Human Resources

What are anti- discrimination legislation supported by?-

- Anti-discrimination legislation is supported by government agencies including the Australian Human Rights Commission, the Workplace Gender Equality Agency (WGEA) and the Anti-Discrimination Board (NSW).

Equal employment opportunity, identify legislation- What happens businesses do not comply?- Strategies used to resolve complaint of discimination-

- Equal employment opportunity (EEO) refers to equitable policies and practices in recruitment, selection, training and promotion -The Affirmative Action (measures to eliminate) (Equal Employment Opportunity for Women) Act 1986 requires business to establish affirmative action programs for women -For women etc. Especially in management roles in Aus. -The Workplace Gender Equality Act 2012 aims to promote and improve gender equality and outcomes for both men and women in the workplace - Employers more than 100 employees must report to WGEA on equal opportunity programs ... -Businesses that do not comply are likely to be named in parliament, and excluded from government contracts and industry assistance grants -Resolve a complaint of discrimination= apology, counselling, official warning, mediation, conciliation or disciplinary action. -Business should develop code of practice making equal opportunity awareness.

Identify Employee Obligations and Rights-

-Carry out duties in way that benefits business. -Ensure confidentiality of business -account for all money that comes into business -safety -be honest, fair, integrity -give appropriate notice of termination. They need to: -be paid for all time they work -receive minimum set in award enterprise agreement -all pay recorded by employer -extra pay such as loading for casuals -receive allowances for tools and uniforms -have access to paid and unpaid leave entitlements.

What is a common law?-

-The common law is developed by courts and tribunals. -The body of common law ('case law') is therefore developed from decisions made over time by judges. -Unlike statutes, it is not made by a parliament.

1. Identifying staffing needs-

1. Identifying staffing needs: -Business accurately identify/ forecast its staffing needs= determining the exact nature of the position to be filled (job analysis): -JOB ANALYSIS is a systematic study of each employee's duties, tasks and work environment. Made up of description (describing duties, tasks etc) and specification (qualifications needed, skills, experience etc)

Define subsidiary, provide example-

Company owned by another (parent) and is often located in another country. Used to take advantage of the opportunity to reduce production costs and gain access to new markets. e.g. China's low costs rivalled those of bonds and hole proof so they relocated manufacturing to china.

What is DOMESTIC subcontracting and list its advantages-

DOMESTIC SUBCONTRACTING- Is subcontracting within Australia, it: -Avoids the need to employ additional unnecessary staff, generate cost savings which can be put back into business. e.g. SEEK helps businesses find skilled employees. -Firms focus on essential business activities, leaving other activities to experts e.g. payroll management. -Fresh ideas and perspectives e.g. leadership development - Improve quality and productivity of a business's service without the resource scale normally required.

Define employment poaching-

Is the practice of enticing employees to work for another business.

Identify and describe the different types of job design and list their advantages and disadvantages-

Job design (SPECIFIC tasks)- +scientific management approach developed by Frederick Taylor that identified one BEST WAY OF DOING A JOB, WORKER SKILLS MATCHED TO JOB REQUIREMENTS. +ADV: specialization, efficient, low- skilled, cheap labor. +DIS: Repetitive, inflexible, open to new opportunities or approaches, limits skills and acquisition, no innovation. Job design (GENERAL tasks)- Greater variety of tasks by workers. Main objective is to improve working satisfaction.

Distinguish process outsourcing from project outsourcing-

PROCESS OUTSOURCING: -Dominant form of outsourcing of repetitive, easily measured and documented work —e.g.recruitment, multi-country,payroll management, customer complaints, food preparation for an airline or garment manufacture for an Australian fashion company PROJECT OUTSOURCING: -Involves much greater use of intellectual property and strategic business knowledge; operates in a longer time frame, more difficult to measure, quality cannot be fully anticipated, thus carrying more risk. -Most commonly found in human resources, marketing, design, information technology (IT) and research.

What management approach best represents job design (specific tasks) and state its advantages and disadvantages-

Scientific management approach by Frederick Taylor, identifies one best way to do a job and worker skills should be matched to it. -adv: based on specialisation, efficient process, low- skilled cheap labour -dis- repetitive, inflexible, not open to new opportunities, limits skills and acquisition, no room for innovation

What are the three types of enterprise agreements?-

There are three under the Fair Work Act 2009 1. Single- enterprise agreements: made between single employer (or more) and group of employees. One bunch 2. Multi- enterprise agreements: Made between 2 or more employers and group of employees. Because of common funding, regulation system etc. 3. Green fields agreements: Single- enterprise and multi-enterprise agreements relating to a genuine new enterprise of the employer(s). Made with one or more relevant unions. -need to be approved by Fair Work Commission and pass a 'better off overall test' (BOOT) compared to the modern award.

