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Disaster Prevention Tips For Hiring A New Manager
It happens over and over in businesses every day.
Within large companies, people are promoted to management positions to reward them for performance as individual contributors. After all, the compensation system limits reward options, so why...
Improving Profitability - for Small Moving Companies
One of the advantages that national removal companies have over all smaller operations is that of their networks. When moving long distance, they do not have to pay a whole crew to travel: The van can simply be met by a local crew, and althoughit...
Leadership Lessons Learned The Hard Way, Part I
This widely circulated after-action report prepared by a 1stSgt Paul Berry, USMC following Operation Iraqi Freedom in 2003 offers priceless leadership advice for business owners and managers. While much of this may seem obscure or even irrelevant...
The Role of the Business Model and Strategy for Business
People will always stress that having a well researched business plan is key before you start your business. Although creating a business plan is often an important step in the evolution of a business, particularly if you need financing or you...
Top 7 Work At Home Small Business Ideas
Here are seven great businesses that you can operate from your home.
1. Affiliate Marketing
An affiliate or associate program is a method of selling products on the internet through commission sales. When someone you refer to a website buys,...
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The Queensland Employee Relations Context for Small Business
For many Australians, both employers and employees, the
workplace continues to be a place of harmony where each goes to
work discharges their individual responsibilities and continues
to get on with life.
This is confirmed by government statistics that suggest that
1,000 people per week are migrating to Queensland, Australia to
live. The attraction is lifestyle; affordable property and
housing, progressive government development and support for new
business initiatives and low unemployment.
In addition there are a large proportion of immigrants coming to
our shores from the United Kingdom, South Africa and New Zealand
to name a few.
Sadly amongst this good news there are some concerns amongst
employees. Over the last 10 years with out-placing, downsizing,
outsourcing, redundancies, and other interesting forms of
industrial justification for off-loading employees, the
workplace has been experienced as difficult and for some 'a
house of pain'.
However, the industrial relations environment in Queensland and
Australia continues to evolve in response to business concerns,
community expectations and continuing pressure on the government
to ensure that unemployment is kept low with the additional
concern of the Commonwealth Government on the continuing drain
on the welfare system.
There continues to be some pessimism by employers about the
economy and a lack of trust which has seen a delay in employing
more full-time workers especially in the small to medium
enterprise sector. This has lead to an increase in casual and
contract employment. However, Queensland has made some large
inroads into creating an environment conducive to small business
growth.
Because of the reducing birth rate in Australia it is estimated
that by 2010 the percentage of employees aged between 45 and 60
years of age will be 65%. Many industries are not presently
equipped to cope with this radical change in age demographics
and it is now time for industry and government to work together
preparing the way
ahead.
Recent studies have belied the myth in respect to older workers
and concluded that mature workers are productive, however, there
still continues to be muddied perceptions about age related
workers (Productivity of Mature and Older Workers: Employers'
Attitudes and Experience - ACIRRT 1996).
Grey power will increasingly become more important as
enterprises endeavour to stay ahead of the pack and retain
mature aged workers who have skills, experience and competencies
to contribute to industry and business.
The industrial relations arena continues to be highly regulated
and subject to many acts. These include,
* Common Law * Australian & State Industrial Relations Acts &
Regulations * Workplace Relations Act 1996 - Federal * Workplace
Health & Safety Acts * Anti-Discrimination Act 1991 * Human
Rights and Equal Opportunity Commission Act 1986 * Trade
Practices Act 1974 - section 53B * Income Tax Assessment Act
1936 & other Tax Legislation
A move towards
* Awards - State & Federal * Enterprise Bargaining Agreements *
Australian Workplace Agreements * Increased workplace mediation
before legal action
We are making progress in employer / employee relationship there
are many enterprises and employees who continue their day to day
businesses without having experienced these concerns.
Employers can take measures that increase their understanding
and educate employees to understand their rights and
responsibilities and thereby protect themselves for various
workplace issues.
Small business is not an easy road especially in start up mode
but there is help. For other information and helpful articles
please visit www.biz-momentum.com
About the author:
Philip Lye is the Director of Biz Momentum that assist small to
medium businesses with strategic human resource management,
critical analysis, workplace health and safety.
Biz Momentum is based in Brisbane, Australia and operates
nationally.
For other helpful articles visit www.biz-momentum.com
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