UNIT 3 AOS 2- HUMAN RECOURC MANAGEMENT Flashcards
1
Q
Human recourse management
A
process of maintaining the relationship between the employees and the business.
2
Q
what does human resource managment involve
A
employment of staff, dispute resolution and upholding legal requirements.
-Responsible for administrate employee terms and conditions of employment, Recruiting, hiring, training, compensating, retaining, motivating and inspiring employees to meet business objectives.
3
Q
why is HR important
A
employees and how they are managed become part of the competitive advantage for a business. Need to ensure they are managing their employees well so that the business is achieving its objective.
4
Q
Competitive advantage:
A
the ability of a business to develop strategies that ensure it has an edge over its competitors, allowing it to outperform them in the market.
5
Q
relationship between employees and HR
A
-employees carry out the tasks that result in business objectives being achieved.
-Ensuring they remain motivated at work in crucial for both individual and business success and sustainability. Finding ways to motivate them can be the key to getting the best out of them (productivity)
6
Q
what is motivation
A
something that drives a person to achieve goal(s)
7
Q
what are the theories of motivation
A
- Maslow’s hierarchy of needs
- Lock and Latham’s goal setting theory
- Lawrence and Nohrias four drive theory
8
Q
Employee motivation
A
is the drive and enthusiasm an employee has to work hard towards objectives.
9
Q
Maslow’s Hierarchy of needs
A
-Humans are motivated by five sets of needs.
-The needs have to be sequential order
-Once a need has been satisfied it no longer provides motivation for the individual.
10
Q
what are Maslow’s Hierarchy of needs
- PS. for LESS
A
- physcilogical
- saftey
- social
- esteem
- Self-actualisation
11
Q
Physiological meaning and business meaning for Maslow’s Hierarchy of needs
A
psych:
- Food
- Water
- Health
- air
Business:
Satisfactory pay for survival psychology needs
12
Q
Safety meaning and business meaning for Maslow’s Hierarchy of needs
A
- Safety
- Shelter
- Stability
business meaning:
Safe working conditions
Job security
13
Q
social meaning and business meaning for Maslow’s Hierarchy of needs
A
- Belonging
- Inclusion
business meaning:
Teamwork
Involvement in decision making
Supportive management
14
Q
esteem meaning and business meaning for Maslow’s Hierarchy of needs
A
- Self-esteem
- Power
- Control
- Recognition
business:
Promotion
Responsibility
Recognition
15
Q
Self-actualisation meaning and business meaning for Maslow’s Hierarchy of needs
A
- Development
- Creativity
- Growth
Business:
Creative, interesting jobs
Opportunities for advancement
16
Q
How can a manager uses Maslow’s Hierarchy theory of motivation:
A
to identify where an employee is on the hierarchy and then provide strategies to move them up to the higher-order needs.
important for a manager to realise that they may have employees that are on different stages on the hierarchy.
17
Q
Strengths of Marlow’s theory
A
- Helps managers to understand that everyone has different needs
- reminds managers that people are at different stages of development. This means different employees need different ways to feel motivated.
- simple and easy to understand. Most managers and employees can relate to the idea of having different needs.
18
Q
Weaknesses of Marlow’s theory
A
theory and doesn’t have strong scientific proof. It’s based on ideas, not on facts or studies.
Managers may find it tricky to figure out what stage each person is at. People don’t always fit neatly into the stages, making it hard to apply.
It assumes needs fit into neat stages, but real life is more complex. Some needs overlap, and one action might satisfy multiple needs.
19
Q
what is Locke and Latham’s Goal setting theory
A
employees are more motivated by goals that are challenging but attainable.
They found direct correlation between challenge and motivation, where greater the challenge the grater the motivation-
20
Q
in order to provide motivation for employees, goals should be based around 5 key principles:
CCC TF
A
- Clarity
- Challenge
- Commitment
- Feedback
- Task Complexity
21
Q
Clarity
in relation to Locke and Latham’s Goal setting theory
A
goals should be simple, clear and as specific as possible. It is ideal if a goal is also given a timeframe.
22
Q
Challenge
in relation to Locke and Latham’s Goal setting theory
A
goal should extend the employee, but should still be achievable.
