Effective Meeting Management and Contract Review

This assignment focuses on two key aspects: effective meeting management and a review of changes implemented in a company contract. It emphasizes the need for well-structured meetings with clear agendas and active participation. Additionally, it examines the revised contract's emphasis on Human Resource Management (HRM) policies, health and safety protocols, and training & development procedures. The assignment requires understanding the rationale behind these changes and their implications for employees.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student:
Name of the University:
Author note:

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Table of Contents
The New Contract of Adept Owl Games Company.....................................................2
Arranging a meeting....................................................................................................6
Planning...................................................................................................................6
Participants..............................................................................................................7
Meeting Agenda...................................................................................................... 7
During the meeting.................................................................................................. 7
Explanation and justification....................................................................................8
References..................................................................................................................9

2HUMAN RESOURCE MANAGEMENT
The New Contract of Adept Owl Games Company
Employment Agreement
Parties
Between:
The Employer: Adept Owl Games Company
Address: 12 Happy Street, Pleasantville NSW 1234
And:
The Employee: Sarah Collins
Address: 39 Sunny Street, Smilington NSW 4321
Position: Product Development Officer
Responsibilities and
Requirements:
 Coordinates and manages projects of product
development.
 Resolves and evaluates technical feasibility,
production issues and design optimization.
 Ensures that promotional literature and labeling
products match their specification.
 Cordially works with different departments to
develop new designs, product development and
vendor strategies.

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 Prepares financial reports and manages project
related budgets for the top management.
 Minimum criteria – Graduate in the related field
with three years of experience and one year of
supervisory experience.
 Manages subordinates and report day to day
performances to the top management.
 Ensures that the organizational goals are
adequately met and adhered to approve the
budgets.
 Sound knowledge of departmental processes.
 Dedicated and hard working, along with good
communication skills.
Type of Employment: Full Time.
Commencement Date: Tuesday, June 8, 2009.
Salary: Remuneration on the basis of qualification and
experience, Gross base salary $40 per hour.
Payment Method: Salary will be paid via direct debit into your nominated
bank account.
Pay Intervals: Fortnightly.
Probation Period: Three months from the commencement date.
Working Hours: 8:30-4pm including one hour lunch break, five days a
week.
Company’s HRM
Policies: The Human Resource Management policies of the
company are highly commendable and appreciated.
Adept Owl has struggled hard for providing its associates
and employees with a great professional life. The
company has focused on other non-monetary factors; it
gives equal amount of importance to other things, such

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as balancing work and personal life, great leadership,
better opportunities for growth and offers a friendly
environment of working and training. The organization’s
culture and guiding principles have a notable impact on
the Human Resource policies and practices of the
organization. It focuses on manpower selection,
recruitment and also planning, training and development,
grievance redress, employee retention and welfare
initiatives (Cooren 2013).
Health and Safety
Policies: Adept Owl Games Company has earned global
acclamation for its health and safety policies. It has built a
good reputation by creating a healthy environment. The
company has government verified certificates of the
positive health and environmental impact.
Leaves: Four weeks paid annual leave each year (Terms and
Conditions Applied), personal leave (sick leave and
others), Long service leave, incapacity to work and
others.
Training and
Development Policy: The Company recruits new employees and organizes
orientation program to ensure that they have all
necessary skills to perform effectively and efficiently. The
employees will be provided with thirty minutes of training
each day, to address essential areas of knowledge and
skills. They will be trained on various things related to the
job profile, along with disciplinary skills, management,
Public Relations and others. Moreover, the company
conducts management programs where the trainees are
taught several courses by professional experts and
certified trainers.

5HUMAN RESOURCE MANAGEMENT
Other policies: Deduction of various benefits on termination of the
employee, dismissal of the employee without any prior
notice, if he/she commits any serious crime or goes
against the company’s rules and policies. Employees
must maintain the company’s secrecy and confidentiality.
Causing harm to any official property would be seen as a
serious issue and necessary steps will be taken.
Employees are required to wear decent and formal outfit
in the office premises. Any kind of abusive words or
languages will not be entertained.
Termination: After the employees’ probation period is over, the
company can terminate him/her based on the
performances, attitudes and conduct, with a four weeks’
notice period.

