KK1- termination management
Define retirement and resignation (2 marks)
Retirement= Where the employee decides to leave the workforce
Resignation= Where the employee voluntarily leaves the business
Define workplace relations (2 marks)
workplace relations is the relationship and communication shared between employees and their employer.
This may be in areas such as wages, employment, conditions, and workplace disputes.
Outline the national employment standards (2 marks)
The national employment standards is a system for determining wages and conditions outlining protections put in place for employees. for example, it outlines the maximum weekly hours
define mediation (2 marks)
Mediation is method of dispute resolution that uses an independent third party (known as a mediator) to help the disputing parties reach a solution.
The mediator does not interfere or persuade but helps the parties as they try to come up with a decision alone.
explain the relationship between HRM and objectives (3 marks)
Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organizations employees. Business objectives is what a business wants to achieve over a period of time. Employees are a vital asset as they are the ones achieving business objectives, therefore employees should be motivated and managed effectively through training to perform at a high standard to meet objectives.
Distinguish between summary and on-notice dismissal (2 marks)
Summary dismissal is where an employee commits a serious beach of their employment contract and can be dismissed immediately whereas on-notice dismissal is where an employee is not performing satisfactorily.
Summary dismissal can be due to things like theft and breaching OH&S whereas on-notice dismissal can be due to an employee not making goods and services to a high standard
Explain the fair work commissions workplace relations role (2 marks)
Fair Work Commission is Australia’s independent workplace relations tribunal
Their workplace relations role involves providing a safety net of minimum wages and conditions for all employees
define awards (2 marks)
awards set out the minimum wages and conditions in a particular industry.
Employees cannot be paid or receive conditions below the award.
examine the use of arbitration to resolve workplace disputes (3 marks)
Arbitration is a process where both parties put their case forward to an independent third party who then makes the final decision.
A positive impact is it makes a binding decision which means that the decision made needs to be followed, helping resolve disputes.
Another positive is its quicker than mediation as the 3rd party makes the decision, helping resolve disputes quicker
Compare the 2 training options (3 marks)
Off-the-job training is where the employee learns new skills away from the workplace whereas On-the-job training is where an employee learns skills and knowledge at their workplace, often while performing their actual job.
off the job involves employees learning from a professional in the industry whereas on the job involves an employee learning from someone at the workplace, usually a manager.
Both help an employee develop their skills and knowledge necessary to complete their job to a high standard.
Explain the entitlement and transition considerations for resignation (3 marks)
Resignation is where the employee voluntarily leaves the business.
An entitlement consideration is payment for completed work and accrued benefits. A transition consideration can be conducting an exit interview to determine the reason.
Describe the human resource managers workplace relations role (3 marks)
Human Resource Manager is the one responsible for managing the relationships between the employees and the business
One of their roles is to represent the employer in negotiations of new wage agreements
Another role is to participate in resolution of disputes, usually as the mediator
Justify the use of agreements (3 marks)
An advantage is it allows the employer to know what employees want to keep them satisfied. Another advantage is it is protected by the FWC as they cant go below the minimum standards.
distinguish between mediation and arbitration (3 marks)
mediation is time consuming as it involves ongoing discussions that may not reach a decision whereas arbitration is less time consuming as a decision is make quicker by an independent 3rd party.
In mediation, the 3rd party (mediator) does not make a decision and only helps facilitate discussion whereas in arbitration, the 3rd party (arbitrator) comes up with the final decision.
Mediation is not binding unless a terms of settlement is signed, whereas arbitration is binding which means the decision must be followed.
Justify the use of career advancement as a strategy for long term motivation (3 marks)
Career advancement is where an employee is given the opportunity to take on greater responsibility in the business.
A positive of this in the long term is employees may see the position they would like in the long term and set out a career path. Another positive is it helps retain talented employees to stay in the business in the long term.
Explain the entitlement and transition considerations for an employee that is made redundant (4 marks)
An entitlement consideration is that employees are entitled to notice and time off to attend interviews. This is usually 3 weeks notice and can assist in having time for employees to find a new job due to being redundant.
A transition consideration may counselling to look after wellbeing. When an employee is made redundant, they may feel stress and anxiety in trying to find a new job, therefore businesses may offer counselling to ensure employees have support services in place.
