Certificate of Human Resource Management and the Certificate of Recruitment Dual Program

Unit 1 –  Support Human Resources Functions and Process

• Business and human resource strategies
• Human Resource Information Systems (HRIS)
• Performance management
• Succession planning
• Business networks and associations
• Quantitative and qualitative data
• Internal sources of information
• HR assisting in the development of policies and procedures
• Reviewing HR issues
• Sustainability issues
• Ethical requirements and decisions
• Reporting processes
• Code of ethics (developing and updating)
• Mission statement
• Selecting relevant technology (software)
• Using sources of workforce data
• KPI’s
• Establishing key trends
• Options for change
• Identify change barriers
• Analyse organisation culture
• Encourage participation
• Write a report on outcomes and recommendations
• Legal and compliance requirements

Unit 2  – Administer Performance Management Processes

• Position descriptions
• Key requirements of role
• Job analysis
• Information to include in a job description
• Writing a job description
• Review performance management system
• Performance indicators consistent with position descriptions
• Preparing for performance appraisal meetings
• Organisational procedures
  • Acknowledging positive performance
  • Rewards systems and forms of rewards
  • Addressing negative performance
  • Expectations vs performance
  • Solutions for personal issues
  • Solutions for professional issues
  • Development plans
  • Disciplinary action
  • Documenting employee comments and signatures
  • Termination
• Advice and support where is dissension
• Listening to employees
• Negotiation
• Disputes and grievances
• Communicate requirements of PMS to stakeholders
• Appraisal methods
• Identify trends or problems areas
• Patterns in skill or performance gaps
• Performance development options
• Revise policies and procedures
• Suggesting improvements
• Continuous improvement cycle

Unit 3 – Support the Learning and Development of Teams and Individuals

• Collect performance information
• Each team member file
• Identify individual and team learning and development needs
• Training needs analysis (TNA)
• Confirm that learning plan meets needs
• Designing an effective learning plan
• Self-evaluation of areas for improvement
• Self-assessment against job specification
• Competence and types of knowledge
• Developing competencies by learning
• Consultation
• Determining learning plan goals and objectives
• Facilitation techniques for team development
• Adult learners
• Learning style preferences
  • Visual learners
  • Auditory learners
  • Kinaesthetic learners
• Delivery methods
• Effective learning
• Theoretical learning
• Managing resources and timelines
• Training costs
• Gathering and evaluating feedback
• Determine effectiveness of development programs
• Recording outcomes
• Maintaining training records and reports of competency

Unit 4 – Support Employee and Industrial Relations

• Employee access to organisational policies and procedures
• Workplace relations
• Employment and industrial legislation
• State and territory acts
• Agreements
• Workplace relations policies and procedures
• Specialist information
• Supporting the implementation of agreements, policies and procedures
• Communicating ER and IR procedures
• Terms and conditions of employment
• Support for simple IR disputes
• Support to relevant stake holders
• Record and maintain relevant documents
• Identify and solve grievances before they escalate
• Formal versus informal processes
• Simple ER conflicts
• Negotiation strategies
• Provide support to resolve simple ER conflicts
• Maintain relevant documents
• Grievance register and employment records
• Identify issues in ERR and IR processes
• Performance gaps
• Workplace relations objectives
• Methods and tools
• Continuous improvement activities
• Sharing continuous improvement documentation
• Features of grievance resolution policy and procedures
• Relevant legislation, codes of practice and national standards

Unit 5 – Implement WHS Policies and Procedures

• WHS laws to work teams
• Communication
• What workers need know
• WHS laws to work teams
• Locating health and safety information
• Policies and procedures
• Successful health and safety program
• Hazard, outcomes of risk assessments and control
• Communicating risks and hazards
• Consultation mechanisms
• H&S representation (committees and representatives)
• External consultation
• Managing identified issues
• Identify WHS training needs
• Documentation
• Training and coaching
• Supporting workplace learning
• Policies and procedures to report hazards
• Risk assessments
• Severity ratings
• Risk assessment matrix
• Hierarchy of Control
• Implementing risk controls
• Reporting inadequacies
• Review processes and attitudes
• Incident reports (injury and disease)
• Assess the implications of near misses
• Organisational record keeping requirements

Unit 6 – Coordinate Separation and Termination Processes

• HR management processes and systems
• Separation and termination
• Best practice systems
• Conducting research
• Stakeholder consultation – new policies and procedures
• Development of policies and procedures
• Legislation
• Organisational policies and procedures
• Principals for dismissal or involuntary termination
• Stakeholder support
• Informing staff about new policies
• feedback and refining policies
• Develop a redundancy or redeployment plan
• Coordinate redundancies
• Information to provide employee
• Assistance for employees
• Incapacity (poor performance)
• Misconduct/serious misconduct
• Appropriate HR qualifications
• Disciplinary action
• Skills needed to take disciplinary action
• Predicting retirement
• Succession planning
• Reviewing processes
• Exit interview processes and information
• Trends and patterns
• Employment contract features
• Terms and conditions of employment

Unit 1 – Coordinate recruitment and onboarding

• Establish recruitment requirements
• Organisational needs
• Future needs
• Staff skills
• Compliance
• Recruitment costs
• Approval to fill position
• Consultation with stakeholders regarding job descriptions and workforce strategy
• Strategies to source candidates
• Conduct preliminary screening with candidates
• Conduct interviews and selection activities
• Appraisal assessments
• Privacy and confidentiality
• Candidate rights
• Conducting assessment and selection processes
• Assessing candidates against specific criteria]
• Referee reports
• Unsuccessful candidates
• Successful candidates
• Formal letter/appointment
• Providing feedback to candidates
• Candidate agreement
• Letter of offer/appointment/agreement
• Contractual obligations
• Notify others of appointment
• Start date
• Necessary administrative arrangements
• Employee information form
• Pay and superannuation
• Fair work information statement
• Tax File No
• Employee manual
• Coordinate successful candidates induction/onboarding

Unit 2  – Manage recruitment and onboarding

• Develop recruitment and onboarding policies and procedures
• Identify existing recruitment and onboarding policies and procedures
• Assess options for technology to improve efficiency and effectiveness of recruitment process
• Update existing policies and procedures according to organisational requirements
• Obtain support for policies and procedures from relevant stakeholders
• Create forms and documents supporting policies and procedures and make adjustments, where required
• Communicate policies and procedures to relevant staff and provide training, where required
• Manage recruitment process
• Determine future human resource requirements in collaboration with relevant stakeholders
• Ensure current position descriptors for vacancies are used by relevant stakeholders involved in recruitment and onboarding processes
• Ensure advertising of vacant positions complies with legislation and organisational policies and procedures
• Consult and use specialists, where required
• Ensure selection procedures are according to legislation and organisational policies and procedures
• Ensure processes for advising applicants of selection outcome are followed
• Ensure job offers and contracts of employment are prepared and provided promptly, and new appointments are provided with relevant advice
• Manage staff onboarding
• Provide access to training and support to relevant stakeholders
• Ensure onboarding processes are followed across the organisation
• Oversee management of probationary employees and provide feedback until employment is confirmed or terminated
• Collect feedback from participants and relevant stakeholders on onboarding process according to its objectives
• Update onboarding policies and procedures according to feedback

With a dual certificate program you can:

• save money – our dual programs are cheaper than studying two certificates separately, making studying more affordable;
• combine two areas of interest giving you greater variety in your studies;
• graduate with a competitive advantage, with a broader range of skills and knowledge; and
• seek a career in either of your study areas, or in a field that combines both, giving you greater flexibility.