Importance of Feedback in Human Resource Industry

Summative Assessment 1
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Question 1
Human resources professionals must be aware of the current employment and managing
legislation that apply to their size and field of business in their geographic location. Five of the
key pieces of legislation that apply to manage human resources are :
● Fair Work Act: under this legislation employees are prevented from discrimination
based on gender, age and race. The Anti Discrimination in Fair work Act protects
workers from discrimination.
● National Employment Standards: employee rights to join and form unions are
protected under the National Labours Relations Act, Railway Labor Act and The Civil
Service Reform Act. This happens when development in working conditions are required
by a group of employees. The national employment standard are to be known by every
HR manager.
● Safe Work Australia: is required to protect workplace hazards. The Safe Work
Standards Act sets minimum wage and overtime pay requirements. The Occupational
Safety and Health Act seta workplace safety and medical aid.
● Workers Compensation : Compensation in relation to workers and operations is to be
determined follow the Workers compensation act. This law grants certain rights to union
members and protects their interest by promoting democratic procedures within labour
organizations.
The network of state and federal laws and legislation that exists to regulate employment and
labour relations is extensive.
Question 2
A powerful and engrossing code of conduct can create a positive ripple effect across an
organization. It might also be appropriate for the code to refer to guidance and support while will
aid understanding and compliance. The seven elements that are found in a well-written code of
conduct are:
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● Use of simple, clear and acceptable languages which provide coherent instructions for
what your staff can and cannot do. Values that are included in the code of conduct must
be honest, unbiased and unprejudiced.
● In order to integrate ethical conduct into the operations of the organizations. The general
standard of care, ethical behaviour towards directors and officers and all other people in
the workplace.
● Compliance with all applicable laws is a crucial element in a code of conduct since
employment laws are the backbone of the policies curated for the staff.
● Accountability includes taking responsibilities for one’s own action, ensuring appropriate
use of information, avoiding conflicts of interest and acceptance of duties to be fulfilled.
Those governed by the code are accountable for their actions and must submit themselves
to the scrutiny to ensure this.
● Standard of conduct when coupled with a commitment to the organization, proper usage
of electronic devices and data, yields better work results.
● Standard of practice includes current policies and procedures and business operational
manuals. A business owner will have certain expectations as to how his employees work,
thus mentioning employee policies in the code of conduct is mandatory.
● Disciplinary actions in a code of conduct should include complaints handling specific
penalties for any violation of the code.
Provision code of conduct is very much to be followed in order ot ot make sure that a legal and
ethical workforce environment is maintained within the company’s workforce and workplace. It
is also important that the above provisions are followed to maintain such decorum.
Question 3
Planning and services provide for the groundwork for the future and give a way of tracking
performance and accessing achievements. Human resources strategies and planning services are
the alignment of the proper people, place and time to achieve company objectives, strategically.
An operational Human resources plan is the comprehensive way in which a department will use
its resources to achieve company goals. The primary link between strategic plans and operational
plans is the establishment of a departmental budget. One essential link between the two is that
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