Identify the main elements of HR Processes-

acquisition, development, maintenance and separation

Discuss advantages and disadvantages of job general task-

adv- wider variety of tasks for worker engagement, satisfaction and productivity, employees more motivated and likely to share ideas if they have autonomy, clear task identity, well trained, competent, feedback= further development dis- avoid adding random tasks that will not benefit business.

Identify ways in which Social influences influence HR?-

changing work patterns, living standards

Identify the key elements of performance management, what are the different types?-

creation of a shared vision of the strategic direction of the business between employers and employees, establishment of performance objectives, formal review process.= motivated staff, organization -developmental and administrative

Living standards-

- Australians have one of the highest living standards in the world today. These high standards include occupational health and safety, regular wage increases, performance bonuses, fringe benefits, leave and superannuation benefits, which they remain keen to preserve.

What is ethics and corporate social responsibility? Identify ethical and legal issues in workplace- Identify benefits of ethical and legal practices-

- Ethics and corporate social responsibility • Global organisations are increasingly focused on promoting trade between countries and organisations that support ethical employment practices • Ethical business practices are those practices that are socially responsible, morally right, honourable fair The Ethical and legal issues in the workplace include: 1. Unethical work practices/conditions 2. Unlawful dismissal 3. Bullying 4. Unfair dismissal 5. Harassment 6. Discrimination 7. Worker's compensation 8. Accidents 9. Injuries 10. Death 11. Disease 12. Stress 13. Work overload The benefits of ethical and legal practices: 1. Pleasant work environment and good working conditions 2. Workplace free from harassment and discrimination 3. Community support 4. Staff motivated and valued 5. Improved business performance 6. Legal compliance, fines, claims and WHS costs reduced 7. Equal employment opportunities - staff related turnover falls 8. Positive image of business - marketing opportunities

Describe the Australian systems -

- From 2007, under Labor government, Australian states and territories (not WA) formed NATIONAL SYSTEM FOR INDUSTRIAL RELATIONS to improve efficeincy through a unified system (laws and regulations) that appeals to all. more uniform laws and regulations.

How is HR affected by technology?-

- GLOBALISATION has increased competitive pressures on businesses, with many increasingly recruiting or outsourcing functions offshore. -Technological change is major source of improvements in productivity, communication and competition between businesses. It allows many employees to work from home or offshore and assists business in providing 24-hour support.

What does a human resource manager do?

- collaborates in executive decisions about strategic issues, such as a change in product, service or organisation of work.

Interdependence with other key functions and the consequence of stronger relationship with employees-

- how key business functions work together to more effectively achieve strategic goals. FINANCE- effective human resource policy =profitability gains, share price increases and higher incidence of long-term survival. MARKETING- stronger relationships between the business and its customers. OPERATIONS- stronger relationship with employees= better performance, efficiency. -better relo = level of service experienced by the customer is positive, greater customer loyalty and over time, a stronger competitive advantage for the business.

Define a centralized industrial relations system-

- is a collectivist approach in which disputes are referred to industrial tribunals, such as the Fair Work Commission, for conciliation and arbitration. Follows broader laws that apply to all.

When is a employment valid and legal?-

- parties intend to create a legal relationship - offer and acceptance -both parties obtain a benefit -both parties have the capacity to contract; for example, they are old enough to contract. -consent genuine, not pressured -offer does not contravene any public interest

What do human strategies achieve to do, identify them?

-A range of strategies are used to align the management of staff with the goals of the firm. -Leadership styles, task variety, skill matching, training and development approaches, rewards, performance management, rewards, global, workplace disputes PaRTLy GRaDD

What are awards?- What is award simplification? What are modern awards?- When doesn't an award apply?-

-Awards are legally enforceable, formal agreements made collectively between employers and employees and their representatives at the industry level. They are determined by an industrial court or tribunal and SET OUT MINIMUM WAGES AND CONDITIONS OF EMPLOYEES. - Award simplification is the process of reducing the number of matters in each award and eliminating inefficient work practices. -A modern award (min pay/ wage) is an industry or OCCUPATION- BASED award which covers all private sector employers and employees who perform work that falls within their scope/ industry. -Awards don't apply when a business has an enterprise agreement or other registered agreement and the employee is covered by it.

What are casual and permanent-part time employment contracts? Identify benefits of such contracts to a business- What are on- costs?-

-CASUAL EMPLOYMENT is short term, irregular and uncertain; they are not entitled to paid holiday or sick leave. Why?- Many employers prefer casual staff as it reduces costs for recruitment dismissals and other on-costs -PERMANENT PART- TIME contracts have a continuing employment contract and work less than 38 hours per week. Unlike casual employees, they have access to the employment entitlements offered to full-time employees, but in proportion to the percentage of time they work compared to a full-time employee. -On-costs are additional costs involved in hiring an employee, above the cost of their wages. These costs traditionally add around 25 per cent of the cost of the wage and include sick leave, holiday leave, leave loading, superannuation, retirement and redundancy payments, and other costs.