23
Q
Commitment
in relation to Locke and Latham’s Goal setting theory
A
goal into which the employee has had some input is more likely to serve as motivation. It is here that management styles can play an important role
negotiated between manager and employee, to achieve a balance between the objectives of the business and the particular strengths and skills of the employee
24
Q
Feedback
in relation to Locke and Latham’s Goal setting theory
A
it provides opportunities to offer recognition for progress achieved, to make adjustments to the goal if necessary, and to ensure expectations are clear.
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Task Complexity
in relation to Locke and Latham’s Goal setting theory
goals should be challenging enough to motivate employees, it is important that the level of complexity of the associated tasks should not be overwhelming. Rather, the tasks set to achieve the goal should be straightforward enough that employees feel that they are able to fulfil them.
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strengths of Locke and Latham’s Goal setting theory
- Clear, specific, and challenging (but not overwhelming) goals motivate employees and improve performance.
- Supported by research: Specific and challenging goals, with commitment and feedback, lead to better results.
-Staff perform better because clear goals make them more productive.
-Builds better relationships between managers and employees as they collaborate
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disadvantages of Locke and lathanm's goal setting theory
-Goals that are too vague or too hard can reduce motivation and lead to poor performance.
-Employees’ individual goals may clash with each other or with business objectives.
-Employees might focus too much on their goals and neglect other important parts of their job.
-The theory only looks at goal setting, ignoring other factors (motivators) that could improve performance.
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Lawrence and Noria’s Four Drive Theory
The Four Drive Theory explains what motivates people based on four key human drives. Businesses can use these drives to create a productive and motivating work environment.
Unlike Maslow’s theory, these drives work independently and can be used simultaneously.
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what are Lawrence and Noria’s Four Drive Theory
Lawrence is BALD
1. Drive to Bond
2. Drive to Acquire
3.Drive to Learn
4.Drive to Defend
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Drive to Bond
for Lawrence and Noria’s Four Drive Theory
-Encourage teamwork and value collective success.
- Build a positive workplace culture (eg. celebrate milestones like birthdays).
- Promote trust and friendships between employees.
- Recognize efforts to support the team.
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Drive to Acquire
for Lawrence and Noria’s Four Drive Theory
*Pay employees fairly compared to competitors.
*Reward employees for great performance (bonuses, promotions).
*Recognize and celebrate achievements.
*Set high standards to encourage pride in work
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Drive to Learn
for Lawrence and Noria’s Four Drive Theory
*Make work interesting and varied to avoid boredom.
Support employees in gaining qualifications.
*Show how everyone’s work contributes to business success.
- Offer chances to learn new skills and take on challenges.
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Drive to Defend
for Lawrence and Noria’s Four Drive Theor
*Create a safe, welcoming, and fair workplace.
*Treat all employees equally and avoid favoritism.
*Allow employees to share concerns without fear of punishment.
*Build trust through honesty and fairness.
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Strengths for Lawrence and Noria’s Four Drive Theory
The drives work independently, allowing flexibility in how strategies are used.
It is adaptable to different and complex environments or situations.
The drives motivate effort that improves behaviour, helping achieve objectives.
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weaknesses of Lawrence and Noria's Four drive theory
There may be other drives beyond the four that Lawrence and Nohria identified
some workplace applications of the theory may cause competition and reduce cooperation.
A lack of information sharing or teamwork can result from focusing too much on individual goals
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similarities between Maslow’s Hierarchy of Needs and Lawrence & Nohrias Four Drive Theory
-Both focus on motivating employees holistically, through addressing physical, social and emotional desires
-Both suggest employees are motivated by desire to feel a sense of belonging in workplace. Social needs and drive to bond
-Both suggest employees are motivated by a desire to improve their knowledge and skills. Self-actualisation and the drive to learn
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differences between Maslow’s Hierarchy of Needs and Lawrence & Nohrias Four Drive Theory
-Hierarchy of needs must be met in sequential order, whereas Four drive theory suggests any drive may be relevant in no particular order
-Hierarchy of needs states employees are motivated to fulfill only one need at a time, whereas the four drive theory states all needs can drive employee behaviour simultaneously
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Similarities between Maslow’s Hierarchy of Needs and Lock & Latham’s Goal Setting Theory
-Both recognise that personal gain is a factor that can motivate employees.
