Things to know about Enterprise Agreements & Staff Surveys

Enterprise agreements are written down and signed between one or more organization, between employer and employees, and between management and staff members beside others. These are promises of one party to another. These promises play an essential role in a running business. Enterprise Agreements are standardized rules and regulations which have been laid down at State and Federal level. These are guidelines to success of a business enterprise.

Employees need assurance about facilities that are to be awarded to them. These agreements help in avoiding disputes that might come up in an organization. Employers cannot harass a worker according to correct work agreement, and an employee cannot shirk his duties in a similar manner. Both the parties work in unison to promote the benefits of an enterprise.

Consulting agencies are neutral surveyors. They help in the implementation of any agreement that is made. A good consulting expert makes it his duty to find out all about existing working conditions under which the staff works. He takes staff surveys. He makes himself knowledgeable about the pay scale of a worker, his working hours, his meal times during working hours, his duties and any extra hours that are being put in by the worker. Only after conducting staff surveys can he get down to helping workers around the place.

Experts and professionals are hired to look after the welfare of a business enterprise. These experts conduct staff survey and suggest various changes that ought to be made within an organization. They make the management aware of all that is lacking in the organization. They help the management through the transition period in which changes are brought in the working pattern at the work place. Some employees might not find it easy to accept the new rules, and consulting agents take it upon themselves to make the workers agreeable to it by explaining to them the benefits of this new pattern.

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Human Resource Management – the key to a successful Business Enterprise

For any organization, contribution of Human resource management to the organizational success and the concept of facilitation of manpower to key processes across organizational verticals are of paramount importance. The function of HRM or Human Resource Management is the one out of the several functions of a business enterprise which has undergone several changes and developments in the past few years. It is nothing but managing the employees in an organization. Even though HRM is looked at as being a soft skill, it needs to be effectively adopted and practiced by an organization by strategizing to emphasize on the most important goals of the enterprise by the employees. The Human Resource Management concept has evolved in such a way that today it is no longer about exercising control over employees but skillfully managing them to ensure that they are satisfied with the working conditions in an organization. This in turn is going to help them perform better and benefit the company. Today, people are valued far over commodities such as technology, machinery, capital, etc. 

 Whilst referring to an organization, its development and group decision-making process, Facilitation means to design and run a successful discussion. It means doing everything to ensure that such a discussion or meeting leads to some conclusion and is unbiased. Facilitation generally caters to any kind of requirements of a set of people who come together to achieve a common goal such as decision making, problem solving or a simple exchange of views. By no means, does it endeavor to head the discussion or interfere or influence the assembled group. HR management is key to success for an organization as every expansion plan or innovation taking place within the organization depends on how the human resources, mainly the skilled and mission-critical people are managed in each process. Good human resource management practices within the organization ensure that the employees are happy and they deliver 100% when it is needed.

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Human Resource Management – the key to a successful Business Enterprise

For any organization, contribution of Human resource management to the organizational success and the concept of facilitation of manpower to key processes across organizational verticals are of paramount importance. The function of HRM or Human Resource Management is the one out of the several functions of a business enterprise which has undergone several changes and developments in the past few years. It is nothing but managing the employees in an organization. Even though HRM is looked at as being a soft skill, it needs to be effectively adopted and practiced by an organization by strategizing to emphasize on the most important goals of the enterprise by the employees. The Human Resource Management concept has evolved in such a way that today it is no longer about exercising control over employees but skillfully managing them to ensure that they are satisfied with the working conditions in an organization. This in turn is going to help them perform better and benefit the company. Today, people are valued far over commodities such as technology, machinery, capital, etc.

 Whilst referring to an organization, its development and group decision-making process, Facilitation means to design and run a successful discussion. It means doing everything to ensure that such a discussion or meeting leads to some conclusion and is unbiased. Facilitation generally caters to any kind of requirements of a set of people who come together to achieve a common goal such as decision making, problem solving or a simple exchange of views. By no means, does it endeavor to head the discussion or interfere or influence the assembled group. HR management is key to success for an organization as every expansion plan or innovation taking place within the organization depends on how the human resources, mainly the skilled and mission-critical people are managed in each process. Good human resource management practices within the organization ensure that the employees are happy and they deliver 100% when it is needed.

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Benefits you can get by approaching any Hr consulting firm

Human resource planning and managing is most important aspect in development of any company. Availability of human resource is much more required when organisation goes through a phase of development to cope with the growth. However excess of human resource in any company can bring additional expenditure to organisation therefore to maintain a equilibrium between the need to human resource and availability of same is much more required.
 
Human resource planning is a complex process and therefore it requires a lot of expertise for middle sized organisations it is good to seek assistance from any professional hrm consultant. Hrm consultants have proper knowledge of different industries and related work force requirement and therefore if you are planning to set up a labor intensive organisation then process of hr consulting can be very beneficial. Many hr consulting firms also provide assistance in drafting enterprise agreements for different purposes.


