ADMS

Acquisition:

• Acquisition is the process of attracting and recruiting the right employees for roles in a business
• It involves:
  • Job analysis: determines skills and attributes in employee needs to effectively do the job
  • Job design: shows potential applicants how the job will be done
  • Recruitment: process of locating an attracting the right quantity and quality of employees to apply for employment vacancies
  • Employee selection: gathering information about each applicant and then choosing the most appropriate applicant
  • Employee placement: involves placing the employee in a position that best utilises their skills

Development:

• Development is concerned with improving employees skills and knowledge
• It involves:
  • Induction programs: introduce new employees to the job, their co-workers, the business and its culture. It gives new employees a positive attitude to the job and helps to build good working relationships
  • Training: most businesses offer training either as a job requirement or to develop workers skills. Businesses improve workers skills to improve performance and competitiveness
  • Organisational development: less hierarchal and flatter in structure. Team-based structures are widely used. Businesses with flatter structures have better communication, enables the sharing of ideas and are more responsive to customers’ needs. Flatter structures improve employee autonomy (freedom) and efficiency, however they reduce promotional opportunities. HR managers therefore need to use strategies to help motivate and retain staff such as:
    • Job enlargement – increasing the breadth of tasks in job
    • Job rotation (multiskilling) – moving staff from one task to another. It is less monotonous, increases flexibility of staff (so sudden departures if members does not disrupt business), decreases number of staff turnover and reduces costs through reducing number of staff needed
    • Job enrichment – increasing responsibilities of staff
    • Job sharing – two people share the same job
    • Self-managing teams – teams in which roles and decision are determined by their members
  • Mentoring and coaching: mentoring is used to transfer skills and knowledge so one employee can succeed another. Coaching is used to improve skills to help do the job more effectively

Maintenance:

• Maintenance is concerned with building a long-term relationship with employees through strategies
• Strategies include:
  • Reward management: monetary and non-monetary benefits to attract and retain good employees
  • Performance appraisal: provides feedback to both employees as to how well the job has been done. Acknowledges and recognises good work to make them feel valued
  • Effective communications: regular team meetings, suggestion boxes, staff surveys and emails etc
  • Legal compliance and CSR: employers need to provide safe work place, free from harassment, discrimination, follows min wages and working conditions
  • Family friendly workplaces: work from home, provide family friendly work hours and promote a balance between work and life
    • Child care services
    • Maternity leave
  • Employee participation: improve communication, empower employees and development their commitment to improve quality and efficiency

Separation:

• Separation is the process where an employee leaves the business either voluntary or involuntarily
• Redundancy: when a person is no longer needed to do their job, may be because of technology or the result of less demand for a product. This is usually involuntarily but employers can offer greater redundancy packages so people can choose to leave rather than being forced.
• Dismissal: usually occurs because of a poor performance or misconduct of employees. If the employee considers the dismissal was unfair they can inform the FWC.
  • Unfair dismissal occurs when the FWC finds that; the employee was dismissed harshly or unreasonably, dismissal was not a case of genuine redundancy
  • Employees can claim unfair dismissal if:
    • The business has more than 15 employees who are employed for more than 6 months
    • Process of dismissal has not been carried out correctly