Employment Relations -Advance Energy Australia - Employment Relations Assignment Help

Internal Code: 1AADDG

Employment Relations Assignment Help

TASK Hi-tech and advanced corporations like Advance Energy, which employ many highly skilled and professional workers, as well as trades and support workers frequently have low levels of unionisation, in some areas and high unionisation in others. How might wages and working conditions be determined in these corporations? Do you think it matters if employees have no formal collective representation on such matters? As the HR director you are making policy to help improve the ‘voice’ of vulnerable workers, what would be your focus? Why? 2. Survival strategies at work are acknowledged as a means of surviving ‘alienation’. What might the alienation issues be in the rapidly changing environment of the energy industry in regional Australia where different groups of employees are working? How can Advance Energy identify any survival mechanisms of employees and more importantly how can they ensure they develop the means of addressing alienation? 3. Hidden work can have potentially big impacts on individuals from groups who have been or are currently disadvantaged in the workplace due to increased work and or pressure that may be different for members of other groups of workers. How might Advance Energy recognize any potential for disadvantage in this situation and what can they do to address it with a view to implementing a change of work process or design that reduces any potential for inequity in outcomes. 4. The Fair Work Act 2009 provides employees in the national workplace relations system with a legal right to request flexible working arrangements. To be eligible you must have worked for your employer for at least 12 months on a full-time or part-time basis. Long term casual employees who have a reasonable expectation of ongoing employment are also eligible. Advance Energy has not had a policy on Work and Family and now you Department is currently investigating policy development and implementation. What are the potential benefits to Advance Energy on having such a policy and what might be the resistance from current managers for this policy? How will you overcome any resistance? 5. Managing Diversity is all about managing differences. There are a number of legislated and non- legislated means for managing difference. Identify these and discuss their benefits and limitations. What is your position on special measures to address unfair disadvantage at Advance Energy? Why? Building high-performance outcomes for Advanced Energy and its employees; its community, as well as shareholders, is an important element within the development of an effective Employment Relationship between Management and Employees. Explain your approach for building a decent jobs strategy and fair employment strategy that will see any potential for conflict between management and workers be alleviated through good design; good practice and good inclusive communication, in a new approach to the employment contract. Who will be the parties involved in this negotiation process, why, and how? What might the new employment contract contain that previous agreements do not? Consider the corporate social responsibility of Advanced Energy in addressing this new era of job equity within its community.