Understanding Australian Industrial Relations

This assignment delves into the complexities of Australian industrial relations, focusing specifically on the Fair Work System (FWS) established by the Fair Work Act of 2009. It examines how the FWS has reformed traditional bargaining practices, introduced protections for employees, and addressed issues like flexible working arrangements, unpaid parental leave, and workplace access for unions. The assignment aims to provide a comprehensive understanding of the FWS's impact on maintaining positive and productive relationships within Australian workplaces.

Recruiting a new employee & Knowledge
test
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Table of Contents
TASK 1.................................................................................................................................................3
Part A. Job Description....................................................................................................................3
Part B. Job advertisement................................................................................................................4
Part C. Interview questionnaire and check list................................................................................4
Part D. Draft a policy.......................................................................................................................4
Part E. Recruit, select and induct an employee project...................................................................5
TASK 2 Knowledge test.......................................................................................................................6
Q.1 Six legislations..........................................................................................................................6
Q.2. Concept of outsourcing............................................................................................................6
Q.3. Key legislative.........................................................................................................................6
Workplace diversity.........................................................................................................................6
Equal opportunity............................................................................................................................6
Anti-discrimination..........................................................................................................................6
Q.4. Enterprise agreement...............................................................................................................7
Q.5. Fair work system bring changes to old Industrial relation system...........................................7
Q.6. National workplace relationship system..................................................................................7
REFERENCES.....................................................................................................................................9
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TASK 1
Part A. Job Description
Job description presents a full description of the particular job position such as job duties,
role, key responsibilities, functions and others (Bryson, James and Keep, 2013), prepared below:
Job description Trainee Receptionist will be accountable to prepare, organize and
communicate properly with the entire department for the customer arrival
and departure.
Position summary Trainee Receptionist
Work area Front office
Key duties &
responsibilities
 To arrive work as per the scheduled time in the standard uniform
 To welcome guests and interact with them politely and friendly
 To provide detailed information to the consumers as per their
requirement
 To deal with the telephone inquiries and reserve hotel rooms as per
their need
 To handle with consumer queries, housekeeping queries and others
Selection criteria  Fluent English communication skills
 Well-confident
 Good personality
 Minimum 3 – 5 year experience as a receptionist in hotel industry
Performance criteria  Greeting consumers friendly and effectively
 Mail management
 Answering customers inquires at website and phone
 Handling consumer complaints
Selection process  Online application
 Telephonic interview
 Capability test
 Face to face interview
Application process  Interested candidate can send their resume/CV on the official
website.
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Part B. Job advertisement
RECEPTIONIST REQUIRED
A renowned multinational Hilton Hotel & Resort group requires a female receptionist (20-30 year)
for the front office department.
Minimum Qualifications and required skills
 Master degree in English
 Strong command on basic computer function i.e. MS office, Excel
 Excellent verbal and written English communication skills
 Interpersonal skills
 Well-confident
 Good personality
Minimum experience required
 3-5 year experience as an receptionist in hotel
Salary: 20000 per month
Interested candidate may send their resume/CV on HR’s e-mail address to
[e-mail] along with their passport size photograph latest by March 15, 2017.
Part C. Interview questionnaire and check list
Q: Why you are interested in working as a receptionist?
Q: In your opinion, which is the most important skills than a receptionist must have to fulfil their
job targets?
Q: For how long, you will ready to work with us, if I recruit you?
Q: How you deal with the unsatisfied hotel guests?
Q: Why you are willing to work with us?
Q: What are your key strengths and weaknesses as a receptionist?
Q: What approach will you follow to handle consumer complaints and deal with the unsatisfied
consumers?
Q: Do you have any query?
Part D. Draft a policy
Recruitment, selection and induction policy and procedure
Purpose The main purpose of the recruitment policy is to hire the best candidate at the
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workplace for meeting out the organizational targets.
Policy scope The recruitment policies will cover all the terms, rules and regulations that
will be followed throughout the hiring and selection procedure to hire the
capable worker at the workplace.
