“Human Resource Management (HRM or HR) is the management of an organisation’s workforce or humanresources. It is responsible for the attraction, selection, training assessment and rewarding of employees, whilealso overseeing organisational leadership and culture, and ensuring compliance with employment and laborlaws. In circumstances where employees desire and are legally authorised to hold a workplace agreement, HRwill typically service as the company’s primary liaison with the employees’ representatives”.Source: WikipediaTo maintain a sustainable business it is imperative to maximise on your bottom line, your human resources, andthrough the development and management of HR functions that support your business’ strategicdirection, manage the structural antagonisms evident in employer-employee relationships; and successfullymanage your greatest assets, this is achievable.
Remuneration & PositionRecruitment Employee Descriptions Benefits Training & Workplace Performance ProfessionalAgreements Management Development Grievance & Industrial Employee Dispute Relations Relations Handling Workers Termination of OH&S Compensation Employment
HR capacity in the workplace. Establishing a HR framework prior to recruitment. Regularly review HR framework. Maintaining statutory compliance relevant to the workplace. Build and maintain a suitable workplace culture. Acknowledge that your best assets are your employees.
Statutory LawStatutory Law is legislation that has been passed through Parliament and isenforceable the day it receives it’s royal assent. Common LawCommon Law is judge made law and is enforceable as soon as the decision has beenhanded down. Common Law decisions do not always apply to all workplaces as theycan be Industry or workplace specific.
From the 1st January 2010, most employers and employees who were previously covered by the state workplace relations laws came under the new national workplace relations system. Under this new workplace relations system private sector employers in NSW, QLD, SA and Tasmania are now bound by the Fair Work Act 2009 and the National Employment Standards. This is inclusive of sole traders, partnerships and/or unincorporated entities operating in these States.
Maximum Weekly hours of work 38 hours per week, plus reasonable additional hours.Requests for flexible working arrangements An entitlement for parents or carers of a child under school age, or of a child under 18 with a disability, to request a change in working arrangements to assist with the care of the child.Parental leave and related entitlements Up to 12 months unpaid leave per employee, plus a right to request an additional 12 months unpaid leave. This leave entitlement relates to other forms of maternity, paternity and adoption related leave.
Annual leave A minimum of 4 weeks paid leave per year of continuous service, plus an additional week for certain shift workers.Personal/carer’s leave and compassionate leave A minimum of 10 days paid personal/carer’s leave, two days unpaid carer’s leave as required, and two days compassionate leave as required.
Community service leave Unpaid leave for voluntary emergency activities and leave for jury service, with an entitlement to be paid for up to 10 days for jury service.Long service leave A transitional entitlement for employees as outlined in an applicable modernised award, pending the development of a uniform national long service leave standard.
Public Holidays A paid day off on a public holiday, except where reasonably requested to work.Notice of termination and redundancy pay Up to 5 weeks notice of termination and up to 16 weeks severance pay on redundancy, both based on length of service.Provision of a Fair Work Information Statement As of the 1st January 2010 this must be given to all new employees.
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