BSB60320
Advanced Diploma of Human Resource Management

Human resources management is transferable to so many sectors.  Make sure your experience in this area is recognised so you can easily move between jobs.  Gain a nationally recognised qualification through RPL!

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The CLET BSB60320 Advanced Diploma of Human Resource Management reflects the role of individuals working as human resources directors, strategists and national regional or global human resources managers. They provide leadership and strategic direction in the human resources activities of an organisation. They analyse, design and execute judgements using wide-ranging technical, creative, conceptual or managerial competencies. Their knowledge base may be highly specialised or broad within the human resources field. These individuals are often accountable for group outcomes and for the overall performance of the human resources function of an organisation.

Are you ranked at Sergeant or above in the police or military?  Have you been working in an environment where you oversee the operation of teams and support their leaders?  Have you been involved in the human resource management of your organisation and had active input in change and operational tempo?

If so, you may be eligible for the CLET BSB60320 Advanced Diploma of Human Resource Management.  Apply for RPL today and have the CLET RPL Team guide you through the assessment process.  This is a great qualification to support your experience.

Australian Qualifications Framework
Australian Qualifications Framework

Advanced Diploma of Human Resource Management
Course Code: BSB60320
Application Completion Time: 28 days
Delivery Mode: RPL ONLY
Awards for RPL:
Advanced Diploma or
Statement of Attainment
GAP Training: No
Units Recognised: 10
Nationally Recognised Training:
Payment Plans: Yes
RPL Review and assessment can take a minimum of 28 days to complete

Core Units

This unit describes the skills and knowledge required to apply critical thinking in order to develop solutions to complex issues arising in the workplace.

The unit applies to individuals who are required to think critically in order to develop structured and innovative solutions to overcome complex organisational issues. Individuals in these roles operate with a high degree of autonomy and may undertake non-standard work tasks involving escalated risks. These individuals are often responsible for a team or work area.

No licensing, legislative or certification requirements apply to this unit at the time of publication.

This unit describes the skills and knowledge required to undertake budgeting, financial forecasting and reporting. This unit also describes the skills and knowledge required to allocate and manage resources to achieve the required outputs for the business unit. It includes contributing to reviewing financial information, analysing financial risks, preparing a budget and reporting on financial activity.

The unit applies to individuals who have managerial responsibilities which include overseeing the management of financial and other resources across a business unit, a series of business units or teams, or an organisation. It covers all areas of broad financial management. In a larger organisation this work would be supported by specialists in financial management.

No licensing, legislative or certification requirements apply to this unit at the time of publication.

This unit describes the skills and knowledge required to contribute to organisational performance development, through contribution to planning, development and coordination of performance development programs.

The unit applies to individuals who contribute to planning, developing, coordinating, monitoring and evaluating organisational performance development. The program should develop and use tools that enhance learning. The program should be monitored and evaluated to ensure it explores and meets relevant stakeholder’s learning needs.

No licensing, legislative or certification requirements apply to this unit at the time of publication.

This unit describes the skills and knowledge to contribute to the development and maintenance of a positive and productive workplace environment. It covers aspects of employee relations (ER) and industrial relations (IR) impacting on managers at the strategic level.

The unit applies to individuals who are non-specialist human resource managers and covers a broad range of ER and IR activities.

No licensing, legislative or certification requirements apply to this unit at the time of publication.

This unit describes the skills and knowledge required to contribute to development, implementation and maintenance of a strategic approach to workforce planning in an organisation ensuring that there is the structure and staff in place to meet current and foreseeable organisational objectives.

The unit applies to individuals employed as human resource practitioners with knowledge of human resources and organisational objectives.

No licensing, legislative or certification requirements apply to this unit at the time of publication.

This unit describes the skills and knowledge required to lead and manage organisational change.

The unit applies to managers with responsibilities that extend across the organisation or across significant parts of a large organisation. They may have a dedicated role in human resources management, workforce development, or work in a strategic policy or planning area.

No licensing, legislative or certification requirements apply to this unit at the time of publication.



Possible Electives

This unit describes the skills and knowledge required to contribute to improving organisational learning, and the quality of training and assessment products and services. It covers contributing to strategy formation; designing, developing and implementing an organisational learning strategy, and reviewing and improving overall organisational learning and development.