Describe the changing working patterns?-

-Dramtic growth in part-time and casual work, largely due to growth in the finance, retail, hospitality and community service industries. -The workforce is increasingly more flexible in working arrangements, with a recent dramatic increase in part time and casual work. Due to balance in life etc. - Major social factors affecting the workforce today include increasing feminisation and ageing of the workforce. - The participation rate refers to the percentage of a given group of individuals of working age who are employed or actively seeking work. -The ageing of the workforce refers to the growth in the average age of the population, due to sustained low fertility and increasing life expectancy.

How does the economy influence HR?

-Economic factors have a major impact on the DEMAND FOR LABOUR and the pressure on wage growth. This affects the role of human resource management in planning to acquire or reduce staff and in negotiating awards and agreements.

Why do we need TRAINING AND DEVELOPMENT, state its aim and importance?-

-Effective training and development allow a business to successfully manage changes within the internal and external business environment. -Its aim is to develop (current) skills, knowledge and attitudes that lead to superior work performance.

3. Selection

-Employee selection- involves gathering information about each application and using that information to choose (hire) the most appropriate applicant -This may involve reviewing written applications, testing, interviewing and conducting background checks -Placement involves locating the employee in a position that best utilizes their skills to meet the needs of the business.

What are employees and tin what form are they controlled?-

-Employees are workers under the control of an employer. -Employees today are more educated and riven and innovative than in past. Control includes: -workplace location - the way that the work is to be performed and the extent to which supervision will be exercised.

What are employers and what are their main responsibilities?-

-Employers, for legal purposes, are those who exercise control over employees. -Payment of wages and/or salaries, power to dismiss employees. Responsibilities- - Handle HR issues on a daily basis - Negotiate agreements and resolve disputes. - Improving management training is important in improving human resource management. - Power to make agreements relevant to the individual workplace or enterprise. - Not all employers support government policy to confront unions and employees because scared of prolonged disputes.

Identify some federal legislation-

-Equal Pay case (1969)- for women -Racial Discrimination Act (1975)- race, color, national or ethnic origin. - Maternity Leave case (1979) -Sex Discrimination Act (1984)- prohibits sexual harassment -Fair Work Act (2009)- National framework for industrial relations implemented. All states under this act besides WA. 10 national standards set etc.

What occurs when you breach the Fair Commissions Orders?

-Fines of up to $6600 for individual workers or $33 000 for unions.

-What is the global strategy and what does it consist of?

-Globalisation bring issues which affect management of HR which means HR need to analyse their strategic direction thus influencing their decision making. Effects of globalisation include- +increased competition, shareholder demands for higher returns, privatisation, outsourcing and restructuring, domestic labour costs, skill shortages, small labor pool. -costs, skills, supply

Describe how Work Health and Safety had come about ? Identify some laws-

-Growing community and worker awareness of safety and environmental issues, increase in compensation costs led to both federal and state governments to improve work health and safety (WHS). -In 1985, the Commonwealth Government, concerned at the high injury, accidents and disease in the workplace, introduced the "NATIONAL OCCUPATIONAL HEALTH AND SAFETY COMMISSION ACT 1985". -SAFE WORK AUSTRALIA, conductS research and development of national standards, codes of practice and common approaches to work health and safety legislation, which are endorsed by state governments. Constitutional limitations, mean that these are passed to the state. WHS legislation is in process of being made uniform around Australia to improve business productivity. The relevant act in New South Wales is the Work Health and Safety (WHS) Act 2011 (NSW). Under this act: -safe system of work, employees are trained + supervised in work. -All employers must take out workers' compensation insurance, or face imprisonment or a $55000 fine WorkCover NSW inspectors may inspect the workplace, collect information, and issue improvement and prohibition notices under the Factories, Shops and Industries Act 1962 (NSW).

When would outsourcing be suitable and risk- free?-

-If the function to be outsourced can be clearly identified, measured, managed and supported by a binding legal framework

What are Industrial tribunals and courts and what is their power?- What is the Fair Work Commission?-

-Industrial tribunals and courts enforce the employment laws. -The Fair Work Commission is the national industrial tribunal that replaces the Australian Industrial Relations Commission. Its powers have been expanded to allow it to hear and settle disputes, supervise agreement making or awards and award simplification, hearing appeals and handling unfair dismissal cases.

