Recognition of Prior Learning (RPL) Kit
BSB50607 Diploma of Human Resources Management
Applicant: _____________________________________________
Date: _________________________________________________
Diploma of Human Resources Management RPL Kit
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Applicant declaration:
I have completed the following RPL application kit and acknowledge that all information provided is correct and accurate:
Documents included and completed in this document (please tick once completed):
 Third Party Report
 Interview Record
 Assessment Task
 Competency Checklist
Name: ______________________________
Signature: ___________________________________
Company: __________________________
Date: __________________________________
Supervisor declaration:
I have read through the following application and agree that the applicant can perform the tasks identified, all information is correct to
best of my knowledge and I have completed the Third Party Report.
Name: ______________________________
Signature: ______________________________
Company: __________________________
Date: ___________________________________
AETS declaration:
The following application has been received and reviewed according to RPL policies and procedures:
Name: ______________________________
RPL Status:
 Approved
Signature: ______________________________
 Needs Additional Information
Notes:
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DIPLOMA OF HUMAN RESOURCES MANAGEMENT - BSB50607
RECOGINITION OF PRIOR LEARNING
Please provide copies of the following documents to assist with the RPL process
There are a very wide variety of evidence types that can suitable for inclusion in a RPL application.

Formal Qualifications: These would include any recognised qualification such as a trade certificate, a TAFE course or another course
from a RTO or any other formal course.

Resumes and CV’s: These are an excellent way of describing your experience and personal history

Third party reports: Reference from employers outlining your responsibilities, duties and work history

Copies of Policies and Procedures: These can be acceptable forms of evidence if presented in a clear and accurate light.

Work Documents: Examples of your work such as reports, correspondence, meeting documents, files, conference proceedings, clients
notes, training reports, assessments tools etc must be identifiable. All documentation should clearly relate to the candidate and the
relevant aspect of the unit of competency RPL is being sought for. All documentation should be signed, dated and where appropriate
verified.

Work Experience – including paid and unpaid, full time, part time, etc.

Education and Training – including accredited and informal training gained through work etc.

Life Experience – including leisure, recreation, hobbies etc.
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AETS RPL PROCESS:
To be eligible to participate in the Diploma of Project Management program, you must meet complete 8 units of competency consisting of 3
compulsory core units and 5 elective units as below:
Core Units:
BSBHRM501A
BSBHRM503A
BSBHRM504A
Manage human resources services
Manage performance management systems
Manage workforce planning
Elective Units:
BSBHRM502A
BSBHRM505A
BSBHRM506A
BSBHRM509A
BSBWRK509A
Manage human resources management information systems
Manage remuneration and employee benefits
Manage recruitment, selection and induction processes
Manage rehabilitation or return-to-work programs
Manage industrial relations
The following AETS RPL Kit consists of the following tools to assist your application for Recognition of Prior Learning (RPL):
Third Party Report
Interview Record
Assessment Task
Competency Checklist
On receipt of the documentation listed above, an AETS Trainer and Assessor will assess if the necessary information has been provided to
grant RPL. The Trainer and Assessor may need to contact you directly if additional information is required to satisfy the Performance Criteria.
Diploma of Human Resources Management RPL Kit
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Third Party Report
The purpose of this document is to prove that the applicant has regularly performed duties in their daily work routine to satisfy the criteria of the
following units. This document is to be completed by a Manager or Supervisor.
Unit:
Evidence:
Manage human
resources services
Determines human resources requirements by analysing strategies and operational plans
Develops options for delivery of human resources services and ensures they comply with legislative and organisational
requirements
Develops and agrees on strategies and action plans, and roles and responsibilities of HR services and teams
Develops and negotiates service agreements & communicates specifications, performance standards and timeframes
Arranges training support if required and monitoring of quality assurance processes
Evaluates HR services delivery by surveying clients, capturing feedback and recommends changes to service delivery
Ensures Code of Conduct is observed and personnel behaviour is ethical and reflects organisations values
Observes confidentiality requirements and deals with unethical behaviour and ensures all staff are aware of ethical
expectations of behaviour
BSBHRM501A
Unit:
Evidence:
Manage
performance
management
systems
Analyses strategies and operational plans to identify relevant policies and objectives for performance management
system (PMS)
Develops key performance indicators (KPI’s) and organisational timeframes and processes for formal PMS
Ensures systems are flexible to cover a range of employment situations and consults with stakeholders to agree on
features
Implements PMS by training staff, identifying gaps, monitoring performance and dealing with poor performance
Ensures documented outcomes of performance management sessions are easily accessed and stored appropriately
Develops performance feedback plans and signs off plans for improvement and individual learning and development
Contracts appropriate providers for performance development and designs learning and development plans
Delivers and monitors plans to ensure compliance and negotiates remedial action with providers as required
Generates reports on progress and success rates and evaluates and improves all aspects of PMS
BSBHRM503A
Diploma of Human Resources Management RPL Kit
Performed
Satisfactorily:








