Unit of competency Outline

Date retreived
22/07/2026 7:22 AM AWST

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Manage industrial relations

Manage industrial relations

Unit of competency
National Code
BSBWRK509A
State Code
D1054
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
1.00
Current Release Date
18/07/2008
View on TGA
State Implementation and Classification
Approved Date
15/09/2014
Field of Education
080309 - Industrial Relations
Original Release Date
15/09/2014
Nominal Hours
60
Description
This unit describes the performance outcomes, skills and knowledge required to manage industrial relations matters within an organisation, with day to day involvement.It includes strategic planning and policy development for industrial relations as well as negotiation, conflict management and dispute resolution.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Develop industrial relations strategies/policies
  • 1.1. Analyse strategic plans and operational plans to determine long-term industrial relations objectives
  • 1.2. Analyse existing industrial relations performance in relation to strategic industrial relations objectives
  • 1.3. Evaluate options in terms of cost benefit, risk analysis and current legislative requirements
  • 1.4. Establish industrial relations strategies/policies within the management team
  • 1.5. Identify the knowledge and skills needed by management and the workforce to effectively implement these strategies/policies
2. Implement industrial relations strategies/policies and plans
  • 2.1. Develop an implementation plan and contingency plan for the industrial relations strategies/policies
  • 2.2. Make arrangements for training and development in accordance with identified needs, to support the industrial relations plan
  • 2.3. Undertake associated industrial relations activities to agree to changes required by policies or implementation plan
  • 2.4. Ensure procedures for addressing grievances and conflict are properly documented
  • 2.5. Communicate key issues about procedures for addressing grievances and conflict
3. Manage negotiations, conflict and disputes
  • 3.1. Train individuals in conflict management techniques/procedures
  • 3.2. Identify and where possible alleviate or eliminate, sources of conflict or grievance in accordance with legal requirements
  • 3.3. Check documentation and other information sources to clarify issues in dispute
  • 3.4. Obtain expert or specialist advice and/or refer to precedents, if required
  • 3.5. Determine desired negotiation outcomes, negotiation strategy and negotiation timeframes
  • 3.6. Advocate the organisation's position in negotiation to obtain agreement
  • 3.7. Document and if necessary, certify the agreed outcomes with the relevant jurisdiction
  • 3.8. Implement agreements
  • 3.9. Take remedial action where groups or individuals fail to abide by agreements
effective management of grievances, conflict situations and dispute resolution procedures
employee commitment
employee satisfaction
job design
negotiation outcomes
organisational culture
relations with unions or other peak bodies
restructuring
salary, remuneration, benefits or bonuses
workforce planning
workplace reform

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

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

documented objectives, methodology and timeframe
project plan

clarification of terms and conditions of employment of those persons affected
consultation with employee representatives including unions and elected staff representatives
ensuring the legality of proposed strategies, policies and initiatives
referring to employer representatives for advice and support

controlling difficult situations using legal remedies
dispute resolution procedures
negotiating/bargaining

Australian Workplace Agreements
workplace collective agreements

Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential:

demonstrated understanding of contemporary industrial issues and legislation
documented strategies and procedures for dealing with grievances and disputes
performance of negotiation/conflict resolution techniques
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:

analysis of responses to case studies and scenarios
assessment of written reports on industrial issues
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
observation of demonstrated techniques in negotiation and case presentation
observation of presentations
oral or written questioning to assess knowledge of industrial relations legislation
review of documentation outlining long-term industrial relations objectives
review of implementation plan and contingency plan
evaluation of documentation communicating key issues about procedures for addressing grievances and conflict.

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
C3570 BSBHR504A Manage industrial relations policies and processes Unit of competency
Replaced By
State Code National Code Title Type
WG110 BSBWRK510A Manage employee relations Unit of competency