-Both recognise importance of feedback from manager. Self-esteem can be satisfied by recognising employees efforts and goals that fulfil the feedback principle require management acknowledgement of employee reaching goal
-Both place emphasis on motivating through essential factors. Setting essential goals in goal setting theory and high order needs like esteem and self-actualisation are also considered intrinsic/essential motivators
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differences between Maslow’s Hierarchy of Needs and Lock & Latham’s Goal Setting Theory
-Hierarchy of needs focuses on fulfilling one need at a time in sequential order, whereas goal setting requires all principles incorporated to motivate employee
-Hierarchy of needs can be applied by manager alone after observing needs of employee, whereas goal setting requires employee input to create goals collaboratively
-Goal setting believes individual can be motivated purely through intrinsic factors, whereas hierarchy of needs focuses on both intrinsic and extrinsic, like physiological needs.
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similarities between Lawrence & Nohrias Four Drive Theory and Lock & Latham’s Goal Setting Theory
-Both recognise employees are motivated to achieve success. Through drive to acquire a higher position or achieve the goal of being promoted.
-Both suggest there are multiple factors which motivate employees at any given time. All four drives can be achieved simultaneously, and business goals should incorporate multiple principles
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Differences between Lawrence & Nohrias Four Drive Theory and Lock & Latham’s Goal Setting Theory
-Goal setting theory involves employee input, whereas four drive theory is applied by manager alone
-Goal setting requires manager to address each employee individually, which isn’t necessary when applying four drive
-Goal setting believes individual can be motivated through purely intrinsic factors, whereas four drive also address extrinsic motivators through drive to acquire
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Motivation strategies
are actions or methods used by the manager to encourage employees, whereas motivation theories are models or frameworks that explain what makes people motivated.
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what are motivation strategies
* Performance related pay
* Career advancement
* Investment in training
* Support
* Sanctions
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Performance Related Pay
a way of rewarding employees through monetary compensation when they perform their duties in a manner that equals or exceeds a set of pre-determined goals or criteria.
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strengths of performance related pay
-Direct financial reward where employees get extra money when they improve their performance.
-Tangible way of recognising achievement which could It encourages employees to work harder and be more committed.
-Rewards are predictable and easy to calculate.
46
weaknesses for performance related pay
-The business might not afford to pay extra rewards to everyone
-Some employees aren’t motivated by money.
-Others might want the same reward even if their work isn’t as good, causing problems at work.
-If the rewards don’t increase over time, employees may feel unhappy (don’t feel motivated)
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Career Advancement
It occurs when a person takes on a job that carries greater responsibilities or increased opportunities to provide leadership.
* Example: promotion, job enlargement, job enrichment and job rotation.
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Advantages of Career Advancement
-Means to retain valuable employees
-Satisfy 3 of the higher level of needs in Maslow’s theory
-Satisfy some of the four drives in four drive theory
-Increase employees’ contributions
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disadvantages of career advancement
-Must create purposeful promotion positions
-Encourage competitiveness due to limited of promotions
-Employees may be promoted beyond their capacity
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Investment in Training
It refers to the direction of finances, or resources such as time, into the teaching of skills to employees.
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strengths in investments in training
- Indicates the business value the employees and their contribution improve cultural culture
-Increase staff retention by creating a sense of loyalty and positive culture
-Benefits the business by up-skilling the employees , increases productivity and effectiveness
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Weaknesses in investment training
- Expensive
-Wasteful if no career advancement opportunity
-Employees may leave the business after training to another business
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Support
An assistance or services provided by the business to help employee cope with difficulties that may impede their work performance.
Example: counselling and mentoring
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support Strengths
- mentoring can should help employees to develop meaningful professional relationship
- Doesn’t have to cost the business their money
- Support and encouragement can positively influence attitudes and help them to improve in confidence
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Weaknesses of support
- Requires a business to have positive culture
- It may be difficult to find reasons to support/ encourage some employees
- Employees may become too dependent on the support service provided
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Sanction strategies
A form of penalty or discipline imposed on an employee for poor performance.
