Unit of competency Outline

Date retreived
22/07/2026 7:54 PM AWST

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Manage employee relations

Manage employee relations

Unit of competency
National Code
BSBWRK510A
State Code
WG110
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 manage employee and industrial relations matters in an organisation. It involves using a range of specialised technical and managerial techniques to plan, carry out and evaluate own work and/or the work of a team.It includes planning and policy development for employee relations as well as negotiation, conflict management, dispute resolution and managing industrial relations.
Notes
Elements and Performance Criteria
1. Develop employee and industrial relations policies and plans
  • 1.1 Analyse strategic plans and operational plans to determine longterm employee relations objectives
  • 1.2 Analyse existing employee relations performance in relation to workforce objectives
  • 1.3 Evaluate options in terms of cost-benefit, risk-analysis and current legislative requirements
  • 1.4 Work with the management team to develop industrial relations policies and plans
  • 1.5 Identify the skills and knowledge needed by management and the workforce to effectively implement these strategies and policies
2. Implement employee relations policies and plans
  • 2.1 Develop an implementation plan and contingency plan for the employee relations policies and strategies
  • 2.2 Make arrangements for training and development for identified needs to support the employee relations plan
  • 2.3 Undertake associated employee relations activities to reach agreement on 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
  • 2.6 Review employee relations policies and plans to establish whether they are meeting their intended outcomes
3. Manage negotiations to resolve conflict
  • 3.1 Train individuals in conflict-management techniques and procedures
  • 3.2 Identify and where possible alleviate or eliminate sources of conflict or grievance according to 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
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.

Long-term employee relations objectives may relate to:
effective management of grievances, conflict situations and dispute-resolution procedures
employee commitment
employee satisfaction
job design
negotiation outcomes
organisational culture
relations with unions and other peak bodies
restructuring
salary, remuneration, benefits and bonuses
workforce planning
workplace reform.
Implementation plan may include:
documented objectives, methodology and timeframe
project plan
Associated employee relations activities may include:
clarifying terms and conditions of employment of those persons affected
consulting 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.
Conflict-management techniques and procedures may include:
controlling difficult situations using legal remedies
dispute-resolution procedures
negotiating and bargaining.
Certify refers to:
Australian Workplace Agreements
workplace collective agreements.
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 understanding of current Australian industrial relations system and relevant legislation
document strategies and procedures for dealing with grievances and disputes
apply negotiation and conflict-resolution techniques.
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 reports on industrial issues
direct questioning combined with review of portfolios of evidence and third-party workplace reports of onthejob 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 longterm 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
D1054 BSBWRK509A Manage industrial relations Unit of competency
Replaced By
State Code National Code Title Type
AUJ86 BSBWRK510 Manage employee relations Unit of competency