Unit 4 AOS 1C Flashcards
(12 cards)
Employee relations
Refers to the total interaction that occurs between an employer and the employee, in regard to the establishment of conditions of employment. This allows for maximum workplace productivity, increases business competitiveness, decreases levels of conflict and promotes the concept of an organisational team.
- remuneration, pay, leave, hour of work, positive working relationship
Centralised system
This is when the government and their tribunals control the process of wage determination and employment conditions within an LSO. It involves external bodies such as fair work commission, unions representing the employee and the employer associations representing employers.
This allows equality among all workers, gives government greater control and reduces disputes within organisations.
But it is less flexible, productivity cant be rewarded, can cause large whole industry disputes and can allow large unions to be favoured.
Decentralised system
Exists when employees are able to negotiate agreements with employers in individual workplaces. This requires enterprise bargaining which allows businesses to change workplace practises to suit workplace needs and to link productivity improvements to wage increases.
It is flexibly to introduce employment conditions, allows greater communications and improves productivity by employees being rewarded.
Inequality between the wages of skilled and unskilled workers, government has less control and disputes can last longer.
Similarities between centralised and decentralised
- both relate to how wages and conditions of employment are determined
- both use awards
- government still sets minimum wages
- government is still involved
Differences between centralised and decentralised approaches
- cs uses awards as a primary form by the government whereas ds uses awards as a safety net in collective agreements and contracts
- cs lacks flexibility whereas ds increases flexibility
- cs uses fair work commission, industrial courts and tribunals whereas ds has a limited third party involvement
- cs conditions are for the whole industry whereas ds are done at the organisation level
- cs everyone receives a pay rise whereas ds pay increase are linked to productivity
- cs less time-consuming because ds approach requires negotiation
Industry wide awards
- fair work commission, NES- national employment standards
- don’t apply for businesses that have developed an agreement at enterprise level
- not covered by an agreement
- minimum entitlements for wages + conditions
- safety net for minimum wages
- centralised approached
Collective agreements
- within and individual organisation, enterprise bargaining agreement
- contains minimum entitlements for wages + conditions
- for all employees within the organisation
Individual contracts
- individual common law employment contract
- within individual organisations
- for one individual employee, usual has a high role in the LSO
- wages and conditions for that one employee
Role of HR manager under a decentralised approach
- negotiating employment agreements with employees and their representatives
- training other managers and supervisors to facilitate the implementation of agreements within their area of responsibility
- ensuring the implementation of all key terms of agreements
- dealing with disputes and conflicts that may arise during the life of an agreement
Management styles in employee relations
- participative and consultative styles of management result in positive employee relations
- encourages employee involvement in decision-making
- encourages positive working relationships so the organisation objectives can be easily achieved
- encourages employee innovation
Management skills in employee relations
Communication- build trust, support positive negotiations and helps with resolutions of disputes
Delegation- helps build a positive attitude towards the organisation
Teamwork- contributes to the level of engagement of employees
Problem-solving- helps a tendency to blame individuals or groups for those problems
Conflict in employee relation
-Industrial action- strikes, work bans, lockout, picket
-Protected industrial action- during bargaining periods, approved by fair work, agreement past expiry
-Unprotected action- unlawful, can cause damage
Methods
-negotiation- compromise
-mediation- third party facilities
-conciliation- third parry actively involved
-arbitration- both party in front of a judge
