UNIT 3 - AOS 2B Flashcards
Define training and what must be done with it?
Involves teaching employees knowledge and furthering their skills to help them perform more efficiently and effectively. This should be an ongoing process as it acts as a motivator through increased confidence.
Must be aligned with business objectives.
What it on the job training?
Is when employees learn particular skills in the workplace via demonstration, coaching done by a mentor or an understudy position.
Advantages and Disadvantages of on the Job Training
ADV: cost effective employees are still productive whilst learning trainees use relevant equipment DIS: trainer ability may vary older staff may pass on bad habits trainer has to leave their own duties
What is off the job training?
Involves sending employees to a specialized training institution such as a conference, simulations based on real life scenarios or vestibule training - low pressure environment to learn hard skills.
Advantages and disadvantages of off the job training
ADV: Availability of a wide range of skills and resources outside experts experienced at teaching can provide a recognised qualification less distractions DIS: expensive employees are absent from work employee may leave may not relate ie: be too theoretical
Define “performance management”
Is the system that assesses an employees present work performance and is used to improve organisational, functional and individual performance of employees. It allows individual objectives to be aligned with business objectives so fulfillment of these goals contributes to business objectives.
What Is Management by Objectives
Is a performance management strategy where management sets specific goals with employees (participative), with feedback given on the progress of the goal. It essentially allows management to align employees goals with business objectives whilst analysing their performance.
Aspects of Management by Objectives
ASPECTS:
Specific goals
Participative decision making
clear time period
feedback and reward + recognition at the end
must be implemented in the whole business
Pros and Cons of Management by Objectives
PROS:
Jointly set goals allow employees to be understand better their responsibilities and what is expected of them - managers and employees are collectively working towards achieving these goals. Feedback
CONS:
May be quite time consuming for management to do this for all employees , must be implemented everywhere
What is an appraisal?
Is the process that evaluates how well an employee performed their job, provides feedback and helps develop new goals and objectives for employee. It also helps establish plans to develop future performance. Should be done frequently to allow objectives to be adjusted.
What is an appraisal designed to do?
Tell the business if its staff selection processes are accurate.
Gauges how effective training and development has been as well as where it is needed.
Way of making decisions related to salary and promotions.
Pros and Cons of Appraisals
PROS:
Standardized way of measuring and comparing performance.
Is objective meaning their is no bias.
CONS:
Employees may become nervous during an appraisal. Employees may only do the part of their job that gives them a good appraisal.
What is self-evaluation
An employee assess both their performance related to pre-determined objectives and their contribution to the business. It allows employees to identify their strengths and weaknesses as well as needs for development and training.
Pros and Cons of Self-evaluation
PROS:
Provides employees with an active and engaged role in the PMP which makes them more driven to achieve targets.
Management can understand what an employee thinks of their performance.
However employees may be biased in judgement and struggle to recall past successes and failures.
What is employee observation
Is where management evaluates an employees performance by watching how they perform their role and providing feedback. Must be done over time to gain an accurate and fair observation.
Parts of employees observation
Wide amount of feedback from; supervisors, subordinates, customers/clients and co-workers to gain a perspective of strength and weaknesses.
Secret on not secret
Pros and Cons of Employee Observation
PROS:
Based on what you actually do in your position.
Wide range of feedback
CONS:
You are being watched - this may affect your performance and therefore accuracy.
Expensive
Bias
Define “Termination”
Is where the working relationship ends due to the employees leaving the business, ether voluntarily or involuntarily. The way the termination is handled may affect the culture of the business.
Resignation
Where an employee decides to leave the business for a variety of reasons. An exit interview must be held.
ENTITLEMENTS: employees must give a period of notice.
Retirement
is where an employee decides to leave the workforce entirely. This is a big change so it is important for businesses to help with this transition as well as preparing themselves for loss of experience and talent.
ENTITLEMENTS: Must be paid super 9.5 whilst working.
