Order ready-to-submit essays. No Plagiarism Guarantee!
Note: Our papers are 100% human-written, not AI-generated.
We Write Essays for Students
Tell us about your assignment and we will find the best writer for your paper
Get Help Now!
Learner Guide
BSBWRK520
MANAGE EMPLOYEE
RELATIONS
This learner guide is copyright protected and belongs to:
Developed by Enhance Your Future Pty Ltd 2
BSBWRK520 – Manage employee relations
Developed by Enhance Your Future Pty Ltd 3
BSBWRK520 – Manage employee relations
TABLE OF CONTENTS
TABLE OF CONTENTS………………………………………………………………………………………………………………. 3
UNIT INTRODUCTION …………………………………………………………………………………………………………….. 5
ABOUT THIS RESOURCE ………………………………………………………………………………………………………….. 5
ABOUT ASSESSMENT ………………………………………………………………………………………………………………… 6
ELEMENTS AND PERFORMANCE CRITERIA ………………………………………………………………………….. 8
PERFORMANCE AND KNOWLEDGE EVIDENCE ……………………………………………………………………. 10
PERFORMANCE EVIDENCE ……………………………………………………………………………………………………. 10
KNOWLEDGE EVIDENCE ………………………………………………………………………………………………………… 10
ASSESSMENT CONDITIONS …………………………………………………………………………………………………….. 12
PRE-REQUISITES ……………………………………………………………………………………………………………………… 12
TOPIC 1 – DEVELOP EMPLOYEE AND INDUSTRIAL RELATIONS POLICIES AND PLANS …….. 13
ANALYSE EXISTING EMPLOYEE RELATIONS PERFORMANCE IN RELATION TO
WORKFORCE OBJECTIVES ………………………………………………………………………………………………………. 17
EVALUATE OPTIONS IN TERMS OF COST-BENEFIT, RISK-ANALYSIS AND CURRENT
LEGISLATIVE REQUIREMENTS ………………………………………………………………………………………………. 19
KEY FEATURES OF RELEVANT INDUSTRIAL RELATIONS LEGISLATION OR REGULATIONS …………………………………… 24 Key sources of expert industrial relations advice …………………………………………………………………………………………………………. 24 Fair Work Ombudsman ………………………………………………………………………………………………………………………………………. 24 Employee entitlements …………………………………………………………………………………………………………………………………………… 24 Pay ……………………………………………………………………………………………………………………………………………………………………. 24 Awards and agreements ………………………………………………………………………………………………………………………………………… 25 Leave …………………………………………………………………………………………………………………………………………………………………. 25 Ending employment ………………………………………………………………………………………………………………………………………………. 25 Best practice for small business ……………………………………………………………………………………………………………………………….. 26 Employing people with a disability ………………………………………………………………………………………………………………………….. 26 Employing Indigenous Australians …………………………………………………………………………………………………………………………. 27 Paid parental leave ……………………………………………………………………………………………………………………………………………….. 27 The Fair Work Commission …………………………………………………………………………………………………………………………………. 27 The Fair Work system …………………………………………………………………………………………………………………………………………. 28 The Workplace Gender Equality Agency ………………………………………………………………………………………………………………… 29 Trade unions ……………………………………………………………………………………………………………………………………………………….. 30 Employer bodies/associations …………………………………………………………………………………………………………………………………. 30
IDENTIFY THE SKILLS AND KNOWLEDGE NEEDED BY MANAGEMENT AND THE
WORKFORCE TO EFFECTIVELY IMPLEMENT THESE STRATEGIES AND POLICIES ………….. 32
TOPIC 2 – IMPLEMENT EMPLOYEE RELATIONS POLICIES AND PLANS ……………………………… 35
DEVELOP AN IMPLEMENTATION PLAN AND A CONTINGENCY PLAN FOR THE EMPLOYEE
RELATIONS POLICIES AND STRATEGIES ………………………………………………………………………………. 35
MAKE ARRANGEMENTS FOR TRAINING AND DEVELOPMENT FOR IDENTIFIED NEEDS TO
SUPPORT THE EMPLOYEE RELATIONS PLAN ………………………………………………………………………. 37
THE TRAINER ………………………………………………………………………………………………………………………………………………………… 37 TRAINING DELIVERY ……………………………………………………………………………………………………………………………………………. 38 TRAINING SCHEDULING ……………………………………………………………………………………………………………………………………….. 39
