BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Assessment Kit
Page 1 of 33
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
Table of Contents
About this RPL Kit
Page 3
The Diploma of Human Resource Mgt qualification
Page 4
The RPL process
Page 5
Gathering evidence
Page 6
Submitting the evidence
Page 8
Summary of Evidence (Matrix)
Page 10
Evidence Planner
Page 12
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BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
1. About this RPL Kit
This kit is designed to help you compile evidence through a recognition process to
achieve this qualification. This is a formal process that is based on a portfolio of
evidence submitted by you, the student.
You are going to work through the requirements of the qualification and gather:


Evidence of prior training and qualifications Recognition of Prior Learning (RPL)


Evidence of current competence Recognition of Current Competence (RCC)
This is an “assessment only”pathway
This is an “assessment only” pathway based on designed for candidates with relevant
qualifications and/or business experience. You may be eligible for some but not all of the
units that make up the qualification. So it is possible you are mixing the recognition process
with some formal learning (components of a course).
Quality portfolio preparation takes time
We appreciate that evidence gathering and portfolio preparation takes some time. It is
in your best interest to start planning, organising and get the process under way as
quickly as possible.
Planning, organisation and presentation are important
This kit provides planning tools that guide the evidence gathering. Use these tools and
tables to build up your planned evidence. Here are some tips to putting your portfolio
together:
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Look for evidence that meets the requirements for multiple units of
competency 
If you can demonstrate evidence that covers several units of competency, it will
minimize time spent searching for and compiling multiple forms of evidence for
each unit.

Authenticity 
You need supporting evidence to authenticate that the products and processes
you are submitting are indeed your work. Third party letters or references may
be requested to support your portfolio.

Recent evidence is preferred 
The assessor is looking for currency of competence so use recent projects as
evidence. As a rule of thumb, evidence from the last two years is preferable and
do not go back more than five years. This should be discussed with the
assessor. Your academic training and qualifications may go back further than
five years to demonstrate knowledge of vocational education and training.

Label the evidence 
Complete the cover page, evidence summary matrix, provide an index and label
the evidence. The assessor will not proceed unless the cover page and summary
are submitted and the evidence is organised and labelled.

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BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
2. Course Structure
BSB50613 Diploma in Human Resource Management
BSBHRM501B
Manage human resources services
BSBHRM506A
Manage recruitment selection and induction processes
BSBHRM513A
Manage workforce planning
BSBWRK510A
Manage employee relations
BSBHRM502A
Manage human resources management information systems
BSBHRM512A
Develop and manage performance-management processes
BSBHRM505B
Manage remuneration and employee benefits
BSBHRM507A
Manage separation or termination
BSBWHS401A
Implement and monitor WHS policies, procedures and programs to meet
legislative requirements
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BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
3. The RPL Process
STAGE 1
1. Enquiry-call Open Training Institute on +61 (03)86282500
2. Enrolment and payment of fees
STAGE 2
1. Access RPL Kit online via My Study Centre
STAGE 3
1. Read RPL Kit thoroughly
Support Available from your
Assessor on +61 (03)86282500
2. Commence compiling your Portfolio
STAGE 4
1. Upload Evidence Planner, Summary of Evidence and your
supporting documents.
2. Portfolio assessed
DEEMED COMPETENT
(COMPLETE AND SUFFICIENT)
1. Conversation with Assessor for validity.
2. Assessor signs off
DEEMED NOT YET COMPETENT
(INCOMPLETE OR INSUFFICIENT)
1. Assessor will provide feedback and request
additional evidence or information on supporting
documents provided.
2. You submit additional evidence/information.
QUALIFICATION OR STATEMENT OF
ATTAINMENT ISSUED
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BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
4. Gathering Evidence
Contact with the Assessor
If required, you can contact the Assessor by calling student services on (03) 8628 2500
to assist the evidence gathering process.
The Assessor can help to:
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interpret the units of competency 
advise on matching evidence to the competencies 
clarify ways to organise the portfolio 
clarify the underpinning knowledge and skills required 
identify ways to fill gaps in experience and learning 
What will the Assessor be looking for in the assessment of the portfolio?
The Assessor will take an integrated and holistic approach to assessment and is looking
for:
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evidence of the specific evidence requirements for each unit of competency 
evidence of valid, current products that align to the units of competency, the
performance criteria and evidence guide which can be authenticated as the work
of the candidate 
evidence of valid, current processes that aligns to the units of competency, the
performance criteria and evidence guide which can be authenticated as the work
of the candidate 
evidence of the application of required skills and key competencies/employability
skills 
What if I don’t achieve all competencies by the end of the portfolio appraisal?
On submission of your portfolio, you will receive feedback from the Assessor. If there
are gaps in evidence or a question arising from the quality of the evidence, authenticity
or currency you will be contacted and given the opportunity to resubmit further
evidence. You will have an agreed time from when you enrolled in the RPL process to
complete all assessments with reasonable adjustments depending on your
circumstances.
The Assessor will sign off on the units of competency that have been achieved and the
Statements of Attainment indicating partial completion or the full qualification will be
issued.
What sort of evidence should you provide?
The Assessor is looking for specific evidence across the units of competency.
The evidence will be made up of:
1. Products –that have been developed, documented and used by you.
2. Processes –evidence that shows “how” you do what performed tasks, conducted
research or applied required knowledge and skills
3. Required knowledge and required skills –that demonstrate your
understanding of theory, legislation, and the principles of business.
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BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
Rules of Evidence
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Currency – relates to the age of collected evidence. Competency requires
demonstration of current performance – therefore the evidence collected must
be current/very recent. Try to find evidence which shows that you can perform
the competency now. If all your evidence is 5 to 10 years in the past and you
have not been active in recent years then currency of skills and knowledge is
questioned. 

