Unit of competency Outline
Date retreived
22/07/2026 1:50 PM AWST
22/07/2026 1:50 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 workplace relations
Manage workplace relations
Unit of competency
National Code
THHGLE10B
THHGLE10B
State Code
E2012
E2012
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
15/01/2003
Field of Education
080309 - Industrial Relations
Original Release Date
15/01/2003
Nominal Hours
60
Description
This unit deals with the skills and knowledge required to manage workplace relations from an industrial relations perspective. It focuses on the skills and knowledge needed by frontline managers, owners/managers of small businesses and human resource specialists. A more strategic approach to overall employee relations is found in the unit BSBHR603A Manage employee relations strategies and plans in the Business Services Training Package.This unit deals with the skills and knowledge required to manage workplace relations from an industrial relations perspective. It focuses on the skills and knowledge needed by frontline managers, owners/managers of small businesses and human resource specialists. A more strategic approach to overall employee relations is found in the unit BSBHR603A Manage employee relations strategies and plans in the Business Services Training Package
Notes
Elements and Performance Criteria
1 Build a positive industrial relations climate
- 1.1 Provide employees with accurate and impartial information on industrial matters likely to affect them.
- 1.2 Identify workplace changes or issues which may cause industrial unrest promptly and take appropriate action.
- 1.3 Identify potential causes of industrial unrest in external environments promptly and take appropriate action.
- 1.4 Create conditions of employment in accordance with relevant legislation and industrial awards/agreements.
- 1.5 Implement mechanisms for consulting with staff and facilitating two-way communication.
- 1.6 Ensure induction and training initiatives are used effectively to develop a competent workforce.
- 1.7 Establish consultative structures for the identification and resolution of grievances.
2 Implement formal industrial procedures
- 2.1 Contribute to the development of formal industrial procedures in consultation with relevant parties.
- 2.2 Use agreed procedures to resolve employee relations in accordance with enterprise policy and legal requirements.
- 2.3 Monitor agreed processes and make appropriate adjustments in consultation with relevant parties.
- 2.4 Identify the need for and access specialist assistance in industrial relations matters when appropriate.
This unit applies to all tourism and hospitality sectors. The following explanations identify how this unit may be applied in different workplaces, sectors and circumstances.
For generic pre-employment training and assessment, a range of industry contexts must be addressed. Where the focus is sector or workplace specific, training and assessment must be tailored to meet particular needs.
Relevant parties to be included in consultation processes must include the following as appropriate to the industry sector:
staff
unions
employer groups
boards of management
government.
Appropriate action in relation to potential industrial unrest may include:
initiation of consultation processes
further research on issues presented
making reports and recommendations to colleagues
accessing specialist assistance.
Conditions of employment may relate to:
salary/wages
penalty rates
holidays and leave entitlements
superannuation
hours of work
grievance procedures.
Formal industrial relations procedures may include:
grievance procedures
dispute resolutions procedures
mediation
conciliation
arbitration.
This unit applies to all tourism and hospitality sectors. The following explanations identify how this unit may be applied in different workplaces, sectors and circumstances.
For generic pre-employment training and assessment, a range of industry contexts must be addressed. Where the focus is sector or workplace specific, training and assessment must be tailored to meet particular needs.
Relevant parties to be included in consultation processes must include the following as appropriate to the industry sector:
staff
unions
employer groups
boards of management
government.
Appropriate action in relation to potential industrial unrest may include:
initiation of consultation processes
further research on issues presented
making reports and recommendations to colleagues
accessing specialist assistance.
Conditions of employment may relate to:
salary/wages
penalty rates
holidays and leave entitlements
superannuation
hours of work
grievance procedures.
Formal industrial relations procedures may include:
grievance procedures
dispute resolutions procedures
mediation
conciliation
arbitration.
For generic pre-employment training and assessment, a range of industry contexts must be addressed. Where the focus is sector or workplace specific, training and assessment must be tailored to meet particular needs.
Relevant parties to be included in consultation processes must include the following as appropriate to the industry sector:
staff
unions
employer groups
boards of management
government.
Appropriate action in relation to potential industrial unrest may include:
initiation of consultation processes
further research on issues presented
making reports and recommendations to colleagues
accessing specialist assistance.
Conditions of employment may relate to:
salary/wages
penalty rates
holidays and leave entitlements
superannuation
hours of work
grievance procedures.
Formal industrial relations procedures may include:
grievance procedures
dispute resolutions procedures
mediation
conciliation
arbitration.
