Chapter 14: influences on HRM Flashcards
(153 cards)
1
Q
what is the centralised system of industrial relations
A
- gov orgs created awards, which set wages and conditions of employment for all workers within particular industries
- unions and employer groups would negotiate with these gov bodies, and the resulting awards would apply to all buses
2
Q
what is a decentralised system of IR
A
- emphasising negotiation at the workplace level
- though having industry-based awards to provide a safety net, employers, employees and their unions encouraged to negotiate their own agreements
- flexible though significant disadv for low-skilled workers, with distint disadv when negotiating directly with employer
3
Q
what are stakeholders
A
Stakeholders are any individuals or groups who have an interest in or are affected by the actions of a business
- all have common interest in the survival and success fo the buses
4
Q
define employers
A
employers include all individuals, buses, govs and non-profit orgs that seek and employ labour
- vital role producing G&S, paying taxes and providing employment
5
Q
what is the primary goals of most employers
A
- The primary goal of the overwhelming majority of employers is to operate an efficient,
profitable bus, which depends largely on having highly productive employees
6
Q
how has the decentralised system changed HRM
A
the responsibilities of of employers in the HRM process have increased, as legislation encourages them to negotiate agreements and resolve disputes at the workplace lvl, rather than relying on gov orgs
- decentralised system favours employers, esp in workplaces where staff not represented by strong unions eg many buses taking adv of flexible work arrangements and hiring casuals or contractors
7
Q
define employees
A
employees are engaged by employers to perform tasks on a FT, PT or casual basis
8
Q
what are the goals of employees
A
seek higher wages, good working conditions, job security and a sense of achievement and satisfaction
9
Q
how have the mindset of employees changed over time and how has this affected buses
A
- employees are generally more educated than in the past –> need more interesting work or decision making power
- many driven to build their career through a succession of jobs in a range of diff buses –> change jobs more frequently
- these make it difficult for bus to retain skilled staff –> hence buses must motivate and hang on to skilled employees, providing awards, a career path and opps for greater staff input
- employees also keen to achieve better work life balance thus offering flexible work arrangements can giv bus significant adv
10
Q
what are employer associations
A
Employer associations are organisations that represent the interests of businesses, usually covering employers in
the same or similar/related industries
11
Q
employer associations act on behalf of employers (esp small buses) in a vairety of scenarios:
A
- in negotiations with employees and unions
- providing advice and support in a wide range of areas, including HR matters
- lobbying govs and gov orgs for more favourable laws and policies
12
Q
what are trade unions
A
Trade unions are orgs formed by employees in an industry, trade or occupation to represent members
in negotiations over pay, work conditions, WHS, job security, etc.
- unions also keep members informed on their legal rights and responsibilities, provide advice and support during workplace grievances or industrial disputes, an act as pressure groups to highlight workers’ concerns to gov
13
Q
what is the Australian Council of Trade Unions (ACTU)
A
- the peak union body in AUS
- concerned with issues that have an impact on workers on a countrywide basis
- most unions in aus are affiliated with (members of) the ACTU
- engage in campaigns for higher wages, better working conditions, safer workplaces, superannuation and improvements in equality for women
14
Q
what are some factors that have contributed to the decline in union membership
A
- the more educated workforce - more power to negotiate –> less need for union rep
- fewer gov employees (due to privatisation) –> who are 4x more likely to be unionised than priv sector employees
- increasing proportion of overall employment in small buses
- decline in manufacturing employment - manu workers much more highly unionsied than employed in services
- more PT and casuals & increasing use of contractors
- increasing job and career mobility - employees who move b/w jobs less likely to make the investment in unions
- more women in the workforce
- generational change - much lower lvls of unionisation among younger workers
- legal changes reducing union power
15
Q
what is the ‘free-rider problem’
A
non members who benefit from union-negotiated agreements
16
Q
how have fed and state gov shaped the IR systems ie what are their key roles
A
- developer and administrator of workplace laws - pass laws which provide the legal framework for IR
- employer - almost 1/3 of aus workers are employed in either fed or state govs (eg teachers, nurses, police)
- manager of the eco - stable eco growth creates an enviro of low UE, good job security and high wages
17
Q
what si the Fair Work Commission (FWC)
A
the national workplace relations tribunal
18
Q
what does the FWC make decisions on
A
- the safety net of minimum wages and conditions
- enterprising bargaining decisions
- industrial action and dispute resolution
- termination of employment
19
Q
Matters that cannot be resolved by the Fair Work Commission progress to the Federal Court of Australia for
determination. WHat vases does the fed court deal with
A
- indsutrial action
- breaches of workplace laws
- interpretation of workplace laws
- discrimination or victimisation under workplace or human rights legislation
20
Q
what are some other gov orgs with an interest in the HR process
A
- the Australian Human Rights Commission (formerly the Human Rights and Equal Opportunity Commission)
- the Workplace Gender Equality Agency (WGEA)
- Anti-Discrimination NSW (formerly the Anti-Discrimination Board of NSW)
- Safe Work Australia
21
Q
what are the two sources of employment law in Australia?