Describe rewards management, what it is made up of and its importance-

-Is a system of monetary and non- monetary, and instrinsic and extrinsic rewards to attract, motivate and retain employees for their efforts and performance. -Helps motivate for higher level performance. -facilitate change, support desirable values.

What is a contractor and why are they used?-

-Is an external provider of services to a business. It may be an individual or a business -Rapid growth in independent contractors, labour hire companies. -Contractors can be obtained for most business functions but mainly for processing functions that are repetitive and easily measured, which makes it easy for businesses to determine the cost savings and productivity gains -More effective internationally like teleworking

What is GLOBAL subcontracting and list its advantages-

-Is offshore contracting. -Firms use this when under pressure from global competition, and recently the global recession, turned to offshore contractors in India and the Philippines to reduce costs. - First step toward operating in a new market overseas, more acquainted with market needs, expansion with a greater physical presence in the market.

Define job design- What are the core elements of a well-designed job?-

-Job design is the number, kind and variety of tasks that a worker is expected to carry out in the course of performing their job. -task, challenge, variety, discretion and autonomy, flexibility, resources, opportunity for achievement, social interaction, opportunity for ongoing learning and development.

What is outsourcing of human resource functions, identify 6 common ones?-

-Many firms outsource specialist human resource functions -e.g. recruitment, induction, leadership training, mediation, outplacement, payroll, change management, compensation, employee surveys, benchmarks etc.

What are employer associations and identify their aims-

-Organizations that represent and assist employer groups. -Respondents to the awards (wage) covering the employees and employers of their members in industry. - Assist employers in formulating policies and processed logs of claims served on their members by unions. Their main role today is to act on behalf of employers (especially small businesses) in collective bargaining sessions and before industrial tribunals, courts, commissions and committees. They: -provide advice (especially to small businesses) on such matters as awards, unfair dismissals and discrimination issues -make submissions to safety net wage cases -negotiate agreements -lobby governments and other organisations with the views and interests of -employers, industries and trade.

What is performance appraisal and why do businesses use it?-

-Performance appraisal is used to evaluate employee performance, and identify areas for mentoring, coaching, leadership development or performance management to enable the employee to contribute most effectively to a business's success

Identify Employer obligations and rights-

-Providing Work -Payment of income and expenses -Make sure employees work with care and responsibility -Make sure they carry out responsibilities according to agreement. -Receive formal advice of a workers intention to leave business. -Meet requirements of industrial relations legislation- equity policies protected against unfair dismissal. -Duty of care.

How can businesses retain and motivate skilled staff?- Why are labor shortages looming and can such be prevented?-

-Put extra effort into developing staff career and training plans, rewards and opportunities for greater employee involvement. -Appealing to employees want for work-life balance, to spend more time with their families. -Labour shortages are looming due to the ageing population structure in Australia, so prospects for these groups are improving. Extending the working life of the population, by preventing employees from accessing the pension or superannuation, can be used to prevent such. -Many unions have responded to worker fears by implementing- job security, limitation of casuals — a priority in negotiating agreements.

2. What is recruitment and describe what occurs-

-Recruitment is the process of locating and attracting the right quantity and quality of staff to apply for employment vacancies or anticipated vacancies at the right cost -Internal recruitment involves filling job vacancies with present employees, whereas external recruitment involves filling job vacancies with people from outside the business

Define recruitment and identify the different types- What does effective recruitment and selection allow?- What are the consequences of poor selection process?-

-Recruitment is the process of locating and attracting the right quantity and quality of staff to apply for employment vacancies or anticipated vacancies at the right cost. -recruitment can be internal or external or general or specific skills. -Effective recruitment and selection allows the most appropriate applicant to be selected. -Leads to increased costs and lower productivity by + increasing training costs, job dissatisfaction, lower performance, industrial unrest/ labour turnover, absenteeism, accidents, discrimination.

Whats is Corporate Social Responsibility?0

-Refers to the way that a business considers the financial, environmental and social impacts of its decisions and is often referred to as its 'triple bottom line'. The human resource policies and procedures of a business are often an integral part of CSR

Describe the aspects involved in SEPARATION-

-Separation occurs when an employee either chooses to leave an employer voluntarily through resignation, voluntary redundancy or retirement, or involuntarily through retrenchment, involuntary redundancy or dismissal. -This stage must be handled carefully and sensitively by the human resource manager. -VOLUNTARY AND INVOLUNTARY: Voluntary= Employee decides to leave the business of their own free will and includes: resignation, voluntary redundancy, retirement -Resignation: or quitting is a voluntary ending of the employment relationship -Voluntary Redundancy: redundancy is when a particular job a person is doing is no longer required to be performed, usually due to technological changes, a merger or takeover. Business reduction. -Retirement: occur when an employee decides to give up full time and part time work Involuntary= • Involuntary separation occurs when an employee is asked to leave the business against their will and includes: - Retrenchment: is when a business dismisses an employee because there is not enough work to justify paying them - Involuntary redundancy: the business is forced to decide which employees will be made redundant - Dismissal: is when behavior of an employee is unacceptable and it then becomes necessary for business

