Staff

Top performers-you can store them on your staff in the right incentives

More important things than money, at least when it comes to how people rate job satisfaction. Studies indicate that most employees don’t put money as their number one concern. Things like flexibility, questioning and recognition are very often rated higher.

These and other non-monetary perks can have a huge profit for each employee on a number of options, such as the ability to work or flex hours (at least part time) from home can mean the difference between a member of the highly skilled workers staying with employers or search for a new job.

Employee recognition Program is extremely easy to fix, does not have to cost much (If anything) and allows to achieve high staff know that are appreciated. You can also urge other employees to try harder.You can use different levels of recognition, including personal note of thanks from the owner/manager, Employee, Employee Month Award Year Award and recognition; going forward, why not look at the annual Community Service Award? If one of your staff will serve children charitable or sports team, confirm it!

It is the basic business rules that you should always play to your strengths. Small to mid-sized corporation may not be matched with huge corporations within the meaning of Dollar power, but they have a definite advantage in providing employees with individual approach to human resources. On the other hand, large corporations, may be forced to use the “cookie cutter” just to make sure everything gets done.

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Manage-“what exactly” Pay & conditions ‘ Mean in employment?

Is a frequently asked question when it comes to personnel management: “we always following the law in terms of” pay & conditions “, but what exactly are” pay & conditions and if no right fit? “

Here is a handy summary of the main areas of pay and conditions for, plus key points you can consider.

PAY-Paying employees shall cover the following areas:

* Payment of normal wages and salaries, as required by the legislative minimum standards, procurement, contracts and individual contracts

* Overtime

* Load and Displacement

* Other add-ons, such as first aid, travel, entertainment

* Salary packaging-provide other benefits as part of the overall remuneration package

* Tax compensation of employees

* Other deductions from wages as authorized by employees

* Bonuses, commissions and other incentive payments

* Execution garnishee-where a court orders a deduction from the employee’s wages to the party which obtained the order of the Court

* Providing basic printouts showing employees, specifying full details of wages and deductions (including tax)

* Maintenance of payroll records in accordance with the legislation.

CONDITIONS-“Conditions” refers to the conditions of employment and entitlements to workers.Broad areas covered include the following:

* Office hours-includes full-time vs. part-time employment, casual employment, normal working hours, overtime, hours, which are not standard (such as weekend or evening work or work on public holidays), shift work, fixed-term contracts/project constant, flexible hours, scheduled holidays, meal breaks, rest times, stand by/callback time travelling to/from jobs.

* Leave-includes leave, personal leave/, unpaid leave, compassionate leave, unpaid parental leave (maternity, paternity and adoption) long service and vacation services defence forces, all of which are basic charges, which are available to all employees who qualify for them. Other forms of leave which employers generally provide include study leave, leave emergency service, cultural celebration of leave and leave without pay.

* Barred-employees are entitled to a statutory Gazetted. If the employer requires them to work in those days, may be entitled to pay penalty rates and/or other benefits (such as nonworking time in place at a later date).

Key Points to Remember About conditions and payments

Be proactive: Meeting commitments in respect of compensation of employees, the conditions of employment, productivity and job first involves complying with all legal requirements that apply in these areas But also includes being. proactive: providing supportive workplaces and work culture, attracting employees to your business in the first instance, encouraging good workers remain with your organization and act promptly if you have problems-so as to prevent or minimize the negative consequences.

Be aware of legal obligations: the first step is to become acquainted with the legal commitments must comply; they cover the following areas: payment of employees, hours of work, leave, holidays, working hours, etc. research documents that affect these areas-legislation, awards and agreements, individual contracts of employment and policies/procedures, organization-and configuring system compliance that ensures that still are compatible and are able to stay abreast of any changes which occur, such as new legislation and case law in the field.

Policies and procedures: many aspects of performance are covered by the employee and workplace policies and procedures, such as day off plan policy, work-Life balance policies and company car policy. Prepare policies, which include various problems in your company, their backs with procedures (which are the steps to implement policy in a practical manner) and make sure that they are widely published, explained to the employees and the employees clearly understand them that many employers refer to these policies and procedures in contracts of employment. However, in order to reduce the risk of breach of contract claim, you can avoid making them terms. very small firms can recognise, putting together a bunch of policies as burdensome and unnecessary. However, where the Court held that even the smallest companies should have policies if you are not sure which policies are appropriate for your business, you should consult.

Get Market rates on payment: to ensure you remain competitive as employer survey rates of pay and other conditions provided by rival firms in the industry or locality. Survey are available on the market from sources such as employers and recruitment agencies/consultants, or may informally ‘ Exchange ‘ with other employers; instead, they wish to participate in surveys and provide data about your organization’s own pay rates and conditions.

More information about these and other topics, staff management, see Library HRwisdom.

Ben Geoghegan is HRwisdom-site Manager resources devoted to helping organisations to find, keep and manage good workers. Ben has consulted in WP on four different continents. More information free on staff management, visit: http://www.hrwisdom.com.au

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