Archive for March, 2013

Fair Work Act – How it’ll impact Employers

In July 2009, the Rudd government introduced the Fair Work Act 2009 (www.fairwork.gov.au) which replaced all previous national workplace relations systems e.g. WorkChoices. The Act has been designed to cover the majority of Australian workplaces whether they’re small or large, corporate organisations.

Some of the key elements affecting business, effective January 2010 have new minimum employment standards that all employers and employees will be covered by. These are called the National Employment Standards (NES). These new standards cover conditions such as an employee’s maximum weekly hours; flexible working arrangements; parental leave (and related entitlements); annual leave; personal/carer’s leave; community service leave; and long service leave just to name a few.

Another change under the Fair Work Act 2009 has been modernisation of awards (Modern Awards). These awards are designed to regulate minimum terms of employment by covering employees through either the industry they work in, or by occupation-based replacing most existing awards.

Qest Human Resources is encouraging all organisations to be active, and is constantly working with its clients to ensure a smooth transition of the Fair Work Act 2009 legislation into their businesses.

Changes to Unfair Dismissal, Unlawful Termination and Termination of Employment in the workplace came into effect in 2009. These laws will allow employees to make unfair dismissal claims dependent upon the size of the organisation and length of service.

All collective bargaining agreements have to pass the BOOT (Better off Overall Test), before being approved by Fair Work Australia. This means that employers need to ‘prove’ that every employee is ‘better off’ with new collective enterprise agreements.

The new Act could only affect a business minimally or it may have significant impact on Human Resources such as changing current policies/procedures and re-training management on what is acceptable under the new legislation.

 

Amy Arcangeli, Senior HR Advisor, Qest Human Resources

a:  8 Greenhill Road, Wayville  SA  5034

t:   (08) 8372 7817

f:   (08) 8372 7800

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Don’t Underestimate the Power of Job & Person Specifications

Recruit Right the First Time!

In these uncertain times one thing is for sure… recruiting badly can cost valuable time, money and resources! There can be significant negative spin off’s in relation to recruiting poorly, some being – decreased team morale, time and money wasted on training and an organisation’s strategic direction/goals not being met.

When hiring new employees the recruitment process is an integral part of any organisation, as it allows for the employer to bring on board new employees that have solid expertise in their industry sector who can potentially mentor other staff with their knowledge. These employees encourage an empowering environment and work culture where all staff can further develop their skills base.

It is critical to get a recruitment process right from the very start! A solid job briefing should be given as well as having a well developed job & person specification to refer to. Some important points to consider in a job & person specification are key performance indicators (KPI’s), job objectives, where the role fits within the organisation, qualifications, working hours, location of the position, decision making authority and accountability, just to name a few.

When employees exit or enter a business it is the ideal opportunity for management to make a fresh start and ensure all existing and new staff are communicated their responsibilities to minimise any misconceptions regarding their job now or in the future. Also, by having all of this in place prior to starting a new recruit, an employer has encouraged the business to continue along with meeting the objectives of the strategic plan and will obviously assist in making the right decision on a new employee who will benefit the organisation.

At Qest Human Resources, we encourage our clients to recruit with up to date job & person specifications allowing them to generate appropriate behavioural based interview questions as well as reference check questions that are relevant regarding the specific position’s duties and responsibilities. Every organisation would like a competitive advantage – recruit smart with the right job & person specifications and don’t waste valuable dollars on poor recruiting.

 

David Arcangeli, Director, Qest Human Resources

a:  8 Greenhill Road, Wayville  SA  5034

t:   (08) 8372 7817

f:   (08) 8372 7800

Posted in: For Employers

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The Recruitment Process – How Doing It Right Will Benefit All!

Recruitment of quality employees can be a grueling task at the best of times!

With the job market expanding due to our current economic down-turn, and organisations making wide spread redundancies the time is now to act and utilise effective recruitment tools to ensure your team is productive and therefore profitable.

There are many steps in the recruitment process that can be followed to assist in finding the right person for your vacancy. Some of these steps include – writing job descriptions, scripting of adverts, attracting applicants through job internet sites/print media, assessments of resumes, telephone screening, behavioural based interviewing of candidates, skills/personality assessments and reference checking…just to name a few!

Each and every part of the recruitment process is important because it ensures accuracy, verification of candidate details and ethical behaviour. This will then enable you to qualify skills, experience, qualifications and motivation of candidates applying for your vacancy. All this in turn will assist your business in recruiting loyal, hardworking team members. Any successful recruit will limit wasting valuable time and company resources.

 

Written by David Arcangeli, Director 

a:  8 Greenhill Road, Wayville  SA  5034

t:   (08) 8372 7817

f:   (08) 8372 7800

Posted in: Human Resources

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Being Prepared Now Will Help Your Staffing Levels Later…

In Australia’s current economic times, the recruitment of permanent employees has been tight with many ups and downs creating a lot of uncertainty within the marketplace. This has led employers to spasmodically hire casual employees on a ‘needs’ basis to appease immediate labor requirements rather than keep their long term staffing levels in mind.

While the upside of this has helped the employer to meet its staffing levels for the immediate future, for employees wanting to find and commit to long term jobs, this has been an incredibly frustrating time. Therefore on the downside for employers, some organisations have found they’ve missed out on the ‘perfect’ candidates because they weren’t able to offer long term opportunities to candidates.

The job market is looking to stabilize in the next 6-12 months, bringing the dilemmas back to employers as positions will become available but the availability of skilled workforce will diminish with increased demand for workers.

Larger industries will require skilled technical employees and may also attract those people to remote locations in South Australia and the more densely populated areas of the state will again result in severe skill shortages. At Qest Human Resources we are strongly encouraging our clients to look into their crystal ball now and strategically plan to forecast their potential staffing requirements for the next 6-12 months and commence recruiting now.

Employers should also be looking at implementing staff retention practices to avoid any disappointment in the future and losing their skilled, reliable and available employees to competitors. It is essential that employers move forward now by being proactive with highlighting their future recruitment needs, identifying the skills needed to perform job roles, increasing performance and retaining productive employees.

Recent decreases in South Australia’s unemployment figures indicate that the skilled employment market may well decrease sooner rather than later. Therefore by forecasting now on labour requirements, implementing strategies to improve performance and retain existing employees, employers will limit the possibility of being caught in the candidate short market that we’ll in evidently find ourselves in once our economic situation improves.

 

David Arcangeli, Director Qest Human Resources

a:  8 Greenhill Road, Wayville  SA  5034

t:   (08) 8372 7817

f:   (08) 8372 7800

Posted in: Company News

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