Unit of competency Outline

Date retreived
23/07/2026 10:06 AM AWST

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Manage human resources services

Manage human resources services

Unit of competency
National Code
BSBHRM501B
State Code
WG085
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
1.00
Current Release Date
18/03/2013
View on TGA
State Implementation and Classification
Approved Date
15/10/2014
Field of Education
080303 - Human Resource Management
Original Release Date
15/10/2014
Nominal Hours
60
Description
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.
Notes
Elements and Performance Criteria
1. Determine strategies for delivery of human resources services
  • 1.1 Analyse business strategy and operational plans to determine human resources requirements
  • 1.2 Review external business environment and likely impact on organisation's human resources requirements
  • 1.3 Consult line and senior managers to identify human resources needs in their areas
  • 1.4 Review organisation's requirements for diversity in the workforce
  • 1.5 Develop options for delivery of human resources services that comply with legislative requirements, organisational policies and business goals
  • 1.6 Develop and agree on strategies and action plans for delivery of human resources services
  • 1.7 Agree and document roles and responsibilities of human resources team, line managers, and external contractors
2. Manage the delivery of human resources services
  • 2.1 Develop and communicate information about human resources strategies and services to internal and external stakeholders
  • 2.2 Develop and negotiate service agreements between the human resources team, service providers and client groups
  • 2.3 Document and communicate service specifications, performance standards and timeframes
  • 2.4 Identify and arrange training support if required
  • 2.5 Agree and arrange monitoring of quality assurance processes
  • 2.6 Ensure that services are delivered by appropriate providers according to service agreements and operational plans
  • 2.7 Identify and rectify under-performance of human resources team or service providers
  • 2.8 Identify appropriate return on investment in providing human resources services
3. Evaluate human resources service delivery
  • 3.1 Establish systems for gathering and storing information needed to provide human resources services
  • 3.2 Survey clients to determine level of satisfaction
  • 3.3 Capture ongoing client feedback for the review processes
  • 3.4 Analyse feedback and surveys and recommend changes to service delivery
  • 3.5 Obtain approvals to variations in service delivery from appropriate managers
  • 3.6 Support agreed change processes across the organisation
4. Manage integration of business ethics in human resources practices
  • 4.1 Ensure that personal behaviour is consistently ethical and reflects values of the organisation
  • 4.2 Ensure that code of conduct is observed across the organisation and that its expectations are incorporated in human resources policies and practices
  • 4.3 Observe confidentiality requirements in dealing with all human resources information
  • 4.4 Deal with unethical behaviour promptly
  • 4.5 Ensure that all persons responsible for the human resources functions are clear about ethical expectations of their behaviour
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.

Human resources requirements may include:
assessment and development centres
career management
competency development processes
counselling
discrimination, vilification and harassment advice
education and training programs
feedback
flexible work arrangements
induction and orientation programs
industrial relations advice
workplace health and safety (WHS) processes and procedures
personal and career development planning
rehabilitation and return-to-work schemes
remuneration and benefits advice
selfanalysis and selfassessment
staff selection
succession planning
teleworking procedures
workers' compensation.
External business environment may include:
unemployment rates
competition for workers
skills and labour shortages
market trends
economic conditions
changes in technology
industry changes.
Options will include:
cost-benefit analysis
risk analyses
recommendations to groups and individuals who have a role in the implementation of policies, procedures or decisions and/or are affected by their implementation.
Legislative requirements, organisational policies and business goals may include:
award and enterprise agreements, and relevant industrial instruments
relevant industry codes of practice
relevant legislation from all levels of government that affects business operation, especially in regard to WHS and environmental issues, equal employment opportunity, industrial relations and antidiscrimination
strategic and business plans.
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 ability to:

demonstrate skills in planning and implementing a coordinated approach to human resources functions across the organisation
demonstrate methods of engaging key stakeholders, developing and monitoring human resources plans, and aligning human resources with broader business objectives
apply knowledge of relevant legislation.
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 reports and examples of human resources plans, and evaluations of those plans
direct questioning combined with review of portfolios of evidence and third-party workplace reports of onthejob performance by the candidate
observation of presentations
oral or written questioning to assess knowledge of performance and contract management
review of documentation outlining roles and responsibilities of human resources team, line managers, and external contractors
review of documentation outlining service specifications, performance standards and timeframes, and how these were communicated.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

other units from the Diploma of Human Resource Management.
Replaces
State Code National Code Title Type
D0734 BSBHRM501A Manage human resources services Unit of competency
Replaced By
State Code National Code Title Type
AUJ52 BSBHRM501 Manage human resource services Unit of competency