Workplace Relations Methodology
Stage 1 Baseline Study
A - Initial research
Because we obviously don't understand our client's business when we first start, our initial focus is to develop that understanding, and to assist the client to understand how productivity and profitability can be influenced by different workforce strategies. through this, we can, in partnership with the client, develop strategies to increase the profitability of the business.
Baseline information on the current workforce is necessary prior to the preparation of any recommendations. This will establish the current situation, including the current workforce productivity.
This is necessary for all concerned so that the nature of the business, as well as the workforce dynamics, is fully understood so that worthwhile improvements can be developed and their success measured.
Such matters need to include:
- Current workforce organisation and numbers
- Job descriptions, classifications, and task analysis for every current position
- Work flow analysis and the interrelationship between functions
- Identify breakdowns or inefficiencies in work flow
- Current output levels for each current position and function
- Conduct a workforce attitude survey and a management attitude survey
- Obtain workforce and management member suggestions on measures to improve performance
- Obtain details of turnover, absenteeism etc in each area, and assess the costs resulting from each of these issues
- Calculate current labour costs per unit of output, and the significance of the position in relation to its direct or indirect influence on company productivity
- Factors which affect labour productivity, the relative significance of each factor, and the capacity to change.
B Review and recommendations
Review operational and organisational structures to identify any things which adversely affect workforce performance.
Prepare recommendations on:
- Changes to operational, organisational and administrative systems and procedures which can optimise work productivity whilst still meeting the needs of the business.
- Optimised workforce task mixes, skill mixes and organisational interrelationships between functions. From this develop recommendations on any changes (if any) to job descriptions, classifications and/or task locations.
- Prepare recommendations on any other matters which can improve labour productivity. This may involve other than strictly IR/HR matters
C Receive approval on the recommendations
- Prepare recommendations on appropriate instruments governing wages, conditions and classifications for the workforce. In this recommendation, consideration will be given to the value or otherwise for enterprise or workplace agreements (EBA’s), individual workplace agreements (AWA’s) or some combination of these to provide appropriate structures. Further consideration will be given to questions on an appropriate mix of permanent, casual, or labour hire structures that best meet the business needs.
- Prepare recommendations on the wages, conditions and classifications for industrial instruments recommended, to create a structure which specifically meets the business needs while ensuring legality, and fairness and equity for the workforce.
- Develop policies and procedures to implement approvals received.
Stage 2 Negotiation
Negotiate to achieve the outcomes approved.
As negotiations proceed, approval will be sought prior to variations to offers being made which vary from those previously approved. Wherever possible, cost implications of any variations for which approval is sought, will be prepared to accompany any recommendations.
Stage 3 Implementation and finalisation
When negotiations have been completed, carry out the necessary actions to implement outcomes.
Stage 4 Monitor and follow up
When all technical and legal procedures have been completed, it is vital to monitor and follow up to ensure that those matters which have been agreed are in fact implemented.
Our service does not end with the documents having been prepared. We will continue to be involved to ensure that the planned outcomes are in fact achieved.
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Industrial Relations Resolution Methodology
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The Benefits of Agency Contracting
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