Descriptor	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.
Licensing, legislative, regulatory or certification requirements	No licensing, legislative or certification requirements apply to this unit at the time of publication.
Employability skills	Employability skills are contained within this unit
Application of the unit	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.
Unit sector or competency field	Workforce Development – Workplace Relations
Pre-requisite, co-requisite or interdependent assessment of units	Not applicable
Assessment Conditions	Assessment must be conducted in a safe environment where evidence gathered demonstrates consistent performance of typical activities experienced in the workforce development – workplace relations field of work and include access to: awards and enterprise bargaining agreements relevant legislation, regulations, standards and codes relevant workplace documentation and resources case studies and, where possible, real situations interaction with others
Method of assessment	Under the heading Assessment Sheet On Page 3 Please select which of the following Assessment Tools you will be using to provide evidence for your assessment. If you select either AT5 or AT6, these tools will provide all evidentiary requirements to complete your assessment. If you select any of the tools AT1 – AT4, you will need to select at least three for your evidence to meet assessment requirements.

Assessment Sheet

Your training plan indicates the assessment methodology. Please indicate the evidence you will provide for assessment.

• Assessment activities (AT1)
• Written and/or oral questions (AT2)
• Projects (AT3)
• Supervisor, third party or assessor demonstration report (AT4)
• Portfolio of evidence or RPL (AT5)
• NDA Training Course(s) (AT6)

Assessment Tool AT1: Assessment Activities Summary

This tool relates to the assessment activities which have been completed throughout the learner guide. Trainers and assessors should use the space below to record details of any issues or feedback they wish to provide to the learner in relation to their responses to the assessment activity in the body of the workbook.

Feedback and comment on assessment activities:

Assessment Tool AT2: Written and/or Oral Questions

You are required to answer all the following questions. Type your answers in the appropriate spaces below or answer them orally during the assessment.

Question 1: Describe the focus of industrial relations practices.

Question 2: What impact do the following pieces of legislation have on employment?

1. Anti-discrimination legislation.
2. Ethical principles.
3. Codes of practice.
4. Privacy laws.
5. Health and safety.

Question 3: Identify and describe 10 common industrial relations objectives.

Question 4: What is a workplace grievance? What is a grievance resolution procedure?

Question 5: What is negotiation?

Question 6: List and describe the key entities in the current Australian industrial relations system. If necessary conduct the appropriate research to answer this question.

Question 7: Where can you find workplace relations specialists or expert advice about WR matters? List and describe 10 sources.

Assessment Tool AT3: Work Related Projects

Either complete the following projects(s) or submit equivalent workplace evidence.

Project 1:

Select one major area of responsibility for WR professionals in private organisations (for example managing conflict and disputes, negotiating agreements such as collective agreements, developing WR strategies and policies, implementing WR strategies and policies etc).

Explain, in detail, what WR professionals need to do to fulfil their responsibilities in the area you have chosen.

Assessment Tool AT4: Supervisor, Third Party or Assessor Demonstration Report

Supervisor, third party or assessor to provide comment on workplace performance or demonstration. Record the context in which Learner was observed, detail any evidence that has been provided, initial each section and sign when completed.

Performance Criteria

Performance Criteria

Develop employee and industrial relations policies and plans

Analyse strategic plans and operational plans to determine long term employee relations

Analyse existing employee relations performance in relation to workforce objectives

Evaluate options in terms of cost-benefit, risk-analysis and current legislative requirements

Work with the management team to develop industrial relations policies and plans

Identify the skills and knowledge needed by management and the workforce to effectively implement these strategies and policies

Implement employee relations policies and plans

Develop an implementation plan and a contingency plan for the employee relations policies and strategies

Make arrangements for training and development for identified needs to support the employee relations plan

Undertake associated employee relations activities to reach agreement on changes required by the organisational policies or implementation plan

Ensure procedures for addressing grievances and conflict are properly documented

Communicate key issues about procedures for addressing grievances and conflict to stakeholders

Review employee relations policies and plans to establish whether they are meeting their intended outcomes

Manage negotiations to resolve conflict

Train individuals in conflict-management techniques and procedures

Identify, and where possible alleviate or eliminate, sources of conflict or grievance according to legal requirements