Validity –is when the process assesses what it claims to assess. Try to ensure
that the evidence relates clearly and directly to the elements and performance
criteria in each unit of competency. Check the overview of evidence and the
specific evidence requirements if you are not sure if the products and processes
are appropriate. 

Sufficiency –relates to the amount of evidence collected. The collection of
sufficient evidence is necessary to ensure all aspects of the competency have
been captured and to satisfy the need for repeatable performance.
Supplementary sources of evidence may be necessary. Try to present enough
evidence, not too much, not too little across the units of competency. The
specific evidence requirements in each unit will indicate the minimum amount of
evidence that must be submitted.

Authenticity –relates to ensuring the evidence is from the candidate and not
another person. The assessor needs to be satisfied the own work. Do not make
things up and do not say that work done by someone else is yours. Provide
evidence that the work is yours through third party letters of authentication or
statutory declarations. 
Range –Try to collect a number of pieces of evidence that cover a range of
contexts, locations and the times you have demonstrated the competencies. 
These explanations have been adapted from the TAA04 Training and Assessment
Training Package Glossary of Terms ©ANTA 2004
Examples of Evidence
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Curriculum Vitae and authenticated work history 
Qualifications (E.g- Vocational, Higher Education), Certificates of Attendance
(Training Seminars) or Training records 
Products, Processes and examples of work (E.g- Strategic/Business/Marketing
Plans, Procedures, Job Descriptions, Performance Appraisals, Coaching logs) 
Third party reports from verified and appropriate people, preferably from the workplace 
Work records that support your evidence (E.g- project files, emails, meeting
notes, diaries) 
Reports, Assignments 
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BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
Putting the portfolio of evidence together
Step 1: Start preparing the Summary of Evidence Matrix
The matrix is an overview of your portfolio. Keep building this table as you
continue evidence gathering. The Summary of Evidence Matrix must be submitted
with the portfolio.
Step 2: Start to fill in the Evidence Planner table–by unit of competency.
Fill in the Evidence Planner table listing your evidence and explaining how it aligns
to each units of competency that it addresses. Remember, some evidence will
address more than one unit of competency. The Evidence Planner explanation will
give the Assessor a better understanding of how the documents you submit meet
the requirements of the unit and your understanding of the required knowledge
and skills across the qualification.
Read the units in detail this time clarifying your potential evidence against: the
elements, required skills/knowledge and performance criteria. Check the range of
variables to clarify the language and terms and the application of performance
criteria in your own work context.
Step 3: Review and finalise your evidence
You should now have your evidence organised and be able to see areas where the
evidence might be weak. Organise the verification and third party letters. The
Assessor will prefer to see letters on company stationery. Emails are not
acceptable. The declaration forms in this kit can also be used.
Step 4: Compile the portfolio
Check the labels and organise the evidence. Do not send originals of qualifications;
get copies certified as a true copy.
 Finalise the certified Summary of Evidence table with the explanations of

