Sample assessment
BSBHR505A Manage remuneration &
employee benefits
This assessment is provided as a sample only. RTOs should replace this
with their own assessment. See the Teacher Guide for an outline of other
assessment methods.
Assessment event 1: Portfolio of
evidence
Prepare a portfolio of evidence to demonstrate your competency in this
Unit. You should include items you developed for your portfolio as you
were working through the Project Tasks in this Unit. These items may relate
to the STAR Industries case study or to your own workplace, or another
case study as agreed with your teacher.
Additional assessment methods may include reflection by the student on the
processes involved in creating the evidence items; and/or a group project;
and/or observation of workplace performance.
Be sure to include enough items to show competency across all tasks in this
Unit.
This event assesses:
Task
Performance criteria
Key competencies
1 Identify external pressures
on the organisation
1.2 Research is undertaken
on current practice, recent
developments and
legislative parameters for
the remuneration strategy
Collecting, analysing and
organising information to
design, monitor and evaluate
an organisation's
remuneration and employee
benefits strategies and plans
3.1 Remuneration strategy
incorporates methodologies
for monitoring
developments in
remuneration arrangements,
market rates, and legal
developments impacting on
remuneration and benefits
Human Resources Diploma Toolbox, Sample assessment, July 2003
Solving problems to achieve
consensus on approaches to
remuneration
1
1
Task
Performance criteria
Key competencies
2 Identify key factors inside
the organisation
1.1 Strategic and operational
plans are analysed to
determine the scope of
remuneration plans
Collecting, analysing and
organising information to
design, monitor and evaluate
an organisation's
remuneration and employee
benefits strategies and plans
1.3 Options are developed
for consideration by relevant
managers
1.4 Options are presented
showing the linkage to
organisational strategic
objectives
2.1 Occupational groups are
researched to determine
those which are award based
2.5 Salary packages comply
with organisational policies
and legal requirements
including FTB and
superannuation
Communicating ideas and
information to develop
employee remuneration and
employee benefits through
consultation
Working with teams and
others to plan in a
consultative manner
Solving problems to achieve
consensus on approaches to
remuneration
2.6 Incentive arrangements,
if included, comply with the
organisation’s remuneration
strategy
3 Conduct job evaluations
2.3 Job evaluations are
conducted, where relevant,
to develop a profile of
internal relationships for
particular occupational
groups
Communicating ideas and
information to develop
employee remuneration and
employee benefits through
consultation
Using mathematical ideas
and techniques to calculate
benefits and tax
effectiveness of
remuneration options
Working with teams and
others to plan in a
consultative manner
4 Research the current
market
2
1.2 Research is undertaken
on current practice, recent
developments and
legislative parameters for
Collecting, analysing and
organising information to
design, monitor and evaluate
an organisation's
Human Resources Diploma Toolbox, Sample assessment,
July 2003
2
Task
Performance criteria
Key competencies
the remuneration strategy
remuneration and employee
benefits strategies and plans
3.1 Remuneration strategy
incorporates methodologies
for monitoring
developments in
remuneration arrangements,
market rates, and legal
developments impacting on
remuneration and benefits
5 Consult salary and wages
data
1.2 Research is undertaken
on current practice, recent
developments and
legislative parameters for
the remuneration strategy
2.1 Occupational groups are
researched to determine
those which are award based
2.2 Market rates surveys are
accessed/undertaken to
ensure the organisation’s
required level of
competitiveness for
particular occupational
groups
Collecting, analysing and
organising information to
design, monitor and evaluate
an organisation's
remuneration and employee
benefits strategies and plans
Using mathematical ideas
and techniques to calculate
benefits and tax
effectiveness of
remuneration options
Solving problems to achieve
consensus on approaches to
remuneration
3.1 Remuneration strategy
incorporates methodologies
for monitoring
developments in
remuneration arrangements,
market rates, and legal
developments impacting on
remuneration and benefits
6 Determine appropriate
remuneration
1.3 Options are developed
for consideration by relevant
managers
1.4 Options are presented
showing the linkage to
organisational strategic
objectives
Human Resources Diploma Toolbox, Sample assessment, July 2003
Using mathematical ideas
and techniques to calculate
benefits and tax
effectiveness of
remuneration options
Planning and organising
activities to plan the
implementation of
remuneration and benefits
strategies
3
3
Task
Performance criteria
Key competencies
7 Check the relevant
legislation
2.4 Remuneration plans
ensure that award based
employees receive at least
their minimum entitlements
in accordance with
organisational policies and
legal requirements
Collecting, analysing and
organising information to
design, monitor and evaluate
an organisation's
remuneration and employee
benefits strategies and plans
2.5 Salary packages comply
with organisational policies
and legal requirements
including FBT and
superannuation
Using technology to aid
communication, record
keeping and lodgement of
information to relevant
authorities
2.6 Incentive arrangements,
if included, comply with
organisation’s remuneration
strategy
3.3 Strategy and plans are
amended as is necessary to
meet organisational policies
and legal requirements
8 Plan for ongoing
consultations
1.3 Options are developed
for consideration by relevant
managers
1.4 Options are presented
showing the linkage to
organisational strategic
objectives
3.2 Managers and
employees are consulted
about the effectiveness of
the remuneration strategy
3.3 Strategy and plans are
amended as is necessary to
meet organisational policies
and legal requirements
9 Document your strategies
1.5 Remuneration policies
and incentive plans are
agreed and documented
3.1 Remuneration strategy
4
Communicating ideas and
information to develop
employee remuneration and
employee benefits through
consultation
Planning and organising
activities to plan the
implementation of
remuneration and benefits
strategies
Working with teams and
others to plan in a
consultative manner
Solving problems to achieve
consensus on approaches to
remuneration
Collecting, analysing and
organising information to
design, monitor and evaluate
an organisation's
remuneration and employee
Human Resources Diploma Toolbox, Sample assessment,
July 2003
4
Task
Performance criteria
Key competencies
incorporates methodologies
for monitoring
developments in
remuneration arrangements,
market rates, and legal
developments impacting on
remuneration and benefits
benefits strategies and plans
3.3 Strategy and plans are
amended as is necessary to
meet organisational policies
and legal requirements
Using technology to aid
communication, record
keeping and lodgement of
information to relevant
authorities
Planning and organising
activities to plan the
implementation of
remuneration and benefits
strategies
Assessment event 2: Underpinning
knowledge
This assessment event requires to you to make contributions to online
groupwork related to at least two Project Tasks. You should demonstrate the
depth of your understanding of underpinning knowledge through your
forum postings and/or in the feedback you provide to your fellow students
on their work.
Check with your teacher about which groupwork activities are required for
assessment, and which of the following underpinning knowledge in the
Training Package you will be assessed on:

Relevant legislation from all levels of government that affects business
operation, especially in regard to Occupational Health and Safety and
environmental issues, equal opportunity, industrial relations and antidiscrimination

Understanding of contemporary industrial relations issues

Range of evaluation methodologies

Understanding of organisational goals, policies and procedures

Human resource strategy and planning

Understanding of the relationships between human resource functions

Remuneration principles/models and strategies

Taxation matters relating to remuneration salary packaging and fringe
benefits
Human Resources Diploma Toolbox, Sample assessment, July 2003
5
5
6

Superannuation, legislation and policies

Bonus/incentive schemes including gainsharing/

Profit-sharing

Leasing arrangements including novated leases
Human Resources Diploma Toolbox, Sample assessment,
July 2003
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