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Business > U3 AOS2 Outcome 1b > Flashcards

U3 AOS2 Outcome 1b Flashcards

1
Q

Performance Management

A

The process used to evaluate, adjust and improve individual and business performance
Should be conducted fairly and regularly
Should provide clear objectives

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2
Q

4 Strategies to Manage Performance

A

Management by Objectives
Appraisal
Self Evaluation
Employee Observation

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3
Q

Management by Objectives

A

MBO is a program where the managers and employee collaboratively set objectives
These objectives are set for the employee in line with the business objectives
The employee is evaluated against the set of objectives and given feedback

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4
Q

Appraisal

A

Performance appraisal measures an employees performance, provides feedback, and develops new objectives for the employee

They:
Provide feedback
Set goals
Determine promotion/demotion

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5
Q

Self Evaluation

A

Where an employee assess their own performance related to pre-determined objectives
This creates an open dialogue between manager and employee

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6
Q

Employee Observation

A

Employee observation is where an employees performance is evaluated by watching them in action

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7
Q

4 Business Objectives

A

Make profit
Increase market share
Fulfill market/social need
Meet shareholder expectations

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8
Q

Employee Objectives

A

Earn income
Job security
Career advancement
Development

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9
Q

Termination

A

Where an employee leaves a particular workplace, ending the employment relationship

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10
Q

Types of Termination

A

Voluntary - Employee decides to leave the business

Involuntary - Where a business decides to terminate an employee

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11
Q

Types of Voluntary Termination

A

Retirement

Resignation

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12
Q

Retirement - Define, Entitlements, Transition Issues

A

Where the employee decides to leave the workforce
The business helps with this transition

Entitlements:
Accrued benefits (annual leave, long service)

Transition Issues:
Reducing hours to ease in
Lifestyle change

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13
Q

Resignation - Define, Reasons, Entitlements, Transition Issues

A

Where the employee voluntarily leaves the business. Reasons include;
Promotion at another business
Better Conditions
Career Change

Entitlements:
Payment for work completed
Business is entitled to notice from the employee

Transition Issues:
Exit interview

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14
Q

Types of Involuntary Termination

A

Redundancy

Dismissal

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15
Q

Redundancy - Define, Entitlements, Transition Issues

A

Occurs when an employee leaves the business because their job no longer exists often a result of restructuring, merges, and technology changes

Entitlements:
Redundancy package
Pay + benefits for work completed
Notice

Transition Issues:
Counseling
Career + Financial Advice

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16
Q

Dismissal - Define, Entitlements, Transition Issues

A

When an employee is terminated due to unacceptable behaviour or performance

Entitlements:
Pay + Accrued Benefits

Transition Issues:
Career transition services

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17
Q

Types of Dismissal - Identify and Define

A

Summary Dismissal: When an employee commits a serious breach of contract e.g theft, safety

On-notice Dismissal: When an employee is not performing satisfactorily notice must be given to improve before dismissal

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18
Q

Unfair Dismissal - Define

A

Dismissal in a harsh, unjust, or unreasonable manner

e.g Absence due to health, discrimination

19
Q

Workplace Relations - Define

A

Concerns relating to the contractual, emotional, physical and practical relationship between employer and employee

  • Crucial to the achievement of maximum productivity
  • Aims to achieve optimal working relationships between employees and management
20
Q

Participants in the Workforce

A 
Employees
HR Managers
Unions
Employer Associations
Fairwork Commission
21
Q

Employees - Define + Roles

A

The people that work for the business, teir role is to work towards achieving objectives.