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strengths of Sanction strategies
Can motivate employees to improve performance
May Quickley stop inappropriate behaviour of employees
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weaknesses of Sanction strategies
Can reduce employees sense of belonging which intern has a negative impact on their motivation
May cause conflict
Short term motivator
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Performance-related pay Short Term on employee motivation
Provides immediate financial rewards such as pay increases, bonuses, and commissions, encouraging employees to work harder for short-term gains.
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Performance-related pay long Term on employee motivation
Can provide ongoing motivation if financial rewards are consistently available, such as share plans and profit-sharing.
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Career advancement Short Term on employee motivation
Provides a pay rise and greater job security, offering immediate motivation to perform well in the new role.
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Career advancement long Term on employee motivation
Encourages long-term retention as employees see a clear pathway for growth, fulfilling higher-level needs like esteem and self-actualisation.
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Investment in training Short Term on employee motivation
Encourages employees to take on training for immediate job satisfaction and access to better-paying roles.
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Investment in training long Term on employee motivation
Builds a sense of accomplishment and career growth, leading to long-term engagement and loyalty.
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Support strategies short Term on employee motivation
Encourages employees by recognising good performance and providing assistance when needed.
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Support strategies long Term on employee motivation
Fosters loyalty and commitment to the workplace, leading to a more engaged and motivated workforce
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Sanction strategies strategies short Term on employee motivation
Creates fear of consequences, leading to immediate compliance with workplace rules and performance expectations.
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Sanction strategies strategies long Term on employee motivation
Has very minimal long-term impact, as it does not build employee commitment or motivation beyond avoiding punishment.
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Training
process of providing the staff with the knowledge or skills required to do a particular job.
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Training Benefit for the business:
*Higher productivity through better job performance and more efficient use of human resources
*Objectives more effectively met
*Reduced cost due to lower labour
turnover and absenteeism, fewer accidents
*On-going training is important to maintain business’ competitive advantage and due to rapid change in technology and global competition.
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Training Options: On the job
*Occurs when employees need to learn a specific set of skills to perform particular tasks in the workplace.
*Usually occurs within the working environment, and uses the equipment, machinery and documents that are present in that workplace
*May occur while the employee is performing their regular duties, or it may occur at their regular workstation.
*May be provided by an experienced co-worker, or by a leader or manager with particular or specific expertise which ensure that the culture and strategies of the business are passed on to employees.
*Sometimes external providers are brought into the business to provide training.
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advantages Training Options On the job
- Most cost effective alternative as no travel expenses
- Employees are often working while training, so are more productive
- Employees are in a familiar environment
- Immediate feedback from more experienced colleagues
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disadvantages Training Options On the job
- The quality of trainer may vary
-Bad habits of older staff may be passed on
- The learning environment may be noisy with distractions from other work activities
- If real tools and equipment are used, it may disrupt the production
-The trainer may have to leave their own duties to carry out training
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Trading options of the job:
*when the conduct of training away from the workplace.
*Usually involves sending individuals or groups of employees to a particular specialised training institution (e.g university or TAFE college).
*Employees can gain a recognised qualification that will assist them in performing more effectively and efficiently at work.
*Provide with specialist knowledge, with particular knowledge relevant to an industry, type of equipment or product.
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Trading options of the job advantages
-Availability of a wider range of skills and qualifications than those in workplace
-Outside experts can provide broader experiences
-More structured and organised with clear assessment processes
-Provide formal recognised qualification
-Can be more intense without workplace distractions
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Trading options of the job disadvantages
-May be too theoretical without access to workplace tools
-More expensive
-Lost working time
-Employees with external qualification may be tempted to move business
-May not relate directly to the skills required in the workplace
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Performance Management
process used to evaluate and monitor business and employees’ work to ensure that goals and objectives are being met.
aims to improve both business and employees’ performance by linking the business objectives with employees’ performance objectives.
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what are Performance Management Strategies
(S.A.M.E)
* Self evaluation
* (Performance) Appraisal
* Management by objectives
* Employee observation
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Self evaluation
Performance Management Strategies
Self-evaluation is a process whereby employees carry out self-assessment, based on a set of agreed criteria.