The unit applies to individuals working in an enterprise where learning is used to build capabilities and contribute to organisational strategies, business plans, goals and values.

No licensing, legislative or certification requirements apply to this unit at the time of publication.

This unit describes the skills and knowledge required to contribute to the development of diversity and inclusion strategies for an organisation. This includes developing objectives and strategies as well as monitoring and evaluating trends and processes.

It focuses on making provision for inclusivity to ensure that training, employment and promotional opportunities are provided to all cohorts to actively leverage diversity in the workplace.

The unit applies to individuals who assess factors that may affect the supply of workers; align workforce objectives with organisational plans; and design strategies to ensure a competent, diverse and inclusive workforce is available to meet anticipated changes.

No licensing, legislative or certification requirements apply to this unit at the time of publication.

This unit describes the skills and knowledge required to sustain and develop an environment in which continuous improvement, innovation and learning are promoted and rewarded.

The unit applies to individuals with managerial responsibilities who aim to build a better and more effective work environment. Continuous improvement and innovation have links with the model of the learning organisation and people working at this level play an important role in building the culture, values and attitudes of the organisation.

No licensing, legislative or certification requirements apply to this unit at the time of publication.

This unit describes the skills and knowledge required to establish, maintain and evaluate an organisation’s work health and safety (WHS) policies, procedures and programs in a work area to ensure a safe workplace, according to WHS legislative requirements. It takes a systems approach and addresses compliance with relevant legislative requirements.

The unit applies to those working in a range of contexts who have, or are likely to have, responsibility for WHS as part of their broader management role. It is relevant for people with obligations under WHS laws, for example persons conducting a business or undertaking (PCBUs) or officers, as defined by WHS laws.

NOTES

1. The terms ‘occupational health and safety’ (OHS) and ‘work health and safety’ (WHS) are equivalent, and generally either can be used in the workplace. In jurisdictions where model WHS laws have not been implemented, registered training organisations (RTOs) are advised to contextualise this unit of competency by referring to existing WHS legislative requirements.

2. The model WHS laws include the model WHS Act, model WHS Regulations and model WHS Codes of Practice. See Safe Work Australia for further information.

No licensing, legislative or certification requirements apply to this unit at the time of publication.

Job roles and titles vary across different industry sectors. Possible job titles relevant to this qualification include:

  • Human Resources Directors
  • Strategists
  • Regional HR Managers
  • National HR Managers
  • Global HR Managers

RPL FEES - $2100 (Full RPL Fee)

Initial RPL Review: NO FEE (Free of charge) - This is conducted when RPL Application and evidence received.

PROCEED TO AWARD: $2100 - This fee is only due after initial review is completed, candidate then requests a full RPL assessment is conducted and decides to proceed to be awarded with the qualification. If candidate does not proceed to award, no fee is payable.

STATEMENT OF ATTAINMENT - FEE adjusted accordingly. This occurs when initial review is conducted, candidate then requests a full RPL assessment and is awarded PARTIAL RPL for selected units.

Recognition of Prior Learning (RPL) is available on all CLET qualifications. If you have completed formal or informal training and have knowledge, skills and employment experience in this area, you may apply for RPL.

You will be asked to provide evidence to support your application and the CLET RPL team will assist you through the RPL assessment process. Apply for RPL below to commence the process.

Apply for RPL (Recognition of Prior Learning)

After reading the information provided on this qualification page, if you then decide to apply to have your knowledge and skills recognised towards this and/or other qualifications, you may click on the RPL Assessment button and complete to commence the process.

APPLY FOR RECOGNITION (RPL) RPL PROCESS EXPLAINED RPL BROCHUREVIEW LIST OF RPL QUALIFICATIONS

Why CLET Training?

WHY USE CLET for RPL?

  • RPL team leader is Dr Kate Martin
  • Assessing service personnel since 2006
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  • Securely upload your workplace evidence online
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Why study with CLET?

  • Offering online gap training for experienced workers
  • Nationally Recognised Courses
  • Study 365 days a year
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  • Interactive online study and Assessments
  • Study resources available 24/7
  • No assessment due dates - study at your pace
  • Flexible payment plans
  • Recognition of Prior Learning (RPL)
  • Online/Phone and ZOOM Student Support

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