This unit applies to all tourism and hospitality sectors. The following explanations identify how this unit may be applied in different workplaces, sectors and circumstances.
For generic pre-employment training and assessment, a range of industry contexts must be addressed. Where the focus is sector or workplace specific, training and assessment must be tailored to meet particular needs.
Relevant parties to be included in consultation processes must include the following as appropriate to the industry sector:
staff
unions
employer groups
boards of management
government.
Appropriate action in relation to potential industrial unrest may include:
initiation of consultation processes
further research on issues presented
making reports and recommendations to colleagues
accessing specialist assistance.
Conditions of employment may relate to:
salary/wages
penalty rates
holidays and leave entitlements
superannuation
hours of work
grievance procedures.
Formal industrial relations procedures may include:
grievance procedures
dispute resolutions procedures
mediation
conciliation
arbitration.
Essential Knowledge and Skills to be Assessed
The following knowledge and skills must be assessed as part of this unit:
an overview of the Australian and relevant State/Territory industrial relations system, including legal obligations of employers
the role of specific unions in the tourism/hospitality industries
the role of specific employer groups in the tourism/hospitality industries
provisions of awards as appropriate to the industry sector
overview of procedures for creating workplace agreements
procedures and specific communication skills for formal counselling, grievances and industrial dispute resolution.
Linkages to Other Units
This unit must be assessed with or after the following units. These units describe skills and knowledge that are essential to this unit of competence:
THHGCS03B Deal with conflict situations
THHGLE01B Monitor work operations
THHGLE08B Lead and manage people
THHGLE09B Manage workplace diversity
Note: Knowledge of specific legal issues is required within this unit. This means that there is some duplication with the generic unit THHGLE20B Develop and update the legal knowledge required for business compliance. Repetition should be avoided in training and assessment.
Formal counselling techniques are also covered in the unit THHGLE06B Monitor staff performance and repetition in training and assessment should be avoided.
For generic pre-employment training and assessment, a range of industry contexts must be addressed. Where the focus is sector or workplace specific, training and assessment must be tailored to meet particular needs.
Critical Aspects of Assessment
Evidence of the following is critical:
knowledge of industrial relations issues, procedures and regulations as they apply to particular sectors
ability to interpret industrial awards and agreements
ability to foster the development of a positive industrial relations climate.
Context of Assessment and Resource Implications
Assessment must ensure:
project or work activities that allow the candidate to address a range of industrial relations issues relevant to tourism and hospitality workplaces
practical demonstration of counselling skills.
Assessment Methods
Assessment methods must be chosen to ensure that ability to effectively manage workplace relations can be practically demonstrated. Methods must include assessment of knowledge as well as assessment of practical skills.
The following examples are appropriate for this unit:
evaluation of projects conducted by candidate in conjunction with industry operators to address industrial relations issues
case studies to develop approaches to different industrial relations issues
oral or written questions to assess knowledge of industrial relations legislation, regulations and procedures
review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate.
Key Competencies in this Unit
Key Competencies are an integral part of all workplace competencies. The table below describes those applicable to this unit. Trainers and assessors should ensure that they are addressed in training and assessment.
Level 1 = Perform Level 2 = Administer and Manage Level 3 = Design and Evaluate
Key Competencies
Collecting, Organising and Analysing Information
For example:
Scanning internal and external environments to identify and analyse potential causes of industrial unrest (3)
Communicating Ideas and Information
For example:
Conducting a staff briefing on new work practices (3)
Planning and Organising Activities
For example:
Organising consultation sessions (3)
Working with Others and in Teams
For example:
Holding informal consultations with staff members to resolve a potential industrial problem (3)
Using Mathematical Ideas and Techniques
For example:
Calculating hours of work against award provisions (1)
Solving Problems
For example:
Devising and implementing an approach to a serious staff disciplinary matter (3)
Using Technology
For example:
Using electronic communication to facilitate consultation with key stakeholders (1)
Essential Knowledge and Skills to be Assessed
The following knowledge and skills must be assessed as part of this unit:
an overview of the Australian and relevant State/Territory industrial relations system, including legal obligations of employers
the role of specific unions in the tourism/hospitality industries
the role of specific employer groups in the tourism/hospitality industries
provisions of awards as appropriate to the industry sector
overview of procedures for creating workplace agreements
procedures and specific communication skills for formal counselling, grievances and industrial dispute resolution.
