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Business Year 12 - HR > Key Influences > Flashcards

Key Influences Flashcards

1
Q

List the Key Influences

A

Stakeholders, Legal, Economic, Technological, Society, Ethics and CSR

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2
Q

_List the Stakeholders

A 
Employers
Employees
Trade Unions
Employer Associations
Government Organisations
Society
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3
Q

-Recall facts about Trade Unions

A
  • Represent employees in an industry
  • Peaked in 1970’s (51% of workers in a unions in 1976)
  • Last 2 decades have decreased to 10% due to:

Increased Casualisation of workforce means less job security so therefore no need for unions

Globalisation - Outsourcing.

Negative Publicity - violence

Changes to Australian IR Laws - EBA’s, Increased negotiations

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4
Q

-Trade Unions at Qantas

A

Qantas has a highly unionized workforce
16 different unions e.g. Australian Service Union
- Against pay cuts, outsourcing, casualisation of work

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5
Q

-What are Employer Associations

A

Act on behalf of employers in bargaining sessions, courts + tribunals
Qantas:
e.g. Australian Chambers of Commerce and Industry

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6
Q

-What are the features of Society

A

Rights to work + importance of work is recognized by the United Nations and expressed through the Declaration of Human Rights

Globalisation has changed business approach to HR through outsourcing + casualisation of workforce

There is a demand for safe + well being at work

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7
Q

-Government Organisations: what are statues?

A

Statues - Laws made by federal +state parliaments
These include: Meet WHS requirements
Apply Minimum Standards
Discrimination free Environment

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8
Q

(government organisations)
The Australian Human Rights Commission (AHRC)
And legislation

A

Exists to ensure fair + equal treatment of all employees in the workplace

Fair Work Act (2009)
- Minimum entitlements, Discrimination laws, flexible working arrangements

Workplace Relations Act (1996)
-Minimum entitlements (updated version in forced now)

Racial discrimination act (1975)
- Enforces Racial Discrimination Laws (governed by AHRC)

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9
Q

_Legal Influences

A

Revolves around INDUSTRIAL RELATIONS

-Refers to: Fair Work Commission and Ombudsman

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10
Q

How has Industrial relations changed?

A

Moved from CENTRALISED (government control over wages, etc) in the 1970’s

To DECENTRALISED (flexibility / negotiations in contract) - Less government control (1990 -2000’s)

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11
Q

What is an Employment Contract?

A

The employee contract is the main contract that applies to the majority of the workforce

  • Legally binding formal agreements between employer / employee
  • Follows common law (Employer / Employee obligations / Rights)
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12
Q

List Common Laws

A 
OBLIGATIONS
Employer: 
-Provide work, 
-Pay wages / expenses, 
-Provide duty of care for Employee

Employee:

  • Work with care and responsibility
  • Maintain Employer Confidentiality
  • Follow procedures and policies
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13
Q

Describe the: Minimum Employment Standards

A

The Minimum employment standards are enforced by the Fair Work Commission through the:

National Employment Standards (NES)

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14
Q

Describe the National Employment Standards

A

The NES:
- Developed as Individual / EBA’s become more common
-Preserves working conditions (safety net)
- Outlines 10 Entitlements. E.g.:
Maximum weekly hours of work (38 hours)
Request for flexible working arrangements
Notice of termination & redundancy pay

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15
Q

Describe the minimum wage

A

the National Minimum Wage
-Ensures protection and safety net for vulnerable workers i.e. those with little bargaining power or skills to negotiate wages

Current Minimum Wage: $19.49
The current trend shows an increase of the minimum wage each year.

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16
Q

What is an Ombudsman?

A

An official appointed to investigate individual’s complaints against a company
-Negotiate with employers

17
Q

Outline Awards

A

Determine the legally enforceable MINIMUM STANDARDS that apply to a business or industry

  • 122 modern awards (pay rates, allowances, overtime, etc)
  • The basis of EBA’s
  • Employees covered by Awards
18
Q

Outline Enterprise Bargaining Agreements

A

Alternative to Awards however cover everything that awards cover.

After an EBA is negotiated, it goes to the FWC for the BOOT test (Better off overall test) - To ensure that the employees under the EBA aren’t better off under the Awards

19
Q

Describe Other Employment Contracts

A

-Individual contracts
Suits needs + wants of employee (more flexibility)

-Casual Contracts
Increase from 16% in 1990 to 35% in 2017

Get payed more per hour (25%) but Fargo benefits of full time employee

Utilised by employers to minimise on-costs (benefits)

-Part time Contracts
Employee only works days of the week
Benefits paid on Pro-rata basis (% you work is the % of benefits you get)

20
Q

Why are Businesses using Casualisation?