Discuss influence of Society on HR-

-Society has a number of expectations regarding employment conditions. -HUMAN RIGHTS:1948, the UN of 56 countries, passed the Universal Declaration of human rights -importance of work to people's lives, and the need for fair and just conditions and rights for those at work -INCREASE OF GLOBAL COMPETITION: Means more pressure on businesses to become more efficient in operations, global business consolidation and production increased. Thus multinational corporations use contractors to supply key components with more cost efficiency. -RELOCATING PRODUCTS OFFSHORE: or shifting production regularly to lower cost locations, leads to dislocation and structural unemployment in the communities left behind. -PRESSURE- to 'do more with less', to work longer hours and to accept hard working conditions to retain jobs. -DEMANDS FOR SAFETY AND WELL-BEING: have increased and the pressure to eliminate discrimination against female, indigenous and disabled members of the working community. Means businesses need to reduce biggest cost- labour —

What are stakeholders and what are the main ones in HR?

-Stakeholders are any individual or group that has a common interest in or is affected by the actions of an organization. -Employers, employees, employer associations, trade unions, government and government agencies, and industrial tribunals and courts. -different perspectives may conflict.

What are statutes? What type of framework/ system had Australia shifted to and what does that mean?-

-Statutes are laws made by federal and state parliaments; e.g. laws relating to employment conditions. -Since January 2010, Australia shifted from dual federal and state industrial relations system to a national industrial relations framework. Means more efficiency cuz of a more standardized system to business, now one system instead of several ones split to different states and national systems. -e.g. Fair Work Act 2009- employers and employees have same workplace rights and obligations, regardless of state.

What is the federal court and what does it do?-

-Under the Constitution, only federal courts have the judicial power to determine disputes about existing rights and to make decisions about these matters. -It enforces industrial relations legislation by administering court actions and handling cases that breach industrial laws and can impose penalties for not following laws.

What are the risks associated with global outsourcing?-

-difficulty controlling the quality and reliability of the service. -Hidden costs, could be more expensive. - cultural differences such as language or accent issues, which may impact on customer service. - security issues such as opportunities for sharing of confidential company information and client poaching - the lack of remedies for breach of contract or other legal matters under foreign legal systems - high labour turnover particularly experienced in call centres. - May be less qualified staff, causing the quality of the service to decline.

Identify Key features of employment contract-

-duties -supervision -hours -location -promo policy -discipline policy -bonuses -overtime -superannuation -benefits -salary/ wages -leave -confidentiality

Define a decentralized industrial relations system-

-employers and employees negotiate wages and working conditions in the individual workplace, through collective or individual bargaining and without the involvement of tribunals.

Define social justice-

-involves businesses being responsible or behaving in a fair and ethical manner towards their employees, customers and the broader community

What is a gain sharing plan?-

-involves the benefits of improvement and success, productivity improvements, cost savings and sales and profit increases, reflected in teams, such as shares, cash bonuses or annual bonuses

What are key elements under the framework? Identify at least 4-

-it is a national framework for industrial relations covering most private employees of all states except Western Australia - Has ten National Employment Standards (NES) developed to provide basic protections to employees - good faith enterprise bargaining requirement - modern awards for specific industries and occupations - annual National Wage Case sets minimum wage - protection from unfair dismissal - Fair Work Commission administers the Fair Work Act 2009 and the Fair Work

What must employers ensure they do under national industrial relations framework?-

-meet work health and safety requirements -maintain workers' compensation insurance -provide superannuation, annual leave and long-service leave -ensure business free from discrimination (sex, age, disability etc) - give each new employee a Fair Work Information Statement. Basic info employer rights.

Distinguish between monetary and non- monetary rewards-

-monetary= have financial value +direct (cash)- allowances, incentive pay +indirect (benefits)- insurance, medical and health, childcare etc -non- monetary- do not have financial value, such as social activities and planning. +job (interesting work, challenge, responsibility, recognition etc) +environment (good HR policies, comeptant supervision, healthy and safe enviro, fair treatment etc -remuneration- is a mixture, this is best to maximise engagement, motivation, culture etc

What demographic find it more difficult to find a full-time job?-

-older workers, women and younger inexperienced people struggle to obtain full- time work thus casual work.