Linkages to Other Units
This unit must be assessed with or after the following units. These units describe skills and knowledge that are essential to this unit of competence:
THHGCS03B Deal with conflict situations
THHGLE01B Monitor work operations
THHGLE08B Lead and manage people
THHGLE09B Manage workplace diversity
Note: Knowledge of specific legal issues is required within this unit. This means that there is some duplication with the generic unit THHGLE20B Develop and update the legal knowledge required for business compliance. Repetition should be avoided in training and assessment.
Formal counselling techniques are also covered in the unit THHGLE06B Monitor staff performance and repetition in training and assessment should be avoided.
For generic pre-employment training and assessment, a range of industry contexts must be addressed. Where the focus is sector or workplace specific, training and assessment must be tailored to meet particular needs.
Critical Aspects of Assessment
Evidence of the following is critical:
knowledge of industrial relations issues, procedures and regulations as they apply to particular sectors
ability to interpret industrial awards and agreements
ability to foster the development of a positive industrial relations climate.
Context of Assessment and Resource Implications
Assessment must ensure:
project or work activities that allow the candidate to address a range of industrial relations issues relevant to tourism and hospitality workplaces
practical demonstration of counselling skills.
Assessment Methods
Assessment methods must be chosen to ensure that ability to effectively manage workplace relations can be practically demonstrated. Methods must include assessment of knowledge as well as assessment of practical skills.
The following examples are appropriate for this unit:
evaluation of projects conducted by candidate in conjunction with industry operators to address industrial relations issues
case studies to develop approaches to different industrial relations issues
oral or written questions to assess knowledge of industrial relations legislation, regulations and procedures
review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate.
Key Competencies in this Unit
Key Competencies are an integral part of all workplace competencies. The table below describes those applicable to this unit. Trainers and assessors should ensure that they are addressed in training and assessment.
Level 1 = Perform Level 2 = Administer and Manage Level 3 = Design and Evaluate
Key Competencies
Collecting, Organising and Analysing Information
For example:
Scanning internal and external environments to identify and analyse potential causes of industrial unrest (3)
Communicating Ideas and Information
For example:
Conducting a staff briefing on new work practices (3)
Planning and Organising Activities
For example:
Organising consultation sessions (3)
Working with Others and in Teams
For example:
Holding informal consultations with staff members to resolve a potential industrial problem (3)
Using Mathematical Ideas and Techniques
For example:
Calculating hours of work against award provisions (1)
Solving Problems
For example:
Devising and implementing an approach to a serious staff disciplinary matter (3)
Using Technology
For example:
Using electronic communication to facilitate consultation with key stakeholders (1)
The following knowledge and skills must be assessed as part of this unit:
an overview of the Australian and relevant State/Territory industrial relations system, including legal obligations of employers
the role of specific unions in the tourism/hospitality industries
the role of specific employer groups in the tourism/hospitality industries
provisions of awards as appropriate to the industry sector
overview of procedures for creating workplace agreements
procedures and specific communication skills for formal counselling, grievances and industrial dispute resolution.
Linkages to Other Units
This unit must be assessed with or after the following units. These units describe skills and knowledge that are essential to this unit of competence:
THHGCS03B Deal with conflict situations
THHGLE01B Monitor work operations
THHGLE08B Lead and manage people
THHGLE09B Manage workplace diversity
Note: Knowledge of specific legal issues is required within this unit. This means that there is some duplication with the generic unit THHGLE20B Develop and update the legal knowledge required for business compliance. Repetition should be avoided in training and assessment.
Formal counselling techniques are also covered in the unit THHGLE06B Monitor staff performance and repetition in training and assessment should be avoided.
For generic pre-employment training and assessment, a range of industry contexts must be addressed. Where the focus is sector or workplace specific, training and assessment must be tailored to meet particular needs.
Critical Aspects of Assessment
Evidence of the following is critical:
knowledge of industrial relations issues, procedures and regulations as they apply to particular sectors
ability to interpret industrial awards and agreements
ability to foster the development of a positive industrial relations climate.
Context of Assessment and Resource Implications
Assessment must ensure:
project or work activities that allow the candidate to address a range of industrial relations issues relevant to tourism and hospitality workplaces
practical demonstration of counselling skills.
Assessment Methods
Assessment methods must be chosen to ensure that ability to effectively manage workplace relations can be practically demonstrated. Methods must include assessment of knowledge as well as assessment of practical skills.
The following examples are appropriate for this unit:
evaluation of projects conducted by candidate in conjunction with industry operators to address industrial relations issues
case studies to develop approaches to different industrial relations issues
oral or written questions to assess knowledge of industrial relations legislation, regulations and procedures
review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate.
