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Chapter 4 (An overview of the dispute resolution process including…
Chapter 4
An overview of the dispute resolution process including grievance procedures, mediation and arbitration
Conflict: Disputes, disagreements or dissatisfaction between individuals and/or groups.
Strike: Occurs when employees withdraw their labour for a period of time in pursuit of improvements in their employment conditions
Lockout: When employers close the workplace for a period of time as a means of applying pressure to employees during a period of industrial time.
Green Bans: Bans imposed by trade unions on any development that is considered harmful to the environment or an area of historical significance.
Protected industrial action: Action taken by either party to a dispute that has been approved by the Fair Work Commission.
Negotiation: Method of resolving disputes whereby discussions between the parties result in a compromise and a formal or informal agreement about a dispute.
Mediation: The confidential discussion of issues in a non-threatening environment, in the way presence of a neutral, objective third party. Many as a first step in their dispute resolution or grievance procedure.
Grieveance procedure: Provides an orderly system whereby the employee and employer can resolve matters relating to complaints about wages, hours, working conditions and disciplinary action.
Conciliation: Process that occurs when a third party participates in the resolution of a dispute and attempts to resolve the differences through discussion
Arbitration: A process that occurs when a judge (such as a fair work commissioner) hears both arguments in a dispute in a more formal court-like setting and determines the outcome.
Termination management, including retirement, redundancy, resignation and dismissal, entitlement and transition issues
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Retirement: When an employee decides to give up full-time or part-time work and no longer be part of the labour force.
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Redundancy: When a person's job nom longer exists, usually due to technological changes, a business restructure or a manager or acquisition.
Retrenchment: When a business dismisses an employee because there is not enough work to justify paying them.
Dismissal: When the behaviour on an employee is unacceptable and a business terminates their employment
Unfair Dismissal: When an employee is dismissed because the employer has discriminated against them in some way, such as firing someone because she is pregnant.
Training options including on-the-job and off-the-job training, and the advantages and disadvantages of each
Employment Cycle: Establishment, Maintenance and Termination Phases
Job description, Job analysis and Job specification
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Development: Refers to activities that prepare staff to take on greater responsibility in the future
On-the-job: When employees need to learn a specific set of skills to perform particular tasks in the workplace
Advantages: Most cost affective, trainees use actual equipment that is required to do the job. Disadvantages: Quality of trainer may vary, If real tools are used, it may disrupt production
Off-the-job: Training away from the workplace and sending individuals or groups of employees to a specialised training institution
Advantages: Availability of a wider range of qualifications than those in the work place, more structured and organised working environment. Disadvantages: More expensive, lost working time
Performance management strategies to achieve both business and employee objectives, including management by objectives, appraisals self-evaluation and employee observation
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Performance appraisal: The formal assessment of how efficiently and effectively an employee is performing in their role in the business.
Process of management by objectives: Business objectives are clearly defined, Individual employee goals are negotiated, Regular monitoring of progress, Performance feedback, Performance appraisal on achievement of goals
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Employee self-evaluation: Involved employees carrying out a process of self-assessment, based on a set of agreed criteria and the employees ask themselves questions about their performances.
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The roles of participants in the workplace including human resource managers, employees, employer associations, unions, and Fair Work Commission
Trade Unions: 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.
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Log of claims:A list of demands made by workers (often through their union) against their employers.
Fair Work Commission: The Fair Work Commission is Australia’s national workplace relations tribunal. Its role is to assist employees and employers to maintain fair and productive workplaces