Manage+Renumeration+and+Employee+Benefits+-+BSBHRM505A

= BSBHRM505A - Manage Renumeration and Employee Benefits =

On successful completion of this unit you should be able to demonstrate the skills and knowledge required to implement an organisation’s remuneration and benefit plans. This includes developing skills to incorporate all functions associated with remuneration including packaging, salary benchmarking, market rates reviews, bonuses and the legislative aspects of remuneration and employee benefits.

Specifically you will be able to:


 * Develop an organisation’s remuneration strategy
 * Implement an organisation’s remuneration strategy
 * Review and update remuneration strategy

FACILITATOR
Dennis Hine dennis.hine@det.nsw.edu.au Phone: 4868 0129

UNIT RESOURCES
This unit is supported by the prescribed textbook: //Managing Human Resource Systems 2nd Edition by Rod Jones.//

Chapter 20 - Developing remuneration systems Chapter 21 - Implementing remuneration policy and strategy. Chapter 22 - Improving remuneration strategy
 * Part 6: Managing Remuneration Systems**

UNIT ASSESSMENT
Important: Please read the attached document and acknowledge by email to your trainer as soon as you commence the course.

This unit is assessed by assignment. Please download the attached document. Any queries or questions regardling the assessment please refer to your facilitator.



Topic 1 - Developing Organisation's Remuneration Strategy
The development of an organisation's remuneration strategy involves analysing strategic and operational plans to determine scope, research on current practice, recent developments and legislative parameters. Options should be developed for consideration by relevant managers and options presented to show the link to organisational strategic obejctives. All remuneration policies and incentive plans are then documented and agreed upon by relevant parties.

TOPIC NOTES AND RESOURCES
Chapter 20 of your text, Rod Jones addresses the theory components of this element of competency.

=== EXAMPLE DOCUMENTS ===

=== TOPIC ACTIVITIES === Complete the following activities to enhance your learning. Activity

The remuneration strategy should be based on research of occupational groups to determine which are industrial agreement based and undertake market rates surveys to ensure the organisation's required level of competitiveness is maintained. The remunation plans must be aligened with the performance management system and ensure that employees receive at least minimum entiltlements in accordance with organisation and legal requirements. Salary packages and incentive arrangements should comply with organisationa's policies and legal requirements including Fringe Benefits Tax (FBT) and superannuation.

TOPIC NOTES AND RESOURCES
Chapter 21 of your text, Rod Jones addresses the theory components of this element of competency.

=== EXAMPLE DOCUMENTS ===

=== TOPIC ACTIVITIES === Complete the following activities to enhance your learning. Activity

Topic 3 - Review and Update Remuneration Strategy
Implementation and utilisation of the remuneration strategy also requires monitoring, review and update of the strategy when required. Consultation with managers and employees will identify the effectiveness of the strategy and amendments are made as necessary to meet organisational policies and legal requirements.

TOPIC NOTES AND RESOURCES
Chapter 22 of your text, Rod Jones addresses the theory components of this element of competency.

=== EXAMPLE DOCUMENTS ===

=== TOPIC ACTIVITIES === Complete the following activities to enhance your learning. Activity