AOS 2B Flashcards
Training is:
It is providing people with the knowledge and skills they need to do a job or to do it more productivley
Development is:
The process designed to build up the skills necessary for future work activities and responsibilities
skills for future
Benefits of Training for employee
Opportunity to gain or grow skill set
Opportunity for promotion and self improvement
Improved job satisfaction
A challenge - opportunity to learn new things
Adaptability
Benefits of Training for business
Higher productivity via better job opportunities
Goals and objectives are easily met
Reduced costs
reduced absenteeism, less staff turnover, less errors and accidents
More capable workforce
Levels of analysis to help decide what training is required (3)
Organisational Analysis
Task Analysis
Person Analysis
Organisational Analysis
The entire business is analysed to decide what training activities are needed to best achieve the strategic objective
Task analysis
The individual job and task required to perform that job are analysed to determine whether any specific skills are required for a successful performance
Person analysis
Each employee is assessed to determine what kind of training is required. This helps establish training and development objectives.
performance appraisals can determine individual needs such as
Basic skills Awareness of legislation Technical/job specific skills Interpersonal/communication skills Conceptual skills
On the job training
Coaching, tutoring, mentoring by a supervisor/colleague
Role modeling
Apprenticeship
Involvement in planned work activities, special projects and committees
Job rotation in or between department
Examples
Nursing
Retail (cash policies, dealing with customers, unpacking boxes)
on the job training advantages and disadvantages
Employee is being trained on the specific tools or equipment they will be using their role
They are able to practice under the supervision of more experience staff acting as their coach or mentor
Training is tailored to meet specific needs of the business
Employee is actually working while learning and is therefore being productive
Training may be substandard if mentor/coach is not trained in how to act in this role
Training may not be adequately planned and too disjointed in its delivery making it difficult for employees to grasp concepts/information
Bringing an external trainer into the workplace, may not have the knowledge and skills and be unfamiliar with the equipment and working practices at the business
Off the job training
Information presentation style - lectures written and visual format
Information processing style - sit together and process information, mind map information
Simulations - visual games and case studies
Role plays
Example
Masters degree
Tafe course for construction workers
off the job training advantages and disadvantages
A wider range of skills can be taught
Learning from specialists and experts
Less opportunity to be interrupted by workplace issues
Provides opportunity for networking and information sharing with employees from other businesses
More expensive if paying course fees transport and possibly accommodation
Lost working time and potential output from employees while on training course
Employees with these new skills/qualification may leave the business to gain a job elsewhere
What is performance management…
Performance management is the system that can be used to improve organizational, functional and individual performance by linking the objectives of each
Performance Appraisals definition
Definition: A performance appraisal is the formal assessment of how efficient and effective an employees is in performing their role in the business.
5 Main Objectives of performance appraisals
- Provides feedback from management to employees regarding work performance
- Acts as a measurement to help determine if an employee requires a pay rise or promotion
- Helps monitor employee selection
- Identifies employee training and development needs
- Identifies new objectives and puts in place a plan for future performance
Methods of personal appraisal (3)
Essay method
Critical incident method
Comparison method
Management by objective
Processes where management and employees agree on a set of goals for each employee, when the individual goals contribute to the goals of the business as a whole
The process includes
Steps to MBO
Is a constant rotation Business objectives are clearly defined Individual goals are negotiated Regular monitoring process Performance feedback Performance appraisal to achieve goals
Employee self evaluation
Involves employees carrying out a process of self assessment based on an agreed set criteria
Employee Observation/360 degree feedback
The aim is to get feedback from a variety of different parties to arrive at a picture of past and current performance
About 8-12 employees complete confidential evaluations forms and the employee under review also completes self evaluation
Termination is
The ending of employment of an employee
Voluntary termination
The individual chooses what they plan to do when it comes to employment
Involuntary termination
When the organization decides terminate your employment
Retirement - Voluntary
When an employee decides to give up full time or part time work and is no longer part if the labour force
Resignation - Voluntary
Is the voluntary ending of employment by the employee ‘quitting’ their job