Identify the goals/ approach of strategic human resource management-

-to be proactive not reactive. -achieve business objectives (operational, tactical and strategic goals) by attracting and maintaining employees -ensure strategies linked to broad business goals -ensure added value through the development and maintenance of motivated and committed staff.

What are other employment contracts?-

1. INDIVIDUAL CONTRACTS exist when an employer and an individual employee negotiate a contract covering pay and conditions. E.g. lawyers, accountants, etc. - INDEPENDENT CONTRACTORS, often known as consultants or freelancers, undertake work for others; however, they do not have the same legal status as an employee. AND casual and permanent- part time employment contracts.

Identify the 10 main employment standards-

1. max weekly hrs of work (38 per week) 2. Requests for flexible working arrangements (parents, carers etc) 3. Parental leave etc 4. Annual leave (4 wks paid per year) 5. Personal compassion leave (10 days paid, 2 days unpaid, unpaid casuals. 6. Community service leave 7. Long service leave 8. Public holidays 9. Notice of termination and redundancy pay. 10. Provision of a Fair Work Information Statement.

Identify other government agencies-

A number of other federal and state government agencies are also stakeholders in the human resources process. e.g.: - Australian Human Rights Commission (HREOC) - Workplace Gender Equity Agency (WGEA) - Anti-Discrimination Board -Occupational Health and Safety Commission Act 1985 -Safe -Australian Chamber of Commerce and Industry (ACCI) and the Australian Council of Trade Unions (ACTU), a new framework for a national occupational and work health and safety system.

Define acquisition and describe the steps involved in ACQUISITION-

Acquisition is the process of attracting and recruiting (hiring) the right staff for roles in a business. It involves analyzing the internal and external environment of a business and using the following -Identifying Staffing needs -Recruitment -Selection

What is performance management, how does it benefit the business? Identify features of performance management- What is the value of performance management?-

Addresses both individual and business performance. It benefits the business by translating individual performance into the business objectives being met. -job design, recruiting best staff and training and development and rewards are all features of performance management. -Assess legal compliance, justify staffing decisions, identify training and development needs, provide feedback and recognition, assess performance against organisational standards.

What must employers do under compensation?-

All employers must - take out worker's compensation insurance. - keep time and wages records, a register of injuries, and complete accident and internal investigation forms, or face a penalty of $55 000 or six months jail - notify insurers of significant injuries within 48 hours -establish, in consultation with the insurer and the employee's doctor, an injury management plan and a return-to-work plan for all injured workers, when fit for 'suitable duties'. Failure to display and comply with the plan (which may include employing a rehabilitation coordinator) may result in increased premiums for the employer, or loss of benefits for the employee (if they don't comply). - pass on compensation monies to the person entitled as soon as possible. Premiums are closely linked to the number, frequency and size of claims, so it is in the employer's interest to focus on achieving high standards for WHS.

What is an employment contract?- What are the two main types?-

An employment contract is a legally binding, formal agreement between an employer and employee. -Every employee has a contract with an employer. -A written contract gives more protection to both parties than a verbal contract, as disputes often occur over contracts if working arrangements are not clear and it is one person's word against another. Does not NEED to be written but better. -Employment contracts will be of two forms: 1. Contracts of INDEFINITE DURATION (most common) -allow for the employee to remain employed by the business until either the employee or the employer gives notice that they wish to terminate the employment. 2. Contracts of a FIXED TERM. -Ones that expressly define a date or upon completion of a specific task- e.g. employee is engaged for a period of 12 months and the contract ceases.

Define Administrative performance management, outline benefits-

Assesses the progress of the business in meeting its strategic goals and where necessary identifying the areas of improvement, such as establishing new goals or employee performance. -benefits: higher productivity, better financial performance, helps assess rewards, builds self- efficiency, identifies strengths and weaknesses, creating opportunities for training and development, coaching, mentoring, feedback, promotion on merit, employee focus aligns with organisational strategy.

What system has Australia slowly moved more towards?-

Australia has shifted from a strongly centralised industrial relations system in the 1980s to a decentralised and more fragmented system today, based increasingly on bargaining at the workplace (enterprise) level.

Identify the benefits and risks of using contractors-

Benefits: -To create costs savings -Access greater expertise and capabilities to improve competitiveness. Risks: Loss of direct customer contact and consistent quality and performance in outsourced activities.

Define outsourcing and why businesses use it-

Def: Contracting out business functions using third-party specialist businesses, e.g. recruitment firms. -Takes advantage of specialist skills, improve quality, focus on core, reduce labor costs, improve productivity and increase global competitiveness.

What is DEVELOPMENT and why is it essential?-

Development is focussed on enhancing the skills of the employee to upgrade their skills in line with the changing and future needs of the business (future skills). -It is important as it encourages the employees to take advantage of opportunities to develop a career with the business. Maintain competitiveness and retaining knowledge.

