AU-05 · full course

Human Resources Practice

Run fair hiring, onboarding and people records for a small team. You work with practice scenarios and learn to communicate clearly, reduce bias and protect privacy.

about this course

What you will be able to do

L4 Practitioner8 modules · 120 h guidedPractice 70% · Share 20% · Study 10%

Run fair hiring, onboarding and people records for a small team. You work with practice scenarios and learn to communicate clearly, reduce bias and protect privacy.

Understand Explain fair and lawful people practice.
Apply Run a selection and onboarding exercise.
Analyse Analyse bias and how well a person fits the role.
Create Create a clear job profile.

Task, condition and standard

Task

Complete a fair hiring exercise with a job profile, structured questions and a score sheet, an onboarding plan for the first 30 days and a people-records privacy check for a practice team.

Condition

About 120 hours over 3 to 5 months. You need practice scenarios, free document tools, a professional adviser, a mentor and a peer circle.

Standard

Job profile with tasks and fair requirements; fair selection record with scores and reasons; 30-day onboarding plan; people-record privacy check; feedback conversation record; at least 70% on the final check.

Learning only. Use practice scenarios; never share real personal data. Check with your local authority and an adviser about employment and privacy rules before any real use.

Requirements: none. Who it is for: learners 16 and over, workers changing field, small-business starters, teams. Currency is shown on every number.

lesson by lesson

8 modules with worked examples (120 h guided)

Module 1 Role needs 10 hUnderstand

Good hiring starts with the work, not with a wish list. A clear profile attracts the right people and avoids unfair barriers.

List the main tasks and the results expected in the first six months.
Separate must-have skills from nice-to-have skills and keep the must-have list short.
Check each requirement asks only for what the work truly needs, such as a licence only if the job requires driving.
Describe hours, location, pay range and any physical needs honestly.
Ask someone who does the job now to check the profile for accuracy.

Worked example. A profile for a store assistant first required a degree. The team checks the tasks, which are serving customers, counting stock and using a till, and none needs a degree, so the rule is removed. The applicant pool grows from 12 to 31 people in two weeks.

Activity. Write a one-page job profile with tasks, results, must-have skills and a fairness check on each requirement.

Standard to meet. Link each requirement to a task, and remove any requirement without a link.

Module 2 Attract and select 20 hApply

Fair selection means every candidate gets the same chance to show their skills. A set of questions and a score sheet make decisions clearer and easier to explain.

Write five to eight questions that match the tasks and ask them in the same order to every candidate.
Use a score sheet with a scale of 1 to 5 and a short description of what each score means.
Score each answer straight after it is given and write the reason beside the score.
Score the questions independently before discussing with other panel members.
Keep all records for the period required by local rules, and check with your local authority and an adviser.

Worked example. Candidate A scores 4, 3, 5, 4, 3 on five questions, a total of 19 out of 25, or 76%. Candidate B scores 3, 3, 4, 3, 3, a total of 16 out of 25, or 64%. The reasons recorded beside each score support the difference.

Activity. Run a mock interview with a peer, using five questions and a score sheet with a written reason for each score.

Standard to meet. Score every question with a reason and calculate the total and percentage correctly.

Module 3 Bias and fairness 16 hAnalyse

Everyone has biases that can shape decisions without being noticed. You learn to spot them and put steps in place to reduce them.

Common biases include liking people who are similar to you, judging on first impressions and giving too much weight to one trait.
Remove names, photos and personal details in the first review of applications.
Use a diverse panel when possible so that different views are heard.
Compare the scores given by each panel member and discuss large differences.
Review the outcomes by group over time to see if any group is being filtered out more than expected.

Worked example. In a review of 40 applications, names are hidden. The shortlist grows from 6 of 40 (15%) from one group to 9 of 40 (22.5%). The team notes that hiding names changed the outcome and keeps the step.

Activity. Review five practice applications using a blind first review and write a note on what bias controls you used.

Standard to meet. Name two biases, two controls and one result of the review in the note.

Module 4 Offer and contract basics 14 hApply

A clear written offer avoids confusion later. Employment rules differ by place, so an adviser must check any real contract.