A
Statute law (made by parliaments) and common law (made by courts through decisions in cases).
22
Q
What are the three main purposes of the legal framework in employment relations?
A
- Provide protection for employees and employers
- Offer guidelines to resolve disputes and issues
3.Help create a fair and efficient workplace
23
Q
What were Australian Workplace Agreements (AWAs)?
A
Individual employment contracts promoted under WorkChoices, often favouring employers due to power imbalances.
24
Q
How did the Fair Work Act 2009 change the industrial relations landscape?
A
- Reinstated collective bargaining
- Banned AWAs
- Provided a safety net through the National Employment Standards (NES)
25
Does the Fair Work Act allow individual employment arrangements?
Yes, through common law contracts and independent contracting, outside the formal IR system
26
what laws does the Fair work act provide
- are fair to working Australians
- are flexible for businesses
- promote productivity and economic growth
- take into account our international labour obligations
27
how does the fair work act implement workplace laws
- ensuring a safety net that is fair and relevant (through the NES, national minimum wage and modern
awards)
- ensuring that workplace agreements cannot undermine the safety net
- helping employees balance work and life commitments by offering flexible working arrangements
- enabling fairness at work and preventing discrimination in the workplace
- achieving productivity gains by emphasising workplace-level collective bargaining
28
provide a quick summary on the gov in power over the past decade
- 2013–2022 Coalition Govt: Minimal change to the Fair Work Act due to political caution after the backlash to WorkChoices; which contributed to their election loss, they were cautious about introducing unpopular employer-friendly changes
- 2022+ Labor Govt: Active in reforming workplace laws to protect workers, especially in areas like gig economy rights (eg uber dirvers, freelancers) , wage growth, and closing employer loopholes
29
what are some Fair work legislation amendment acts
- speeding up access to arbitration to address lengthy workplace disputes
- making it easier for workers to recover unpaid wages by increasing the limit on claims
- stronger measures to address gender pay equity and sexual harassment
- increasing employer obligations around accommodating employee requests for flexible work hours or
arrangements
- improving job security by placing limits on rolling fixed-term contracts
- Expansion of multi-employer bargaining (MEB)
- Improved rights to superannuation, parental leave, and long service leave
- ‘Same job, same pay’ rule for labour hire workers
- 5x increase in fines + jail for intentional underpayments (wage theft)
- Industrial manslaughter offence with fines up to $18 million + jail
- Increased union rights to enter workplaces and inspect records
- ‘Right to disconnect’ from work messages outside work hours
- Right to apply to FWC for minimum pay/conditions in gig work
- New definitions for employment and casual work to prevent misuse
30
What have employer groups criticised about recent workplace law changes?
The speed and volume of changes, especially MEB and the ‘right to disconnect’, and uncertainty over how courts will interpret them (ie employers and HR managers complaining abt how MEB has caused confusion and much change in such short time)
31
How did stakeholders respond to employment challenges during COVID-19?