Now a days hrm consultants also provide third party labor solutions and as a matter of fact there is no requirement to hire employees on your own payrolls. This type of third party enterprise agreements are very beneficial for the organisations having acute and large demand for human resources. Many big organisations do not hire employees below a predefined wage to maintain the industry standards in such case as well third party hiring is quite beneficial. Hiring company needs to pay a fixed amount and hr consulting firm provides all the human resources needed by any company. To maintain the quality of human resource often hiring company arrange interviews as per the guidelines of sourced company.

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Enhance Your Employees’ Productivity through Facilitation Services and Staff Surveys

Workforce management is an integral part of human resource management. It is concerned with maintaining a productive workforce. Facilitation services and staff surveys are two of the services that aim to enhance the productivity of the workforce by encouraging them to work in coordination and to get an insight into their psychology.

Facilitation services focus on motivating the employees from different backgrounds, interests and capabilities to work together. It includes activities to ensure successful conduct of a business meeting, including planning, design, implementation and evaluation of the meeting. The purpose of facilitation is to make it easier for a team of employees, with differing opinions, to arrive at a common decision.

Qualities of a Facilitator

The facilitator has the responsibility of ensuring coordination and cooperation among employees over a certain issue. His role is to turn a conflict into an amicable resolution and to achieve that he has to have these qualities:

• Unbiased attitude- A facilitator has to act as a middle person, who does not take any sides. He remains neutral about the conflict. He has to assist the group to come to a consensus, so he should avoid bringing in his personal agenda and opinions. He should not favour a particular participant and should ensure that no criticism, insults or personal attacks are made at the meeting.

• Focused listening- He should be a good listener so that he knows each person’s perspective of the problem and let everyone hear that. The facilitator must understand those perspectives through attentive listening and mitigate tensions if any.

• Responsiveness- A good facilitator must be focused towards getting a resolution and prevent those participants from going off track from the topic in hand.

• Decisiveness- This is a key quality that a facilitator must possess. He has to be neutral to the point of discussion, but should be strong enough to come to a common decision. Decisiveness refers to staying action-oriented and coming to conclusions.

Staff surveys are an important tool in improving employees’ satisfaction level and productivity, customer relations and company profitability. With stress level increasing at every level of job and cut-throat competition, workers’ tend to get demotivated and lose the zest towards their work. Such a situation is extremely undesirable for any company because it can lead to low productivity, poor work quality, absenteeism and fall in company profits. Happy employees bring positive results on the company’s balance sheet. Thus, through staff surveys, companies can know which employees are unhappy about their work or the work environment and why. It enables the companies to take positive action towards resolving employee problems and motivate them.

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Organisation can grow fast with proper change management, Corporate Governance policies

Human Resource Management is very important in any organization as it not only provides skilled and appropriate work force but also contribute towards the development of present working employees. Every Management Institute invariably provides education on different topics of Human Resource Management like Change Management and Corporate Governance. Other important topics under human resource management are Enterprise Agreements and Facilitation. Management students often consider human resource management as an organisation builder.

If any organisation has very little number of employees then there may be no need for a separate human resource management department but in the organisation where number of employees are considerably high, different issues related to human resource needs an answer. Often middle and large scale organisation relies over their human resource department to address such issues. Corporate Governance and facilitation are latest tools in human resource management to increase organisation's performance and credibility.

Many often two or more enterprises work jointly or take each other services as a compliment to their own services. HRM (Human Resource Management) professional prepare enterprise agreements to give such agreements legal support. Enterprise Agreements decide level of service and its minimum and maximum performance limits. Enterprise Agreements also address different liabilities and obligations arising upon the service provider and on the enterprise also. In case of any dispute or non compliance of promises made my service provider appropriate legal enforcement can be taken by using enterprise agreement as a proof.

Change management and corporate governance prepare enterprises for today and tomorrow. Change management and corporate governance has become very important after most of the economies have turned to open market as an impact of globalisation. Scope of change management is not limited to making organisation in accordance to globalised economy but few change management exercises also train employees to face and fight any unseen and unpredictable change in present working economy.

Dispute is a natural human phenomenon and according to a well said phrase “If any organisation has disputes then it is surly going to grow as employees are now thinking and fighting for what they think is right.” Many organisations take help of a third party to resolve their internal or external disputes more commonly known as facilitation. Enterprises take third party assistance or facilitation as decision made by facilitator is normally unbiased and easily acceptable to all the parties where decision made by internal staff leaves an impression of non satisfaction with a feeling of biased ness over the parties.

Facilitation is being used by many organisation as a decision making tool. Where internal groups and different office departments present their opinions and believe in front of facilitator and facilitator after listing to all the possible arguments come to a final decision. Many separate organisations provide the service of facilitation with minimum associated cost. Many people critic the process of facilitation as they doubt on the mental abilities of facilitator and show their non consent over the decision made. However capability of facilitator for arriving to a particular decision for a dispute completely depends on the experience and expertise level of the facilitator. Even a well experienced person may find it difficult to lend over a decision for a particular problem. Many facilitation service providers hire well experienced and knowledgeably sound people from different sections of the industry in order to make decision making process more fruitful and worthy.

HBA is a specialist workplace relations consultancy based in Canberra,hr consultants,workplace investigations service,human resources consultancy,employee relations, employment frameworks.

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