State the job title, start date, hours, pay rate (which must meet the current minimum wage or award rate), pay period and where the work is done.
Include the notice period for both sides, probation if any and who the person reports to.
List the main duties, and say that the rest is described in the profile.
Give the offer in writing and allow time for questions before signing.
Check with your local authority and a professional adviser, since employment rules vary and carry penalties.

Worked example. A practice offer reads: part-time store assistant, 24 hours a week, A$28 an hour, paid fortnightly. Weekly pay is 24 x 28 = A$672, so a fortnight is A$1,344 before tax, with superannuation paid by the employer on top at the current legal rate. Notice period is 2 weeks for both sides.

Activity. Draft a practice offer letter with all key terms and ask an adviser to review it.

Standard to meet. Include every key term in the letter, calculate the pay correctly and record an adviser comment.

Module 5 Onboarding 16 hCreate

The first weeks shape how quickly a new person becomes confident and stays. A plan makes sure nothing is missed and the person feels welcome.

Prepare before day one: workspace, accounts, equipment and a welcome message.
Make a day-one plan with introductions, a tour, safety information and a first small task.
Assign a buddy who answers everyday questions and checks in each week.
Schedule check-ins at the end of week 1, week 2 and day 30 to ask what is going well and what is unclear.
Write the learning goals for the first 30 days with a way to measure each.

Worked example. The plan for a new store assistant: day 1, tour, safety brief and shadow a colleague for 4 hours; week 1, learn the till with a goal of 10 supervised sales; day 30, check-in. At the day-30 review the person completed 62 sales unsupervised.

Activity. Create a 30-day onboarding plan with a day-one schedule, a buddy, three check-in dates and measurable goals.

Standard to meet. Name dates, a buddy role and at least three measurable goals in the plan, and check that a peer finds no gaps.

Module 6 Records and privacy 16 hApply

People records hold sensitive information. Protecting them builds trust and prevents harm and legal problems.

List what you hold, such as contracts, bank details, medical notes and performance records, and why you need each.
Limit access so only those who need a record can open it, and lock paper files or use passwords.
Set a retention period for each record type and delete or destroy records when the time ends.
Tell people what you hold about them, and let them see and ask to correct their records where the rules allow.
Check with your local authority and an adviser for the rules in your area.

Worked example. An audit finds 14 files holding bank details, and 5 staff can open them. Only the payroll officer needs access, so the number of people with access drops from 5 to 1, and the files move to a password-protected folder.

Activity. Audit a practice set of records and write a short report on access, storage and retention with two fixes.

Standard to meet. List each record type, who has access and a retention period in the report, and recommend two fixes.

Module 7 Feedback and conflict 16 hApply

Clear and kind feedback helps people improve and stops small problems from growing. You practise saying difficult things calmly and listening carefully.

Describe the facts you saw or heard, such as: the report was handed in 2 days after the deadline.
Explain the impact, such as: the team could not send the invoice on time.
Ask a question or make a request, such as: what would help you meet the next deadline.
Listen without interrupting and repeat back what you heard to check you understood.
Write a short record of the conversation, the agreed action and a follow-up date.

Worked example. Instead of: you are always late, say: the report on Tuesday arrived 2 days late (fact), so the invoice went out 2 days late (impact). Can we agree on a check-in on Monday to keep it on track (ask)? Follow-up set for the next Friday.

Activity. Role-play a feedback conversation with a peer and write a record of the conversation, the action and the follow-up date.

Standard to meet. Confirm with the observer that facts, impact and a request were used, and record an action and a date.

Module 8 Review 12 hEvaluate

The review shows what you can do now and what to practise next. It also improves the process for the next hire.

List three lessons, each tied to one exercise you completed.
Compare your selection record and onboarding plan against the standard and note two gaps.
Create an action plan with one step, a date and a measure for each gap.
Update your checklist for the process, such as adding a fairness check before shortlisting.
Share your work with a peer and ask for one written suggestion.

Worked example. Review finds the score sheet had no written reason for 6 of 25 scores. The plan is to require a reason for every score and have a peer check 5 sheets for completeness by the end of next month, with a target of 100% completion.

Activity. Present your lessons, plan and updated checklist to your mentor or peer circle.

Standard to meet. Include at least two actions with dates and measures in the plan, and at least one new step in the checklist.

assessment

How you are checked

Evidence: your records, numbers and reflections. Two peers and one mentor mark it with this rubric. Pass: no criterion at "Not yet" and at least 70% on the check.