your evidence in your own words.
Finalise the Evidence Planner Matrix –the ‘at a glance” summary pa the top of your
portfolio.
Open Training Institute will accept photocopies certified by anyone who is currently
employed as:
 an accountant (they must be a member of the Institute of Chartered
Accountants in Australia, the Australian Society of Certified Practising
Accountants, or the National Institute of Accountants, or the Association of
Taxation and Management Accountants or Registered Tax Agents).
 a bank manager, but not a manager of a bank travel centre
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BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
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a
a
a
a
a
a
a
a
a
barrister, solicitor or patent attorney
credit union branch manager
commissioner for declaration
Justice of the Peace
medical practitioner (doctor)
police officer in charge of a police station, or of the rank of sergeant and above
postal manager
pharmacist
principal of an Australian secondary college, high school or primary school
Step 5: Submit the portfolio
Presentation of your portfolio is important. RPL applications should be uploaded via
My Study Centre.
Copies of all parts of the applications must be retained by the applicant.
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BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
6. Summary of Evidence (Matrix)
The following matrix is completed as an example. Please use the matrix provided in the following page
Evidence
Resume
BSBDIV301A
BSBSUS301A
BSBCUS301B
BSBITU301A
BSBWRT301A
BSBFLM306C
BSBINM301A
X
X
X
Certificates
Letter from
Supervisor
BSBWHS302A
X
BSBINN301A
BSBFLM309C
X
X
X
X
BSBINM302A
X
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X
X
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
Diploma in Human Resource Management- Summary of Evidence
Matrix
Use this summary to build a picture of your evidence across the units of competency in the Diploma in Human Resource
Management
Evidence BSBHRM501B
BSBHRM506A
BSBHRM513A
BSBWRK510A
BSBHRM502A
BSBHRM512A
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BSBHRM505B
BSBHRM507A
BSBWHS401A
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
Diploma in Human Resources Management-Evidence Planner
Use these summary tables to gather evidence that addresses the details in units of competency.
BSBHRM501B Manage human resources services
Element
Determine strategies for delivery
of human resources services
Manage the delivery of human
resources services
Performance Criteria
Analyse business strategy and operational plans to determine human
resources requirements
Review external business environment and likely impact on organisation's
human resources requirements
Consult line and senior managers to identify human resources needs in
their areas
Review organisation's requirements for diversity in the workforce
Develop options for delivery of human resources services that comply with
legislative requirements, organisational policies and business goals
Develop and agree on strategies and action plans for delivery of human
resources services
Agree and document roles and responsibilities of human resources team,
line managers, and external contractors
Develop and communicate information about human resources strategies
and services to internal and external stakeholders between the human
resources team, service providers and client groups
Document and communicate service specifications, performance standards
and timeframes
Identify and arrange training support if required
Agree and arrange monitoring of quality assurance processes
Ensure that services are delivered by appropriate providers according to
service agreements and operational plans
Identify and rectify under-performance of human resources team or
service providers
Identify appropriate return on investment in providing human resources
services
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Evidence Provided
Internal Use Only
Satisfactory
Yes
No
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
Evaluate human resources service
delivery
Critical Aspects of
Assessment
Manage integration of business
ethics in human resources
practices
Establish systems for gathering and storing information needed to provide
human resources services
Survey clients to determine level of satisfaction
Capture ongoing client feedback for the review processes
Analyse feedback and surveys and recommend changes to service delivery
Obtain approvals to variations in service delivery from appropriate
managers
Support agreed change processes across the organisation
Ensure that personal behaviour is consistently ethical and reflects values of
the organisation
Ensure that code of conduct is observed across the organisation and that
its expectations are incorporated in human resources policies and practices
Observe confidentiality requirements in dealing with all human resources
information
Deal with unethical behaviour promptly
Ensure that all persons responsible for the human resources functions are
clear about ethical expectations of their behaviour

demonstrate skills in planning and implementing a coordinated
approach to human resources functions across the organisation

demonstrate methods of engaging key stakeholders, developing
and monitoring human resources plans, and aligning human
resources with broader business objectives