Govs, unions, and buses cooperated to amend awards and agreements, allowing reduced hours and pay to avoid job losses
32
What was the purpose of the JobKeeper wage subsidy?
To support employers with labour costs, maintain income for employees, and preserve employment relationships
33
What actions did state governments take during the pandemic?
Issued health orders to require work-from-home where possible and limit workplace capacity.
34
what are employers rights and obligations to employees
- Pay correct wages
- Cover work-related expenses
- Provide a safe working environment
- Forward PAYG tax to the ATO
- Make required superannuation contributions
- Act in a way that will not affect an employee’s
reputation, cause mental distress or damage the
trust and confidence of the employment
relationship
35
what are employees rights and obligations to employers
- Follow lawful and reasonable instructions
- Use due care in performance of duties
- Are accountable for all money and property (eg laptops and mobile phones) received while in employment
- Are faithful to an employer’s interests (eg. do not tell competitors about products or put down the products)
- Make available any product or process developed while in employment
36
which employees are typically covered by common law ocntracts
- senior managers
- employees in very small bsues or in non-unionised industries
- employees working for employers with highly customised req's or working on special projects
37
what are some features of common law employment contracts
- apply where an employee is not covered by an award or collective agreement
- Pay and conditions are negotiated directly between employer and employee
- Not registered with the FWC
- Disputes are resolved through courts under common law
- Must meet NES and minimum wage, unless the employee earns over $175,000
38
What is the National Employment standards (NES)
The Fair Work Act provides a safety net of enforceable minimum employment terms and conditions through the
National Employment Standards NES
- twelve minimum workplace entitlements which apply
to all employers and employees
- entitlements apply directly to employees not covered by an award or enterprise agreement
39
what are the twelve minimum workplace entitlements
- maximum weekly hours of work
- requests for flexible working arrangements
- parental leave and related entitlements
- annual leave
- personal/carer's leave, compassionate leave, and family and domestic violence leave
- community sevrice leave
- long service leave
- public holidays
- superannuation
- notice of termination and redundancy pay
- provision of a fair work info statement & the casual employment info statement
- casual conversion
40
what does the anuual review by the FWC consider the rates of pay in
- modern awards - which cover most employees in a wide range of industries
- the national minimum wage - which applies to all employees not covered by awards or enterprise agreements
41
what are awards
a set of minimum pay and conditions determined by the FWC that are specific to an employee's work or industry sector, on top of those set out in NES and national minimum wage
42
can employers pay above award wage rates
many employers pay above award wage rates, through either enterprise agreements or individual common law contracts
43
in addition to minimum wage entitlements, what conditions do awards also outline
- penalty rates, overtime entitlements and other allowances
- job classifications
- superannuation
- felxible work arrangements
- hours of work
- breaks
- leave entitlements
- redundancy entitlements
- dispute resolution procedures
- general responsibilities of the employer and employees
44
who do state awards apply to
only apply to those employees who remain under state industrial relations laws
- 2400 state and federal awards confusing so replaced with 125 modern awards
- new safety net for employees covered by the national workplace relations system
45
what is enterprise bargaining
the process that employers and employees (and their representatives) use to negotiate a set of rules and conditions for their workplace, which results in an enterprise agreement
46
what is a collective agreement
made b/w a group of employees (that may be represented
by one or more unions) and an employer or a group of employers
47
what are enterprise agreements (EAs)
form of collective agreement made at the workplace level
- alternative to modern award
- cover a wider range of terms and conditions than modern awards
- only apply in one workplace unlike modern awards (cover whole indsutry)
48
what is the main benefit of EAs
greater flexibility
- can be tailored to address the particular needs of the bus --> lead to significant productivity gains
49
what is the role of EAs compared to awards
- relevant awards are used as a starting point for enterprise bargaining negotiations
- EAs typically address all or most employment conditions under the relevant award
- employees often enjoy more favourable conditions under EAs than the relevant award
50
what conditions should the EAs have to be approved by the FWC
- made with the genuine agreement of those involved
- passes the better off overall test (BOOT) for all employees covered by the agreements compared to the modern award
- complies with all workplace laws & does not include any unlawful terms
- includes dispute resolution procedures, including the option for disputes to be brought before an independent party for mediation or arbitration
- allows for variations if req'd
- provides opps for employees to be represented by a bargaining rep (eg union)
51
Why is the drop in enterprise bargaining coverage seen as a problem?
it’s bad for employees, businesses, and the economy—fewer EAs mean missed chances for wage growth and productivity improvements
52
What concerns did employers and unions have about the enterprise bargaining framework?
