1 1 list three indicators of an organizations

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1 1 List THREE indicators of an organizations industrial relations performance Indicators that measure the effectiveness of the organization’s industrial relations practices These include: Levels of absenteeism, Labor turnover rate, Time lost through strikes and stop work meetings, Reported grievances and Accidents and injuries Page 6 of 9
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1 2 List THREE ways you can keep up to date with Industrial Relations information. Keep up to date with information through: Newspapers Industry journals Fair Work Australia website 1 3 What outside resources could you use to resolve an industrial relations issue? List 3 resources. Employee Handbook Human Resources Department Training and Development 14 Describe two ways to promote their industrial relations policies and procedures to their employees. Hold regular meetings with employees and allow free discussion of IR issues Allow union access to the worksite if unions members form part of the workforce Join relevant networks to ensure knowledge remains current 15 What is the best way to remain informed about any change in Awards and Agreement? In the page - wages-and-conditions 16 Explain briefly how an organization can maintain good relationships with workers and unions in 50 – 100 words. Employers and employee or labor unions are on opposite sides of the bargaining table and usually represent divergent interests, so their relationship can sometimes be highly adversarial. However, both employers and unions can gain more out of their interactions if they improve their working relationship. Union-management cooperation characterizes a relationship between employers and labor unions that has the mutual aim of improving organizational performance and sustainability, which in turn benefits both the employer and employees. 17 List 3 activities that HR can do to provide information on industrial relations to relevant people. Staffing: The human resources manager for a unionized workforce must have expertise in both employee relations and labor or industrial relations. Even in a union environment, there are employees who are not in the bargaining unit, such as office staff, supervisors and managers. Collective Bargaining: Collective bargaining is the process that employers and labor unions use to negotiate a contract that sets out the wages, benefits and working conditions for employees in a union work environment. Grievance Handling: HR management should address union grievances as soon as they arise. When a union employee feels that he has been unjustly reprimanded or terminated, he can file a grievance. Page 7 of 9
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Assessor Use Only Satisfactory (S) Not Satisfactory (NS) Assessor Signature: Date: Assessor Comments Page 8 of 9
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ASSESSMENT 2 - PROJECT - STUDENT INFORMATION This information is to be handed to each student to outline the assessment requirements.
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