apply knowledge of relevant legislation.
Skills
Required
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analytical and problem-solving skills to review business and
operational plans and to develop and evaluate human resources
strategies to support them
communication and negotiation skills to consult with key
stakeholders across the organisation and ensure their support for
human resources strategies
communication skills to manage service delivery
learning skills to see that performance is managed and skills are
developed in a range of contexts
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BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit

technology skills to:
communicate with key stakeholders
support HR functions, including data collection and managing
information according to legislation and organisational policies.
human resources strategies and planning processes as they relate
to business and operational plans
performance and contract management

relevant legislation that applies to human resources


Required
Knowledge
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
Page 14 of 33
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
BSBHRM502A Manage human resources management information systems
Element
Performance Criteria
Evidence Provided
Collect, collate and document information requirements of users
Identify human resources
information requirements
Select human resources
information management system
Implement human resources
information system
Identify communication processes to support user needs
Agree on information requirements and communication processes with
users and relevant managers
Develop a draft information systems management plan with agreed review
mechanisms, timeframe and criteria
Specify information requirements in a clear and concise manner
Ensure information requirements are consistent with organisational
objectives and policies
Identify resources required to meet the information requirements within
budget parameters
Agree on selection criteria for the information management system with
relevant groups and individuals
Ensure that selection criteria for the system has the capability to meet
organisation's objectives, policies and budget parameters
Evaluate potential systems against the criteria
Undertake cost benefit and risk analysis in relation to the systems which
meet the selection criteria
Establish preferences for system and provide selection report to senior
managers
Ensure that preferred system is capable of being customised to meet
organisation and user requirements
Develop implementation plan with users, other relevant groups and
individuals
Confirm implementation plan's roles and responsibilities with individuals
and groups involved
Assign resources to meet implementation plan timeframe, quality and
other objectives
Modify implementation schedule to resolve any problems arising
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Internal Use Only
Satisfactory
Yes
No
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
Skills
Required
Knowledge
Required
Critical
Aspects of
Assessment
Monitor and evaluate performance
of human resources information
system
Ensure groups and individuals contribute to implementation in accordance
with plan objectives
Monitor information system performance and prepare performance reports
Obtain feedback from users about the system
Benchmark system performance against other systems, and latest trends
and developments
Analyse performance gaps and current strategies and introduce
improvements

assessment of written reports on HRIS specification, selection and
implementation

implementation plan for an HRIS and associated management skills
to oversee transition and implementation of a new HRIS

knowledge of the types of HRIS available and their respective
capabilities and limitations

literacy skills to write specifications for systems

people management skills to work with contractors or staff who will
be implementing the HRIS

planning and organising skills to transition the HRIS

technology skills to ensure suitability of software for organisational
requirements

monitoring, measuring and evaluation techniques for a range of
human resource management functions

procurement procedures, including preparation of a technical brief

types of HRIS that are available and their respective capabilities
and limitations
Page 16 of 33
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
BSBHRM505B Manage remuneration and employee benefits
Element
Develop organisation's
remuneration strategy
Implement remuneration
strategy
Review and update remuneration
strategy
Performance Criteria
Evidence Provided
Analyse strategic and operational plans to determine the scope of
remuneration and benefits plans
Undertake research on current practice, recent developments and
legislative parameters for the remuneration strategy
Develop options for consideration by relevant managers
Present options showing the link to organisational strategic objectives
Ensure remuneration policies and incentive plans are agreed and recorded
Ensure that organisation is positioned as an employer of choice and
regarded as a desirable workplace
Research occupational groups to determine those which are industrial
agreement based
Access or undertake market rates surveys regularly to ensure the
organisation's required level of competitiveness for particular occupational
groups is maintained
Align remuneration and benefits plans with performance management
system
Ensure that employees receive at least their minimum entitlements
according to organisational policies and legal requirements
Ensure salary packages comply with organisational policies and legal
requirements, including fringe benefits tax (FBT) and superannuation
Ensure incentive arrangements, if included, comply with the organisation's
remuneration strategy
Consult managers and employees about the effectiveness of the
remuneration strategy
Amend strategy and plans as necessary to meet organisational policies and
legal requirements
Page 17 of 33
Internal Use Only
Satisfactory
Yes
No
Critical Aspects of
Assessment
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
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Skills
Required
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compliance with the legal aspects of managing remuneration and
benefits
application of remuneration strategies for different occupational
groups and circumstances
application of awards and agreements to structure remuneration
processes
application of the requirements of the Australian Taxation Office in
relation to income tax, superannuation reporting, FBT and bonus
payments
interpersonal skills to:
communicate sensitively about remuneration
observe confidentiality
numeracy and technology skills to:
calculate costs to the organisation
graph salary costs
link salaries to budgets
research skills to determine appropriate models of remuneration
and benefits for particular occupational groups and individuals