Key Competencies in this Unit
Key Competencies are an integral part of all workplace competencies. The table below describes those applicable to this unit. Trainers and assessors should ensure that they are addressed in training and assessment.
Level 1 = Perform Level 2 = Administer and Manage Level 3 = Design and Evaluate
Key Competencies
Collecting, Organising and Analysing Information
For example:
Scanning internal and external environments to identify and analyse potential causes of industrial unrest (3)
Communicating Ideas and Information
For example:
Conducting a staff briefing on new work practices (3)
Planning and Organising Activities
For example:
Organising consultation sessions (3)
Working with Others and in Teams
For example:
Holding informal consultations with staff members to resolve a potential industrial problem (3)
Using Mathematical Ideas and Techniques
For example:
Calculating hours of work against award provisions (1)
Solving Problems
For example:
Devising and implementing an approach to a serious staff disciplinary matter (3)
Using Technology
For example:
Using electronic communication to facilitate consultation with key stakeholders (1)
Essential Knowledge and Skills to be Assessed
The following knowledge and skills must be assessed as part of this unit:
an overview of the Australian and relevant State/Territory industrial relations system, including legal obligations of employers
the role of specific unions in the tourism/hospitality industries
the role of specific employer groups in the tourism/hospitality industries
provisions of awards as appropriate to the industry sector
overview of procedures for creating workplace agreements
procedures and specific communication skills for formal counselling, grievances and industrial dispute resolution.
Linkages to Other Units
This unit must be assessed with or after the following units. These units describe skills and knowledge that are essential to this unit of competence:
THHGCS03B Deal with conflict situations
THHGLE01B Monitor work operations
THHGLE08B Lead and manage people
THHGLE09B Manage workplace diversity
Note: Knowledge of specific legal issues is required within this unit. This means that there is some duplication with the generic unit THHGLE20B Develop and update the legal knowledge required for business compliance. Repetition should be avoided in training and assessment.
Formal counselling techniques are also covered in the unit THHGLE06B Monitor staff performance and repetition in training and assessment should be avoided.
For generic pre-employment training and assessment, a range of industry contexts must be addressed. Where the focus is sector or workplace specific, training and assessment must be tailored to meet particular needs.
Critical Aspects of Assessment
Evidence of the following is critical:
knowledge of industrial relations issues, procedures and regulations as they apply to particular sectors
ability to interpret industrial awards and agreements
ability to foster the development of a positive industrial relations climate.
Context of Assessment and Resource Implications
Assessment must ensure:
project or work activities that allow the candidate to address a range of industrial relations issues relevant to tourism and hospitality workplaces
practical demonstration of counselling skills.
Assessment Methods
Assessment methods must be chosen to ensure that ability to effectively manage workplace relations can be practically demonstrated. Methods must include assessment of knowledge as well as assessment of practical skills.
The following examples are appropriate for this unit:
evaluation of projects conducted by candidate in conjunction with industry operators to address industrial relations issues
case studies to develop approaches to different industrial relations issues
oral or written questions to assess knowledge of industrial relations legislation, regulations and procedures
review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate.
Key Competencies in this Unit
Key Competencies are an integral part of all workplace competencies. The table below describes those applicable to this unit. Trainers and assessors should ensure that they are addressed in training and assessment.
Level 1 = Perform Level 2 = Administer and Manage Level 3 = Design and Evaluate
Key Competencies
Collecting, Organising and Analysing Information
For example:
Scanning internal and external environments to identify and analyse potential causes of industrial unrest (3)
Communicating Ideas and Information
For example:
Conducting a staff briefing on new work practices (3)
Planning and Organising Activities
For example:
Organising consultation sessions (3)
Working with Others and in Teams
For example:
Holding informal consultations with staff members to resolve a potential industrial problem (3)
Using Mathematical Ideas and Techniques
For example:
Calculating hours of work against award provisions (1)
Solving Problems
For example:
Devising and implementing an approach to a serious staff disciplinary matter (3)
Using Technology
For example:
Using electronic communication to facilitate consultation with key stakeholders (1)
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| S6539 | SITXHRM008A | Manage workplace relations | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| W103 | THC50404 | Diploma of Caravan Park Management | Qualification |
| W110 | THC50104 | Diploma of Recreational Vehicle Manufacturing | Qualification |
| C501 | THT60102 | Advanced Diploma of Tourism Management | Qualification |