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Elements and Performance Criteria

  1. Develop staffing plan
  2. Recruit, induct, train and retain the team
  3. Comply with INDUSTRIAL RELATIONS obligations
  4. Maintain staff records
  5. Manage staff
  6. Review team performance

Required Skills

Required skills

analytical skills to identify workplace skill gaps

coaching skills

communication skills to relate to staff

conflict resolution skills

literacy skills to interpret legal requirements to compile reports and to prepare a jobposition description

team building and motivation skills

Required knowledge

commonwealth stateterritory and local government legislative requirements relating to business operation especially in regard to occupational health and safety OHS and environmental issues equal employment opportunity EEO industrial relations and antidiscrimination

OHS responsibilities and procedures for managing hazards

relevant industry awardsenterprise agreements

staff development and career planning

staff counselling grievance and disciplinary procedures

unfair dismissal legislation and procedures

Evidence Required

The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria required skills and knowledge range statement and the Assessment Guidelines for the Training Package

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential

managing a small team including staff selection staff records induction training and development

developing and maintaining team performance to enhance business operations

knowledge of relevant legislative requirements affecting business operation

Context of and specific resources for assessment

Assessment must ensure

access to relevant documentation

candidates individual circumstances and work in the context of running a small business are the basis for assessment

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge The following examples are appropriate for this unit

portfolio of evidence including staff policies and records and contingency plans

oral or written questioning to assess knowledge of staff recruitment procedures staff development and review programs

review of jobposition descriptions and selection criteria developed

review of documentation monitoring and reviewing staff turnover rate

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector workplace and job role is recommended for example

BSBSMBA Monitor and manage small business operations

BSBSMB405A Monitor and manage small business operations.

Range Statement

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Staffing requirements may include:

full-time, part-time, permanent, temporary or casual

number of staff

responsibilities, competencies required

self, other owners, family and/or friends

sub-contractors or external advisors/consultants

time commitment, performance expectations

Policies and procedures must include:

complaint and grievance procedures

culturally appropriate entitlements e.g. funeral leave, national/religious days

culturally appropriate procedures e.g. how business will enact cultural requirements for relationships between owner/operator, employees and service providers

employment conditions, equal opportunity, anti-discrimination, cultural diversity

induction and training

OHS

recruitment and selection

performance measures

professional development

Staff development program and career paths may include

attendance at courses

career planning

coaching

flexible learning

job rotation

mentoring

on-the-job training

professional development

staff exchanges

succession planning

Advertising staff vacancies may include:

electronic (radio, television and internet)

noticeboards

print media

word-of-mouth

Industrial relations may include:

awards and/or industrial agreements and relevant industrial instruments

counselling, dismissal procedures

Legal requirements and codes of practice may include:

award and enterprise agreements and relevant industrial instruments

commonwealth, state/territory and local government legislative requirements affecting business operation, especially in regard to OHS and environmental issues, EEO, industrial relations and anti-discrimination

relevant industry codes of practice

Staff records system must include:

disciplinary and grievance procedures

employee records (including tax file number, remuneration, leave and training records)

job/position descriptions

OHS record

records of taxation and superannuation payments made

Performance measures may include:

overall staff productivity

percentage of chargeable hours/days per week

performance of key people

ratio of direct workers to those who support, supervise or manage them

ratio of sales dollars per employee

staff morale, work ethic, work satisfaction

Contingency plans may include:

accidents or emergencies

environmental issues

fluctuating workloads

OHS

unpredicted customer demand/busy periods

unpredicted staff shortages

Team members may include:

employees, trainees/apprentices, sub-contractors or external advisers/consultants

owner/s, partners, family members