Unit of competency Outline

Date retreived
23/07/2026 12:22 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

Manage human resources

Unit of competency
National Code
AHCBUS605A
State Code
D6751
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
1.00
Current Release Date
10/06/2011
View on TGA
State Implementation and Classification
Approved Date
13/12/2011
Field of Education
080303 - Human Resource Management
Original Release Date
13/12/2011
Nominal Hours
50
Description
This unit covers the process of managing human resources in an agricultural, horticultural or land management enterprise and describes the standard required to: implement strategies for personal development and appropriate self-management; identify skill requirements and prepare task descriptions and person specifications; arrange employment of workforce members; support career and professional development of workforce members; implement Occupational Health and Safety (OHS) priorities and procedures; review labour productivity.
Notes
Elements and Performance Criteria
1. Implement strategies for personal development and appropriate self-management
  • 1.1. Own management strengths and weaknesses are regularly audited and addressed through training and family and professional support.
  • 1.2. Priorities in management and operations are determined, and time is allocated to achieve effective outcomes.
  • 1.3. Strategies for managing conflicting demands and pressure are investigated and implemented.
2. Identify skill requirements and prepare task descriptions and person specifications
  • 2.1. Tasks are identified and described along with the range of conditions under which performance may need to occur.
  • 2.2. Most appropriate employment arrangements are determined based on employer and employee needs, responsibilities and rights.
  • 2.3. Person specifications are prepared with due regard to Equal Opportunity Employment Legislation, OHS and work based harassment regulations.
  • 2.4. Opportunities to use government-supported employment and training programs are explored and applied as appropriate.
3. Arrange employment of workforce members
  • 3.1. Options for filling job vacancies are assessed.
  • 3.2. Resources and materials for recruitment are prepared and placed with media and employment agencies as appropriate.
  • 3.3. Criteria for assessing job applicants are determined, and applicant evaluation processes and procedures are prepared.
  • 3.4. Applicants are assessed against the criteria and selection decision is finalised.
  • 3.5. All applicants are advised appropriately.
4. Manage workforce performance
  • 4.1. Induction programs are designed for each employee consistent with legislative requirements and effective management.
  • 4.2. Terms of engagement for consultants and contractors are clarified and established.
  • 4.3. Induction programs are conducted for new appointees and appropriate records established.
  • 4.4. Work plans are developed with all members of the workforce (family and non-family).
  • 4.5. Strategies for communicating with workers are designed and implemented.
  • 4.6. Performance management strategies are designed and implemented.
  • 4.7. Processes for the termination of non-performing staff are identified and followed as necessary.
5. Support personal development, training and career development of workers
  • 5.1. Strategies to identify skill and knowledge gaps are designed and implemented with workers, and strategies to address these are implemented.
  • 5.2. On-job training is provided to optimise worker performance and to ensure safety and fairness in the workplace.
  • 5.3. Off-job training requirements are identified and training is sourced and supported as appropriate.
  • 5.4. Opportunities for career development are identified and provided and strategies for succession are designed and implemented.
  • 5.5. Prior learning, experience and training is recognised and rewarded where appropriate.
6. Manage administrative support
  • 6.1. Processes and procedures for the administration of staff records are designed and implemented.
  • 6.2. Administrative procedures and processes to meet legislated requirements are designed and implemented.
  • 6.3. Industrial relations are established and monitored, awards adhered to, enterprise agreements and/or contracts of employment negotiated, and disputes and conflicts resolved.
7. Implement OHS priorities and procedures
  • 7.1. Safety policies are developed and communicated within the enterprise.
  • 7.2. Safe work practices are identified/designed for all aspects of the operation of the enterprise.
  • 7.3. Safe work practices are communicated and enforced among all members of the workforce.
8. Review labour productivity
  • 8.1. Strategies for monitoring labour costs are established.
  • 8.2. Benchmarks for labour productivity are sourced and analysed to review the performance of the enterprise.
  • 8.3. Opportunities to develop more efficient work practices are established by consulting peers, staff and consultants as appropriate.
  • 8.4. Appropriate industrial relations are established and monitored, awards adhered to, enterprise agreements and/or contracts of employment negotiated, and disputes and conflicts resolved.
  • 8.5. Strategies for improving labour productivity are implemented.
RANGE STATEMENT
The range statement relates to the unit of competency as a whole.
Strategies may include:
implementing strategies for personal development and appropriate self-management
identify skill requirements
prepare task descriptions and person specifications
arrange employment of workforce members
implement OHS priorities and procedures
review labour productivity.
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
The evidence required to demonstrate competency in this unit must be relevant to workplace operations and satisfy holistically all of the requirements of the performance criteria and required skills and knowledge and include achievement of the following:
implement strategies for personal development and appropriate self-management
identify skill requirements and prepare task descriptions and person specifications
arrange employment of workforce members
support career and professional development of workforce members
implement OHS priorities and procedures
review labour productivity.
Context of and specific resources for assessment
Competency requires the application of work practices under work conditions. Selection and use of resources for some worksites may differ due to the regional or enterprise circumstances.
Replaces
State Code National Code Title Type
S3550 RTE6803A Manage human resources Unit of competency
Replaced By
State Code National Code Title Type
BAT65 AHCBUS605 Manage human resources Unit of competency