You can only challenge a dismissal if you can show it actually happened Youve

You can only challenge a dismissal if you can show it

This preview shows page 19 - 22 out of 25 pages.

You can only challenge a dismissal if you can show it actually happened. You’ve been dismissed if your employer has done any of the following: - ended your contract of employment, with or without notice - refused to renew your fixed-term contract - made you redundant, including voluntary redundancy
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- dismissed you for going on strike - stopped you from coming back to work after maternity leave Project 1 Create a staffing plan for your business. (750–1,500 words) Give an example of what the business is, what it will do and how many staff will be required. Explain why you will need these numbers of staff and detail the positions to be held (roles) and the competencies these employees will need to demonstrate. Will you employ permanent, casual or contract staff? Explain and give reasons for your choices, taking into consideration contingency plans in the case where you have (or could have) staffing problems. The business is a medium-sized startup that sells solution for removal, storage and freight-forward operations and deal with major clients in the biggest warehouses in Australia and overseas by setting a software for real-time control, excluding the paper work. o recruit and select staff The process of recruitment and selection, even being a medium-sized organisation, will be established within the adherence of Human Resources department aligning with other areas the main needs to be addressed into the recruitment process and how staff can address these issues. o comply with relevant legislation and awards In general, compliance means conforming to a rule, such as a specification, policy, standard or law. Regulatory compliance describes the goal that organizations aspire to achieve in their efforts to ensure that they are aware of and take steps to comply with relevant laws, policies, and regulations. o inducts new staff Getting a new employee started in your business is like starting a farm. You don’t just go out and grow crops. The connection you make in the beginning are like seeds planted in the ground – they won’t pay off in the short term. But if you water, fertilize, and give them plenty of sun, they’ll grow into your first crop – and from that first crop you will get more seeds and harvest again and again. Establish rapport Introduce the organisational culture Outline the organisational Vision and Mission Clarify job role and responsibilities Familiarise employees with conditions of employment, facilities and amenities, policies and procedures, whilst avoiding information overload Obtain feedback on the effectiveness of the induction process Fast Track Your New Employee
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o provide for initial and ongoing training Probably the most important part on the staff development, initial and ongoing training is the ground base for the continuity of a good work for several reasons such as : - Possibility to address weaknesses and immediately amend and turn into strengths - Improve employee performance, which will ensure that workplace is running in an efficient way - Consistency and reduction of risk, which is great in terms of work stability - Job satisfaction. Employees who have access to ongoing training and development at work
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