BSBLED502 Manage Programs 3 (1)
BSBLED502 Manage Programs
Employers of choice have created a culture that is based on a new employment relationship. It is more collaborative and open than the old ‘them and us’ relationship we have all witnessed and have probably been or are part of. This new employment relationship is based on the changing needs and interests of employees and organisations.
Using the Triple bottom line
Step one :
What do employees want from work? There are several factors that must be present in your workplace for your employees to be happy and motivated at work. They are so fundamental to an employee’s well-being that they form the basis for ,engagement, and .
Step two :
clear objective and the objective which can improve the efficiency of staff
Step three :
Quality of study will be one of the company policy for example if the staff want to study and work at the same time, the company will need to support the staff.
training or coaching to the staff or annually report in the company ‘s newletter
Step five : get the feedback form the staff and find the best solution for the staff
Ideal company means which provides healthy and biased free environment, they support the people who work with them as professional as a friend the working with the group is enjoyable. The job which gives the use of our proper skill and knowledge to use the limited resources up to full extent.
1.Workplace issues advice
Most workplace issues occur because people don’t know what the law is, or because communication has brokendown. The quickest, cheapest and most effective way for you to resolve a workplace issue is to find out what thelaw is and then work with your employee to fix the problem.
This guide will take you through a simple five-step process to help you resolve workplace issues with youremployees.
Step 1: Identify the issue
Step 2: Check the law
Step 3: Talk to the employee
Step 4: Resolve the matter
Step 5: Seek further assistance
BSBLED502 Manage Programs 3 (1)
Last updated: Feb 2022
Most people enjoy good relationships at work. However, even in the friendliest workplaces, disagreements can occur. Dealing with workplace issues can be time consuming and frustrating, but it’s important to address concerns as soon as they arise to stop them from becoming more serious
2.Flexibility in the workplace
Flexibility in the workplace allows employers and employees to make arrangements about working conditions that suit them. This helps employees maintain a work/life balance and can help employers improve the productivity and efficiency of their business.
As long as employees are still receiving their minimum entitlements, employers and employees can negotiate ways to make their workplace more flexible. Examples include changing what hours are worked and where work is performed.
There are 2 formal ways employers and employees can make their workplace more flexible:
When the staff is so stressful with work or they have a health problem or they are not ready to work they can have a discussion with the employer
Attract and reward our employees with competitive salaries that acknowledge experience and individual skill-sets together with proven performance.
Commit to review each staff member’s salary every year. This comprehensive and transparent salary review is based on evidence of knowledge, experience and competency; the achievement of actual results against key performance indicators; and consistency of performance. To keep pace with the market, we also take into account industry benchmark data, economic trends and our overall organisational performance to ensure our salaries remain competitive.
Reward our staff for realising their potential. Above and beyond our annual salary review, excellence is recognised and rewarded through our competitive Performance Bonus and Incentive Scheme, which includes uncapped components for applicable roles.
When the staff improve their performance and the company earn more income, the company should offer the staff the rewards. This can encourage the staff to work effectively and do work well.
How would you communicate and create awareness of each option to employees
Employee climate or culture surveys are now well established as an effective tool of human resources management. When designing or selecting a survey questionnaire, it is important to ensure that the contents are relevant to the particular features and needs of your own organisation.
This article discusses the key elements of internal information management, as well as approaches will help provide effective structures for their management.
Issues discussed in this section include: when to call a meeting, barriers to achieving a meeting’s goals, and setting up a consultative committee.
As a result of the increased use of the internet and email as tools for business, a range of issues has arisen…...
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