Course Content
Research planning requirements
In this topic, you will learn how to conduct thorough research to inform strategic workforce planning. This involves analysing strategic plans to understand workforce objectives, assessing the organisational environment for emerging trends, and identifying future labor needs and skills requirements. You will also evaluate the impact of new technologies on job roles and design while staying updated on industrial and legal changes that may affect workforce management. This knowledge will enable you to contribute effectively to strategic planning within your organisation and ensure alignment between workforce strategies and overall business goals.
Contribute to the development of strategic workforce plan
In this topic, you'll learn how to actively contribute to the development of a strategic workforce plan within your organisation. This involves consulting with relevant managers to understand their workforce preferences, aligning on philosophies, values, and policies, and jointly developing strategic objectives and targets for workforce services. You'll also analyze various options for delivering workforce services, considering their costs and benefits, and identify suitable technology and systems to support these programs. Through effective consultation and collaboration, you'll provide valuable input into the strategic workforce plan and secure senior management support while addressing associated risks through mitigation strategies.
Support implementation of strategic workforce plan
This topic focuses on supporting the implementation of a strategic workforce plan. You will work closely with relevant stakeholders to ensure that the plan aligns with organisational objectives and is effectively put into action. This involves monitoring and reviewing the plan's progress and recommending adjustments to account for changing circumstances. Additionally, you'll evaluate and review the performance of the plan against its objectives to ensure its effectiveness and alignment with organisational goals.
BSBHRM614 Contribute to strategic workforce planning
About Lesson

The Fair Work Act 2009 is a cornerstone of employment law in Australia, setting out the rights and responsibilities of employees, employers, and organisations. For a workplace manager, understanding the key aspects of this Act is crucial for compliance and effective human resource management. Here are ten key points:

  1. National Employment Standards (NES): The NES are ten minimum employment entitlements that must be provided to all employees. These include maximum weekly hours, requests for flexible working arrangements, and parental leave, among others.

  2. Modern Awards: These are industry or occupation-based minimum employment standards that apply in addition to the NES. They cover wages, penalty rates, types of employment, flexible working arrangements, hours of work, rest breaks, classifications, and dispute resolution procedures.

  3. Enterprise Agreements: These are collective agreements made at an enterprise level between employers and employees about terms and conditions of employment. They must meet the “better off overall test” (BOOT) when compared to the relevant modern award.

  4. Unfair Dismissal: The Act provides protection for employees against unfair dismissal, setting out the criteria and process for claims. Managers need to understand the fair process for termination to avoid legal repercussions.

  5. National Minimum Wage: The Act sets out the minimum wage that must be paid to employees, which is reviewed annually by the Fair Work Commission.

  6. Workplace Flexibility: The Act provides provisions for employees to request flexible working arrangements under certain conditions, such as parental or carer responsibilities, which managers need to fairly consider.

  7. Transfer of Business: The Act outlines the rights and obligations of employers and employees if a business is transferred. This includes recognizing certain entitlements of transferring employees.

  8. Right of Entry: The Act permits union officials to enter work premises for purposes related to workplace relations, including holding discussions with employees and investigating suspected breaches of the Act.

  9. General Protections: The Act protects workplace rights, protects against unlawful actions, and provides for freedom of association. It prohibits adverse action against an employee or prospective employee because of certain attributes or activities.

  10. Dispute Resolution: The Act provides mechanisms for the resolution of disputes through the Fair Work Commission, including mediation, conciliation, and in some cases, arbitration.

International examples include:


The National Labor Relations Act (NLRA), Fair Labor Standards Act (FLSA), and the Occupational Safety and Health Act (OSHA) are key federal laws governing workplace relations. The NLRA protects employees’ rights to organise and bargain collectively, the FLSA sets minimum wage, overtime pay eligibility, record-keeping, and child labor standards, and OSHA ensures safe and healthful working conditions.


  1. Employment Rights Act 1996: This Act is a key piece of legislation in the UK, covering a wide range of employment rights, including unfair dismissal, redundancy payments, and the right to request flexible working.

  2. National Minimum Wage Act 1998: Sets out the minimum amount that workers can be paid per hour, similar to Australia’s National Minimum Wage Orders.

  3. Equality Act 2010: Consolidates and expands protections against discrimination in the workplace and wider society, covering characteristics such as age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, and sexual orientation.

  4. Working Time Regulations 1998: Implements the EU Working Time Directive, regulating working hours, rest breaks, and annual leave. This is akin to the NES provisions in Australia.

  5. Health and Safety at Work etc. Act 1974: Ensures the welfare of employees in the workplace, similar to parts of the Fair Work Act that deal with workplace health and safety, although in Australia, this is more specifically covered under separate legislation like the Work Health and Safety Act 2011.

  6. Employment Relations Act 1999: Provides a framework for collective bargaining and trade union recognition, among other employment relations issues.

  7. Trade Union and Labour Relations (Consolidation) Act 1992: Governs the operation of trade unions and the right to strike, similar to the industrial action provisions in the Fair Work Act.

  8. Agency Workers Regulations 2010: Gives agency workers the entitlement to the same basic employment and working conditions as if they had been recruited directly, after 12 weeks in the same job.

  9. Maternity and Parental Leave etc. Regulations 1999: Outlines rights to maternity, paternity, adoption, and parental leave, akin to the NES provisions on parental leave in Australia.

  10. Employment Tribunals Act 1996: Establishes the Employment Tribunals system for resolving disputes between employers and employees, similar to the role of the Fair Work Commission in Australia.


  1. German Civil Code (Bürgerliches Gesetzbuch – BGB), Book 6: Contains fundamental employment law provisions, including contracts of employment, duties of employees and employers, and termination of employment contracts.

  2. Works Constitution Act (Betriebsverfassungsgesetz – BetrVG): Regulates the co-determination of employees in operational matters through works councils, similar to some aspects of collective bargaining in Australia.

  3. Protection Against Unfair Dismissal Act (Kündigungsschutzgesetz – KSchG): Provides protection against wrongful termination, setting out conditions under which an employee can be lawfully dismissed.

  4. Federal Leave Act (Bundesurlaubsgesetz – BUrlG): Governs employees’ entitlements to paid annual leave.

  5. Minimum Wage Act (Mindestlohngesetz – MiLoG): Introduced a statutory minimum wage in Germany, similar to Australia’s National Minimum Wage Orders.

  6. Part-Time and Fixed-Term Employment Act (Teilzeit- und Befristungsgesetz – TzBfG): Regulates part-time work and fixed-term contracts, including provisions for requesting reduced working hours.

  7. Occupational Health and Safety Act (Arbeitsschutzgesetz – ArbSchG): Aims to ensure the safety and health protection of workers through various measures, akin to Australia’s Work Health and Safety Act.

  8. Social Security Code (Sozialgesetzbuch – SGB): Comprises multiple books covering different aspects of social security, including health insurance, unemployment insurance, and pension insurance, impacting employment relations.

  9. General Equal Treatment Act (Allgemeines Gleichbehandlungsgesetz – AGG): Protects employees from discrimination in the workplace on various grounds, similar to the Equality Act in the UK and anti-discrimination provisions in Australia.

  10. Employee Leasing Act (Arbeitnehmerüberlassungsgesetz – AÜG): Regulates the temporary employment agency work, ensuring that leased employees are not treated less favorably than permanent employees.