132311人力资源经理评估基础要求
ANZSCO职业定义是该职业评估的基础，ANSCO职业定义会明确说明从事该职业所需的学历，工作经验以及职责要求。
The Australia and New Zealand Standard Classification of Occupations (ANZSCO) is the basis for the assessment of applicants’ qualifications and experience required to perform specific jobs and what the tasks are that the applicant is expected to have performed in that occupation.
澳洲教育部的国家教育概况是所有学历评估的基础。
The Country Education Profiles prepared by the Australian Government Department of Education are the basis for any educational assessment.
132311人力资源经理评估工作年限要求
- 如果申请人有本科或者硕士学历，则需要满足：
- 至少有三年从事人力资源相关职位，以及
- 这三年内至少有两年需要是人力资源经理职位
Where an applicant holds a relevant Bachelor’s or Master’s degree comparable to an equivalent AQF qualification, the applicant must have demonstrated employment experience:
- in an HR-related role for at least three years; and
- in the role as HR Manager for at least two out of these three years.
- 如果申请人没有本科学历，则需要满足：
- 至少五年从事人力资源相关职位，以及
- 这三年内至少有两年需要是人力资源经理职位
Where the applicant does not hold a relevant Bachelor’s or Master’s degree comparable to an equivalent AQF qualification, the applicant must have demonstrated employment experience
- in an HR-related role for at least five years;
- in the role as HR Manager for at least two out of these five years.
132311人力资源经理评估工作职责要求
- 人力资源经理负责一个企业机构人力资源及劳动关系的规划，组织，领导，控制和协调。
Human Resource Managers plan, organise, direct, control and coordinate the human resource and workplace relations activities within organisations.
- 人力资源经理的职责需要在决策水平，且对公司的核心人力资源事务有决策权。
The applicant’s responsibilities as HR Manager must clearly be at a strategic level with decision-making authority in key HR related matters.
- 人力资源经理的职责需要包括持续性的领导员工活动以及监督员工业绩和发展。
The applicant’s responsibilities must have included directing the employees’ activities and monitoring their performance and development on an ongoing basis.
- 人力资源经理的具体工作职责需要符合ANZSCO，具体如下：
- 确定、实施、监控、检查、评估人力资源管理策略、政策和计划以满足业务需求 determining, implementing, monitoring, reviewing and evaluating human resource management strategies, policies and plans to meet business needs
- 协助其他经理制定合理的招聘与选拔、培训发展计划 advising and assisting other Managers in applying sound recruitment and selection practices, and appropriate induction, training and development programs
- 开发实施绩效管理系统，用于评价和提高个人与团队的表现 developing and implementing performance management systems to plan, appraise and improve individual and team performance
- 代表组织与工会和员工谈判，以确定薪酬和其他就业条件 representing the organisation in negotiations with unions and employees to determine remuneration and other conditions of employment
- 制定和实施职业健康和安全计划和平等就业机会的计划，并确保遵守相关法规的要求 developing and implementing occupational health and safety programs and equal employment opportunity programs, and ensuring compliance with related statutory requirements
- 监督裁员与其他的人员精简政策 overseeing the application of redundancy and other employee retrenchment policies
- 监督雇佣成本与生产力水平 monitoring employment costs and productivity levels
- 针对人事和劳资关系事宜给其他经理提供培训和指导建议 may train and advise other Managers in personnel and workplace relations matters
132311人力资源经理评估管理职责级别要求
- 申请人需要IML定义的IML’s Management Competency Framework来说明管理职责级别，主要有以下三方面（具体参考 飞出国2021澳洲IML（原AIM）高管职业评估介绍 ）：
- Manage Self 自我管理能力
- Manage and Lead the Business 管理和领导公司的能力
- Manage and Lead Others 管理和领导他人的能力
- 从以上三个方面，申请人需要各自选择一个能力要素，并针对所选的能力要素来进行说明，每一个能力要素说明不少于300字，具体要求：
- 用工作中的实际案例来说明管理职责
- 说明个人如何做以及为什么这么做的
- 说明这么做的结果如何，以及
- 从所做的事情中学到了什么
For each of the three competencies selected, the applicant must describe how they achieved these in 300 words or less. The applicant must
- use specific examples from their demonstrated work experience,
- state what they personally did and why,
- what the outcome was and
- what they learned from it.
132311人力资源经理评估职位，汇报关系及公司规模要求
- 人力资源经理职业评估会因为公司机构的规模及架构复杂度有所影响，比如公司规模越大，那么应该是越符合的
- 人力资源经理应该是公司机构这一职能版块的最高职位，汇报对象是总经理，人力总监和CEO，且应当有直接下属的管理人员
- 一般说来，如果公司是少于50人员工数规模的，不符合人力资源经理的评估要求
- The HR Manager position held by the applicant must be the most senior HR position;
- The applicant is expected to have reported to either a General Manager, HR Director or CEO; and
The applicant is expected to have supervised either qualified or administrative staff.
To be assessed as a HR Manager for migration purposes, the size and complexity of the organisation will influence the assessment.
It is unlikely that employment within an organisation with a total staff of less than 50 employees would support employment experience at the required level.