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Parties’ Signature:
Employee:
Signed:
Date:
Name in full (printed): Sarah Callis
Employee address: 39 Sunny Street, Smilington NSW 4321
Witnessed by:
Witness name in full (printed):
Witness address:
Employer:
Signed:
Date:
Name in full (printed): Tim Davies
Employer address: 12 Happy Street, Pleasantville NSW 1234
Witnessed by:
Witness name in full (printed):
Witness address:
Arranging a meeting
Planning
Adept Owl Games Company has developed a new contract which will meet all
the organizational objectives.

7HUMAN RESOURCE MANAGEMENT
Participants
 Chairman.
 Company Secretary.
 Trainer and Assessor.
 Chief Executive Officer.
 Other employees.
Meeting Agenda
The agenda of the meeting is to develop a new contract, which will meet all
the organizational objectives with minimum entitlements of the National Employment
Standards, while balancing the obligations and rights of the employees. The
participants must be informed beforehand, regarding the venue, time and objective
of the meeting (Kettner, Moroney and Martin 2012). Distribution of minute’s
preparation, refreshments arrangements, notice, accommodation and stationery
arrangements, sitting area selection and others must be done beforehand (Austin
and Pinkleton 2015).
During the meeting
Meeting papers, if any, must be distributed along with the company’s press
release and house journal. The facilitator or meeting leader needs to start the
meeting on time. It is his/her duty to fix a time beforehand and let others know (Stone
2013). The meeting agenda should be fixed, including the purposes and aims of the
meeting. This will help the participants to focus as well as understand the aims and
objectives of the facilitator. They can present their ideas based on that issue and the
items must be listed clearly that will emphasize on the topic of discussion (Lamba
and Choudhary 2013).
Effective meetings are interactive and participatory. It is the duty of the
meeting leaders to get everybody involved. The leader must create a lively
environment, to involve the participants. He/she can begin the meeting by a
question, which can be answered by everyone. Moreover, it is the job of the
facilitator to influence the participants with his/her opinions and views. Therefore,
he/she is required to have sound communication skills and knowledge, to let
everybody know his/her demands and requirements (Taneja et al. 2013).

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Explanation and justification
The new contract consists of detailed overview of the company along with its
goals and objectives. The reasons for the changes are to make the employees
understand regarding the company’s HRM policies and procedures, health and
safety policies and training or development policies. It is important to let them know
what the company requires and what the responsibilities of the employees are. The
old contract paper didn’t do much detailing on their policies and procedures.
Therefore, the changes are done to make the employees understand better.
Moreover, a brief information regarding the employees’ experience, working hours
and leave policies are given, which is easily understandable (Van den Brink, Fruytier
and Thunnissen 2013).

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References
Ashleigh, M.J., Higgs, M. and Dulewicz, V., 2012. A new propensity to trust scale
and its relationship with individual well‐being: implications for HRM policies and
practices. Human Resource Management Journal, 22(4), pp.360-376.
Austin, E.W. and Pinkleton, B.E., 2015. Strategic public relations management:
Planning and managing effective communication campaigns (Vol. 10). Routledge.
Cooren, F., 2013. Interacting and organizing: Analyses of a management meeting.
Routledge.
Kettner, P.M., Moroney, R.M. and Martin, L.L., 2012. Designing and managing
programs: An effectiveness-based approach. Sage Publications.
Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational
commitment of employees. International Journal of Advancements in Research &
Technology, 2(4), pp.407-423.
Stone, R.J., 2013. Managing human resources. John Wiley & Sons Australia.
Taneja, P., Venkataraman, M., Sathananthan, S., Sather, E., Ramamoorthy, V.,
Kommineni, A. and Egger, P., Microsoft Corporation, 2013. Managing real time
meeting room status. U.S. Patent 8,352,296.
Van den Brink, M., Fruytier, B. and Thunnissen, M., 2013. Talent management in
academia: performance systems and HRM policies. Human Resource Management
Journal, 23(2), pp.180-195.