Role of Fair Work Commission 2019

Assessment Task  Fair Work Commission 1- Written Questions

1. Aim and Scope of the Fair Work Act 2009

The Fair Work Act 2009 aims to provide minimum entitlements alongside enabling the working arrangements to be flexible. In addition to that, the Fair Work Act 2009 aims to ensure fairness at work and protect the employees from workplace discrimination.

2. Role of the Fair Work Commission

The national workplace relationship tribunal of Australia is the Fair Work Commission. The Fair Work Commission is an independent body that carries out a lot of functions. These function revolve around the minimum conditions forming a safety net, such as the minimum wages as awards. In addition to that, the Fair Work Commission of Australia helps in the formation of enterprise agreements. Finally, bargaining with good faith is also facilitated by the Fair Work Commission.

3. Role of the Australian Human Rights Commission

The Australian Human Rights Commission was established in 1986. It is an institution that endorses national human rights. When it was first established, the commission was popularly known as that, “Human Rights and Equal Opportunity Commission.” The name was changed to Australian Human Rights Commission in 2008. Although the Australian Government funds the body, it does not participate in the operations of the commission. The statutory powers resting with the commission allow it to look into the matters concerning the allegations of breaches of human rights against the Commonwealth and its agencies. The complaints also included problems pertaining to immigration detention. The Australian Human Rights Commission aims to resolve these complaints. Conciliation is the process through which the complaints are resolved by the Commission.

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4. Purpose and Scope of the Age Discrimination Act 2004

The purpose and scope of the Age Discrimination Act 2004 is to eradicate age discrimination. It is an Act of the Parliament of Australia and has the purpose of prohibiting age discrimination in accommodation, employment, education and provision of goods and services. Within the context of the Age Discrimination Act 2004, persons belonging to any age group may can face discrimination.

5. Objectives of the Disability Discrimination Act 1992

Particularly due to their disability, individuals can be discriminated against, in any phase of their life. The Disability Discrimination Act 1992 prohibits discrimination against individuals on the basis of their disability. The core objective of the Disability Discrimination Act 1992 is to protect the disabled against discrimination in manifold aspects of public life. The disabled may be discriminated during,

• Employment: Securing a job, pre-requisites of a job, training, promotion, and termination.
• Education: Studying in a public or private school.
• Receiving or consuming services: These services pertain to those provided by the banks and the insurance companies. It also comprises of transport, telecommunication, government departments, and the professional services provided by the doctors, lawyers, tradespeople. Shops, restaurants, and entertainment service.
• Accessing public spaces: Includes parks, restaurants, government offices, shopping centres, or hotels.

People are also protected against harassment they face due to their disability. In education, employment, or access to and consumption of services. The individuals are provided a mechanism they can use to make complaints. The Australian Human Rights Commission receives complaints from the individuals who face discrimination due to their disability.

6. Importance of a Human Resources Strategy

The formation of a human resources strategy helps improve the performance of an organizations by linking the strategic goals and objectives with the function of human resource. The company enjoys a lot of multifold benefits by adopting the human resources strategy concerning the major goals and the mission of the organization. In addition to that, a human resources strategy helps evaluate the policies pertaining to the function of the human resources. In order to instill the employee policies of the company into the strategic plan, human resources strategies are designed.

An organization gets to evaluate its current policies of the human resources through the developing their links with strategy. As a result, the inefficient or outdated policies are also replaced with ones that improve the corporate environment and employee relations. Each process of the human resources can be evaluated through the aims and objectives of the strategic plan. If any of the policies do not comply with the strategic vision of the company, a human resources strategy reformulates or even discards it to introduce better policies.

 

7. Key Steps in the Human Resources Strategic Planning Process

I.  Assess current HR capacity

Assessment of the current staff is the first step in the human resources strategic planning process. Understanding the talent within the organization ranks first to making new hires. A skills inventory ought to be developed for each employee working at the organization.

II. Forecast HR requirements

Future needs are to be forecasted with the existing inventory of the resources. The company’s demand for highly-skilled employees must be assessed and then match with the supply of those employees, be it outside the company or within. The demand and supply of the employees must be managed.

III. Develop talent strategies

More talent is to be added and developed after assessing the needs of the staff through an assessment of the HR capacity and forecast of demand and supply. The development of talent is one of the vital aspects of the strategic human resources management process.

IV. Review and evaluation

An evaluation of the human resource management process plan for company’s production and productivity, profit and employee satisfaction and retention is the final step. If things seem fine, the plan must be continued. However, if things do not go accordingly, the plan may be modified to suit the needs of the company.

8.      Purpose of Performance Monitoring in relation to a Contract

To ensure that the targeted result and value for money is achieved, the performance of the contract as well as the contractor must be monitored throughout the term. Several things can be identified when the performance of the contract is being monitored. This comprises of identifying the potential problems with the contract (i.e. contract underuse/overuse). In addition to that, the performance of the contract is monitored to check if the results are achieved within the specified time-frame, and whether the contractual terms need to be modified/changed.

9.      Purpose of Performance Assessment in relation to a Contract

The performance assessment of a contract keeps a track of the performance of the contractor. Besides, it is used for providing a positive or a negative record of the developments in the contract throughout the contractual term. The objective facts, endorsed by the data collected from contract management, are used to assess the performance of a contract.