- employers thought that BOOT is too strict and wanted to return to the no-disadv test (NDT)
- unions arguing that there were too many barriers preventing many workers from bargaining with their employers
53
what has the gov done to address the delicne in enterprise bargaining
the albanese gov introduced Secure jobs, better pay reform in 2022 making the BOOT less restrictive, reduced admin requirements for faster EA approval and allowed changes to EAs later if circumstances changed
54
what are Individual flexibility agreements
- a feature of both modern awards and EAs which allow employers and employees to come to an agreement that varies the relevant award or agreement to address their individual circumstance
- arrangements cannot undermine mnimum employee entitlements and must leade the employee better off (usually assessed financially) on thw IFA compared to the award or EA
55
what can IFAs only address
- working hourse
- overtime rates
- penalty rates
- allowances
- leave loading
- any specific matters identified in the flexibility clause (for enterprise agreements only)
56
what are the classifications for employment contracts
- contracts of indefinite duration (eg most FT and PT)
- contracts of a fixed term (some employees and independent contractors)
57
what differs indefinite duration contracts from contarcts of a fixed term
- employment relo continuing until either the employee or employer gives notice of intention to temrinate the contract, with the period of notice determined by the relevant award, EA or the contract itself
58
59
what differs fixed term contracts from indefinite duration contracts
- fixed term contarcts define a date or completion of a specific task as the endpoint of the employment relo
60
what are Contracts of indefinite duration associated to
- aka permanent employment
- traditionally associated with FT (employed on ongoing basis ie indefinitely)
61
what are features of FT employment contracts
- set hours of work
- leave entitlements, such as annual leave, sick leave, family leave, long sevrice leave and paid public holdiays
- job security
-
62
how do employers benefit from flexible employment
- easier to fill positions that do not req FT employee
- alows greater focus and more intense commitment for short periods when needed
- allows businesses to operate outside the traditional hours of 9-
5
- easier and cheaper to lay off workers when demand falls
63
how do employees benfit from flexible employment
more time to balance study or family commitments
64
idnetify the types of flexible employment contracts
- casual employment
- PT
- independent contractors
65
describe casual employment
- employed temporarily or irregularly and are paid by the hour
- hourly pay typically higher than permanent employees but do not enjoy leave entitlements and job security
- miss out on training and promotion opps, exp fluctuating income and have difficulty obtaining loans due to lack of certainty around employment
- employers prefer due to lack of on-costs and ability to terminate employment quickly & easily
66
describe PT employment
- Work less than full-time hours
- Ongoing employment with regular hours
- Receive entitlements (sick leave, holidays) pro rata
- Offer job security and permanency
67
describe independent contractors
- not classified as employees
- Often hired for a specific project; not ongoing
- Have control over how work is done and often work for multiple clients
- Must cover their own costs: leave, insurance, superannuation
- Attractive to employers due to lower costs (no entitlements)
68
Which level of government controls WHS laws and workers' compensation in Australia?
The states and territories (not the federal government) retain control over WHS and workers’ compensation
- fed gov handle IR
69
Did all states and territories adopt the same WHS laws?
Yes – most have enacted uniform laws using the same name (The Work Health and Safety Act 2011)
70
What is the role of Safe Work Australia (SWA)?
SWA is a national WHS agency that works with governments, unions, and industry to reduce workplace death, injury, and disease
71
What body enforces WHS laws in NSW?