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advantages of self evaluation
*Allows employees to be actively involved in the process of performance management and assists them in understanding their role in the business.
*Allows employees to assess their own contribution to the business, their strengths and weaknesses, and how they can improve their performance.
*Can highlight the need for training and allows employees to request training opportunities to assist them to improve work performance and productivity.
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disadvantages of self evaluation
*Employees can often overstate their own performance when completing a self-evaluation, or may complete parts of the process dishonestly.
*Management may need to take some responsibility for monitoring performance, documenting any weaknesses or strengths, and making efforts to correct poor performance.
*Some employees may feel ill-equippaed to undertake a self-assessment.
*The provision of training will increase expenses for the business
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(Performance) Appraisal
Management Strategies
It is formal assessment of how well an employee is performing their role in the business over a set period of time.
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purpose of (performance) appraisal
*Gauge whether the current training has been effective
*Identify which training and motivational program required
*Provide basis for decision relating to remuneration, reward, promotion and dismissal
*To review employee objectives in line with business’ objectives
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Common methods of (performance) appraisal
*Essay method- journal on each employee’s performance
*Critical incident method- journal of what’s exceptionally good or bad
*Comparison method- rank each employee
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Advantages of (performance) appraisal
* Facilitates communication and allows positive relationships to develop between management and employees.
* Feedback can help employees improve their performance. Employees can be provided with clear areas for improvement.
* Information from an appraisal can assist managers when making decisions about pay increases, promotions and/or dismissals.
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disadvantages of (performance) appraisal
* Can be time consuming, particularly if the cycle becomes shorter (such as monthly or weekly).
* Can be stressful for both managers and employees.
* Staff who meet performance standards may expect a pay rise or promotion — this can be expensive for a business
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Management by Objectives (mbo)
management and employees agree on a set of goals for each employee, with these individual goals all contributing to the objectives of the business as a whole.
Included in the process are the means of measuring progress towards the achievement of these goals, as well as performance appraisals when goals have been achieved
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what is smart used for
to set employee goals
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what does smart stand for
Specific- well and clearly defined
Measurable- to easily track progress
Achievable- success needs to be
attainable but challenging
Relevant- link to business objectives
Timely- time frame to create sense of urgency for completion
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advantages of managment by objective
* Employees who are involved in setting goals and choosing a course of action to be followed to achieve those goals, are more likely to work productively and fulfil their responsibilities.
* Both manager and employee are likely to know what is expected of them, reducing ambiguity and confusion in relation to roles.
* Can highlight the area/s where an employee has training needs, which can lead to career development.
* Can improve communication and result in employees being more aware of a business’s objectives.
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disadvantages of managment by objective
* Can be time consuming — meetings and reports required can add to the responsibilities and burden of both management and employees. This can also add to expenses.
* Management by objectives is not always useful for all types of employees.
* A failure to meet objectives could become demoralising for some employees, resulting in a lack of motivation.
* Staff who meet objectives may expect a pay rise or promotion — this can be expensive for a business.
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Employee Observation
It is a strategy where a variety of opinions on the performance of employees is sought with the aim of arriving at a more comprehensive picture of past and current performance
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‘360-degree feedback’
Employee Observation
commonly used to evaluate the performance of managers and supervisors, but, depending on the corporate culture of a business, could be used with all employees. Feedback can be sought from subordinates, colleagues and superiors
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advantages of Employee Observation
Overcomes bias and tension between manager and employee
Feedback from different perspectives such as colleagues, suppliers and customers, give better picture of employee’s performance
Good to assess certain skills such as leadership, team work and interpersonal capability
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disadvantages of Employee Observation
Not as valuable to assess technical skills or achievement of business objectives
Can be expensive and time consuming
Requires high positive culture, could be damaging if any participants has personal vendetta
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Termination
is the end of the relationship between the employees and the business. It can be ended by either the employee or the employer.
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Types of Termination
- Retirement
- Redundancy
- Registration
- Dismissal
- Entitlement considerations
- Transition considerations
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retirement
involves an individual deciding to leave the workforce permanently as they no longer wish to work.