Relevant
legislation
1. Equality and human right commission (EHRC)
2. Equality act 2010
3. Anti discrimination act
4. Data protection act
5. Equal Pay act
6. Safeguarding the vulnerable Group Act
Policy  No discrimination policy
 Safeguarding
 Employment policy
Procedure Initially, candidates have to apply online through sending their resume on e-
mail. Thereafter, telephonic interview will be conducted and then clarified
applicant will be called for the test. At the end, face to face interview will be
held by the HR professional and the best candidate will be hired for the vacant
position.
Responsibility It is the responsibility to follow all the legislation, policies, rules and
regulations throughout the period.
Approval Final hiring decisions will be taken after approval from the senior
management.
Part E. Recruit, select and induct an employee project
 At the initial step, team will place job advertisement indicating the vacant position and
hiring the best candidate in the business (Chaneta, 2014).
 After receiving the application, internal consultation will take place among all the team
members to set the selection procedure and design interview questions. Unsuccessful
candidate will be rejected while candidate who founded suitable will be finalized for the
interview at the premises (Kang and Shen, 2017).
 After it, interview will be conducted as per the designed questions and all the candidates will
be compared to make the final selection decisions. In this, unsuccessful candidates also will
be notified as per the set procedure (Rudolph, Toomey and Baltes, 2017).
 Selected employee will be provided a employment contract along with the salary structure.
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 At the end, for induction, required document will be prepared and communicated to the
employees (Jeske and Shultz, 2016).
SUBMISSION GUIDELINES
Copy of Job Advertisement and selection criteria
RECEPTIONIST REQUIRED
A renowned multinational Hilton Hotel & Resort group requires a female receptionist (20-30 year)
for the front office department.
Minimum Qualifications and required skills
 Master degree in English
 Strong command on basic computer function i.e. MS office, Excel
 Excellent verbal and written English communication skills
 Interpersonal skills
 Well-confident
 Good personality
Minimum experience required
 3-5 year experience as an receptionist in hotel
Salary: 20000 per month
Interested candidate may send their resume/CV on HR’s e-mail address to
[e-mail] along with their passport size photograph latest by March 15, 2017.
Interview questionnaire and checklist
Interview questionnaire
Q: Why you are interested in working as a receptionist?
Q: In your opinion, which is the most important skills than a receptionist must have to fulfil their
job targets?
Q: For how long, you will ready to work with us, if I recruit you?
Q: How you deal with the unsatisfied hotel guests?
Q: Why you are willing to work with us?
Q: What are your key strengths and weaknesses as a receptionist?
Q: What approach will you follow to handle consumer complaints and deal with the unsatisfied
consumers?
Q: Do you have any query?
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Copy of all communication with the potential candidates
Resume
Passport size photo
Reference list
John Smith: Hotel’s head chef
Janet Dolan: Front office head
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Work portfolio
2 year working experience as a receptionist in Newcityland
3 year working experience as a receptionist in Samuel Construction
Interview records
Interview questionnaire
Q: Why you are interested in working as a receptionist?
Ans: I like to interact with the people came from different places and receptionist suits these things
perfectly.
Q: In your opinion, which is the most important skills than a receptionist must have to fulfil their
job targets?
Ans:
1. Strong communication skills
2. Confident
3. Excellent interpersonal skills
4. Capability to handle unsatisfied people
Q: For how long, you will ready to work with us, if I recruit you?
Ans: I want to get the highest position in the hotel, so, how can I think about departure.
Q: How you deal with the unsatisfied hotel guests?
Ans: I will not lose calm and listen them properly without any argue. I will not take any thing
personally and find out the best possible solution to satisfy angry consumer.
Q: Why you are willing to work with us?
Ans: Hilton is a big and well-established leading hotel brand, therefore, it will be a great
opportunity for me to work with this.
Q: What are your key strengths and weaknesses as a receptionist?
Strengths:
1. Strong communication skills
2. Confident
3. Excellent interpersonal skills
No weakness
Q: What approach will you follow to handle consumer complaints and deal with the unsatisfied
consumers?
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1. Make them calm
2. Listen them politely and kindly
3. Do not take things personally
4. Never argue with the guests
5. Selection of the best solution
Q: Do you have any query?