UNDERTAKE ASSOCIATED EMPLOYEE RELATIONS ACTIVITIES TO REACH AGREEMENT
ON CHANGES REQUIRED BY THE ORGANISATIONAL POLICIES OR IMPLEMENTATION
PLAN ………………………………………………………………………………………………………………………………………… 40
KEY FEATURES OF ENTERPRISE AND WORKPLACE BARGAINING PROCESSES ………………………………………………………. 41
Developed by Enhance Your Future Pty Ltd 4
BSBWRK520 – Manage employee relations
REVIEW EMPLOYEE RELATIONS POLICIES AND PLANS TO ESTABLISH WHETHER THEY
ARE MEETING THEIR INTENDED OUTCOMES ……………………………………………………………………. 47
TOPIC 3 – MANAGE NEGOTIATIONS TO RESOLVE CONFLICT …………………………………………….. 49
IDENTIFY, AND WHERE POSSIBLE ALLEVIATE OR ELIMINATE, SOURCES OF CONFLICT OR
GRIEVANCE ACCORDING TO LEGAL REQUIREMENTS ……………………………………………………….. 52
OBTAIN EXPERT OR SPECIALIST ADVICE AND/OR REFER TO PRECEDENTS, IF REQUIRED
…………………………………………………………………………………………………………………………………………………. 57
DETERMINE DESIRED NEGOTIATION OUTCOMES, NEGOTIATION STRATEGY AND
NEGOTIATION TIMEFRAMES ………………………………………………………………………………………………… 59
DOCUMENT, AND IF NECESSARY CERTIFY, THE AGREED OUTCOMES WITH THE
RELEVANT JURISDICTION …………………………………………………………………………………………………….. 64
TAKE REMEDIAL ACTION WHERE GROUPS OR INDIVIDUALS FAIL TO ABIDE BY
AGREEMENTS …………………………………………………………………………………………………………………………. 66
TOPIC 4 – FURTHER INFORMATION ……………………………………………………………………………………… 68
KEY FEATURES OF RELEVANT ENTITIES IN THE CURRENT AUSTRALIAN INDUSTRIAL
RELATIONS SYSTEM, INCLUDING COURTS AND TRIBUNALS, TRADE UNIONS AND
EMPLOYER BODIES ………………………………………………………………………………………………………………… 68
COURTS AND TRIBUNALS ……………………………………………………………………………………………………………………………………… 68 Australia’s workplace relations laws ……………………………………………………………………………………………………………………….. 68 Industrial Relations Australia ……………………………………………………………………………………………………………………………….. 69 Industrial Relations Court of Australia …………………………………………………………………………………………………………………… 70 Trade unions ……………………………………………………………………………………………………………………………………………………….. 70 Employer bodies/associations …………………………………………………………………………………………………………………………………. 70
KEY FEATURES OF RELEVANT ORGANISATIONAL POLICIES AND PROCEDURES ………………………………………………….. 71 KEY FEATURES OF ORGANISATIONAL OBJECTIVES ………………………………………………………………………………………………. 72
SUMMARY ………………………………………………………………………………………………………………………………… 74
REFERENCES ………………………………………………………………………………………………………………………….. 75
Developed by Enhance Your Future Pty Ltd 5
BSBWRK520 – Manage employee relations
UNIT INTRODUCTION
This resource covers the unit BSBWRK520 – Manage employee relations.
This unit describes the skills and knowledge required to manage employee and industrial relations
matters in an organisation. It involves developing and implementing employee and industrial
relations policies and plans and managing conflict resolution negotiations.
It applies to those who are authorised to oversee industrial relations and manage conflict and
grievances in an organisation. They will have a sound theoretical knowledge base in human
resources management and industrial relations as well as current knowledge of industrial relations
trends and legislation.
No licensing, legislative or certification requirements apply to this unit at the time of publication.
About This Resource
This resource brings together information to develop your knowledge about this unit. The
information is designed to reflect the requirements of the unit and uses headings to makes it
easier to follow.
You should read through this resource to develop your knowledge in preparation for your
assessment. At the back of the resource are a list of references you may find useful to review.
