HRM Manage Separation or Termination

HRM Manage Separation or Termination

TABLE OF CONTENTS
Part 1 Brief description of organization...........................................................................................1
Part 2 Reviewing and analysing the current separation and termination policy through addressing
the below points...............................................................................................................................2
Locating Separation and Termination policy and procedures.....................................................2
Locating supporting documentation............................................................................................2
Part 3 Operation and Planning.........................................................................................................3
Operation of attainment and planning of employee separation and termination events.............3
Implementation of procedure to improve and develop quality of termination and separation
events..........................................................................................................................................4
Ensuring compliance through several awards, contracts agreements act and other legal and
statutory requirements.................................................................................................................5
Part 4 Critical analysis of research...................................................................................................6
Highlighting features of best practice systems of termination/ separation and linked with legal
requirements................................................................................................................................6
Encouraging and providing consultation with relevant managers before introduction of new
systems or procedures.................................................................................................................7
Ensuring respect for staff, offering strict confidentiality and complying with legislation.........8
Collecting and implying feedback for making refinements to procedures, policies and
supporting documents for termination and separation such as quality control mechanism........8
REFERENCES................................................................................................................................9
APPENDIX....................................................................................................................................11
Appendix 1................................................................................................................................11
Appendix 2................................................................................................................................22

Part 1 Brief description of organization
The Star Industries is a manufacturer, retailer and wholesaler providing high-quality
doors and windows for commercial and residential premises. Firm makes good premium quality
designs of items and is differentiated from other manufacturers and places low cost strategy for
importers in effective manner. They compete in high price and quality market and they have
positioned themselves as market leader in the Australian market of door and window products1.
It has two manufacturing site that is in Sydney and Perth and its Star display centres are situated
in each capital city in Australia. There are different types of doors and windows as of Timber
solid, timber internal, aluminium, composite, security, fire doors and custom. Moreover,
company has several other designs namely sliding doors, external bi-fold doors, hinged doors,
internal bi-fold doors, awning windows, sliding and bi-fold windows, casement windows and
double hung windows which are quite lucrative for customers to buy. Henceforth, its shower
screens are of framed, semi-framed and frameless type. Its display centres are staffed through
State Sales managers, sales Admin staff and Sales Reps2. The builders and customer could come
across centers with innovative home or renovation plans and its qualified sales representatives
offer personalized and professional design services for attaining requirements of customers.
It also offers high quality point of sale materials for influencing the customer, designers
and architects such that products are specified in plans as per ISO 9000 quality accreditation. The
representatives of sales closely work with designers and architects. This organization has
separate human resource department which is under CEO as tow HR officer and three HR
Assistant. The sales revenue of Star Industries is $60.96 million with its net profit of $5.57
million which is 9% of total sales. The vision of organization is to be first choice for designers,
architects and customers building of high-quality home along with commercial premises. On
1 Star intranet. 2019. [Online]. Available through
<https://ols.oten.tafensw.edu.au/ols/resource/127/subject/BSBHRM505B_1/26880/
new_star_intranet/content/products.html>.
2 About Star intranet. 2019. [Online]. Available through
<https://ols.oten.tafensw.edu.au/ols/resource/127/subject/BSBHRM505B_1/26880/
new_star_intranet/content/about.html>.
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basis of its mission is to be leading quality supplier of window and door product in their region
through offering the customers with new services and goods which anticipate and satisfy the
requirements on full basis. This organization has total 183 employees as it follows hierarchical
structure which is categorized in different departments such as senior management, human
resources, operations, finance and administration, manufacturing, sales, marketing and HR
advisors3.
The objectives of this organization with context to various perspectives are stated below:
 To exceeding and understanding the needs of customers and delivering the best customer
service in fully aspect.
 To keeping it innovative and attracting, customer focused staff who could support the
business expansion and rewarding performance in fair and equitable manner.
 To implying best in class window and door manufacturing techniques for maximizing the
quality of whole range of the product.
 To maintain and develop a range of the product which shows modern architectural colors,
designs and materials.
 To attain best in class warehousing, distribution and ordering practices through entire
operation.
Part 2 Reviewing and analysing the current separation and termination policy
through addressing the below points
Locating Separation and Termination policy and procedures
Attached in Appendix 1
Locating supporting documentation
Attached in Appendix 2
3 Documents of Star intranet. 2019. [Online]. Available through
<https://ols.oten.tafensw.edu.au/ols/resource/127/subject/BSBHRM505B_1/26880/
new_star_intranet/content/documents.html>.
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Part 3 Operation and Planning
Operation of attainment and planning of employee separation and termination events
The above policy is related to Separation/ termination with redeployment and redundancy which
leads to retain existing staff members through adaption of fair and responsible approach to
employees impacted through alteration4. The objective of this policy is for minimising
retrenchment through ensuring fair redundancy process along with providing alternative
opportunities of employment at same level of categorisation, salary with context to experience
and qualification. Organizational change engages the loss of positions could be highly stressful
for staff5. The Star industries would minimise stress through keeping the staff informed through
providing personal council and even to assist the staff members for reflecting skills in positive
aspect. The purpose of policy is stated as redeployment signifies appointment of employee
directly deemed surplus as per requirements to an alternative position of less classification level
and equal as well. Apart from this, redundancy is elaborated as position redundancy where major
portion or work is not required to be performed on longer basis. Retrenchment is referred as
termination of employment of any staff member as redundancy’s outcome6. While considering
redundancy, it is very significant for considering problems related to general termination. In this
context, there are major policies and procedures that should be in place prior to issue of
redundancy notices.
4 Jirjahn, U., 2018. The adoption and termination of profit sharing for employees: does
management’s attitude play a role?. Applied Economics, 50(2), pp.108-127.
5 Employee termination Procedure and Policies. 2019. [Online]. Available through
<https://www.bizfilings.com/toolkit/research-topics/office-hr/using-proper-employee-
termination-procedures>.
6 Zhang, J. and Du, M., 2018. UNDERSTANDING THE REASONS FOR CUSTOMER
RELATIONSHIP TERMINATION: EMPIRICAL EVIDENCE FROM CHINESE B2B
FIRMS. International Journal of Information, Business and Management, 10(1), pp.14-35.
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Implementation of procedure to improve and develop quality of termination and separation
events
There is consideration of using a procedure for improving and developing quality of termination
and separation events is stated as position to surplus to it requirements such as redundant. The
relevant manager should complete submission to General Manager and sending copy to Human
resources7. This must address the effect of position redundancy on section and individuals
engaged along with steps for mitigating any adverse impacts. Apart from this, it must also
address that position is not essential for some reasons such as technological, financial, and
structural or of same nature which might consider management began alteration to structure of
section which impact duties of position. Moreover, with context to financial necessity where any
position is not required and could not be afforded for alteration in work methods8. It will give an
outcome in work of position which is no longer required for performed and any position to be
bon fide redundancy should cease to exist and absence of plans for filing the position in
foreseeable future. The payment of retrenchment has outcome through bona fide redundancy
retains favourable taxation treatment through Australian Taxation Office.
It can be said that workers are motivated for doing alternative work by offer process and
when employee agrees with the same, suitable position is offered. This refuses the position with
consideration of employer whereas this refusal is not reasonable, that might lose other payments
which are statutory redundant in nature. The new offer of specific alternative work should have
same status, offering same earnings, within capability of employee and may not cause work
inconvenience to employees. In similar aspect, it could be developed and improved with
dismissal report which includes relevant legislation or Award and agreement clauses along with
policy provisions9. This advices the production manager on basis of procedure for summary
7 van den Berg, C., van der Meer, F.M. and Dijkstra, G.S., 2016. Separation vs Harmonization: A
comparative study of civil service legal arrangements in Europe. International Journal of Civil
Service Reform and Practice, 1(1).
8 Dessler, G., Cole, N.D. and Chhinzer, N., 2015. Management of human resources: The
essentials. Pearson.
9 Falcone, P., 2017. 101 sample write-ups for documenting employee performance problems: A
guide to progressive discipline and termination. Amacom.
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