Ans: No
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Copy of employment contract
Copy of new employee induction programme
 Orientation
 Employee contract
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 Joining letter
 Training
Group assessment
In the discussion with the team, candidates suitability has been tested through taking into
account the selection criteria of strong communication, minimum 2-3 year experience, interpersonal
skills (listening, diplpomacy, composure, patience etc), capacity to deal with the tough pressure and
in the last interview, Madison Garcia has been founded perfectly suitable for the job.
TASK 2 KNOWLEDGE TEST
Q.1 Six legislations
7. Equality and human right commission (EHRC)
8. Equality act 2010
9. Anti discrimination act
10. Data protection act
11. Equal Pay act
12. Safeguarding the vulnerable Group Act
Q.2. Concept of outsourcing
Outsourcing in terms of selection & recruitment refers to the process, in which, companies
transfer the recruitment procedural requirement to an external party or institution to recruit the best
capable candidate at the workplace.
Q.3. Key legislative
Workplace diversity
At the workplace, diversity refers to having varied differences among the organizational
workforce on the basis of race, gender, group, personality, tenure, educational background and
others.
Equal opportunity
It is regarded as the process of rendering equal opportunities to each and every individual at
the workplace without any disparities and discrimination on the basis of race, gender, caste, age,
culture, color and others. In corporate world, it is legal implication for the businesses to provide
equal opportunities to the people in recruitment & selection, training, appraisal and many other
programs.
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Anti-discrimination
It refers to prohibiting illegal and unjust treatment of the individuals on the base of of race,
gender, caste, age, culture, color and others. Thus, it prohibits favoratism and treat all the personnel
equally and justice fully.
Q.4. Enterprise agreement
Enterprise agreement refers to the collective agreements that have been made by the
entrepreneur for setting the employment terms and conditions through the mutual discussion
between employer as well as employees. Fair Work Commission also provides necessary
information for the development of Enterprise agreement.
Important content:
 Wages rate or salary
 Working hours
 Meal breaks
 Overtime pay
 Consultation with the representation
 Procedure to solve disputes
 Deduction from the salary for the authorized purpose
 Anti-discrimination practices to treat equally
 Sexual harassment policy
 Others
Q.5. Fair work system bring changes to old Industrial relation system
 Fair Work System (FWS) bring changes into old industrial relation through devising more
faithful bargaining rules for negotiation process
 It introduced updated measures for maintaining the value of money held by the underpaid
employees
 As per the FWS, unpaid parental leave of the workers cannot be rejected by the employer
until and unless, he had given reasonable opportunity to the worker
 It take various measures to provide certainty to both the workers and employees regarding
flexibility arrangement
 It revised the earlier transferring business rules as per this, with the transfer of worker to an
associated entity, industrial instrument will not be transferred.
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 FWS also reframed the union workplace accessing rules in order to address the excessive
visit at the workplace for the purpose of decision making
Q.6. National workplace relationship system
In Australia, Fair Work Act, 2009 designed National Workplace relationship System that
aims at maintain effective relationship at the workplace.
Key features:
 Maintaining a minimum set of safety standards and employment terms and conditions at the
workplace
 Governing bargaining rules and obligations
 Following provisions for flexible working arrangement for the workplace flexibility
 Protection of workers against unfair treatment like termination, discrimination and others
 Design rules to govern the rights and responsibilities of both the employer and
representative of workers
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REFERENCES
Books and journals
Bryson, J., James, S. and Keep, E., 2013. Recruitment and selection.Managing human resources.
Human Resource Management in transition. 12(4). pp.125-149.
Chaneta, I., 2014. Recruitment and Selection. International Journal of Management, IT and
Engineering. 4(2). p.289.
Jeske, D. and Shultz, K.S., 2016. Using social media content for screening in recruitment and
selection: pros and cons. Work, Employment & Society. 30(3), pp.535-546.
Kang, H. and Shen, J., 2017. International Recruitment and Selection Policies and Practices.
In International Human Resource Management in South Korean Multinational Enterprises.
Springer Singapore. 10(2). pp. pp. 51-84.
Rudolph, C.W., Toomey, E.C. and Baltes, B.B., 2017. Considering Age Diversity in Recruitment
and Selection: An Expanded Work Lifespan View of Age Management. In The Palgrave
Handbook of Age Diversity and Work. Palgrave Macmillan UK. pp. 607-638.
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