Cost of voluntary termination on the business
Loss of talent/knowledge
Decline in morale
Productivity can either increase or decrease
Redundancy - involuntary
Occurs when a person’s job no longer exists, usually due to technological changes
Voluntary redundancy
Occurs when the business wants to reduce the size and/or nature of the workforce
Employees are informed of the change, and they can nominate themselves for a redundancy
Involuntary redundancy
Happens when you get asked to leave the business against his/her will
Retrenchment
Is when an employee loses their job due to a lack of sufficient work to keep them occupied
HR procedures in relation to redundancy and retrenchment may include
Providing the correct information to employees
Consultation process
Time off to look for new work
Redundancy/severance pay (pay out their entitlements such as holiday pay)
Possibly accrued annual leave (must be paid out) and sick leave
May consider retraining employees to get new/similar jobs
Dismissal - involuntary
As an employee contract is legally binding you are not able to fire someone just because…
Summary dismissal
the most serious form of dismissal: it’s when an employee commits a serious breach of an employment contract
Dismissal on notice
when the employee is not performing the job satisfactory, this may be identified during an appraisal (more common)
Involuntary termination Advantages/Disadvantages
Advantages
Cutting of non-productive employees
Reduction in costs; eg wages and overheads
Disadvantages
Loss of talent
Decline in moral
Unfair Dismissal
When an employee is dismissed because the employer has discriminated against them in some way, eg someone is dismissed because they are pregnant;
The Fair Work Act provides a provision to protect employees from unfair dismissal
Things you cannot be dismissed for
Absence from work due to illness/injury
Race, colour, sexual preference, nationality, religion, pregnancy, family responsibility
When can you use the Fair Work Commission (criteria)
Must have worked for the organisation for a minimum of 12 months, If the business has less than 15 employees
If it has more than 15 employees, its 6 months
Wages must be covered by an award - set salary or agreement
Earn less than $136,7000 per year
The employee must believe their employee was terminated for harsh, unjust or unreasonable decisions
The employee must apply within 21 days of the dismissal taking effect
In a case the FMC (fair work commission) must consider
Was there a valid reason for dismissal of the employee relating to capacity or conduct
Was the employee given notice?
Was there any reasonable refusal by the employer to allow the employee to have a support person present to assist in any discussions relating to dismissal?
If the dismissal related to poor performance has the employee been warned about that performance?
How the FWC process works
The FWC will try to conciliate on the matter by helping both sides resolved the matter on mutual agreement
If a resolution cannot be help an arbitration hearing is required
If the dismissal is deemed to be unfair - the FWC can order the employer to reinstate the employee or compensate them for up to 26 weeks pay
Who is at the FWC meeting?
The HR manager
Terminated employee - support person
Conciliator from fair work commission
Entitlements when a working relationship ends
Remuneration (wages and salaries owed)
Any accrued annual leave
Long service leave entitlements
If they are retrenched they are also entitled to severance/redundancy (bonus pay) entitlements
Transition issues
Employees who are retiring from the workplace need assistance to organize their finances - superannuation, personal entitlements and investments
Outplacement - is a specialized service that gives assistance to retrenched employees to help them find a job
Workplace Relations
Workplace relations focuses on achieving optimal working relationships between the employees of the business and management
types of workplace relations (industrial relations) (4)
Contractual, emotional, physical, practical
Contractual
Job description, work conditions, working hours, rate of pay, OH&S, policies and procedures
Emotional
Emotional health of employees, stress/work life balance, community participation, no bullying, is it the workplace safe
Physical
Physical component - office layout, factory, distribution (HRM OH&S)
Practical
Is the job practical, is the process practical, day to day running, does it make sense, does it flow
Participants in Australian Workplace Relations
employees and trade unions
employers, human resource managers, employer associations
Government; Fair Work institutions, Fair Work Commission, Fair Work Ombudsman
What the union does for its members
Negotiates and bargains on their behalf during the collective bargaining process
Argues employees cases during hearings that determines awards
Provides assistance and support to individual workers
Provides information to members on matters relevant to their workplace situation
Collective Bargaining
Involves determining the terms and conditions of employment through direct negotiation between unions and employers
Key members of the union - shop steward
Locally elected union representative, an employee at a workplace is elected by local union members to represent them,
Their role is to liaise with management and the union regarding workplace issues.