SafeWork NSW
72
what are the regulations included in WHS code of practice
- how to manage WHS risks
- how to consult with various stakeholders on WHS
- managing the work environment and facilities
- managing noise and preventing hearing loss at work
- hazardous manual tasks
- confined spaces
- how to prevent falls
- labelling of hazardous chemicals
- how to manage, control and safely remove asbestos in the workplace
- facilities for construction sites
73
The Work Health and Safety Act 2011 (NSW) imposes the following obligations on employers and employees:
- employers must provide safe system of work, ensure safe handling and storage, give employees necessary info and training and supervision
- employers must take out workers’ compensation insurance
- employees are required to cooperate with employers and comply with WHS requirements
- health and safety committees must be established at workplaces with more than 20 employees if requested
by a majority of staff or directed by SafeWork NSW
- SafeWork NSW may inspect workplaces, issue improvement notices and order the cessation of work
- SafeWork NSW must be notified of plans to carry out dangerous work and any serious injuries or deaths
in the workplace
74
there are high penalties in serious breaches of WHS laws. Thus employers work closely with unions to adopt a proactive approach designed to prevent WHS issues from arising. what does this approach include
- regular safety audits
- benchmakring of WHS perofrmance
- comprehensive saefty program involving regular ongoing training for staff in safety procedures and emergency response
75
what is worker's compensation
a legislation that provides a range of benefits to employees who are injured in the workplace, including financial assistance, rehabilitation and assistance with returning to work (& assistance to families)
76
what are the obligations of employers under workers' compensation legislation
- taking out a policy with a licensed insurer
- keeping time records, a register of injuries and complete accident investigation forms
- notifying insurers of significant injuries within 48 hours
- establishing injury management and return-to-work plans in consultation with insurers and doctor
77
when are the benefits of workplace injury payable
if employee exp total or partial incapacity to work, there is a need for med treatment, or if there is a permanent or partial loss of use of body parts
78
what happens if a worker dies as a result of the injury or illness
a lump sum and weekly payments to dependants
79
what are compensation payments designed to cover
- loss of wages for time off work
- medical and rehab expenses
- pain and suffering
80
How has workers’ compensation legislation changed since 2000?
- Lump sum and weekly payments are capped and indexed to inflation
- Weekly payments reduce over time and eventually stop to encourage return to work
81
under what conditions can injured workers continue receiving support long-term?
If medically incapable of returning to work, they may get ongoing income support and subsidised medical costs for life
82
In what cases are workers’ compensation benefits not payable?
- If the injury was deliberate
- If caused by wilful misconduct
83
Which bodies manage workers’ compensation in NSW?
- State Insurance Regulatory Authority (SIRA)
- Insurance & Care NSW (icare)
84
What legislation governs workers’ compensation in NSW?
- Workers Compensation Act 1987 (NSW)
- Workplace Injury Management and Workers Compensation Act 1998 (NSW)
85
Can employees take legal action for workplace negligence?
Yes, through common law action if the employer or another employee was negligent or breached duty of care.
86
when does discrimination occur
occurs when a policy or a practice disadvantages a person or a group because of a personal characteristic that is irrelevant to the performance of their work
87
what are the two main types of discrim
- direct discrim - where a person treated less favourably than other solely on gender, age, race, marital status, etc
- indirect discrim - where a person who should be given special consideration is not, resulting in unfavourable outcome for that person
88
in which employment benefits or practices does anti-dsicrim legislation protect employees
recruitment, selection, training, promotion, remuneration, termination, and opportunities to access any other
employment benefits or practices.
89
what are three discrim acts employers and HR managers need to be aware of and comply with
- Anti-Discrimination Act 1977 (NSW)
- Sex Discrimination Act 1984 (Cth)
- Disability Discrimination Act 1992 (Cth)
90
which gov agencies have been created to support the anti-discrim legislation and enofrce equal opp in the workplace
- Workers Compensation Act 1987 (NSW)
- Workplace Injury Management and Workers Compensation Act 1998 (NSW)
- anti-dscrim NSW
91
what does equal employment opportunity (EEO) refer to
refers to equitable policies and practices in recruitment, selection, training and promotion
- EEO ensures that the best person for the job is chosen, the bus gains employee with req'd skills and abilities and a more positive work envrio is promoted
92
how can u measure the level of equity within a bus
- the extent to which women and minority groups have access to diff occupations and positions within bus
- the amt of gievances expressed or legal action taken on the grounds of discrim or sex-based harassment
93
what must employers with more than 100 employees do to support Equal Employment Opportunity (EEO)?