Knowledge
Required
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award structures for industrial agreements

ethical practices relating to remuneration and benefits strategies

leasing arrangements, including novated leases

models for bonus and incentive schemes, including gain sharing or
profit sharing
relevant legislation, for example equal employment opportunity,
diversity and anti-discrimination legislation
remuneration principles or models and strategies
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
requirements of the Australian Taxation Office in relation to income
tax, superannuation reporting, FBT and bonus payments
Page 18 of 33
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
BSBHRM506A Manage recruitment selection and induction processes
Element
Develop recruitment, selection
and induction policies and
procedures
Recruit and select staff
Performance Criteria
Evidence Provided
Analyse strategic and operational plans and policies to identify relevant
policies and objectives
Develop recruitment, selection and induction policies and procedures and
supporting documents
Review options for technology to improve the efficiency and effectiveness
of the recruitment and selection process
Obtain support for policies and procedures from senior managers
Trial forms and documents that support policies and procedures and make
necessary adjustments
Communicate policies and procedures to relevant staff and provide training
if required
Determine future human resources needs in collaboration with relevant
managers and sections
Ensure current position descriptors and person specifications for vacancies
are used by managers and others involved in the recruitment, selection
and induction processes
Provide access to training and other forms of support to all persons
involved in the recruitment and selection process
Ensure that advertising of vacant positions complies with organisational
policy and legal requirements
Utilise specialists where necessary
Ensure that selection procedures are in accordance with organisational
policy and legal requirements
Ensure that processes for advising applicants of selection outcome are
followed
Ensure that job offers and contracts of employment are executed promptly
and that new appointments are provided with advice about salary, terms
and conditions
Page 19 of 33
Internal Use Only
Satisfactory
Yes
No
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
Critical
Aspects of
Assessme
nt
Manage staff induction
Provide access to training and ongoing support for all persons engaged in
staff induction
Check that induction processes are followed across the organisation
Oversee the management of probationary employees and provide them
with feedback until their employment is confirmed or terminated
Obtain feedback from participants and relevant managers on the extent to
which the induction process is meeting its objectives
Make refinements to induction policies and procedures

development of a policy and procedures framework for recruitment,
selection and induction OR critical analysis of an existing policy and
procedures framework for recruitment, selection and induction

knowledge of relevant legislation
Skills
Required

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
diversity, equal employment opportunity and anti-discrimination
principles and associated legislation
employee contracts

industrial relations

recruitment and selection methods, including assessment centres


relevant legislation on equal opportunity, industrial relations and
anti-discrimination
relevant terms and conditions of employment

understanding of psychometric and skills testing programs

workplace relations regulations, workplace relations legislation and
other relevant legislation
Knowledge

Required
communication skills to liaise across the organisation and to ensure
that policies and procedures are well supported
leadership skills to engage others and to ensure that good
processes are followed and supported
literacy skills to document clear policies and procedures and to
develop proformas to support recruitment, selection and induction
concept of outsourcing
Page 20 of 33
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
BSBHRM507A Manage separation or termination
Element
Develop policies and procedures
for separation/termination of
employment
Manage separation/termination
processes
Performance Criteria
Evidence Provided
Undertake research to determine features of best practice systems of
separation/termination and the legal requirements
Undertake consultation with relevant managers prior to the introduction of
new forms, procedures or systems
Develop policies, procedures and supporting documentation for all forms of
separation/termination
Ensure procedures for dismissal or termination respect employees, provide
strict confidentiality and comply with legislation
Obtain support for separation/termination policies and procedures from
senior managers
Communicate policies and procedures and supporting documents to
relevant personnel
Use feedback to make refinements to policies, procedures and supporting
documents for separation and termination
Develop a redundancy or redeployment plan
Manage redundancies and redeployment and provide relevant information
about processes so that work outcomes are not compromised
Provide outplacement or other assistance in accordance with organisational
policies and legal requirements
Ensure that dismissals for incapacity to perform or misconduct comply with
legislative and organisational requirements
Ensure that human resources staff, managers and supervisors have
necessary skills and knowledge to take disciplinary action
Review workforce data for predicted numbers of people retiring and make
necessary plans
Review and evaluate separation/termination procedures regularly and
introduce improvements
Page 21 of 33
Internal Use Only
Satisfactory
Yes
No
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
Skills
Knowledge
Required
Required
Critical Aspects of
Assessment
Manage exit interview process
Ensure that separating employees are offered the opportunity to
participate in exit interviews
Ensure that the process for exit interviews is clear and that staff are skilled
to conduct them
Ensure that data from exit interviews is recorded and depersonalised
Analyse data from exit interviews to establish trends and patterns and
introduce improvements across the organisation