Check documentation and other information sources to clarify issues in dispute

Obtain expert or specialist advice and/or refer to precedents, if required

Determine desired negotiation outcomes, negotiation strategy and negotiation timeframes

Advocate the organisation’s position in negotiation to obtain agreement

Document, and if necessary certify, the agreed outcomes with the relevant jurisdiction

Implement agreements

Take remedial action where groups or individuals fail to abide by agreements

Performance Evidence

Analyse organisational documentation to determine long-term employee relations objectives and current employee relations performance

Collaborate with others to develop and review industrial relations policies and plans

Develop implementation and contingency plans for industrial relations policies

Identify the skills and knowledge needed to implement the plan and organise training and development for self and staff

Document and communicate strategies and procedures for eliminating and dealing with grievances and disputes

Train others in conflict-resolution techniques

Manage industrial relations conflicts, including advocating the organisation’s position during negotiations and documenting, implementing and following up agreements

Knowledge Evidence

Explain relevant industrial relations legislation or regulations

Summarise enterprise and workplace bargaining processes

Summarise key entities in the current Australian industrial relations system, including courts and tribunals, trade unions and employer bodies

Identify sources of expert advice

Assessment Tool AT5: Portfolio of Evidence or RPL

Performance Criteria

Performance Criteria

Develop employee and industrial relations policies and plans

Analyse strategic plans and operational plans to determine long term employee relations

Analyse existing employee relations performance in relation to workforce objectives

Evaluate options in terms of cost-benefit, risk-analysis and current legislative requirements

Work with the management team to develop industrial relations policies and plans

Identify the skills and knowledge needed by management and the workforce to effectively implement these strategies and policies

Implement employee relations policies and plans

Develop an implementation plan and a contingency plan for the employee relations policies and strategies

Make arrangements for training and development for identified needs to support the employee relations plan

Undertake associated employee relations activities to reach agreement on changes required by the organisational policies or implementation plan

Ensure procedures for addressing grievances and conflict are properly documented

Communicate key issues about procedures for addressing grievances and conflict to stakeholders

Review employee relations policies and plans to establish whether they are meeting their intended outcomes

Manage negotiations to resolve conflict

Train individuals in conflict-management techniques and procedures

Identify, and where possible alleviate or eliminate, sources of conflict or grievance according to legal requirements

Check documentation and other information sources to clarify issues in dispute

Obtain expert or specialist advice and/or refer to precedents, if required

Determine desired negotiation outcomes, negotiation strategy and negotiation timeframes

Advocate the organisation’s position in negotiation to obtain agreement

Document, and if necessary certify, the agreed outcomes with the relevant jurisdiction

Implement agreements

Take remedial action where groups or individuals fail to abide by agreements

Performance Evidence

Analyse organisational documentation to determine long-term employee relations objectives and current employee relations performance

Collaborate with others to develop and review industrial relations policies and plans

Develop implementation and contingency plans for industrial relations policies

Identify the skills and knowledge needed to implement the plan and organise training and development for self and staff

Document and communicate strategies and procedures for eliminating and dealing with grievances and disputes

Train others in conflict-resolution techniques

Manage industrial relations conflicts, including advocating the organisation’s position during negotiations and documenting, implementing and following up agreements

Knowledge Evidence

Explain relevant industrial relations legislation or regulations

Summarise enterprise and workplace bargaining processes

Summarise key entities in the current Australian industrial relations system, including courts and tribunals, trade unions and employer bodies

Identify sources of expert advice

Assessment Tool AT6: NDA Training Course(s)

Learner attended the following NDA course which is mapped to elements of competency in BSBWRK510 - Manage employee relations:

Competency Record

After assessment, this competency record should be completed and signed by the learner, assessor and supervisor. If competency is not achieved at the first attempt, strategies to address gaps in performance need to be identified and time for reassessment arranged.

Assessment tools used and satisfactory outcomes achieved.

Assessment activities (AT1)

Written and/or oral questions (AT2)

Projects (AT3)

Supervisor, third party or assessor demonstration report (AT4)

Portfolio of evidence or RPL (AT5)

NDA Training Course(s) (AT6)

Other assessment methods used by the RTO and satisfactory outcomes achieved (please detail):