They must prepare and implement EEO management plans and programs to ensure fair treatment and equal opportunity for all employees.
94
What are affirmative action policies used for in the workplace?
To comply with EEO laws, remove discrimination barriers, and support disadvantaged groups (e.g. women) in gaining equal access to pay and job opportunities
95
what six areas does the Workplace Gender Equality Agency recommend that employers focus on to improve equity within their bus
- recruitment, promotion and separation
- access to all occupations and areas
- equitable total remuneration
- training and career development
- work-life balance
- sexual harassment and working relationships
96
what does the Workplace Gender Equality Act focus on
focuses on improving outcomes for women, however, it also aims to improve outcomes for men and economic outcomes more generally
- focuses on removing barriers that stop women from fully taking part in work, like unfair treatment related to things such as parental leave
97
why is gender equality in the workplace important
- enoucrages stronger job applicants
- reduce costs associated with staff turnover
- encoruages varied views and perspectives --> stronger bus performance
98
what is the eco cycle
refers to changes in the level of eco activity over time, characterised by the succession of booms and recessions that take place in an eco
99
what does the fluctuation in deamnd for G&S determine in terms of employment
- employment lvls
- the demand for labour
- the relative barginaing power of employees
100
What are the impacts of economic growth on the labour market?
- Higher demand for labour, lower UE --> possible labour shortages
- Wages rise as employers compete and unions take adv fo their stronger bargaining position by demanding imporvement in wages and working conditions
- Can cause higher inflation cos demand high --> labour high --> prices high
101
What are the impacts of economic growth on the labour market?
- deamnd for labour decreases --> buses downsizing their workforce and increasing UE
- buses cant afford to provide significant wage increases, so wages stagnate or even fall, and workers may have tougher working coditions as a result of weaker bargaining position
102
What was the trend in unemployment in Australia after the 2020 COVID recession?
Unemployment fell sharply to its lowest level since the 1970s due to strong economic recovery
103
Why did Australia face labour shortages after COVID lockdowns ended?
- High consumer demand (pandemic savings)
- Drop in migration, which normally adds workers annually
104
what did the labour shortage result in
- greater bargaining power for employees with some increase in wage growth, but buses striving to keep costs down since high inflation increased price of other inputs
105
How did businesses attract and retain staff during shortages instead of wage rate increases
- Offered sign-on bonuses, flexible/remote work, extra leave, wellness programs
- Shortened hiring processes, trained current staff, and managers covered shifts
106
What changes occurred in the labour market from mid-2022 onwards?
- Migration resumed, growth slowed → labour shortages eased
- Unemployment rose slightly, bargaining power shifted back to employers
- Wage growth slowed, more pressure for return to office.
107
what is structural change
a permanent change in the nature and pattern of production of G&S within an economy
108
what is a major structural long term trend in aus
- decline in manufacturing employment and an increase in services
109
what are two main factors for the decline in manufacturing employment
- the removal of tariffs and quotas increased aus buses exposure to international competition making domestic G&S cheaper
- a permanent change in the nature and pattern of production of goods and services
within an economy (ie machinery)
110
how have HR practices adapted in response to changing structure of the wortkforce
- flexible staffing arrangements
- retention strategies req'd to meet the needs of female and older employees
- mentoring as bus keen to ensure that valuable skills and corporate knowledge are passed on to younger employees and not lost when experienced staff leave
111
what have aus buses done in response to increasing international competition
- restructured outsourcing non-core functions or subcontracting production to become more competitive
- both local and TNCs are increasingly prepared to relocate production to rural areas or overseas to take adv of lower productions costs and lower lvls of disputation
112
Why is retaining core staff important for businesses that outsource?
effective core staff contribute to continuous improvements in productivity, innovation, quality and customer service
113
how does enterprise bargaining support productivity improvements?