As a student it is important to extend your learning and to search out textbooks, internet sites,
talk to people at work and read newspaper articles and journals which can provide additional
learning material.
Your trainer may include additional information and provide activities, PowerPoint slide
presentations, and assessments in class to support your learning.
Developed by Enhance Your Future Pty Ltd 6
BSBWRK520 – Manage employee relations
About Assessment
Throughout your training we are committed to your learning by providing a training and
assessment framework that ensures the knowledge gained through training is translated into
practical on the job improvements.
You are going to be assessed for:
Your performance and knowledge using written and practical activities that apply to a
workplace environment.
Your ability to apply your learning to the workplace.
Your ability to recognise common principles and actively use these on the job.
You will receive an overall result of Competent or Not Yet Competent for the assessment of this
unit. The assessment is a competency based assessment, which has no pass or fail. You are either
competent or not yet competent. Not Yet Competent means that you still are in the process of
understanding and acquiring the skills and knowledge required to be marked competent.
The assessment process is made up of a number of assessment methods. You are required to
achieve a satisfactory result in each of these to be deemed competent overall.
All of your assessment and training is provided as a positive learning tool. Your trainer/assessor
will guide your learning and provide feedback on your responses to the assessment. For valid and
reliable assessment of this unit, a range of assessment methods will be used to assess practical
skills and knowledge.
Your assessment may be conducted through a combination of the following methods:
Written Activity
Case Study
Observation
Practical tasks
Short answer questions
Third Party Report
Developed by Enhance Your Future Pty Ltd 7
BSBWRK520 – Manage employee relations
The assessment tool for this unit should be completed within the specified time period following
the delivery of the unit. If you feel you are not yet ready for assessment, discuss this with your
trainer/assessor.
To be successful in this unit, you will need to relate your learning to your workplace. You may be
required to demonstrate your skills and be observed by your assessor in your workplace
environment. Some units provide for a simulated work environment, and your trainer and
assessor will outline the requirements in these instances.
Developed by Enhance Your Future Pty Ltd 8
BSBWRK520 – Manage employee relations
ELEMENTS AND PERFORMANCE CRITERIA
1. Develop
employee and
industrial relations
policies and plans
1.1 Analyse strategic plans and operational plans to determine long term
employee relations in accordance with organisational 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 relevant internal stakeholders 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 a 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 the organisational policies or implementation plan
2.4 Document procedures for addressing grievances and conflict
2.5 Identify and communicate key procedures for addressing grievances
and conflict to stakeholders
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 Develop and deliver training to 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 Evaluate documentation and other information sources to clarify issues
in dispute and ensure completeness, balance and relevance
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
Developed by Enhance Your Future Pty Ltd 9
BSBWRK520 – Manage employee relations
3.6 Advocate the organisation s position in negotiation with the view to
reaching a resolution that aligns to organisational objectives
3.7 Document, and if necessary certify, the agreed outcomes with the
relevant jurisdiction
3.8 Take remedial action where groups or individuals fail to abide by
agreements
Developed by Enhance Your Future Pty Ltd 10
BSBWRK520 – Manage employee relations
PERFORMANCE AND KNOW LEDGE EVIDENCE
This describes the essential knowledge and skills and their level required for this unit.
Performance Evidence
Evidence of the ability to:
Analyse organisational documentation to determine long-term employee relations
objectives and current employee relations performance
Collaborate with others to develop and review industrial relations policies and plans
Develop implementation and contingency plans for industrial relations policies
Identify the skills and knowledge needed to implement the plan and organise training
and development for self and staff
Document and communicate strategies and procedures for eliminating and dealing
with grievances and disputes
Train others in conflict-resolution techniques
Manage industrial relations conflicts, including advocating the organisation’s position
during negotiations and documenting, implementing and following up agreements.
Note: If a specific volume or frequency is not stated, then evidence must be provided at least
once.