A
  • Decrease on-costs
  • No need for full time employee for some jobs e.g. IT Management / Cleaners
  • Allows more flexibility for businesses during economic downswings (no need for redundancy pay)
21
Q

Work Health + Safety

A

Governed by: Safe Work Australia

  • Develops National Standards for WHS
  • Intends to improve safety at work therefore improving productivity

Work, Health and Safety Act (2011)
- Establishes rights + responsibilities of Employer / Employee regarding safety in the workplace

e. g. Employers must:
- Provide adequate training + supervision of Employees
- Ensure safe system of work
- Take out workers compensation insurance

Workers compensation - (work Cover NSW)
- Payment for injures endured in the workplace

22
Q

Anti-Discrimination

A

Discrimination - The unjust treatment of different categories of people on the grounds of race,sex,age,etc.

Direct - Targeted at 1 person based on age,sex,disability,race

Indirect- A policy that applies to everyone but disadvantages certain peoples (e.g. prohibiting a certain hair style)

23
Q

List examples of Discrimination

A

Harrasment
Wage Discrimination - payed less for same job (e.g. immigrants)
Sex Discrimination - (fired when pregnant)
Age Discrimination

24
Q

List Anti-Discrimination Laws

A
  • Human Rights and Equal Opportunity Commission Act (1986)
  • Affirmative Action Act (1986)
  • Sex Discrimination Act (1984)
25
Q

Describe ways to Eliminate Discrimination

A
  • making policies transparent and easily accessible (offer support)
  • Code of conduct to communicate policies and expectations
  • Grievance officers to solve disputes and procedures involving sexual harassment
26
Q

Equal Employment Opportunity (EEO)

A

Affirmative Action Program:
-Attempts to provide improved opportunities for women + other minority groups in response to past barriers + discrimination

The Workplace Gender Equality Act (2012)
- Aims to improve gender equality outcomes

27
Q

_Economic Influences

A

Demand for labour is derived demand

- demand for work determined by demand for product

28
Q

What happens during an economic downturn?

A

Consumer confidence falls and spending decreases. Therefore business output decreases and employees are made redundant

29
Q

Structural Changes

A

Rapid growth in Service Sector

Decline in manufacturing employment due to globalisation & technology

30
Q

_Technological Influences : Pros

A
  • Develops efficient production technique - more output
  • Reduces repetitive nature of labour intensive work
  • Fosters continued learning within an organisation
31
Q

Technological influences: Cons

A
  • Redundancy of employees
  • Reduced employee morale (feel their positions are less valued and job security low)
  • Employees resistant to change
32
Q

_Social Influences: Name the trends

A
  • Greater Ethnic Diversity
  • Greater Female Participation
  • Increased casualisation + job mobility
33
Q

Describe social trends

A
  • Today 30% of workers are part time
  • Since 1980, female participation increased by 20% (Reflects changing social expectations, increasing education levels + access to childcare)
  • Career flexibility + job mobility have increased (more opportunities). Only 44% of full time workers have worked in the same job for more than 5 years
  • Older workers are retiring later (bulk retirement leads to skill shortages)
34
Q

_Ethics + CSR:

What is Corporate Social Responsibility?

A

Commitment by businesses to behave ethically, contribute to economic development and improving quality of life of workforce + community

35
Q

How do businesses demonstrate commitment to CSR

A
  • Maintaining Environmentally friendly practices
  • Establishing health + safety measures in workplace
  • Supporting community projects
36
Q

Stratergies to promote CSR in the workplace

A
  • Promoting Affirmative Action and Anti-Discrimination programs in the workplace
  • Developing initiatives to reduce carbon footprint
  • Engaging in strategies that promote work-life balance and enhance workplace flexibility
37
Q

Qantas: Legal Influences

A

Workchoices substantially amended the workplace relations act in 2006, providing Qantas with more flexibility in staffing, allowing Qantas to reduce its labour costs

  • Allowed Qantas to write their own workplace agreements for Jet star
  • Agreements now only need to meet the minimum award classification of wages set by fair pay commission

WHS:
Qantas WHS program has increased safety awareness and lead to an 80% reduction injury since 2001
-Includes safety management systems
-Fatigue Risk management
-Employee recognition and reward for outstanding safety

EEO:
Qantas abides by the Equal employment Opportunity Workplace Act and has taken measures to increase female participation
- in 2017. women in senior positions have increased to 35%

38
Q

Qantas: Technological Influences:

A

To main competitiveness Qantas had introduced new technology:

  • New planes such as Dream Liner and A380
  • New in flight entertainment systems
  • Online check in
  • Self Serve Checkouts
39
Q

Qantas: Social Influences

A

Now more part time and casual employees at Qantas (25% of workforce) due to needs to cut costs and maintain competitiveness - Allows flexibility during peaks + troughs

Female employees now make 43% of workforce, 35% of those females occupy senior roles. Done through
-Implementing childcare facilities and maternity leave programs

Business Year 12 - HR (5 decks)

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