HUMAN RESOURCES
Transcript: HUMAN RESOURCES There are four main types of employment. These are CASUAL, PERMANENT, and FULL TIME AND FIXED TERM CONTRACT. These should be known by all, so that the rights that are attached to each are fully used and not exploited. This should stop, or limit unfair or unlawful activity to go unknown. “work-life balance” Valuing Employees- Work/Life Balance •This was put in place in the late 1970’s to develop a good balance between an employee’s work and personal life. This phrase was first used in 1986 in the United States and since then, this concept has been more relevant than ever before. This policy aims to provide a flexible work environment for employees and makes it a lot more efficient for employers to carry out these demands. Salary negotiation. When it comes to salary negotiation there are a few main points: •There needs to be plenty of research done about how much you are worth, yet the amount that is found needs to be both reasonable and realistic. •Keeping a clear idea of what you want and being determined, will help along the way to a pay rise or promotion. Performance appraisals consist of the employer evaluating the job performance of their employee. This is with the intention of helping the employee develop skills, provides a forum for feedback and a discussion place for wages, promotions and further training. It also acts as an area for goals to be set. Resolving Disputes •The key to resolving disputes in a business environment is communication, so it helps to try speaking to the people involved before the disagreement gets out of hand. Unfortunately, when it comes to business related disputes, people commonly forget that they have common interest and may want an ongoing relationship once the dispute is over. Nature, Role & Function of Unions • The term Union refers to a Labour Union or Trade Union and is a certified association where they aim to promote the economic social interests of its members; this is done by negotiating and applying collective bargaining agreements. The role of a union is that if something goes wrong within the association, you as a member will be supported throughout the process. Grievance Procedures •A grievance procedure needs to cover all disagreements and possible disputes in a business environment, e.g. when someone gets promoted, management decisions, rosters, harassment and possibly discrimination. This procedure includes the following steps; -Timely responses; as soon as a dispute/disagreement arises, it needs to be dealt with immediately -Sensitivity; ensuring that the person dealing with the process is taking part and behaving in a fair manner -Fairness and Impartiality; All-In-All, both sides to the story must be heard and discussed -Confidentiality; The only people involved in the grievance procedure are the two/or more parties involved and the person dealing with the complaint -Allow for Appeals; A review by someone who has not been in the discussion previously -Victimization; Ensure all parties are treated fairly and are equally supported in the process Dismissal There have been laws put into place to ensure and protect employees from unfair or unlawful dismissal. Awards - Nature and Purpose Awards typically cover issues such as minimum pay rates, leave entitlements and maximum work hours among other things and are in place to safeguard the rights of the worker from possible abuse or exploitation by an unscrupulous employer. Roles & Responsibilities of Mangers/Supervisors •Managers/Supervisors are responsible to supervise and take charge of their business. They are involved in employee selection, career development, succession planning and working out compensation and rewards. All round, they are mainly responsible for the growth and increase in their organization.
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