- Voluntary form of termination
- Legally retire at any age but typically associated with older workers
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Redundancy
Involves an employee no longer working for a business because there is insufficient work or their job no longer exists.
100
what are the two reasons that redundancy can occur
1. Business introduces new technology and the role can now be performed by a machine
Business relocates interstate or overseas
2. The business cannot afford to pay the current number of employees they have.
-Business slows down due to lower sales or production
-Business closes down
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Resignation
Involves an employee voluntarily terminating their own employment usually to take another job position elsewhere.
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Dismissal
Involves the involuntary termination of an employee who fails to meet required work standards or displays unacceptable or unlawful behaviour.
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Unfair Dismissal
when an employer dismisses an employee for discriminatory reasons.
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Entitlement Considerations
Legal obligations an employee owes to its employees following the termination of their employment contract.
a business must provide a number of entitlements such as paying any outstanding wages or other remuneration still owing, annual and long service leave payments.
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Annual leave:
Entitlement Consideration
is paid time off that is provided to an employee when they are not working. Businesses can only provide employees with a limited amount of annual leave each year.
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Long service leave
Entitlement Consideration
is an extended period of paid leave that is granted to an employee after a sustained period of work at a business
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Redundancy pay
Entitlement Consideration
when an employee is made redundant, they are often entitled to financial compensation from the business for the termination of their employment.
The size of redundancy pay will be higher for employees who have worked at the business for a longer period of time.
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Notice of termination
Entitlement Consideration
there must be sufficient notice for any redundancies and dismissals to provide the employee with time to prepare for their loss of employment.
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Justifiable reasons for employment termination
an employer must provide valid reasons for the redundancy or dismissal of an employee for it to be considered lawful.
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Transition considerations
Social and ethical practices that are not required by law that a manager can consider implementing when terminating employment.
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Types of transition considerations
Outplacement services:
- Counselling
- Skill development
- Resume writing
- Interview tequnique
- Job search
Assisting employees in their transition through
- Superannuation
- Lifestyle planning
- Farewell parties and speeches
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simmliaraties between transition considerations and Entitlement Consideration
Both sets of considerations could contribute to a business’s labour expense
Both are part of the process where the employees ended their relationship with the business
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difference between transition considerations and Entitlement Consideration
Not required by law- this is more ethical obligations where as Entitlement Consideration are required by law
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Awards
are legally binding minimum requirement for wages and conditions applying to specific industry.
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what are in awards
* Minimum wages
* Working conditions and overtime
* Meal breaks
* Holiday and leave
* Penalty rates and allowances
* Procedures for resolution of grievances and termination of employment
* Superannuation
* Annual leave and leave loadings
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Advantages: of awards
*Cost effective for the business as they are offering the minimum wages and conditions allowed for their industry
*Less time lost as the awards cannot be negotiated
*They provide safety net for the employees to ensure the business cannot offer wages and conditions below those in the award
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disadvantages of awards
*Business many find it difficult to attract talented employees as they are only offering the industry minimum
*Awards provide less flexibility as the business cannot alter terms in the award to suit their needs
*Unable to negotiate productivity gains for higher wages with the employees
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Enterprise Agreements
Made between one or more employers and two or more employees with their chosen representative(s) usually union (it is also legally binding).
* It is reached through a negotiation process called Enterprise Bargaining.
* Enterprise agreement must be approved by majority vote of employees affected. It also has to be approved and registered by the Fair Work Commission (FWC).
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In order for it to be approved by the FWC, it must have:
It must be better off overall than under relevant modern award
* No unlawful terms included
* Runs for a specified time of up to 4 years
* A disputes settlement procedure is included
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Advantages of Enterprise Agreements
* Ability to attract the retain quality employees by offering competitive wages and conditions of work
* Agreement can be negotiated, leading to potential productivity gains being rewarded with higher wages
* Greater flexibility to tailor agreement to the needs to the business and their employees.
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disadvantages of Enterprise Agreements
*Time consuming to negotiate the agreement
*Negotiation can break down, causing disputes and industrial action which can harm productivity as well as relationship
*Increased cost to the business due to providing increased wages and/or improved working conditions.
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dispute resolution
A dispute resolution method where an independent third party will aim to facilitate the conversation between the two disputing parties.