Performed
Satisfactorily:









5
Performed
Satisfactorily:
Unit:
Evidence:
Manage workforce
planning
Review business plans to determine predicted areas of organisational growth and labour requirements
Determines areas where there are excesses or shortages and reviews objectives for diversity in the workplace
Reviews labour supply data and staffing budgets to forecast HR supply and to predict costs of changes to workforce
Develops workforce objectives and strategies and communicates to relevant stakeholders to obtain agreement
Develops contingency plans to cope with extreme situations and develops strategies to deal with organisational change
Implements succession planning system to ensure desirable workers are developed and retained
Monitors labour supply trends and their affect on demands for labour and surveys organisational climate to determine
worker satisfaction
Makes recommendations, refines objectives and strategies and regularly reviews government policy on labour supply
and demand and evaluates the effectiveness of change processes against agreed objectives
BSBHRM504A
Evidence:
Manage human
resources
management
information systems
BSBHRM502A
Unit:
Identifies HR information requirements by collecting and collating information and identifying communication processes
Agrees on selection criteria for information management system (IMS) and ensures it meets objectives & budget
Evaluates potential systems against criteria and undertakes cost benefit and risk analysis to establish preferences
Develops implementation plan, confirms and assigns resources to meet plan timeframe, quality & other objectives
Resolves any problems by modifying plan and ensures groups & individuals contribute to implementation of plan
Monitors IMS performance, prepares reports and obtains feedback about the system
Benchmarks system performance against other systems, and latest trends and developments
Analyses performance gaps and current strategies and introduces improvements
Diploma of Human Resources Management RPL Kit








Performed
Satisfactorily:








6
Unit:
Evidence:
Manage
remuneration and
employee benefits
Determines scope of remuneration and benefit plans by analysing strategic and operational plans
Researches current practice, recent developments and legislative parameters for the remuneration strategy
Develops and present options and ensures remuneration policies and incentive plans are agreed and documented
Researches occupational groups to determine those that are industrial agreement based
Undertakes market rates surveys regularly to ensure level of competitiveness is maintained
Aligns remuneration and benefits plan with PMS and ensures employees receive minimum entitlements
Ensures salary packages and incentive arrangements comply with legal and organisational requirements
Consults managers and employees on the effectiveness of remuneration strategy
Amends strategy and plans as required to meet organisational policies and legal requirements
BSBHRM505A
Unit:
Evidence:
Manage recruitment,
selection and
induction processes
Identifies relevant policies and objectives by analysing strategic and operational plans
Develops recruitment, selection and induction policies and procedures and supporting documents
Reviews technology options to improve effectiveness of recruitment and selection process
Obtains support, trials forms and documents and communicates policies and procedures
Determines future HR needs and ensures current position descriptions are used for recruitment
Ensures advertising complies with organisational and legal requirements and utilises specialists
Ensures selection processes are followed and that job offers/ contracts are executed promptly and new employees are
provided with salary, terms and conditions advice
Provides access to training and ongoing support and checks that induction processes are followed
Oversees probationary employees and provides with feedback until confirmed or terminated
Obtains feedback on the extent to which the induction process is meeting objectives
Makes refinements to induction policies and procedures
BSBHRM506A
Diploma of Human Resources Management RPL Kit
Performed
Satisfactorily:








Performed
Satisfactorily:











7
Unit:
Evidence:
Manage
rehabilitation or
return-to-work
programs
Ensures organisation has and maintains a current Workers Compensation insurance policy
Processes claims in accordance with organisational, legal and insurance requirements and disputes those that do not
meet insurer or organisational requirements
Notifies rehabilitation provider and claimants as to whether claim is accepted or not
Prepares reports and identifies projected period of absence and ensures arrangements are made to deal with absence
Ensures consultation between rehabilitation provider and treating doctor and manager and employee
Considers job redesign, reduced hours and alternative duties and designs a rehabilitation / return-to-work program
Establishes rehabilitation program and undertakes risk analysis for program and mitigates risk where appropriate
Encourages feedback and organises regular contact and support between provider and employee
Identifies breaches in program and refers to workers compensation authorities
Modifies return-to-work program to deliver required outcomes and evaluates at conclusion and implements
recommendations of system improvement
BSBHRM509A
Unit:
Evidence:
Manage industrial
relations
Determines long-term industrial relations objectives by analysing strategic and operational plans
Analyses performance against objectives and evaluates options for cost benefit, risk analysis and current legislative
requirements
Establishes industrial relations strategies / policies and identifies the skills and knowledge required to implement them
Trains individuals in conflict management techniques and procedures and identifies sources of conflict or grievance
Clarifies issues in dispute by checking documentation and other information and obtains expert advice where required
Determines desired outcomes, strategy and timeframes for negotiation and advocates organisations position to obtain
agreement
Documents and certifies agreed outcomes with relevant jurisdiction and implements agreements
Takes remedial action when groups and individuals fail to abide by agreements
BSBWRK509A
Diploma of Human Resources Management RPL Kit
Performed
Satisfactorily:










Performed
Satisfactorily:








8
Interview Record
The purpose of this document is to confirm through interview and discussion that the applicant has regularly performed duties in their daily work
routine that satisfy the criteria of the following units; the interview and discussion to be completed by the applicant and the Trainer & Assessor.
Unit:
Manage human
resources services
BSBHRM501A
Unit:
Manage performance
management systems
BSBHRM503A
Evidence:
Determines human resources requirements by analysing strategies and operational plans
Develops options for delivery of human resources services and ensures they comply with
legislative and organisational requirements
Develops and agrees on strategies and action plans, and roles and responsibilities of HR services
and teams
Develops and negotiates service agreements & communicates specifications, performance
standards and timeframes
Arranges training support if required and monitoring of quality assurance processes
Evaluates HR services delivery by surveying clients, capturing feedback and recommends
changes to service delivery
Ensures Code of Conduct is observed and personnel behaviour is ethical and reflects
organisations values
Observes confidentiality requirements and deals with unethical behaviour and ensures all staff are
aware of ethical expectations of behaviour
Example of Evidence:
Evidence:
Analyses strategies and operational plans to identify relevant policies and objectives for
performance management system (PMS)
Develops key performance indicators (KPI’s) and organisational timeframes and processes for
formal PMS
Ensures systems are flexible to cover a range of employment situations and consults with
stakeholders to agree on features
Implements PMS by training staff, identifying gaps, monitoring performance and dealing with poor
performance
Ensures documented outcomes of performance management sessions are easily accessed and
stored appropriately
Develops performance feedback plans and signs off plans for improvement and individual learning
and development
Contracts appropriate providers for performance development and designs learning and
development plans
Delivers and monitors plans to ensure compliance and negotiates remedial action with providers
as required
Generates reports on progress and success rates and evaluates and improves all aspects of PMS
Example of Evidence:
Diploma of Human Resources Management RPL Kit
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Unit:
Manage workforce
planning
BSBHRM504A
Manage human
resources management
information systems
BSBHRM502A
Evidence:
Review business plans to determine predicted areas of organisational growth and labour
requirements
Determines areas where there are excesses or shortages and reviews objectives for diversity in
the workplace
Reviews labour supply data and staffing budgets to forecast HR supply and to predict costs of
changes to workforce
Develops workforce objectives and strategies and communicates to relevant stakeholders to
obtain agreement
Develops contingency plans to cope with extreme situations and develops strategies to deal with
organisational change
Implements succession planning system to ensure desirable workers are developed and retained
Monitors labour supply trends and their affect on demands for labour and surveys organisational
climate to determine worker satisfaction
Makes recommendations, refines objectives and strategies and regularly reviews government
policy on labour supply and demand and evaluates the effectiveness of change processes against
agreed objectives
Example of Evidence:
Evidence:
Unit:
Identifies HR information requirements by collecting and collating information and identifying
communication processes
Agrees on selection criteria for information management system (IMS) and ensures it meets
objectives & budget
Evaluates potential systems against criteria and undertakes cost benefit and risk analysis to
establish preferences
Develops implementation plan, confirms and assigns resources to meet plan timeframe, quality &
other objectives
Resolves any problems by modifying plan and ensures groups & individuals contribute to
implementation of plan
Monitors IMS performance, prepares reports and obtains feedback about the system
Benchmarks system performance against other systems, and latest trends and developments
Analyses performance gaps and current strategies and introduces improvements
Example of Evidence:
Diploma of Human Resources Management RPL Kit
10
Unit:
Manage remuneration
and employee benefits
BSBHRM505A
Unit:
Manage recruitment,
selection and induction
processes
BSBHRM506A
Evidence:
Determines scope of remuneration and benefit plans by analysing strategic and operational plans
Researches current practice, recent developments and legislative parameters for the
remuneration strategy
Develops and present options and ensures remuneration policies and incentive plans are agreed
and documented
Researches occupational groups to determine those that are industrial agreement based
Undertakes market rates surveys regularly to ensure level of competitiveness is maintained
Aligns remuneration and benefits plan with PMS and ensures employees receive minimum
entitlements
Ensures salary packages and incentive arrangements comply with legal and organisational
requirements
Consults managers and employees on the effectiveness of remuneration strategy
Amends strategy and plans as required to meet organisational policies and legal requirements
Example of Evidence:
Evidence:
Identifies relevant policies and objectives by analysing strategic and operational plans
Develops recruitment, selection and induction policies and procedures and supporting documents
Reviews technology options to improve effectiveness of recruitment and selection process
Obtains support, trials forms and documents and communicates policies and procedures
Determines future HR needs and ensures current position descriptions are used for recruitment
Ensures advertising complies with organisational and legal requirements and utilises specialists
Ensures selection processes are followed and that job offers/ contracts are executed promptly and
new employees are provided with salary, terms and conditions advice
Provides access to training and ongoing support and checks that induction processes are followed
Oversees probationary employees and provides with feedback until confirmed or terminated
Obtains feedback on the extent to which the induction process is meeting objectives
Makes refinements to induction policies and procedures
Example of Evidence:
Diploma of Human Resources Management RPL Kit
11
Unit:
Manage rehabilitation or
return-to-work programs
BSBHRM509A
Unit:
Manage industrial
relations
BSBWRK509A
Evidence:
Ensures organisation has and maintains a current Workers Compensation insurance policy
Processes claims in accordance with organisational, legal and insurance requirements and
disputes those that do not meet insurer or organisational requirements
Notifies rehabilitation provider and claimants as to whether claim is accepted or not
Prepares reports and identifies projected period of absence and ensures arrangements are made
to deal with absence
Ensures consultation between rehabilitation provider and treating doctor and manager and
employee
Considers job redesign, reduced hours and alternative duties and designs a rehabilitation / returnto-work program
Establishes rehabilitation program and undertakes risk analysis for program and mitigates risk
where appropriate
Encourages feedback and organises regular contact and support between provider and employee
Identifies breaches in program and refers to workers compensation authorities
Modifies return-to-work program to deliver required outcomes and evaluates at conclusion and
implements recommendations of system improvement
Example of Evidence:
Evidence:
Determines long-term industrial relations objectives by analysing strategic and operational plans
Analyses performance against objectives and evaluates options for cost benefit, risk analysis and
current legislative requirements
Establishes industrial relations strategies / policies and identifies the skills and knowledge required
to implement them
Trains individuals in conflict management techniques and procedures and identifies sources of
conflict or grievance
Clarifies issues in dispute by checking documentation and other information and obtains expert
advice where required
Determines desired outcomes, strategy and timeframes for negotiation and advocates
organisations position to obtain agreement
Documents and certifies agreed outcomes with relevant jurisdiction and implements agreements
Takes remedial action when groups and individuals fail to abide by agreements
Example of Evidence:
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Assessment Task
The purpose of this document is to confirm through short answer questions that the applicant has a sound knowledge of the relevant units as listed above:
1. Why do human resource professionals need to be aware of relevant legislation? What legislation applies to human resources operations? What
issues are covered by the Workplace Relations Act?
2. What is a performance management system? Identify 5 goals of performance management systems?
Diploma of Human Resources Management RPL Kit
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3. It is not only an organisation’s internal circumstances that need to be taken into account when conducting workforce planning. Organisations also
need to research and review current and predicted external labour supply data, demographic data and economic data. This will help organisations to
forecast human resources supply. How might organisations gather current information about labour supply relevant to their specific industry or skill
requirements?
4. What is a HRIMS? Identify 10 factors a selection committee should consider when selecting a HRMIS?
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5. What are industrial agreements? What are industrial awards? Who is subject to federal awards and who approves them? Who is subject to state
awards and who approves them?
6. List the main steps required to develop a recruitment, selection and / or induction policy or procedure. What are some points to consider when
communicating changes to policies or procedures?
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7. What factors should be considered when establishing a return-to-work program or plan?
8. Identify 5 common industrial relations objectives and identify 5 possible causes of workplace conflicts / grievances?
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