It allows employers to trade wage increases for the removal of inefficient work practices, boosting productivity
114
What is meant by the term ‘brain drain’ and why is it a concern for Australia?
‘Brain drain’ refers to skilled Australians leaving to work overseas for better pay and opportunities, which reduces the skills base of Australia’s workforce
115
how has globalisation changed the movement of labour?
Globalisation allows greater labour mobility, though immigration laws still limit movement compared to goods and capital
116
What must Australian businesses do to stay competitive in the global labour market?
They must offer global-level wages to attract and retain skilled and knowledge-based workers
117
In what way can global worker mobility help Australian businesses?
They can recruit overseas workers to fill local skills shortages when suitable Australian candidates aren’t available
118
What new skills do HR managers need when managing a multicultural workforce?
They need training to manage different cultural views on authority, teamwork, and individual roles
119
How does technological change impact business operations?
It boosts productivity, communication, and competition, while also creating new jobs and making others redundant
120
What does HR need to do in response to new technologies in the workplace?
HR must provide training in digital literacy to help staff adapt and perform their roles effectively
121
How has tech-driven outsourcing changed HR management?
It enables overseas outsourcing, leading HR to manage redundancies, industrial action, and complex international HR tasks (recruitment, training, maintenance)
122
What are the effects of remote work on employees’ work-life balance?
- offers flexibility and better work-life balance but some employees feel pressured by employers to be "on-call" all the time (invasive to personal time as threat to work life balance)
123
in which aspects of HR is technology used
- recruitment - many buses advertise job vacancies online, with employees applying online and employers using tech to perform background checks
- T&D - online courses or modules
- payroll - timesheet entry, calculation processing and distribution
- employee self service - access pay info, tax, check leave balances and apply for various types of leave online reducing workload for HR
124
what were the changing social patterns during the 1900s
- increasing immigration from a wide variety of locations
- increasing numbers of people completing schooling and tertiary education (uni, TAFE, etc.)
- changes in family dynamics, including the increase in two-income families, later marriages and fewer children
- an ageing population with higher life expectancy
125
what are the key changes in work patterns to meet bus demands and response to types of employees available
- increases in women’s participation in the workforce
- increases in casual and part-time work
- greater use of outsourcing and fixed term contract employment
- a wider range of service- and knowledge-based jobs, with increasing career flexibility and job mobility
- increasing demands for flexible work arrangements, including the ability to work from home
126
how is Australia's ageing population affecting labour force participation?
Early retirement is popular due to generous old super schemes and health. Many older people shift to PT work as a gradual retirement or return for financial reasons or boredom relief
127
How is the government encouraging people over 55 to keep working?
By offering tax breaks to delay retirement and increase participation of older people in the workforce.
128
how would HR managers develop policies to encourage women and older ppl to continue working
- flexible working arrangements
- the option of job sharing
- grandparental leave (paid and unpaid)
- removing discrimination in the recruitment of older workers
- providing opportunities to update skills
- providing childcare facilities
- mentoring programs to ensure transfer of skills and knowledge from older workers to younger staff
129
Which workers are most likely to seek job mobility and flexible careers?
Young, highly educated workers from Australian or English-speaking backgrounds, especially in creative and knowledge-based fields
130
Why do certain employees prefer flexible employment arrangements over permanent roles?
They want career control, new challenges, varied experiences, and better working conditions—not being tied to one employer.
131
Why do businesses want employees in the workplace at least part of the time?
To support collaboration, creativity, training, mentoring, and workplace culture—not just productivity
132
What are the pros and cons of remote work for employees?
- Pros: Avoiding commutes, flexible hours, time for family/household tasks
- Cons: Less social interaction, hard to separate work/family time
133
Do hybrid work arrangements (days at work and days at home) follow a single model across all businesses?
No – they vary by employer, depending on the type of work, business needs, and employee preferences and capabilities.