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Mediation
* A dispute resolution method where an independent third party will aim to facilitate the conversation between the two disputing parties.
* Third party can be a person agreed by the disputing parties, the business representative, or FWC representative
* The third party or mediator only facilitates and DOES NOT offer suggestions or make any decisions on behalf of the disputing party
* The goal is for the disputing parties to come to a resolution themselves.
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Advantages of Mediation
*The disputing parties to come to a resolution themselves, making it more likely that both parties will be happy with the outcome
*Relationship can be maintained as the disputing parties work together on a solution
*The relatively low cost of mediation makes it one of the most cost effective dispute resolution options
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disadvantages of mediation
There is no guarantee that a resolution will be achieved which means that the dispute can be ongoing
Decisions is not legally binding
Mediation can be challenging if one party is withholding information
One party may have more ‘power’ making a resolution unfair without intervention to redress the power imbalance
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Arbitration
A dispute resolution method where the disputing parties present their arguments and an independent third party makes a legally binding decision on the outcome
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advantages of Arbitration
There is guarantee outcome to the dispute
The outcome is legally binding, ensuring that neither party can change their mind
The process of coming to an outcome is often quicker than mediation, putting an end to the dispute relative quickly
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disadvantages of Arbitration
Often more expansive than mediation
The decision is taken away from the disputing parties, resulting in one or more parties being unhappy with the outcome
Relationship may be harmed during the process
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Workplace relations
interaction between employers and employees, or their representatives, to achieve a set of working conditions that will meet the needs of employees and the business to achieve its objectives.
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Human resource manager role:
to to create harmonious and productive workplace staffed by motivated, skilled and fulfilled employees
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what does Human recourse management do
* Making sure employees receive correct wages and entitlements
* Negotiating between employees and/or representatives regarding workplace relation issues
* Training of employees
* Dealing with disputes
* Implementation of agreement
* Termination management
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Employees
* Employees are those that work in the business in exchange for remuneration, usually in the form of wage.
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roles of employees
* work towards the achievement of business objectives
* carry out duties allocated to them in their job description
* follow company policies to the best of their ability
* display the desired behaviours while carrying out their work
* In relation to workplace relation matters, employees have more active role compared to the past:
* employees give feedbacks to the union on the new agreement
* vote on terms and conditions in the proposed agreement, industrial action such as strike
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Employer Association
* It refers to groups of employers who unite to promote common interest in workplace relation issues.
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what are the three types of employer association
* Industry associations- same industry
* Professional associations- common profession
* Peak bodies- larger numbers of employers from varied industry type
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* Roles of employee association
* workplace relations
* changes in laws
* network
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workplace resolutions of employee association
advising in areas related to disputes between the business and employees as well as workplace relations legislation. They may offer advice or even be a representative of an employer during the enterprise bargaining period
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changes in laws for employee association
the employer association will stay up to date with changes in both state and federal law. They may offer support and advice on how businesses need to adapt to these changes
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network for employee association
help to connect members that can gain mutual benefit from each other by providing information on what other members are doing which allow businesses to build beneficial relationship with other business owners
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Union
group of employees combining to protect common interest in all matters relating to their employment.
* For employees that decide to join and pay annual subscription fee, the union’s then:
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what happens in a union
* negotiates and bargains on their behalf during collective bargaining process
* argues employee’s case during hearing to determine awards
* provide support and advice to local union shop stewards and workers
* provide information to members on matters relevant to their workplace situation
* acts as official spokesperson to the media on behalf of the members
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Fair work commission
* It is Australia’s national workplace relations tribunal or industrial court
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what is fair work commission responsible for
* approve enterprise agreement: once the employer and employee have agreed to the terms of new enterprise agreement, it must be lodged with the Fair Work Commission (FWS) who check to see it meets their requirements, which
* approve or disapprove industrial action: industrial action from either employer or employees must be approved by FWS
* resolve disputes: if disputes cannot be resolved within the workplace, FWS can act as an independent third party to help resolve the disputes
* provide a safety net of minimum conditions: FWS has power to make changes to industry Awards which set the minimum wages and employment conditions for an industry.