development of policies and procedures to manage all aspects of
separation and termination of employees OR critical analysis of an
existing policy and procedures framework on separation and
termination

knowledge of the legislative requirements for dismissal

skills in counselling employees in disciplinary proceedings, providing
advice on termination and conducting exit interviews.


analytical and organisational skills to work with data about trends
and to plan for redeployment or redundancies
communication skills to support disciplinary processes and to see
that employees are properly counselled; to conduct exist
interviews; and to negotiate terms and conditions of
separation/termination
disciplinary procedures

employment contracts, and terms and conditions

procedures for dismissal, suspension, voluntary termination,
retirement and redundancy
relevant Commonwealth and state legislation on industrial relations,
unlawful dismissal and grounds for dismissal
sexual harassment, discrimination, racial vilification policies and
legislation
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Page 22 of 33
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
BSBHRM512A Develop and manage performance-management processes
Element
Develop integrated performancemanagement processes
Facilitate the implementation of
performance-management
processes
Performance Criteria
Evidence Provided
Analyse organisational strategic and operational plans to identify relevant
policies and objectives to be reflected in integrated performancemanagement processes
Develop objectives for performance-management processes to support
organisational strategy and goals and to build organisational capability
Design methods and processes for line managers to develop key
performance indicators for those reporting to them
Develop organisational timeframes and processes for formal performancemanagement sessions
Ensure performance-management processes developed are flexible enough
to cover the range of employment situations in the organisation
Consult with key stakeholders about the processes and agree on process
features
Gain support for the implementation of the performance-management
processes
Train relevant groups and individuals to monitor performance, identify
performance gaps, provide feedback and manage talent
Work with line managers to ensure that performance is monitored
regularly and that intervention occurs as required and in line with
organisational policies and legal requirements
Support line managers to counsel and discipline employees who continue
to perform below standard
Articulate dispute-resolution processes where necessary, mediating
between line managers and employees
Provide support to terminate employees who fail to respond to
interventions, according to organisational protocols and legislative
requirements
Ensure recorded outcomes of performance-management sessions are
accessible and stored securely according to organisational policy
Regularly evaluate and improve all aspects of the performance-
Page 23 of 33
Internal Use Only
Satisfactory
Yes
No
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
Skills
Knowledge
Required
Required
Critical
Aspects of
Assessment
Coordinate individual or group
learning and development
management processes, in keeping with organisational objectives and
policies
Design and develop learning and development plans and strategies to
encourage effective employee performance
Deliver learning and development plans according to agreed timeframes
and ensure they deliver specified outcomes
Contract appropriate providers for performance development, as identified
by the plans and according to organisational policy
Monitor learning and development activities to ensure compliance with
quality assurance standards
Negotiate remedial action with providers where necessary
Generate reports to advise appropriate managers on progress and success
rates of activities

develop a performance-management process to support business
goals, or critique existing performance-management processes

provide support for mediation for effective management of
performance issues

develop approaches to improve performance and address identified
performance gaps.

analytical skills to ensure processes are practical and gather
necessary information

communication and conflict-management skills to deal with
grievances, disputes and disagreements

leadership skills to obtain support and endorsement of the
performance-management processes across the organisation

training, coaching, mentoring and facilitation skills using a range of
methods to cater for differences in learning styles, to ensure
managers are competent to manage performance.

