Ass 2 case study Manage people Performance

Assessment 1 Group Activity

Reasons why the organisation lost:

No warning for the Sam

Length of Warning was too short

There should be a 3 strikes policy

No records of any meetings

No proper legal records management

No progress reports

No appraisal forms

No real evidence supporting any claims

No incident reports about the physical striking by Sam

Risk Analysis

In regards to this risk matrix, I believe that this risk that has been caused by Sam has a possible likelihood with significant impact. Therefore this case study scenario has an overall risk level of medium. This means that the risk does not occur often, however it can have serious effects on the company, such as financial drawbacks and damaged reputation with the government.

Strategies to mitigate future risks

Record all meetings and make minutes of each interview

This is important for showing proof to the government or AIRC in order to have a viable argument. The minutes are used as a record or written statement of the interview. When the incident happened, I should have made a conflict report straight away to prove to the AIRC that there was in fact physical violence that occurred. Without this proof, Sam will win the hearing as there was no proof that the physical violence happened.

Giving a break to the stressed employees

This is another method that can reduce the chances of this happening again. As the build-up of stress becomes too much, a sudden outbreak can happen which can affect the workplace significantly. Giving the people that need the time to relax is important to keep the workplace happy and effective.

Organise a Meeting

As soon as a conflict has occurred, a meeting should be created to discuss the matter and resolve the conflict and identify the best options of improving the situation. This meeting can be proof that the conflict did occur and that there were plans of resolving the issue with Sam. This reduces the chance of the AIRC to take the Sam side.

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as a conflict has occurred, a meeting should be created to discuss the matter and resolve the conflict and identify the best options of improving the situation. This meeting can be proof that the conflict did occur and that there were plans of resolving the issue with Sam. This reduces the chance of the AIRC to take the Sam side.

Documents

Create the documents such as the appraisals and reports which provide proof that the accusations are real and that Sam or any employee was rightfully dismissed.

Legislative Requirements

Records Keeping – All records must be kept for any serious conflicts or issues in the workplace.

Appraisal reports – an appraisal report must be filled out about the conflict and the effects, damages and result.

Violence in the Workplace – a workplace must have a ) violence policy which give serious consequences for misbehaviour.

OHS- the employer must protect the workplace from any OHS risks and dangers.

Disciplinary Action procedures – The disciplinary actions must follow government or AIRC guidelines.

Policies and Procedures

Zero Tolerance to Violence – any violence to any person in the workplace will result in a suspension or expulsion of the organisation, depending on the seriousness of the violence.

Meeting of Discussion – the organisation will organise a meeting to discuss the matter seriously and identify the most suitable resolution of the situation.

Immediate report and records – if there is a conflict which results in violence or has serious effects on the organisation, a report must be recorded in the system to be used as reference.

Performance appraisals – these can be used to prove to the AIRC that Sam was not meeting deadlines and this was the main reason as to why she was dismissed.

Documents

Appraisal forms

Conflict reports

OHS records

Meeting Minutes

Proof and evidence to rightfully dismiss

Performance reports

Deadlines recorded for proof of Sam missing the deadlines

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