Unit of competency Outline
Date retreived
23/07/2026 5:39 AM AWST
23/07/2026 5:39 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.
Manage human resources management information systems
Manage human resources management information systems
Unit of competency
National Code
BSBHRM502A
BSBHRM502A
State Code
D0735
D0735
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
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 manage human resources information systems from the research and planning stages, through selection of appropriate systems, to implementation, ongoing review and system upgrades.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Identify human resources information requirements
- 1.1. Collect, collate and document information requirements of users
- 1.2. Identify communication processes to support user needs
- 1.3. Agree on information requirements and communication processes with users and relevant managers
- 1.4. Develop a draft information systems management plan with agreed review mechanisms, timeframe and criteria
- 1.5. Specify information requirements in a clear and concise manner
- 1.6. Ensure information requirements are consistent with organisational objectives and policies
- 1.7. Identify resources required to meet the information requirements within budget parameters
2. Select human resources information management system
- 2.1. Agree on selection criteria for the information management system with relevant groups and individuals
- 2.2. Ensure that selection criteria for the system has the capability to meet organisation's objectives, policies and budget parameters
- 2.3. Evaluate potential systems against the criteria
- 2.4. Undertake cost benefit and risk analysis in relation to the systems which meet the selection criteria
- 2.5. Establish preferences for system and provide selection report to senior managers
- 2.6. Ensure that preferred system is capable of being customised to meet organisation and user requirements
3. Implement human resources information system
- 3.1. Develop implementation plan with users, other relevant groups and individuals
- 3.2. Confirm implementation plan's roles and responsibilities with individuals and groups involved
- 3.3. Assign resources to meet implementation plan timeframe, quality and other objectives
- 3.4. Modify implementation schedule to resolve any problems arising
- 3.5. Ensure groups and individuals contribute to implementation in accordance with plan objectives
4. Monitor and evaluate performance of human resources information system
- 4.1. Monitor information system performance and prepare performance reports
- 4.2. Obtain feedback from users about the system
- 4.3. Benchmark system performance against other systems, and latest trends and developments
- 4.4. Analyse performance gaps and current strategies and introduce improvements
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.
Information requirements include:
career development
employee relations and industrial relations
employee support
human resources development
legislative requirements
organisational development
performance management
recruitment, selection and induction
re-deployment of employees
termination of employees
workforce planning
Draft information systems management plan includes:
proposed system objectives, methods of management, timeframes and other criteria
specification of system requirements for the purposes of selecting appropriate systems to manage the information
Relevant groups and individuals means:
all those who have a role in the implementation of policies, procedures or decisions and/or are affected by their implementation
Cost benefit analysis means:
calculation to determine whether the results/outcomes of a particular course of action are sufficient to justify the costs and risks in taking that action
Risk analysis means:
determination of the likelihood of a negative event preventing the organisation meeting its objectives and the likely consequences of such an event on organisational performance
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.
Information requirements include:
career development
employee relations and industrial relations
employee support
human resources development
legislative requirements
organisational development
performance management
recruitment, selection and induction
re-deployment of employees
termination of employees
workforce planning
Draft information systems management plan includes:
proposed system objectives, methods of management, timeframes and other criteria
specification of system requirements for the purposes of selecting appropriate systems to manage the information
Relevant groups and individuals means:
all those who have a role in the implementation of policies, procedures or decisions and/or are affected by their implementation
Cost benefit analysis means:
calculation to determine whether the results/outcomes of a particular course of action are sufficient to justify the costs and risks in taking that action
Risk analysis means:
determination of the likelihood of a negative event preventing the organisation meeting its objectives and the likely consequences of such an event on organisational performance
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:
assessment of written reports on HRIS specification, selection and implementation
implementation plan for an HRIS and associated management skills to oversee transition and implementation of a new HRIS
knowledge of the types of HRIS available and their respective capabilities and limitations.
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 HRIS implementation
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
review of documentations about user information requirements
oral or written questioning to assess knowledge of HRIS capabilities
evaluation of implementation plan
review of documentation outlining feedback from users about the system.
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.
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:
assessment of written reports on HRIS specification, selection and implementation
implementation plan for an HRIS and associated management skills to oversee transition and implementation of a new HRIS
knowledge of the types of HRIS available and their respective capabilities and limitations.
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 HRIS implementation
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
review of documentations about user information requirements
oral or written questioning to assess knowledge of HRIS capabilities
evaluation of implementation plan
review of documentation outlining feedback from users about the system.
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 |
|---|---|---|---|
| C4675 | BSBEBUS611A | Develop and implement e-business human resource management policy and practices | Unit of competency |
| C3568 | BSBHR502A | Manage human resource management information systems | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AUM49 | BSBHRM502 | Manage human resource management information systems | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| D164 | BSB50207 | Diploma of Business | Qualification |
| D168 | BSB50607 | Diploma of Human Resources Management | Qualification |
| J520 | BSB50613 | Diploma of Human Resources Management | Qualification |
| J151 | SIR50112 | Diploma of Retail Management | Qualification |
| J515 | SIS50712 | Diploma of Sport and Recreation Management | Qualification |