TRANSITION: This is a big change the business should offer counselling, investment advice, ease of working hours.
Redundancy
Is when an employees job no longer exists and they are retrenched. This could be because of financial performance, restructure etc.
Voluntary Redundancy is when an employee is offered a package and receives a payout.
Involuntary Redundancy may be then made with the same payout.
ENTITLEMENTS: Employees must be given a payout based on their time working at the business. Time off to look for work.
TRANSITION: Can be a big change, counselling, help writing resumes, reskilling.
Dismissals
Is when the employee is forced to leave the business for issues such as poor performance or breach of conduct.
Summary dismissal - employee is dismissed without warning for serious breach of conduct
On notice dismissal - due to underperformance an employee (after warnings) can be dismissed with notice.
ENTITLEMENTS: Full payment for work done and entitlements such as annual leave - ensure a fair dismissal.
Define “Workplace Relations”
Is the area of the business that manages the relationship between employer and employee in respect to issues such as wages, employment conditions and grievances. When a person is employed they enter into a contract which outlines their wages and working conditions.
Roles of Employees in Workplace Relations
- Work towards the achievement of business objective whilst maintaining a positive employer relationship.
- Negotiate and vote on new agreements related to wages and working conditions.
- Take industrial action.
Roles of Unions in Workplace Relations
- Negotiate agreements on behalf of employees.
- Represent employees and provide them with advice.
- Take part in industrial action.
Roles of Employers in Workplace Relations
- Pay employees and ensure working conditions meet national minimums.
- Comply with legal regulations.
- Provide appropriate training for employees.
Roles of HR Managers in Workplace Relations
- Negotiate issues of pay and working conditions of employees.
- Ensure that both the needs of employees and the needs of the business are met.
- Solve disputes via grievance procedures.
- Maintain positive working conditions to minimise disputes.
Role of the FWC in Workplace Relations
- Provide minimum conditions and pay for employees.
- Facilitate the creation of EBA’s
- Deal with workplace disputes and claims
- Regulate how industrial action is taken
Roles of Employer Associations in Workplace Relations
are organisations that represent and offer advice to employers in relation to workplace relation issues.
- Business consultation.
- Represent employers during the making of awards and agreements as well as during industrial actions cases.
What are Awards?
Legally binding agreements that set out the minimum wages and working conditions for a group of employees in a certain industry. Created by FWA and must include the 10 NES.
Advantages and Disadvantages of Awards
ADV:
Wage equality and transparency in the industry.
Employees represented by skilled negotiators - unions
DIS:
Less flexible to individual needs - award must be obeyed meaning its harder to build in incentives into a contract
Strong unions may be too influential in award creation - hurting the business.
What are Agreements?
Contracts made on a business/enterprise level between employers and employees. Must be equal to or more than the relevant award.
An EBA is between the employer and group of employees
AN ICLC is between an employer and employee and doesn’t have to include the award if salary is +138,000, enforceable through the courts.
Advantages and Disadvantages of Agreements
ADV:
More flexible to needs of the business - incentives can be built in.
Creates favourable relations.
DIS:
Less wage equality and transparency across the industry
Less collective employee strength in bargaining.
What are Grievance Procedures
is a formal process for dispute resolution in a business. It allows an employee to resolve matters relating to complaints in the workplace. The procedure outlines what will need to take place to resolve the dispute .
What is Mediation
Is where an independent third party (mediator) will help the parties both talk about the issues and arrive at their own agreement/resolution.
This is good as both parties agrees on the resolution but their is no assurance of an outcome and it may take time.
What is Arbitration
A method of industrial dispute resolution where an independent third party listens to both sides of a dispute and then makes a decision which is legally binding - FWC.
This is good as an outcome is guaranteed, however one or both parties may not be happy with it.
Grievance Procedure steps
- Employee or representative presents complaint to manager
- Employee presents complaint to employer
- Matter is discussed with human resources. (HR acts a mediator
- Matter is referred to fair work commission for arbitration