characteristics of a learning organisation

equal employment opportunity, privacy and confidentiality, diversity
and anti-discrimination policies and legislation
grievance procedures

models for giving feedback and options for skill development

options in the design of performance management and talent
management processes

Page 24 of 33
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit

role of performance management in relation to broader human
resources and business objectives.
Page 25 of 33
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
BSBHRM513A Manage workforce planning
Element
Performance Criteria
Evidence Provided
Review current data on staff turnover and demographics
Research workforce requirements
Develop workforce objectives and
strategies
Implement initiatives to support
workforce planning objectives
Assess factors that may affect workforce supply
Establish the organisation's requirements for a skilled and diverse
workforce
Review organisational strategy and establish aligned objectives for the
modification or retention of the workforce
Define whether staff turnover is unacceptable and if so consider strategies
to address the turnover
Define objectives to retain required skilled labour
Define objectives for workforce diversity and cross-cultural management
Define strategies to source skilled labour
Communicate objectives and rationale to relevant stakeholders
Obtain agreement and endorsement for objectives and establish targets
Develop contingency plans to cope with extreme situations
Implement action to support agreed objectives for recruitment, training,
redeployment and redundancy
Develop and implement strategies to assist workforce to deal with
organisational change
Develop and implement strategies to assist in meeting the organisation's
workforce diversity goals
Implement succession planning system to ensure desirable workers are
developed and retained
Implement programs to ensure workplace is an employer of choice
Page 26 of 33
Internal Use Only
Satisfactory
Yes
No
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
Skills
Required
Knowledge
Required
Critical
Aspects of
Assessment
Monitor and evaluate workforce
trends
Review workforce plan against patterns in exiting employee and workforce
changes
Monitor labour supply trends for areas of over- or under-supply in the
external environment
Monitor effects of labour trends on demand for labour
Survey organisational climate to gauge worker satisfaction
Refine objectives and strategies in response to internal and external
changes and make recommendations in response to global trends and
incidents
Regularly review government policy on labour demand and supply
Evaluate effectiveness of change processes against agreed objectives

review relevant supply and demand factors that will impact on an
organisation's workforce

develop a workforce plan that includes relevant research and
specific strategies to ensure access to a skilled and diverse
workforce.

communication and leadership skills to:

explain the need for change

gain senior management support for workforce planning initiatives

literacy skills to read and write reports and succinct workforce plans

numeracy skills to work with data and predictions about labour
supply information

analytical skills to review data according to the needs of the
organisation

technology skills to:

communicate with key stakeholders

support HR functions, including data collection and managing
information according to legislation and organisational policies.

current information about external labour supply relevant to the
specific industry or skill requirements of the organisation

industrial relations relevant to the specific industry

labour force analysis and forecasting techniques
Page 27 of 33
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
BSBWHS401A Implement and monitor WHS policies, procedures and programs to meet legislative requirements
Element
Provide information to the work
team about WHS policies and
procedures
Implement and monitor
participation arrangements for
managing WHS
Implement and monitor
organisational procedures for
providing WHS training
Performance Criteria
Evidence Provided
Accurately explain to the work team, relevant provisions of WHS Acts,
regulations and codes of practice
Provide information about the organisation’s WHS policies, procedures and
programs, and ensure it is readily accessible to and understandable by the
work team
Regularly provide and clearly explain to the work team, information about
identified hazards and the outcomes of risk assessment and control
Communicate to workplace parties the importance of effective consultation
mechanisms in managing health and safety risks in the workplace
Apply consultation procedures to facilitate participation of the work team in
managing work area hazards
Promptly deal with issues raised through consultation, according to
organisational consultation procedures and WHS legislative and regulatory
requirements
Promptly record and communicate to the work team the outcomes of
consultation over WHS issues
Identify WHS training needs according to organisational requirements, and
WHS legislative and regulatory requirements
Make arrangements to meet WHS training needs of team members in
consultation with relevant individuals
Provide workplace learning opportunities, and coaching and mentoring
assistance, to facilitate team and individual achievement of identified WHS
training needs
Identify and report to management the costs associated with providing
training for work team, for inclusion in financial and management plans
Page 28 of 33
Internal Use Only
Satisfactory
Yes
No
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
Implement and monitor
organisational procedures and
legal requirements for identifying
hazards and assessing and
controlling risks
Implement and monitor
organisational procedures for
maintaining WHS records for the
team
Identify and report on hazards in work area according to WHS policies and
procedures, and WHS legislative and regulatory requirements
Promptly action team member hazard reports according to organisational
procedures and WHS legislative and regulatory requirements
Implement procedures to control risks using the hierarchy of control,
according to organisational and WHS legislative requirements
Identify and report inadequacies in existing risk controls according to
hierarchy of control and WHS legislative requirements
Monitor outcomes of reports on inadequacies, where appropriate, to
ensure a prompt organisational response
Accurately complete and maintain WHS records of incidents of occupational
injury and disease in work area, according to WHS policies, procedures and
legislative requirements
Use aggregate information and data from work area records to identify
hazards and monitor risk control procedures in work area
Critical Aspects of
Assessment