Marking rubric
Criterion	Not yet	Meets	Exceeds
Evidence quality	Claims without records	Records for most claims	Every claim linked to a dated record
Numbers and units	Missing units or currency	Correct, units shown	Correct, with a check calculation
Rules and safety	Rules ignored	Rules named and followed	Rules checked with the local authority, note kept
User focus	No real user	One real user	Several users, changes made from feedback
Reflection	No lessons written	Three lessons written	Lessons turned into a changed plan with dates

Ten-question check, with model answers

Q1. Why check each job requirement?

Model answer: Each requirement must be needed for the work and must not block people unfairly. (Covered in module 1: Role needs. To pass that module: Link each requirement to a task, and remove any requirement without a link.)

Q2. Why ask every candidate the same questions?

Model answer: It allows a fair comparison and makes decisions easier to explain. (Covered in module 2: Attract and select. To pass that module: Score every question with a reason and calculate the total and percentage correctly.)

Q3. Name one way to reduce bias in hiring.

Model answer: Hide names and personal details in the first review of applications. (Covered in module 3: Bias and fairness. To pass that module: Name two biases, two controls and one result of the review in the note.)

Q4. Why use an adviser for contract terms?

Model answer: Employment rules vary by place and a mistake can bring penalties. (Covered in module 4: Offer and contract basics. To pass that module: Include every key term in the letter, calculate the pay correctly and record an adviser comment.)

Q5. Why give a new person a buddy?

Model answer: A buddy gives a safe place for questions, which speeds up learning and belonging. (Covered in module 5: Onboarding. To pass that module: Name dates, a buddy role and at least three measurable goals in the plan, and check that a peer finds no gaps.)

Q6. Why limit access to people records?

Model answer: It protects privacy and reduces the risk of misuse or leaks. (Covered in module 6: Records and privacy. To pass that module: List each record type, who has access and a retention period in the report, and recommend two fixes.)

Q7. What is a simple structure for giving feedback?

Model answer: State the facts, explain the impact and then ask or request a change. (Covered in module 7: Feedback and conflict. To pass that module: Confirm with the observer that facts, impact and a request were used, and record an action and a date.)

Q8. What should you do after finding a gap in your process?

Model answer: Write an action with a date and a measure, and add a step to your checklist. (Covered in module 8: Review. To pass that module: Include at least two actions with dates and measures in the plan, and at least one new step in the checklist.)

Q9. What is the task of this course, in one sentence?

Model answer: Complete a fair hiring exercise with a job profile, structured questions and a score sheet, an onboarding plan for the first 30 days and a people-records privacy check for a practice team. (Covered in: Task, condition and standard, near the top of this page.)

Q10. What standard must your final evidence meet?

Model answer: Job profile with tasks and fair requirements; fair selection record with scores and reasons; 30-day onboarding plan; people-record privacy check; feedback conversation record; at least 70% on the final check. (Covered in: Task, condition and standard, near the top of this page.)

where next

Ladder L1 to L7, slide by slide with notes

Slide 1: L1 Basic, First words, tools and safety. Speaker note: Learner can say what Human Resources Practice is about and name the safety rule. Use module 1, Role needs, as the first short unit (about 2 to 6 hours). Say this rule aloud: Learning only. Use practice scenarios; never share real personal data. Check with your local authority and an adviser about employment and privacy rules before any real use. No record is needed at this level.
Slide 2: L2 Awareness, What the field is and who it serves. Speaker note: Learner explains the idea in plain words: Explain fair and lawful people practice. Shared with schools and community groups. Note for the guide: ask one learner to explain it to a neighbour and check the words are right.
Slide 3: L3 Foundation, Guided tasks with a checklist. Speaker note: Learner does guided tasks from the first three modules (Role needs; Attract and select; Bias and fairness) with a checklist. Evidence is a small set of dated records. Note for the guide: sit beside the learner for the first record, then step back.
Slide 4: L4 Practitioner, Run the full task alone (this course). Speaker note: Task: Complete a fair hiring exercise with a job profile, structured questions and a score sheet, an onboarding plan for the first 30 days and a people-records privacy check for a practice team. Standard: Job profile with tasks and fair requirements; fair selection record with scores and reasons; 30-day onboarding plan; people-record privacy check; feedback conversation record; at least 70% on the final check. Note for the guide: a mentor reviews the records; two peers mark with the rubric above.
Slide 5: L5 Specialist, One narrow area to depth. Speaker note: Learner picks one area, for example Attract and select (the longest module at 20 h), and goes deeper than this course asks. Learner then teaches a peer circle of three or four. Note for the guide: check the teaching, not only the work.
Slide 6: L6 Advanced, Lead a team and review evidence. Speaker note: Learner leads a small team or designs a service in this field and marks other people's evidence against the rubric. Roles this points to: HR assistant; Recruitment coordinator; People operations assistant. Note for the guide: sample three records from the team and compare marks.
Slide 7: L7 Super expert, Set and audit the standard. Speaker note: Learner writes the method for Human Resources Practice as a short guide, audits other learners' evidence, and publishes worked examples back to learners. Note for the guide: worked examples keep currency and units on every number and are checked by a second expert.

