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Creado por Katelyn Gorman
hace casi 7 años
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Pregunta | Respuesta |
Job analysis | the study of an employee’s job in order to determine the duties performed, the time involved with each of those duties, the responsibilities involved and the equipment required. |
Job description | the duties, tasks and responsibilities associated with a job. |
Job specification | the qualifications, skills, and experience that an employee needs to have to carry out the job. |
Award | a legally binding agreement that sets out minimum wages and conditions for a group of employees in a given industry. |
Training | refers to the process of teaching staff how to do their job more efficiently and effectively by boosting their knowledge and skills. |
Development | refers to activities that prepare staff to take on greater responsibility in the future. |
Learning organisation | monitors and interprets its environment, seeking to improve its understanding of the interrelationship between its actions and its environment. |
Succession planning | preparing employees with potential to take on key management positions within the business in the future, should the need arise. |
Performance management | focuses on improving both business and individual performance through relating business performance objectives to individual employee performance objectives. |
Performance appraisal | the formal assessment of how efficiently and effectively an employee is performing their role in the business. |
Performance feedback | the information provided to an employee after a performance appraisal. |
Termination | the ending of the employment of an employee. |
Retirement | occurs when an employee decides to give up full-time or part-time work and no longer be part of the labour force. |
Resignation | the voluntary ending of employment by the employee ‘quitting’ their job. |
Redundancy | occurs when a person’s job no longer exists, usually due to technological changes, a business restructure or a merger or acquisition. |
Retrenchment | occurs when a business dismisses an employee because there is not enough work to justify paying them. |
Dismissal | occurs when the behaviour of an employee is unacceptable and a business terminates their employment. |
Unfair dismissal | when an employee is dismissed because the employer has discriminated against them in some way, such as firing someone because she is pregnant. |
Trade unions | organisations formed by employees in an industry, trade or occupation to represent them in efforts to improve wages and the working conditions of their members. |
Employer associations | organisations that represent and assist employer groups. |
Log of claims | a list of demands made by workers (often through their union) against their employers. These demands cover specific wages and conditions. Employers may also serve a counter-log of claims on the union. |
Collective bargaining | involves determining the terms and conditions of employment through direct negotiation between unions and employers. |
Enterprise agreement | an agreement that has been directly negotiated between the employer and employees at the enterprise level. |
Penalty rates | additional wages paid to employees who work outside of normal working hours. |
Collective/enterprise agreement | a negotiated agreement between an employer and a union or a group of employees. |
Common law individual (employment) contract | covers those employees who are not under any award or collective/enterprise agreements. |
Conflict | refers to disputes, disagreements or dissatisfaction between individuals and/or groups. |
Strike | occurs when employees withdraw their labour for a period of time in pursuit of improvements in their employment conditions. |
Lockout | occurs when employers close the workplace for a period of time as a means of applying pressure to employees during a period of industrial conflict. |
Green Bans | bans imposed by trade unions on any development that is considered harmful to the environment or an area of historical significance. |
Protected industrial action | refers to action taken by either party to a dispute that has been approved by the Fair Work Commission. |
Unprotected industrial action | refers to action that has not been approved by the Fair Work Commission. |
Negotiation | a method of resolving disputes whereby discussions between the parties result in a compromise and a formal or informal agreement about a dispute. |
Mediation | the confidential discussion of issues in a non-threatening environment, in the presence of a neutral, objective third party. Many organisations now specify mediation as a first step in their dispute resolution or grievance procedures. |
Grievance procedure | provides an orderly system whereby the employee and employer can resolve matters relating to complaints about wages, hours, working conditions or disciplinary action. |
Conciliation | a process that occurs when a third party participates in the resolution of a dispute and attempts to help resolve the differences through discussion. |
Arbitration | a process that occurs when a ‘judge’ (such as a commissioner of the Fair Work Commission) hears both arguments in a dispute in a more formal court-like setting and determines the outcome. |
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