HRM Pty Ltd
HRM Pty Ltd
To: Senior Management
From: Ms June Bellard, Human Resource Manager
Date: 7/3/2012
Subject: Proposal for implementing policies and processes relating to separation and termination.
To achieve successful policies/processes relating to separation and termination they need to be implemented correctly. The key elements of a successful policy/process is the ease of the implementation and the fulfilment of purpose. I propose the employees responsible for this duty would benefit from additional awareness and training on the correct methods used.
The accomplishment of the proposed actions purports achieving specific goals as followed: * To broaden staff knowledge on relevant policies and procedures * Achieving staff morale
by knowing what is expected during procedures * Ensuring confidentiality and legal requirements are met * Achieving credibility * Maintaining product quality standards * Establishing a definitions of standards of how a company serves and listens to all customers * Establishing internal and external communication standards * Profitability * Cost effective operations * Establishing a continuous improvement policy for reviewing and evaluating progress
The approval of this proposal will be significant in ensuring the existence of a competent workforce. The proposal will have a great impact on staff morale which could lead to the generation of quality services and of satisfied customers.
Procedural fairness and best principle practices need to occur with all separation and terminations. Responsible employee’s need to be aware of the following legislations: * Industrial and Employee Relations Act 2005 * Industrial Law Reform (Fair work) Act 2005 * Workers’ Rehabilitation and Compensation Act 1986 (SA) * Workplace Relations Act 1996 (Cth) * Australia Public Service Act 1999 (Cth) * Age Discrimination Act 2004 (Cth) * Disability Discrimination Act 1992 (Cth) * Equal Opportunity Act 1984 (SA) * Equal Opportunity for Women in the Workplace Act 1999 * Human Right and Equal Opportunity Commission Act 1986 (Cth) * Racial Discrimination Act 1975 (Cth) * Racial Vilification Act 1996 (SA) * Sexual Discrimination Act 1984 (Cth)
I propose initial evaluation on staff be in the form of self-assessment questionnaires and staff training needs analysis in accordance with the Federal Privacy Act 1988.
In areas where staff are incompetent, training should be organized as soon as practical.
Reviews should be conducted regularly to ensure staff are kept informed and aware on all current and new legislations that affect the area of separation and terminations.
The quarterly review on staff training is due to be conducted the week of 30/07/2012 for this proposal to be less time consuming and more effective, a suggested decision time should be made prior to the reviews.
Feedback and results will be documented and reported at the next management meeting conducted after training has occurred.
Yours Sincerely
J.Bellard
June Bellard
To: Senior Management
From: Ms June Bellard, Human Resource Manager
Date: 7/3/2012
Subject: Proposal for implementing policies and processes relating to separation and termination.
To achieve successful policies/processes relating to separation and termination they need to be implemented correctly. The key elements of a successful policy/process is the ease of the implementation and the fulfilment of purpose. I propose the employees responsible for this duty would benefit from additional awareness and training on the correct methods used.
The accomplishment of the proposed actions purports achieving specific goals as followed: * To broaden staff knowledge on relevant policies and procedures * Achieving staff morale
by knowing what is expected during procedures * Ensuring confidentiality and legal requirements are met * Achieving credibility * Maintaining product quality standards * Establishing a definitions of standards of how a company serves and listens to all customers * Establishing internal and external communication standards * Profitability * Cost effective operations * Establishing a continuous improvement policy for reviewing and evaluating progress
The approval of this proposal will be significant in ensuring the existence of a competent workforce. The proposal will have a great impact on staff morale which could lead to the generation of quality services and of satisfied customers.
Procedural fairness and best principle practices need to occur with all separation and terminations. Responsible employee’s need to be aware of the following legislations: * Industrial and Employee Relations Act 2005 * Industrial Law Reform (Fair work) Act 2005 * Workers’ Rehabilitation and Compensation Act 1986 (SA) * Workplace Relations Act 1996 (Cth) * Australia Public Service Act 1999 (Cth) * Age Discrimination Act 2004 (Cth) * Disability Discrimination Act 1992 (Cth) * Equal Opportunity Act 1984 (SA) * Equal Opportunity for Women in the Workplace Act 1999 * Human Right and Equal Opportunity Commission Act 1986 (Cth) * Racial Discrimination Act 1975 (Cth) * Racial Vilification Act 1996 (SA) * Sexual Discrimination Act 1984 (Cth)
I propose initial evaluation on staff be in the form of self-assessment questionnaires and staff training needs analysis in accordance with the Federal Privacy Act 1988.
In areas where staff are incompetent, training should be organized as soon as practical.
Reviews should be conducted regularly to ensure staff are kept informed and aware on all current and new legislations that affect the area of separation and terminations.
The quarterly review on staff training is due to be conducted the week of 30/07/2012 for this proposal to be less time consuming and more effective, a suggested decision time should be made prior to the reviews.
Feedback and results will be documented and reported at the next management meeting conducted after training has occurred.
Yours Sincerely
J.Bellard
June Bellard