Describe the aspects involved in DEVELOPMENT-

Development: Development involves enhancing the skills of the employee through training, mentoring, coaching, and performance management so they develop a career with the business -TRAINING: Training generally refers to the process of teaching staff how to perform their job more efficiently and efficiently by boosting their knowledge and skills -The aim of training is to seek a long-term change in employees' skills, knowledge, attitudes, and behavior in order to improve work performance in the business. -DEVELOPMENT AND PERFORMANCE MANAGEMENT: -Development refers to activities that prepare staff to take greater responsibility within the business in the future -Organisational development involves developing strategies such a job rotation to increase employee participation, motivation and retention. SIX different strategies include- 1. job enlargement — increasing the breadth of tasks in a job 2. job rotation (multiskilling) — moving staff from one task to another over a period of time 3. job enrichment — increasing the responsibilities of a staff member 4. job sharing — where two people share the same job 5. self-managing teams — teams in which roles and decisions are determined by their members 6. mentoring and coaching — where a leader or more experienced member of staff provides advice and support to another person developing skills in the area.

What is discrimination?-

Discrimination occurs when a policy or a practice advantages and person at work because of a personal characteristic that is irrelevant to the performance of their work.

What is "churning"-

Due to extensive downsizing employees no longer trust companies and do 'churning' — moving frequently from one job to another in different organisations — is increasing, particularly in service industries.

Distinguish between an employer and employee-

Employer: -controls, responsible for wages, can dismiss employees, power. Employee: -Under employers control in terms of location, way work is done and degree of supervision involved.

What are Enterprise agreements? What are collective agreements?-

Enterprise agreements are collective agreements made at a workplace level between an employer and a group of employees about terms and conditions of employment. -They offer broader terms and conditions than a modern award, and are an alternative to a modern award -Collective agreements are made between a group of employees (or one or more unions representing employees) and an employer or group of employers.

Explain the influence of Government in HR-

Governments are important stakeholders in the human resource management process. Over time, they have significantly affected the industrial relations system as a result of their key roles, as follows: 1. LEGISLATOR: Government representatives pass laws that provide the legal framework for industrial relations and growth of the judicial system for resolving disputes 2. EMPLOYER: Federal and state governments employ almost one-third of Australian workers (teachers, police etc) Pacesetters in terms of responsible industrial relations policies such as maternity leave. 3. RESPONSIBLE ECONOMIC MANAGER: Ensure non-inflationary, stable economic growth and a high standard of living for all Australians.may be conflict between governments' economic goals, which impact on industrial relations. 4. ADMINISTRATOR OF GOVERNMENT POLICIES ON INDUSTRIAL RELATIONS: Government departments and agencies implement the legislation they enact. Achieved through publishing information and guidelines providing advice to the government and the public and investigating breaches of legislation. 5. REPRESENTATIVE OF AUSTRALIA IN THE INTERNATIONAL AREA, IN FOREIGN AFFAIRS, TRADE AND INTERNATIONAL LABOUR MATTERS: Australia is a foundation member of the International Labour Organization and has been represented on its governing body. As a result of its membership of such organisations, the government generally implements legislation based on the treaties and conventions it signs with international organisations. Social justice legislation passed in relation to discrimination, and human rights originated in these treaties and conventions.

Define internal and external recruitment and identify the advantages and disadvantages for each-

INTERNAL RECRUITMENT- involves filling job vacancies with people from within the business. adv= development opportunity, motivation for staff, commitment and loyalty, only need to hire at base level, employees know culture, operations, productivity maintained, promotion opportunities, cheaper dis= could reinforce negative work culture, rivalry, appraisal systems needed, need to motivate those who do not get the job, little value added, no new skills. EXTERNAL RECUITMENT- involves filling job vacancies with people from outside the business. ADV= wider applicant pool, new ideas perspectives and skills, dilutes internal politics, more diversity, builds brand through publicity, can shape employees to business. DIS=risk of unknown staff, lost productivity in initial orientation phase, new employees may not fit culture, may not be accepted by rivals, risk of legal claims

Define developmental performance management, outline benefits-

Improves individual performance through establishing objectives such as reaching sales targets that are consistent with achieving the organization's goals. -benefits: assists with human resource planning, overcome weaknesses in performance, shows effectiveness of current selection process, identifies training and developmental legal compliance needs, communicates expectation, builds trust, helps motivate, helps built culture etc.

What is the IFA and what does it do?-

Individual Flexibility Arrangements (IFA) allow an employer and an employee to come to an agreement that varies the modern award or enterprise agreement to address their individual circumstances.

