Unit of competency Outline

Date retreived
22/07/2026 1:07 AM 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.

Administer human resources policy

Administer human resources policy

Unit of competency
National Code
SIRXHRM001A
State Code
S6134
TGA Status
Deleted
DTWD Status
Deleted
Current Release Number
2.00
Current Release Date
13/06/2012
View on TGA
State Implementation and Classification
Approved Date
03/05/2011
Field of Education
080303 - Human Resource Management
Original Release Date
03/05/2011
Nominal Hours
35
Description
This unit describes the performance outcomes, skills and knowledge required to plan and manage human resources.
Notes
Elements and Performance Criteria
1. Implement staffing levels.
  • 1.1.Maintain and monitor store policy and procedures in regard to staffing levels.
  • 1.2.Maintain store staffing plans involving total store operation.
  • 1.3.Ensure store staffing plan is comprehensive, concise and easily understood by staff and management.
  • 1.4.Base all staffing figures on accurate and current information.
  • 1.5.Develop contingency plans to cope with extreme situations.
  • 1.6.Identify, analyse and rectify staff turnover problems as required by store policy.
2. Monitor staff performance.
  • 2.1.Analyse, monitor and maintain store policy and procedures in regard to staff performance requirements.
  • 2.2.Conduct performance appraisal and counselling interviews as required according to store policy.
  • 2.3.Give clear, constructive feedback on performance at a level and pace appropriate to the team member.
  • 2.4.Recognise performance and achievement and encourage individuals to contribute to their own assessment.
  • 2.5.Encourage individuals to contribute to improving policy and procedures.
  • 2.6.Discipline and counsel staff as required according to store policy and statutory requirements.
  • 2.7.Implement staff dismissals according to store policy and procedures and statutory requirements.
  • 2.8.Conduct terminal and exit interviews, according to store policy and procedures and statutory requirements.
  • 2.9.Accurately and completely record details of all procedures and made available to authorised personnel.
3. Identify and minimise potential industrial relations problems.
  • 3.1.Develop and implement strategies in regard to interpersonal conflict and dispute resolution, according to store policy and procedures.
  • 3.2.Actively encourage consultation and cooperation within team.
  • 3.3.Provide constructive support to resolve problems where interpersonal conflict arises.
  • 3.4.Accurately communicate current dispute resolution and grievance procedures to team members.
  • 3.5.Concisely and accurately record details of proceedings and make available to authorised personnel.
  • 3.6.Treat team members with integrity, respect and compassion.
4. Develop and implement training plans.
  • 4.1.Develop training objectives and activities based on considered assessment of existing individual and team competencies, potential competency and career aspirations according to store policy.
  • 4.2.Regularly review, update and improve training plans in consultation with staff and management.
  • 4.3.Ensure training plans contain clear, realistic objectives.
  • 4.4.Encourage and assist individuals to evaluate their own development and training needs and to contribute to development planning and review.
  • 4.5.Plan training activities to optimise the use of available resources.
  • 4.6.Identify training needs using accurate and current information.
  • 4.7.Clearly define training requirements relating to specific competencies necessary to perform a specified role or function.
  • 4.8.Provide ongoing training information to all staff.
  • 4.9.Delegate responsibility for training to specific staff.
  • 4.10.Document planned training needs and specified outcomes.
  • 4.11.Monitor and maintain budget in regard to training and assessment of staff according to store policy.
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 in the performance criteria is detailed below.
Store policy and procedures in regard to:
employee relations and staff development
systems for recording employee relations information.
Staffing levels may vary according to:
peak trading times
special events
promotion
stocktakes
refurbishment.
Staff and management may include:
full-time, part-time, casual or contract staff
people with varying degrees of language and literacy
people from a range of cultural, social and ethnic backgrounds
people with a range of responsibilities and job descriptions.
Contingency plans may include:
unpredicted staff shortages
unpredicted customer demand
accidents or emergencies.
Techniques for providing feedback may include:
using open and inclusive language
speaking clearly and concisely
using appropriate language
non-verbal communication.
Statutory requirements and legislation may include:
equal employment opportunity (EEO)
Australian apprenticeships
disciplinary procedures
awards and agreements
wages and conditions
anti-discrimination
sexual harassment
WHS
privacy.
Interpersonalconflict:
may occur with or between:
individuals
teams
customers
management
may be minimised:
formally
informally
is minimised to:
promote effective working relationships
prevent disciplinary or grievance procedures becoming necessary.
Methods to communicate information may include:
verbal
written, including email.
Training objectives and activities may relate to:
existing staff competencies
level of competencies required by staff
budget allocation for staff training.
Objectives may apply to:
individuals
teams
managers.
Specific staff responsible for training may include:
supervisor and manager
training coordinator
external consultant.
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, the range statement and the Assessment Guidelines for this Training Package.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
maintains and monitors optimum staff levels according to store policy and procedures by:
maintaining staffing plans
communicating with staff and management
developing contingency plans
analysing and rectifying staff turnover problems
maintains and monitors staff performance according to store policy and procedures and according to legislation and statutory requirements by:
monitoring and analysing performance
identifying performance and skill gaps
applying on the job training and coaching processes to develop employees
developing performance improvement plans
conducting performance appraisal interviews
demonstrating discipline and counselling processes
demonstrating dismissal processes
accurately records and maintains details of staff performance procedures, taking into account privacy requirements
communicates with team members to minimise potential industrial relations problems
develops, implements and evaluates relevant and effective training plans aligned to business goals and company policies.
Context of and specific resources for assessment
Assessment must ensure access to:
a retail work environment
relevant documentation, such as:
store policy and procedures on employee relations and staff development
legislative requirements
store staffing plan
job descriptions
statutes, awards and agreements relating to:
monitoring staff performance
performance appraisal
counselling
disciplinary procedures.
Methods of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
observation of performance in the workplace
third-party reports from a supervisor
research report
written or verbal questioning to assess knowledge and understanding
review of portfolios of evidence and third-party workplace reports of on-the-job performance.
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
N0718 WRRPM1B Administer human resources policy Unit of competency