Notes: credits stack and you can step in and out. This course is L4. Aligned with, not accredited by, national credit frameworks.

jobs this leads to

Where this takes you

HR assistant
Recruitment coordinator
People operations assistant
Onboarding coordinator

ten locations and global

Your place

Local custom changes rules, language, currency and who you practise with. Check each rule with your local authority before you act.

India (Bengaluru)

Language: English, Hindi, Kannada. Currency: INR. Data rule for what you publish: Digital Personal Data Protection Act 2023. Skills frame to cite: National Skills Qualifications Framework (NSQF) and the national credit framework.

Netherlands (Eindhoven area)

Language: Dutch, English. Currency: EUR. Data rule for what you publish: EU GDPR (Dutch: AVG), supervised by the Autoriteit Persoonsgegevens. Skills frame to cite: the Dutch qualification framework (NLQF) linked to the European Qualifications Framework.

UAE (Dubai and Abu Dhabi)

Language: Arabic, English. Currency: AED. Data rule for what you publish: Federal Decree-Law No. 45 of 2021 (personal data protection). Skills frame to cite: the emirate education and training regulators (for example KHDA in Dubai) and the national qualifications framework.

Brazil (Sao Paulo)

Language: Portuguese (Spanish and English support). Currency: BRL. Data rule for what you publish: LGPD (Lei Geral de Protecao de Dados). Skills frame to cite: the national technical-education catalogue and the national S-system training bodies.

Canada (Toronto)

Language: English, French. Currency: CAD. Data rule for what you publish: PIPEDA, with provincial rules where they apply. Skills frame to cite: the provincial colleges framework and the national credential-recognition guidance.

United States

Language: English, Spanish. Currency: USD. Data rule for what you publish: state privacy laws (for example California), and COPPA for children under 13. Skills frame to cite: state and community-college credit systems.

Singapore

Language: English, Mandarin, Malay, Tamil. Currency: SGD. Data rule for what you publish: Personal Data Protection Act (PDPA). Skills frame to cite: the Singapore national skills frameworks and the national credit system.

Australia

Language: English. Currency: AUD. Data rule for what you publish: the Privacy Act 1988 and the Australian Privacy Principles. Skills frame to cite: the Australian Qualifications Framework (AQF) levels.

Hong Kong (Eastern Asia)

Language: Chinese (Cantonese, Mandarin), English. Currency: HKD. Data rule for what you publish: the Personal Data (Privacy) Ordinance. Skills frame to cite: the Hong Kong Qualifications Framework.

Georgia and Israel (Western Asia)

Language: Georgian, Hebrew, Arabic, English. Currency: GEL or ILS. Data rule for what you publish: the personal data law of the country where the learner lives. Skills frame to cite: the national qualifications framework of that country.

Cayman Islands (Caribbean)

Language: English. Currency: KYD. Data rule for what you publish: the Data Protection Act. Skills frame to cite: the local education and training framework.

Mexico

Language: Spanish, English. Currency: MXN. Data rule for what you publish: the federal law on personal data held by private parties. Skills frame to cite: the national competency certification system and the education ministry levels.

Draft

Draft flagship-depth course. Own wording from the planning booklet; no third-party text. Not live.