Define Leadership strategy and the different approaches and describe the difference-

Leadership style refers to ways that managers communicate with their employees to inspire and motivate them to work together to achieve an organisation's goals. -Leadership styles can be considered across a spectrum from an autocratic approach to a participate or democratic approach. Autocratic approach: less participation, more authority, Democratic: more involvement laissez-faire: leaving power to employees, lazy, letting things unfold as they do.

Describe the aspects involved in MAINTENANCE-

MAINTENANCE= Maintenance focuses on the process needed to retain staff and manage their well-being at work. -need communication (newsletter, team meetings etc) and workplace culture and employee participation (ownership and members of directors board) -MONETARY AND NON- MONETARY BENEFITS: Monetary= Travel allowances, Salary packaging, Residential allowances, Fly-in, fly-out commute allowances, Paid family leave - up to six weeks, some paternity leave Non- monetary= Flexible working arrangements, Paid ,Housing, Company car -LEGAL RESPONSIBILITIES: -An important role of the human resource manager is ensuring the policies comply with legislation including anti-discrimination and sex discrimination legislation, occupation health and safety, taxation, social justice legislation and industrial relations legislation and agreements. Fines apply if no comply.

Explain why trade unions have declined dramatically over the last decade?-

Membership of trade unions has declined dramatically over the last decades at a global level in response to many factors, including: -Favoring of individual rather than collective approaches. -poor image given of unions in media -collapse of centralized wage- fixing system -recent legislation fixes. - unions too dependent on tribunal systems -globalization -privatization of public businesses -decline in workplace size -decline in manufacturing employment (tech) -growth of casual work. - Unions are expanding their range of services and becoming more active in recruiting to regain membership numbers. As well as providing representation in disputes, the range of services offered by a union to members might now include free or discounted legal services, superannuation schemes, cheap home loans, training programs through TAFE, insurance, cheap holiday units to rent, income protection against illness or accident, occupational health and safety advice etc.

Why do businesses need general or specific skills? Define them and state their importance-

Need them for more productivity and to satisfy skills shortages. GENERAL SKILLS- include flexibility and versatility, social confidence, positive attitude, motivation, and the ability to work as a team and/ or independently WHY?-needed as jobs today require independent working and different tasks SPECIFIC SKILLS- highly specialised and are required for some jobs within science, technology and engineering sectors. e.g. sophisticated technology needs specific skills to manage them. some businesses poach from overseas.

What does performance appraisal objectives involve?-

Performance appraisal involves four main objectives: 1. to provide feedback from management to employees regarding work performance 2. to act as a measurement against which promotion and pay rises can be determined 3. to help the business monitor its employee selection 4. to identify employees' training and development needs.

What is performance pay, what are the types?

Refers to remuneration that is based on distributing rewards according to individual employee performance. -Performance related: incentive plans 4 performance above standards, bonsues etc. -Job related: scope of supervision, knowledge, skills, experience etc. -Other: specific job conditions, etc

Define Human Resource Management and its function-

Refers to the strategic management of the total relationship between an employer and employee in which employees are seen as assets to a business. Functions such as recruitment, equal opportunity, training, development, separation and how they can aligned to achieve business goals

What is workers compensation?-

State legislation covers Workers' compensation provides a range of benefits to an employee suffering from an injury or disease related to their work. It is also provided to families of injured employees when the injury/disease was caused by, or related to, their work.

What influences fluctuations in productions and need for HR?-

Structural change refers to a change in the nature and pattern of production of goods and services within an economy. This includes a significant growth in the level of services within an economy compared to other sectors. Structural change occurring in the economy has led to a rapid employment growth in the services sector. As each sector grows, recruitment, selection and remuneration become important industrial issues.

What are Trade Unions?-

Trade Unions are organisations formed by employees in an industry, trade or occupation to represent them in efforts to improve wages and the working conditions of their members. -The system for resolving industrial disputes, established in 1904 in Australia, gave unions a powerful role in human resources- It provided unions with an official bargaining position in the making of industrial agreements. Aid in conditions of employment.

What does TRAINING do, state its importance?-

Training aims to develop skills , knowledge and attitudes that lead to superior performance. -Training is critical in Australia today, as businesses report significant labour market problems like shortages of skilled labour, thus training is important.

Why must employers implement anti- discrimination legislation?-

• All employees must implement anti-discrimination legislation, as well as audit all policies and practices to avoid large fines, legal orders and damages and loss of reputation - Anti-Discrimination Act 1977 (NSW): covers all types of discrimination in the work place - Sex Discrimination Act 1984 (Cth): prohibits discrimination against a person on the grounds of sex (gender), marital status and pregnancy or family responsibilities - Racial Discrimination Act 1975 (Cth): prohibits discrimination on the grounds of race, colour, national or ethnic origin or immigration