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REGISTRATION OF INTEREST
Human Test:
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Overview:
The Diploma of Human Resource Management is designed to provide you with skills and knowledge that can be applied to a wide range of human resource and business functions.
You will be given tools to implement workplace processes and procedures whilst building and managing employee relations.
The skills you learn will help with workplace planning, projects and managing performance and risk.
The course will strengthen your ability to implement recruitment and induction process and also how to manage work priorities, professional development s and promote personal effectiveness.
The student tuition fees are indicative only and are subject to change given individual circumstances at enrolment. Additional fees may apply such as student service and resource fees.
Career Pathways:
Human Resource Management
Team Leadership
Recruitment
Management
Project Management
Operations
Owning your own business
Training Management
Learning and Development
Pre-requisites:
There are no formal entry requirements into this qualification however; the qualification appropriate attitude and motivation to enable them to undertake the demands of a Diploma level qualification.
Also access to, and an ability to use a computer for word processing, creating and maintaining spread sheets, creating and presenting slides, using project management software applications (such as Microsoft Project or Primavera) and internet access to locate and use relevant research material.
Manage HR Services, Recruitment and Performance (HRMD01)
BSBHRM501B Manage Human Resources Services
This unit describes the performance outcomes, skills and knowledge required to plan, oversee and deliver human resources services. It is not specific to any given human resources function and deals with the coordination of services and approaches. It takes an overview of human resources services and includes business ethics and is relevant to human resources managers with broad experience, and responsibility for coordinating a range of human resources practices across an organisation. They may have other human resources staff reporting to them.
BSBHRM506A Manage Recruitment Selection And Induction Processes
This unit describes the performance outcomes, skills and knowledge required to manage all aspects of the recruitment selection and induction processes in accordance with organisational policies and procedures. It applies to human resources managers or human resources personnel who take responsibility for managing all aspects of selecting new staff and orientating those staff to their new positions. It is not assumed that the manager will be directly involved in the selection processes themselves, although this may well be the case. In small organisations this role may belong to someone who is not a dedicated human resources professional; the unit however will still be applicable.
BSBMGT502B Manage People Performance
This unit describes the performance outcomes, skills and knowledge required to manage the performance of staff who report to them directly. Development of key result areas and key performance indicators and standards, coupled with regular and timely coaching and feedback, provide the basis for performance management. It applies to all managers and team leaders who manage people and covers work allocation and the methods to review performance, reward excellence and provide feedback where there is a need for improvement. The unit makes the link between performance management and performance development, and reinforces both functions as a key requirement for effective managers. This is a unit that all managers/prospective managers who have responsibility for other employees should strongly consider undertaking.
BSBWHS501A Ensure A Safe Workplace
This unit describes the performance outcomes, skills and knowledge required to establish, maintain and evaluate the organisation’s work health and safety (WHS) policies, procedures and programs in the relevant work area according to WHS legislative requirements. It applies to managers working in a range of contexts. It takes a systems approach and addresses compliance with relevant legislative requirements. Those who have or are likely to have responsibility for WHS as part of their broader management role should undertake this unit. It is relevant for people with obligations under WHS legislation, for example persons conducting a business or their officers (as defined by relevant legislation).
BSBWHS401A Implement and Monitor WHS Policies, Procedures and Programs to Meet Legislative Requirements
This unit describes the performance outcomes, skills and knowledge required to implement and monitor the organisation’s work health and safety (WHS) policies, procedures and programs in the relevant work area in order to meet legislative requirements. It applies to workers with supervisory responsibilities for implementing and monitoring the organisation’s WHS policies, procedures and programs in a work area and also to individuals with a broad knowledge of WHS policies who contribute well-developed skills in creating solutions to unpredictable problems through analysis and evaluation of information from a variety of sources. These workers provide supervision and guidance to others and have limited responsibility for the output of others.
Manage Workplace Relations, Policies and Environment (HRMD02)
BSBFIM502A Manage Payroll
This unit describes the performance outcomes, skills and knowledge required to establish and monitor security procedures for managing organisational payroll services and to calculate and process salary payments, group taxation and related payments. It applies to individuals employed in a range of work environments who are required to establish and work with payroll systems. They may work as senior administrative staff or may have responsibility for managing payroll systems and calculations.
BSBHRM512A Develop and Manage Performance Management Processes
This unit describes the performance outcomes, skills and knowledge required to design, implement and oversee performance-management processes. The unit also includes specific intervention associated with under-performance or misconduct and developing approaches to address skill and performance gaps. It applies to those with a well-established theoretical knowledge of human resources management and performance management who are proficient in using a range of specialised technical and managerial techniques to plan, carry out and evaluate their own work and the work of a team. They may or may not have staff who report to them, but they are authorised to establish effective performance-management processes for an organisation.
BSBHRM513A Manage Workforce Planning
This unit describes the performance outcomes, skills and knowledge required to plan workforce strategies to achieve organisational goals and objectives. It includes assessing factors that may affect the supply of workers, aligning workforce objectives with business plans, and designing strategies and succession plans to ensure a competent and appropriately diverse workforce is available to meet anticipated changes. It covers the research associated with labour markets and the requirement to match organisational needs with employee skills and commitment and applies to human resources managers or staff members with a role in a policy or planning unit that focuses on workforce planning.
BSBWRK510A Manage Employee Relations
This unit describes the performance outcomes, skills and knowledge required to manage employee and industrial relations matters in an organisation. It involves using a range of specialised technical and managerial techniques to plan, carry out and evaluate own work and/or the work of a team. It includes planning and policy development for employee relations as well as negotiation, conflict management, dispute resolution and managing industrial relations. It applies to those responsible for working across an organisation to ensure that there is a policy infrastructure that ensures legislative compliance and clarifies issues and also to those who respond to industrial conflict and grievances, with a well-established, sound theoretical knowledge base in human resources management and industrial relations. They may or may not have responsibility for supervising the work of others but are authorised to oversee industrial relations in the organisation. However they will have knowledge of current industrial relations trends and legislation.