gathering information about each applicant for a position, then using that information to choose the most appropriate applicant
the process of teaching staff how to perform their job more efficiently and effectively by boosting their knowledge and skills
a negotiated arrangement between an employer and a union or a group of employees
curriculum vitae or résumé
a summary of a person's previous employment experience
an ongoing commitment to achieving perfection
conflict of interest
when a person takes advantage of a situation or piece of information for his or her own gain rather than for the employer's interest
covers all stages in the process of employing staff, from initial planning through to recruitment, selection, induction, training and development, performance management, and eventual separation of employment
the employees of the business and are generally its most important asset
when an employee is asked to leave the business against their will
a systematic study of each employee's duties, tasks and work environment
a written statement describing the employee's duties, tasks and responsibilities associated with the job
a list of the key qualifications needed to perform a particular job in terms of education, skills and experience
how much an employee can produce in a set period of time
the provision of working conditions to encourage employees to remain with the business
the process of developing another individual by offering tutoring, coaching and modelling acceptable behaviour
allows employees to develop skills in a wide range of tasks through ongoing training
occupational health and safety (OH&S)
the responsibility the employer has to ensure the workplace is safe for employees and that steps are taken to minimise harm
payments for non-wage benefits
the use of external sources or businesses to undertake business functions or activities for the business
the process of attracting qualified job applicants from which to select the most appropriate person for a specific job
when a particular job a person is doing is no longer required to be performed, usually due to technological changes, a merger or takeover
he combination of monetary and non-monetary benefits
a voluntary ending of the employment relationship
when a business dismisses an employee because there is not enough work to justify paying him or her
a fixed amount of money paid on a regular basis, usually fortnightly or monthly, to a permanent employee of a business
the ending of the employment relationship
a process that establishes the current skills levels of employees and future skills requirements
specialisation of labour
the degree to which tasks are divided into separate jobs
involving employees in the decision-making process and giving them the necessary skills and rewards
a scheme set up by the federal government. It requires all employers to make a financial contribution to a fund that employees can access when they leave or retire from a job.
when an employer dismisses an employee for discriminatory reasons, such as firing someone because they are pregnant
when an employee chooses to leave the business of their own free will
when the owner ceases to operate the business of their own accord
is the process of attracting and recruiting the right staff for roles in a business.
ageing of the workforce
refers to the growth in the average age of the population, due to sustained low fertility and increasing life expectancy. As a result, there are proportionally fewer children under 15 in the population, and more in older age groups.
are legally enforceable, formal agreements made collectively between employers and employees and their representatives at the industry level.
centralised industrial relations system
is a collectivist approach in which disputes are referred to industrial tribunals, such as Fair Work Australia
decentralised industrial relations system
mployers and employees negotiate wages and working conditions in the individual workplace, through collective or individual bargaining.
occurs when a policy or a practice disadvantages a person or a group of people because of a personal characteristic that is irrelevant to the performance of the work.
equal employment opportunity
efers to equitable policies and practices in recruitment, selection, training and promotion.
in the workplace is the provision of equal opportunities for all employees to gain access to jobs, training and career paths in the workplace
involves filling job vacancies with people from outside the business.
are formal procedures, generally written into an award or agreement, that state agreed processes to resolve disputes in the workplace.
exist when an employer and an individual employee negotiate a contract covering pay and conditions.
involves filling job vacancies with people from within the business.
rewards are those that the individual derives from the task or job itself, such as a sense of achievement.
involves moving staff from one task to another over a period of time in order to multiskill employees.
are rewards reflected in pay or having financial value tot eh employee
refers to the separation of employees from an employer, both voluntary and involuntary, through dismissal or retrenchment. It is often shown as a percentage of total staff numbers.
National Employment Standards
a set of minimum employment conditions for employees such as leave, flexible working conditions hours of work etc.
Fair Work Act
This legislation covers the nature of employment contracts and agreements, unfair dismissal, dispute-settling methods, protection of human rights in employment, and employer responsibilities for tax payments on behalf of employees.