An individual employee approaches their shop steward first, who may choose to take up the matter directly with management, HR or go straight to the union executive
Key members of the union - Union executive
These are people who are elected to run the union on a day to day basis known as the union executive
They act to represent members in negotiations with employers
Role of the employer
Employers and HR manager handle employee relations issues on a daily basis
Employer associations
Organisations that represent and assist employer groups
Represent employers in industrial relations cases
Represent employers in collective bargaining over wages and conditions
Three types of Employer Associations (3)
Industry associations
- Made up of employers from the same industry
Professional associations
- Made up of members of a profession
Broad based or peak bodies
- A large number of employees from a variety of industries eg Victorian Chamber of commerce
The role of the Human Resources manager (5)
- Negotiating employment agreements with employees and their representatives (unions) in workplace relation issues
- Training other managers/supervisors to facilitate agreements in their areas on responsibility
- Managing day to day procedures - new staff induction, contracts, making sure employees receive correct wages and entitlements
- Making sure all key terms of the agreement have been implemented
- Dealing with disputes and conflicts
Good workplace relations look like…
A commitment for management and employees to create a common goal and work ethic to achieve organizational goals
Making sure employees feel that their contribution is valued and they are part of the decision making process
Making sure that employees complaints are dealt with seriously to avoid further problems
Role of Government and Government Organisations (5)
Legislator - State and federal parliament pass laws which provide the legal framework for employee operations
Employer - Federal and state government employ ⅓ of Australian workers
Economic Manager - the government is concerned that wages do not lead to inflationary pressure in the economy
Administration of Government Policies on Employee relations - government guidelines and information on employee relations
Representative of Australia in the international arena - australia is a foundation member of the International Labour Organization
Fair Work institutions
- Fair Work Commission
- Fair Work Ombudsman
- Fair Work Division of the Federal Court and the Federal Circuit Court of Australia
Fair Work Commission responsibilities (3)
Creating and maintaining a safety net for minimum wages and working conditions - these are set out in 122 awards
Provide assistance with the resolution of workplace disputes
Making sure the enterprise bargaining approach is fair
Fair Work Ombudsman (3)
It’s role is to promote happy, productive and cooperative workplace relations and make sure all workplaces comply with Australian Laws
The FWO investigates breaches of the Fair Work Act and investigates complaints relating to workplace laws, awards and registered agreements
They also bring on court proceedings to enforce rights and obligations of employees
Fair Work Division of the Federal Court and the Federal Circuit Court of Australia
Have jurisdiction to hear matters under Federal Workplace Relation Laws
An employee’s wages and condition can be decided by
Award
Enterprise Agreement
Individual employment contract
The Nation Employment Standard Covers (AKA Modern Awards) (10)
Maximum working hours flexible working arrangements requests Parental leave and related entitlements Annual leave Personal/carers and compassionate leave Community service leave Long service leave Public holidays Notice of termination and redundancy pay Fair work information statement - a document MUST be provided to all new employees
Awards
Legally binding minimum requirements for wages and condition in certain industries
Reviewed every 4 years by the Fair Work Commission and are legal requirements
Enterprise bargaining/collective bargaining
involves deciding the terms and conditions of employment through the direct negotiation between union and employees
Enterprise agreement
is an agreement that is directly negotiated between the employer and employee at enterprise level
How an enterprise agreement works
An enterprise agreement must be approved by a majority vote by the employees affected
Must be registered and approved by the Fair Work Commission
An enterprise agreement must include the following criteria (4)
The agreement must be better than the relevant current awards
No unlawful terms
Must run for a specific time or up to 4 years
Includes a dispute process
Strikes
Strikes are illegal and subject to prosecution (unprotected action)
Strikes are legal during the period of enterprise bargaining (protected action)
Individual Employment Contracts
An individual can sign a contract with their employer outlining their wages and conditions - must be better than the minimum award
Common law individual (employment) contract
Covers those employees who are not under any award or collective/enterprise agreements
Are secret
Not open to public scrutiny
Process of determining wages and conditions
the power to negotiate wages and conditions lies with the individual employers and employees/unions who use enterprise bargaining to negotiate agreements
Dispute resolution
a formal systematic process that allows employees to complain about matters that affect them and their work
Awards must include a dispute resolution clause
Disputes can be resolved through (4)
A negotiated outcome where a settlement is reached within the business
A mediated outcome where an independent mediator help parties talk about the issues and arrive at their own agreement
Conciliation - When a third party suggests outcomes
Arbitration - where an independent arbitrator/court decides how something will be resolved and makes a binding decision
When the fair work commission gets involved (dispute resolution)
The conciliation process can be undertaken by a conciliator or commissioner appointed by the FWC
If conciliation fails the matter is referred to arbitration, this is similar to a court case. Each party will make their claim and the arbitrator will make the final decision
An employee can take legal industrial action when
Industrial action is illegal in australia except during a ‘protected period’ when a new collective agreement is being negotiated
How to assess workplace relations - use the following KPIS
The levels of employee participation in decision making
The degree of workplace consultation
The organization’s values
Productivity level
types of performance management (4)
- management by objective
- performance appraisals
- employee self evaluation
- employee observation (360)