Knowledge Evidence
The candidate must be able to demonstrate the following knowledge to effectively complete the
tasks outlined in the elements and performance criteria of this unit, and to manage tasks and
reasonably foreseeable contingencies in the context of the work role:
Key features of relevant industrial relations legislation or regulations
Key features of enterprise and workplace bargaining processes
Key features of relevant entities in the current Australian industrial relations system,
Developed by Enhance Your Future Pty Ltd 11
BSBWRK520 – Manage employee relations
including courts and tribunals, trade unions and employer bodies
Key sources of expert industrial relations advice
Key features of relevant organisational policies and procedures
Key features of organisational objectives
Developed by Enhance Your Future Pty Ltd 12
BSBWRK520 – Manage employee relations
ASSESSMENT CONDITION S
Assessment must be conducted in a safe environment where evidence gathered demonstrates
consistent performance of typical activities experienced in the workforce development workplace
relations field of work and include access to:
Awards and enterprise bargaining agreements
Relevant legislation, regulations, standards and codes
Relevant workplace documentation and resources
Case studies and, where possible, real situations
Interaction with others.
Assessors of this unit must satisfy the requirements for assessors in applicable vocational
education and training legislation, frameworks and/or standards.
PRE-REQUISITES
This unit must be assessed after the following pre-requisite unit:
There are no pre-requisites for this unit.
Developed by Enhance Your Future Pty Ltd 13
BSBWRK520 – Manage employee relations
TOPIC 1 – DEVELOP EMPLOYEE AND INDUSTRIAL RELAT IONS
POLICIES AND PLANS
Welcome to the unit BSBWRK520 – Manage employee relations.
This unit describes the skills and knowledge required to manage employee and industrial relations
matters in an organisation. It involves developing and implementing employee and industrial
relations policies and plans and managing conflict resolution negotiations.
It applies to those who are authorised to oversee industrial relations and manage conflict and
grievances in an organisation. They will have a sound theoretical knowledge base in human
resources management and industrial relations as well as current knowledge of industrial relations
trends and legislation.
No licensing, legislative or certification requirements apply to this unit at the time of publication.
In this unit you will learn how to:
Develop employee and industrial relations policies and plans
Implement employee relations policies and plans
Manage negotiations to resolve conflict
Let’s begin!
Developed by Enhance Your Future Pty Ltd 14
BSBWRK520 – Manage employee relations
Analyse strategic plans and operational plans to
determine long term employee relations in
accordance with organisational objectives
Industrial relations is the balance between people feeling nurtured and capable of doing their jobs
and people performing to meet strategic and operational objectives. Every business thrives on
the strength of its employee base so taking a long-term approach to developing, managing and
retaining employees, provides more reliability and stability and reduces risks. In order to do this,
you will need to analyse both the strategic and operational plans to determine the long-term
employee relations that have existed in the past. This will help you to identify where changes
need to be made and where things can stay the same. If previous employee relations have been
good, then there may be little change required, but, if there have been issues, they may need to be
changed.
There are two approaches to determining long-term employee objectives – firstly setting the
goals and integrating or adding these to other strategic and operational plans. Alternatively, you
can set the plans and identify the industry relations goals and workforce need to support these
plans.
Some of the objectives you might aim to develop through targeting industrial relations
management include:
Developing culture
Improving employee satisfaction, commitment retention and re-engagement
Working in line with unions and employer representative bodies
Developing workforce knowledge, skills and innovation
Design of position descriptions, individual employee roles, responsibilities and the
benefits and bonuses that may accompany these
Restructure or workplace reform
In order for these goals to be successful, they need to be aligned with the businesses goals,
objectives, values, mission and general approach to business so that the people that fill the roles
and conduct the business do so with appropriate training, support and consistency. It might help
to think of industrial relations as being independent with the goals of the business.
Developed by Enhance Your Future Pty Ltd 15
BSBWRK520 – Manage employee relations
There are many business problem-solving and planning tools that can be used to analyse the
goals for industrial relations and you may have heard of or used these in the past. These tools
and their approach is about incremental change on evolving basis and over a long period of time.
You might consider:
The post Learner Guide BSBWRK520 MANAGE EMPLOYEE appeared first on Versed Writers.
Welcome to originalessaywriters.com, our friendly and experienced essay writers are available 24/7 to complete all your assignments. We offer high-quality academic essays written from scratch to guarantee top grades to all students. All our papers are 100% plagiarism-free and come with a plagiarism report, upon request
Tell Us “Write My Essay for Me” and Relax! You will get an original essay well before your submission deadline.