Skills
Required



applying organisational WHS management systems and procedures
in the work team area
applying procedures for assessing and controlling risks to health
and safety associated with those hazards, according to the
hierarchy of control and as specified in commonwealth and state or
territory WHS Acts, regulations and codes of practice
providing specific, clear and accurate information and advice on
workplace hazards to work team
knowledge of legal responsibilities of managers, supervisors, PCBUs
or their officers and workers in the workplace
analytical and problem solving skills to:
identify hazards
assess risks in the work area
review information relating to monitoring and evaluating incidents,
and the effectiveness of risk controls
coaching and mentoring skills to provide support to colleagues
literacy skills to understand and interpret documentation, and to
interpret WHS requirements
Page 29 of 33
Knowledge
Required
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit

hazards and associated risks in the workplace

key provisions of relevant WHS Acts, regulations and codes of
practice that apply to the business
organisational policies and procedures relating to hazard
management, fire, emergency, evacuation, incident investigation
and reporting
relevance of consultation and participation as key mechanisms for
improving WHS and culture
WHS legislative responsibilities, duties and obligations of managers,
supervisors, persons conducting businesses or undertakings
(PCBUs) or their officers, and workers in the workplace.



Page 30 of 33
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
BSBWRK510A Manage employee relations
Element
Develop employee and industrial
relations policies and plans
Performance Criteria
Evidence Provided
Analyse strategic plans and operational plans to determine long-term
employee relations objectives
Analyse existing employee relations performance in relation to workforce
objectives
Evaluate options in terms of cost-benefit, risk-analysis and current
legislative requirements
Work with the management team to develop industrial relations policies
and plans
Identify the skills and knowledge needed by management and the
workforce to effectively implement these strategies and policies
Develop an implementation plan and contingency plan for the employee
relations policies and strategies
Make arrangements for training and development for identified needs to
support the employee relations plan
Implement employee relations
policies and plans
Undertake associated employee relations activities to reach agreement on
changes required by policies or implementation plan
Ensure procedures for addressing grievances and conflict are properly
documented
Communicate key issues about procedures for addressing grievances and
conflict
Review employee relations policies and plans to establish whether they are
meeting their intended outcomes
Page 31 of 33
Internal Use Only
Satisfactory
Yes
No
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit
Manage negotiations to resolve
conflict
Train individuals in conflict-management techniques and procedures
Identify and where possible alleviate or eliminate sources of conflict or
grievance according to legal requirements
Check documentation and other information sources to clarify issues in
dispute
Obtain expert or specialist advice and/or refer to precedents, if required
Determine desired negotiation outcomes, negotiation strategy and
negotiation timeframes
Advocate the organisation’s position in negotiation to obtain agreement
Critical Aspects
of Assessment
Document and if necessary certify the agreed outcomes with the relevant
jurisdiction
Implement agreements
Take remedial action where groups or individuals fail to abide by
agreements

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

Skills
Required






communication skills to advocate, consult, negotiate and mediate
conflict
innovation and problem-solving skills to manage sensitive and
important issues
planning and time-management skills to:
meet critical deadlines
sequence tasks
prepare submissions
present cases
Page 32 of 33
Knowledge
Required
BSB50613 Diploma in Human Resources Management
Recognition of Prior Learning (RPL) Kit

enterprise and workplace bargaining processes

key entities in the Australian industrial relations system, including
courts and tribunals, trade unions and employer bodies
relevant industrial, workplace health and safety, equal employment
opportunity and anti-discrimination legislation in federal, state and
territory jurisdictions

Page 33 of 33