Industrial Relations Report MERV SALTMARSH IR & HR Manager
Whilst this section generally provides updates or advice on Industrial Relations cases or similar and we will continue to do so, this article is an overview summary of what is known as the Employment Cycle. Despite the best of intent including mature management systems and procedures, employee/employer related disputes can occur and find themselves within the parameters of Fair Work or similar in order to resolve. The Tasmanian Hospitality Association recognise like all responsible employers seeks to ensure proactive and mature management of people and process will avoid unnecessary risk and costs associated with workplace disputes that escalate. If your business continues to have escalated disputes, it may be time to review your employee management capability and systems and the below outline may assist in that determination. • Like many other areas of life and business, people and employees have a unique life cycle. • The employment cycle involves the stages employees go through and the role HR or similar support takes on during those stages. • Each stage of the employee cycle has its own challenges, opportunities, and benefits. For instance, if your small business is experiencing excessive employee turnover, it’s likely that the Motivation stage of the employee cycle needs attention. If an employee’s skills aren’t improving, you will want to address the Evaluation stage. • When there’s a breakdown at any stage of the cycle, you need to take the necessary steps to correct the problem so both your employees and your business continues to grow. 5 Stages of the Employment Life Cycle in Need of Improvement
The Circle of Life for Your Business The typical employee experiences five different stages during their employment with your business: 1. Recruitment
2. Education 3. Motivation 4. Evaluation 5. Celebration
1. Recruitment Growing your business starts with hiring the right people. Hiring decisions play a critical role in turnover, productivity, and growth. In order to succeed in the recruitment phase of the HR life cycle, your company needs to: • Create a business staffing plan that includes understanding positions that need to be filled, what will be expected of an employee, a strategy for attracting the best of the best and other hiring concerns • Analyse compensation and benefits packages to see if they’re competitive enough to attract the top talent • Develop an interviewing protocol, which may include written tests and multiple interview requirements, as well as a focus on active listening • Genuine reference checks substantiate bonafide previous work performance 2. Education Begin the education process from the moment employees start in their new position. Employees should know their role in the company, your expectations, and their responsibilities. During this phase of the cycle, it’s important to: • Communicate your company’s culture, values and expectations • Ensure clear duty statements or position descriptions are made available reviewed and signed off for new hires to ensure employees fully understand their job’s duties and responsibilities • Where practicable, assign a co-worker to new employees to support their transition and help them feel more connected with your company • Introduce new employees to the rest of your staff, and make sure they have everything they need to get started (including passwords, voice mail, parking passes, etc.) 3. Motivation Turnover is highest in the first ninety days, which is often due to a lack of motivation. Leaders who focus on building bonds with employees in the first ninety days retain employees longer than those who do not make this effort.
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Hospitality Review
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