Roles:
Negotiating of agreements
Take industry action
Carry out responsibility

22
Q

Human Resource Manager - Define + Roles

A

Responsible for managing the relationship beween the employee and the business

Roles:
Represent the employer in negotiation
Participate in resolution of dispute
Implement agreements
Liase with employer associations, unions, fwc
23
Q

Union - Define + Roles

A

Organisation that represenet and offer advice to employees with workplace relations issues

Roles:
Negotion of new wage agreement
Offer Advice
Support and represent employees

24
Q

Employer Associations - Define + Roles

A

Organisations that represent and offer advice to employers with workplace relations

Roles:
Negotiating new wage agreements
Notifying and assisting employers with changes in legislation
Advising and representing employers

25
Q

Fairwork Commission - Define + Roles

A

Australias independant workplace relations tribunal

Roles:
Providing safety net of minimum wages and conditions
Hearing unfair/unlawfull dismissal

26
Q

Types of agreements in place to determine wages and conditions

A

National Employment Standards
Awards
Collective Agreement
Individual Employment Conract

27
Q

National Employment Standards

A

The system of determining wages and conditions is set out in the fair work act
Fair work act stipulates employee protections known as the NES
No employment contract can have conditions below the NES

28
Q

Awards

A

Awards are set out by the minimum wages and conditions for those in a particular industry
Awards are reviewed by the Fair work Commission to ensure they are relevant to the current economic climate
Employees cannot have a wage lower than the award

29
Q

Collective Agreement

A

A collective Agreement is a workplace agreement between an employer and a group of employees

30
Q

Individual Flexibility Agreement

A

All fixed agreements must have a flexibility clause in them

Flexibility agreement is based off collective agreement

31
Q

Enterprise Agreement

A

Group of people make a decision that then must be approved assuring right and fairness are not affected

32
Q

How can disputes arise

A

Disputes or conflicts can arise due to
Negotiation of wage
Job security
Managerial policies

33
Q

Purpose of Dispute Resolution

A

Effective dispute resolution helps maintain good relationships with employees, every dispute should be taken seriously and dealt with fairly

34
Q

Types of Dispute Resolution

A

Industrial Action - strikes, work to rule, lockout

Protected Action - Action taken the is approved by the FWC

35
Q

Methods for resolving conflict

A

Mediation

Arbitration

36
Q

Grievance Procedure

A

Formal process where an employee can resolve matters relating to complaints in the workplace

37
Q

Mediation

A

A method whereby a third party facilitates the conversation between employer and trade union, they are either appointed by FWC or chosen jointly

38
Q

Arbitration

A

Where both parties put their case forward to an independent third party who makes the final decision

39
Q

Picket Line

A

Employees physically demonstrate outside the premises of their employer. It is aimed at stopping production by deterring other employees and suppliers from crossing the picket line

40
Q

Collective Bargaining

A

the process by which wages, hours, rules and working conditions are negotiated and agreed upon by a union with an employer for all the employees collectively whom the union represents

41
Q

Functions of the Fair Work Ombudsman

A
  • Promote harmonious, productive and cooperative workplace relations and to ensure that all workplaces are in compliance with Australian workplace laws
  • enforces the Fair Work Act, related legislation, awards and registered agreements.
  • assists both employees and employers through providing advice and education on the pay rates and workplace conditions that employees are entitled to.
  • assessing and investigating complaints and suspected breaches of workplace laws, awards, and registered agreements
  • investigate, resolve complaints and conduct workplace audits
  • bring court proceedings to enforce employee rights and obligations
42
Q

Individual contract

A

An individual employee may sign a legal agreement with their employer regarding wages and conditions.
to be legally valid it must not provide wages and conditions less than the minimum set out in either the National Employment Standards or any relevant awards or enterprise agreements that may apply

43
Q

Compare an Individual Employment Contract with Awards.

Define both + sim&diff

A

Individual contract employee signs a legal agreement with the employer regarding wages and conditions, it must not fall below the national employment standards
Awards are legally binding minimum requirements for wages and conditions for specific industries
Both acknowledge the national employment standard is the minimum
Awards cover industries individual agreements cover unique employees

44
Q

Compare the dispute resolution stages of mediation and conciliation
Define both + sim&diff

A

Mediation involves the negotiation between employer and trade unions when they come together to discuss their differences with an imparital mediator who may be appointed by FWC or chosen
Conciliation facilitates an agreement between management and employees in relation to a dispute
Both include an independent third party
However, the role of the facilitator in mediation is more active and suggests optionally

Business (7 decks)

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