Sample assessment

BSBHR505A Manage remuneration & employee benefits

This assessment is provided as a sample only. RTOs should replace this with their own assessment. See the Teacher Guide for an outline of other assessment methods.

Assessment event 1: Portfolio of evidence

Prepare a portfolio of evidence to demonstrate your competency in this Unit. You should include items you developed for your portfolio as you were working through the Project Tasks in this Unit. These items may relate to the STAR Industries case study or to your own workplace, or another case study as agreed with your teacher.

Additional assessment methods may include reflection by the student on the processes involved in creating the evidence items; and/or a group project; and/or observation of workplace performance.

Be sure to include enough items to show competency across all tasks in this Unit.

This event assesses:

Task / Performance criteria / Key competencies
1 Identify external pressures on the organisation / 1.2 Research is undertaken on current practice, recent developments and legislative parameters for the remuneration strategy
3.1 Remuneration strategy incorporates methodologies for monitoring developments in remuneration arrangements, market rates, and legal developments impacting on remuneration and benefits / Collecting, analysing and organising information to design, monitor and evaluate an organisation's remuneration and employee benefits strategies and plans
Solving problems to achieve consensus on approaches to remuneration
2 Identify key factors inside the organisation / 1.1 Strategic and operational plans are analysed to determine the scope of remuneration plans
1.3 Options are developed for consideration by relevant managers
1.4 Options are presented showing the linkage to organisational strategic objectives
2.1 Occupational groups are researched to determine those which are award based
2.5 Salary packages comply with organisational policies and legal requirements including FTB and superannuation
2.6 Incentive arrangements, if included, comply with the organisation’s remuneration strategy / Collecting, analysing and organising information to design, monitor and evaluate an organisation's remuneration and employee benefits strategies and plans
Communicating ideas and information to develop employee remuneration and employee benefits through consultation
Working with teams and others to plan in a consultative manner
Solving problems to achieve consensus on approaches to remuneration
3 Conduct job evaluations / 2.3 Job evaluations are conducted, where relevant, to develop a profile of internal relationships for particular occupational groups / Communicating ideas and information to develop employee remuneration and employee benefits through consultation
Using mathematical ideas and techniques to calculate benefits and tax effectiveness of remuneration options
Working with teams and others to plan in a consultative manner
4 Research the current market / 1.2 Research is undertaken on current practice, recent developments and legislative parameters for the remuneration strategy
3.1 Remuneration strategy incorporates methodologies for monitoring developments in remuneration arrangements, market rates, and legal developments impacting on remuneration and benefits / Collecting, analysing and organising information to design, monitor and evaluate an organisation's remuneration and employee benefits strategies and plans
5 Consult salary and wages data / 1.2 Research is undertaken on current practice, recent developments and legislative parameters for the remuneration strategy
2.1 Occupational groups are researched to determine those which are award based
2.2 Market rates surveys are accessed/undertaken to ensure the organisation’s required level of competitiveness for particular occupational groups
3.1 Remuneration strategy incorporates methodologies for monitoring developments in remuneration arrangements, market rates, and legal developments impacting on remuneration and benefits / Collecting, analysing and organising information to design, monitor and evaluate an organisation's remuneration and employee benefits strategies and plans
Using mathematical ideas and techniques to calculate benefits and tax effectiveness of remuneration options
Solving problems to achieve consensus on approaches to remuneration
6 Determine appropriate remuneration / 1.3 Options are developed for consideration by relevant managers
1.4 Options are presented showing the linkage to organisational strategic objectives / Using mathematical ideas and techniques to calculate benefits and tax effectiveness of remuneration options
Planning and organising activities to plan the implementation of remuneration and benefits strategies
7 Check the relevant legislation / 2.4 Remuneration plans ensure that award based employees receive at least their minimum entitlements in accordance with organisational policies and legal requirements
2.5 Salary packages comply with organisational policies and legal requirements including FBT and superannuation
2.6 Incentive arrangements, if included, comply with organisation’s remuneration strategy
3.3 Strategy and plans are amended as is necessary to meet organisational policies and legal requirements / Collecting, analysing and organising information to design, monitor and evaluate an organisation's remuneration and employee benefits strategies and plans
Using technology to aid communication, record keeping and lodgement of information to relevant authorities
8 Plan for ongoing consultations / 1.3 Options are developed for consideration by relevant managers
1.4 Options are presented showing the linkage to organisational strategic objectives
3.2 Managers and employees are consulted about the effectiveness of the remuneration strategy
3.3 Strategy and plans are amended as is necessary to meet organisational policies and legal requirements / Communicating ideas and information to develop employee remuneration and employee benefits through consultation
Planning and organising activities to plan the implementation of remuneration and benefits strategies
Working with teams and others to plan in a consultative manner
Solving problems to achieve consensus on approaches to remuneration
9 Document your strategies / 1.5 Remuneration policies and incentive plans are agreed and documented
3.1 Remuneration strategy incorporates methodologies for monitoring developments in remuneration arrangements, market rates, and legal developments impacting on remuneration and benefits
3.3 Strategy and plans are amended as is necessary to meet organisational policies and legal requirements / Collecting, analysing and organising information to design, monitor and evaluate an organisation's remuneration and employee benefits strategies and plans
Planning and organising activities to plan the implementation of remuneration and benefits strategies
Using technology to aid communication, record keeping and lodgement of information to relevant authorities

Assessment event 2: Underpinning knowledge

This assessment event requires to you to make contributions to online groupwork related to at least two Project Tasks. You should demonstrate the depth of your understanding of underpinning knowledge through your forum postings and/or in the feedback you provide to your fellow students on their work.

Check with your teacher about which groupwork activities are required for assessment, and which of the following underpinning knowledge in the Training Package you will be assessed on:

  • Relevant legislation from all levels of government that affects business operation, especially in regard to Occupational Health and Safety and environmental issues, equal opportunity, industrial relations and anti-discrimination
  • Understanding of contemporary industrial relations issues
  • Range of evaluation methodologies
  • Understanding of organisational goals, policies and procedures
  • Human resource strategy and planning
  • Understanding of the relationships between human resource functions
  • Remuneration principles/models and strategies
  • Taxation matters relating to remuneration salary packaging and fringe benefits
  • Superannuation, legislation and policies
  • Bonus/incentive schemes including gainsharing/
  • Profit-sharing
  • Leasing arrangements including novated leases

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Human Resources Diploma Toolbox, Sample assessment, July 20031