134
what issues do employers need to address in relation to work form home
- which days (if any) will be ‘must appear’ days and for which groups of employees
- how much office space will be required with fewer staff present at any one time
- challenges with the induction and training of new staff
- empowering staff to make decisions without always having to consult nearby colleagues
- workplace layout (eg. the balance of collaborative vs individual workspaces, use of hot desking)
- whether to offer perks (eg. free food, drinks or parking, exercise facilities, social events, etc.) to encourage
staff to work onsite more frequently
- whether costs of working at home (such as phone bills and internet) are borne by the bus of the employee
- how to foster staff loyalty and minimise staff turnover when workers at home
135
How does the desire to improve living standards influence HR and employment decisions?
It motivates people to join the workforce, seek promotions, and increase their income to afford better lifestyles
136
What workplace conditions help maintain high living standards in Australia?
- High wages
- Wage increases (though slower from 2013–2022)
- Bonuses, leave, superannuation
- Strict WHS standards
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What workplace practices threaten to reduce living standards in Australia?
Excessive outsourcing, casualisation, and offshoring can erode conditions; unions often resist these trends
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What social expectations have influenced more women to work?
Expectations around home ownership, holidays, and consumer goods drive more women into full-time and part-time work
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Why do casual workers find it difficult to maintain high living standards?
Unstable income makes it hard to buy homes, manage debt, and plan financially, causing stress
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what are some of the current trends in HR
- increasing income inequality as growth in wages has lagged behind growth in profits
- the widening gap between average male and female wages
- individual responsibility for funding retirement, healthcare and education
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what are the consequences of handling HR issues in an ethical, legal or socially responsible manner
can lead to poor morale, low productivity, heavy costs and industrial disputes (such as strikes)
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what are ethical bus practices
are those practices that are socially responsible, morally right, honourable and fair
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Socially responsible, ethical employers recognise that:
- pleasant orking enviro and good working conditions are valuable in motivating and retaining staff
- performance and motivation maxed when staff feel secure, confident, recognised, safe, valued and rewarded
- workers have right to a workplace free from discrim --> damaging to team morale
- effective workplace benefits from good work relos and teamwork
- buses depend on community support
- ethical workplace culture
- customers eventually find out which businesses are acting responsibly and which are not
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what should a buses ethical framework include
- a code of conduct - a statement of acceptable and unacceptable behaviours in a business
- a code of ethics - a statement of a firm’s values and principles
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what are the benefits of ethical bus practices on the HR function
- workers are significantly more likely to consider their work meaningful if they believe their employer is committed to CSR
- staff retention increases and absenteeism declines as staff feel more valued and motivated
- business costs, such as recruitment and training, are reduced and business performance is enhanced
- there are significant marketing benefits as best practice employers enjoy positive publicity in the media
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how are fair and safe working conditions achieved
- compliance with legislation covering pay and entitlements, WHS, anti-discrimination and equity
- providing a safe and healthy working environment, safe working practices and equipment, and appropriate
supervision and training
- creating challenging, interesting and meaningful work to stimulate staff
- providing study leave and training opportunities
- offering equitable and open rewards and benefits
- offering flexible working hours and conditions
- consulting with staff when implementing change
- establishing a code of practice for customers, employees and suppliers
- evaluating and benchmarking performance
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What is ‘precarious employment’?
Casual or part-time work with low job security, no leave entitlements, and long or multiple shifts—often due to global cost pressures
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What ethical issues arise from outsourcing and subcontracting?
Exploitation of workers locally and overseas, child labour, and businesses shifting jobs to lower-cost countries in a "race to the bottom" to secure cheapest cost of labour
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what justifications do businesses give for outsourcing?
They claim only low-skilled, low-cost jobs are shifted and argue that shareholders demand cost efficiency in managing labour
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What role do consumers and media play in ethical HR practices?
they raise awareness, pressuring companies to audit practices and collaborate with NGOs for ethical operations
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hat recent local HR issues have emerged in Australia?
Underpayment, unpaid overtime, docking pay, especially in hospitality
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