Section 4 – Personnel (Staffing) Issues
In this section you will study:
Employers – Need to.
Employee’s Needs Include.
The Dept of Industrial Relations
Entry Level Training Requirements
Retraining & Multiskilling
Roles of Industry Personnel
The NSW Department of Industrial Relations has a significant role in developing effective and workable industrial relations in this state. In summary, the history of the NSW Department of Industrial Relations is as follows.
In the workplace, employers and employees alike have needs and objectives they wish to be met.
Employers need to:
Conduct an efficient business.
Make a reasonable return on their financial investment and have a productive workforce.
Employees needs include:
Earning a reasonable income.
Having the security of employment.
Deriving satisfaction from their work.
Having a career path.
The current industrial relations system allows all parties to enter negotiations, as employer associations, independently or to be represented by bodies such as unions or employer associations.
An industrial award is an agreement between employers and employees on the tights and obligations for all those involved in a specific type of work.
It is most commonly negotiated by organizations representing employers and organizations representing employees (unions).
These organizations either apply to the Commission to have an award prepared or develop an award through the resolution of an industrial dispute.
An enterprise agreement is also an arrangement between employers and employees on the rights and obligations for all those involved in a specific type of work.
It is also negotiated by employers and either organizations representing employees (unions) or employees themselves usually on a specific work site.
Agreements may cover some or all of the employment conditions present in an award but they must also comply with NSW laws that provide employment tights and obligations.
Enterprise agreements must have the approval of the Industrial Relations Commission.
Entry Level Training Requirements
Choosing and keeping the tight people is central to the successful functioning of your business. Objectives should be set which will ensure that conditions are created and maintained to provide profitable and efficient use of your personnel. This is best achieved by treating staff as human beings and being concerned about their total work environment.
This means advertising vacancies in a variety of ways and providing adequate information to prospective employees. Advertising in local newspapers is an excellent method of attracting applications to job vacancies.
Consider the skills, qualifications and experience required to do the job. Separate these into "essential" and "desirable". This will help in selecting the best applicant for the job.
And apprenticeships, office skills traineeships are all excellent methods of employing new staff. Contact your nearest Employment National office and find out what subsidies or allowances you may be entitled to.
At the same time ask what other services Employment National may be able to provide your business.
Another option is to use a private employment agency. Private agencies typically charge between 10% and 15% of the employee's first year's salary as a fee.
The basis of selection is fact finding, either by asking questions or by requiring applicants to demonstrate the skills they claim they have, such as operating a particular machine.
Prepare an outline for the interview but be flexible about it. After you have made a short list, check references and send an offer letter to the successful candidate. Inform unsuccessful candidates as politely and as soon as possible.
When commencing a new employee:
Make the first three months of employment probationary. During the probationary period, the employee should be assessed and, if unsuitable, either retrained or, where appropriate, dismissed.
Training the New Starter - informal on-the-job training is probably the most common training method used, except for highly skilled or technical positions. Formal training workshops should also be considered once employees are established.
Retraining & MultiskillingAlso called job training or occupational training and vocational instruction for employed persons.
During and after World War 11, in-service training by employers became a common practice.
The rapid changeover in industry from peace to war led to training schemes for semiskilled workers, for workers transferred to new jobs, and for women newly brought into industry.
Thereafter, the rapid contemporary advance of technological change made training a necessity in almost all walks of life.
Most large industries have employer associations, which work to safeguard the interests of their members and the industry as a whole.
Some of the services that trade unions provide for members include:
Maintaining and improving wage rates
Improving conditions of employment
Looking after health and safety on the job
Maintaining job security for members
Ensuring that workers injured on the job get access to worker's compensation
Protection from discrimination and harassment
Claiming back pay
Access to training
Child care and family friendly policies
Promoting equal employment opportunities for men and women
Lobbying governments on behalf of members.
Unions are legally established and must be registered within the federal or state industrial relations systems.
To maintain registration, unions must demonstrate that their funds, elections and day-to-day operations are properly administered.
These vary with the size of the union and its activities.
Members can usually be involved with policy making through job meetings, local branch meetings and the union five state conferences.
State conferences are generally held every two years and delegates are elected to represent the membership of the local branch.
Large unions like the CFMEU usually have a national executive as well as state executives and local branches.
At the national level there are also peak bodies such as the ACTU, which represent the union movement as a whole in negotiations with governments and large employers on matters of national industrial concern.
At the shop floor level in larger enterprises, a union representative will usually be elected to liaise with management on matters, which concern the members.
Roles of Industry Personnel
Due to the diversity of industrial organizations it is difficult to give an accurate picture of the structure of each type.
The following is a pattern common to many engineering firms
Management may be defined as use individual or group responsible for decision making in a firm. It will attempt to anticipate future consumer demand, and will produce on the basis of those anticipations.
Production takes place by labour working with machine tools to transform raw materials into finished products. It is the task of management to organize and coordinate the process of manufacture from the raw material stage to the sale of the finished product.
With the growth of large companies, the function of management is generally in the hands of salaried managers or directors.