BSBHRM404 Review Human

Resource Functions

Certificate IV in Human Resources (BSB41015)

Objective Applications of this Session
• Locate policies and procedures relevant to the organisation
• Analyse strengths and weaknesses of policies and procedures
• Consider legislation, regulations and standards that apply to the policies and
procedures and the organisation
• Identify sustainability issues that relate to human resource functions
Human Resources as a Core Competency

Strategic Human Resources Management

• Organisational use of employees to gain or keep a competitive
advantage against competitors.
Core Competency
• A unique capability in the organization that creates high value and
that differentiates the organization from its competition.
Possible HR Areas for Core Competencies
Factors That Determine HR Plans
HR Planning Process
A research topic to consider could be associated
with a policy or procedure for one or more the
following:
Performance feedback/appraisals
• Dispute resolutions
• Grievances / mentoring
• Workers compensation claims
• Leave applications
The purpose of your research might be to learn more about aspects
of:
• Quality Assurance
• Government Rules and Regulations
• Industrial Relations Laws
•Company HR Procedures Manual
• Performance Appraisal Policy
A typical procedure for performance
appraisals is a follow:

• Initiate the performance appraisal meeting

• Employees should be given at least one week’s notice of when and
where the meeting will take place and employees must be provided
with the appropriate paperwork
• Prepare for the meeting
• It is important for the employer to be thoroughly prepared and focus
on the key issues and to only use approved organisation forms and
evaluation documents. Start by ensuring the employees privacy and
comfort while having in place all documents for the performance
appraisal based on job functions and job standards
Guidelines for conducting the performance
appraisal
• Use proper communication techniques – keep it objective
and don’t make any questions or assessments personal.
• No biases (an open mind)
• No distractions
• Use positive body language
• Use proper feedback techniques – focus on specific goals,
ensure both parties understand but be flexible
• Keep within the designated timeframes
Follow up

• Set an action plan including timelines and

responsibilities for all parties, ensuring each
area that requires some ‘action’ is completed
as specified and agreed. The employee may
address questions or concerns about the
content of the evaluation with the appropriate
supervisor. If issues are not resolved, then the
employee may follow the departmental chain
of command to resolve any content issues.
Contd..

• For areas that are in need of resolution the

supervisor may meet with the employee on an
ongoing basis to provide regular feedback and
coaching on performance issues for a defined
period. The appropriate supervisor or department
manager would usually sign the appraisal form and
results/ recommendations as well as the employee.
Questions