Distinguish between unions and employer associations (3 marks)
Unions are organizations that represent and offer advice to employees with workplace relations issues whereas Employer associations are organizations that represent and offer advice to employer’s with workplace relation issues.
Unions support and represent employees in disputes whereas employer associations support and represent employers in disputes.
Unions organize industrial action whereas employer association help minimize the impact of industrial action.
Discuss the use of agreements (4 marks)
An advantage is they dont take much time as its already set out by the FWC.
Another advantage is that employees are not worse off than other employees as the pay and conditions are consistent across.
A disadvantage is that it will be hard to attract and retain good employees as they are paid the minimum standards.
Another disadvantage is that there is less flexibility for employers as they cant control how much pay is given to workers.
discuss the use of mediation (4 marks)
An advantage of mediation is its in an informal atmosphere which allows employees to feel at ease.
Another advantage is its more cost effective as they don't have to pay legal fees or for a 3rd party.
A disadvantage is it can be time consuming in organizing and deciding as both parties need to agree. Another disadvantage is a more dominant party can control the process, leading to an unfair decision.
examine the use of employee observation as a performance management strategy (3 marks)
Employee observation is where an employee’s performance is evaluated by watching them in action.
A negative of this is that it can be time consuming for someone to be watching another employee when they are performing their role. Another negative is it can lead to a negative relationship if the employer is bias when evaluating the employees performance.
Compare transition and entitlement considerations (4 marks)
compare employees and the fair work commission (4 marks)
Employees are those that work for the business in exchange for money, they work towards the achievement of business objectives whereas Fair Work Commission is Australia’s independent workplace relations tribunal.
Employees negotiate new agreements whereas fair work commission approves new agreements.
Both are key participants in workplace relations involves in businesses.
Both can be involved in workplace dispute resolution processes.
Analyse the use of awards and agreements to meet the needs of employees (6 marks)
Awards set out the minimum wages and conditions for those in a particular industry. Collective agreements are workplace agreements between an employer and a group of employees.
A positive impact of awards is that employees are not worse of than other employees as they are all being paid consistently and fairly, helping meet their needs of being paid fair.
A negative impact is that it can be hard to retain good employees as they are paid the minimum, meaning employees needs wont be met and they will leave the business.
A positive impact of agreements is that it is protected by the FWC, which means that employee needs are met since they aren't paid below the minimum standards.
Another positive impact is there is more bargaining power for employees as they have the ability to negotiate their wages and conditions, allowing them to meet their needs.
However, it can cause conflict between employer and employees due to ongoing negotiations, which may not meet employee needs as they may not receive the conditions they want.
evaluate the use of mediation and arbitration in resolving workplace disputes (6 marks)
Mediation is method of dispute resolution that uses an independent third party (known as a mediator) to help the disputing parties reach a solution. An advantage is its more cost-effective as there is no legal fees or costs associated with bringing a 3rd party. A disadvantage is its only binding if the parties sign a term of settlement, meaning the dispute might not be resolved.
Arbitration is a process where both parties put their case forward to an independent third party who then makes the final decision. An advantage is there is a binding decision which must be followed by both parties. A disadvantage is it can leave parties dissatisfied as they aren't making the decision.
Overall, arbitration is best suited as it is a quicker process than mediation. This is because the decision is made on behalf of the parties, which allows the workplace dispute to be resolved in a timely manner.
analyse lawrence and nohrias 4 drive theory and locke and latham's goal setting theory (6 marks)
The four drive theory states there are four basic motivation needs that drive people’s emotions and behaviors. Locke and Latham found that goals could lead to motivate in employees by successfully providing goals that include the 5 key principles.
A positive impact of the 4 drive theory is that it motivates employees by balancing the drives of employees in an organization. A negative impact is it can be difficult to identify which drive employees are at, meaning its ineffective if employees are not honest.
A positive impact of the goal setting their is it allows for employee feedback which can improve the manager / employee relationship. Another positive is employees have clear goals to achieve and the manager has a clear way of managing performance against these goals. However, a negative impact is it can be time consuming as the manager would need to discuss and negotiate these goals with employees.