Managing Separation or Termination: A BSBHRM507 Report

This report examines the separation and termination policies of BHP Group, a mining and metals company, as a case study. It begins with a brief overview of the organization, including its structure, culture, and financial performance. The report then reviews and analyzes the company's current separation and termination policies, including the procedures followed for both voluntary and involuntary separations. It also discusses the supporting documentation used in the process, such as termination forms and quality assurance reports, and considers relevant legal compliances. Furthermore, the report provides a critical analysis of the research, evaluating the best practices implemented by the company and the considerations for employee and management perspectives. The report concludes with recommendations for improving the separation and termination procedures, including detailed incident inspections, employee counseling, feedback collection, and the development of a comprehensive communication strategy and implementation plan. The goal is to enhance the efficiency and fairness of the separation process.

Manage separation or
termination

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
1) Brief Description of the organisation......................................................................................4
2) Review and Analysis of current Separation and Termination policy of the organisation......4
3) Understanding of various aspects...........................................................................................6
4) Critical Analysis of the research.............................................................................................6
TASK 2............................................................................................................................................7
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1
Appendix 1.......................................................................................................................................1
Appendix 2.......................................................................................................................................5

INTRODUCTION
Separation or termination of the employees means that the employees ceases to be the
part of workforce of the organisation. The employees leave the organisation when they are asked
to do so or they leave the organisation voluntarily and this has to be managed by the human
resource managers effectively. The policies are formulated by the company for the
termination/separation which is applicable to all the employees whether current or prospective. It
reduces the chances of misunderstanding and distrust among the organisation and the employees.
For this report the organisation which is taken into consideration is BHP group, which is a
Australian company engaged in metals and mining. The report includes various aspects of the
current separation and termination policy of the company. Also various recommendations are
provided that can help them in development and managing the improvement.
TASK 1
1) Brief Description of the organisation
The BHP is a dual listed public company which is engaged in mining, metal and
petroleum, headquartered in Melbourne, Australia. They have simple and diversified structure
and the organisation is designed in hierarchical structure in which the information and
responsibilities flow as per the level. BHP focuses upon the strategy of cost efficiencies,
improvement of the technology, utilisation of the capacity effectively etc. and have organised
two units at regional level which will be Minerals Australia and Minerals Americas on the basis
of this their operating model is being designed. The organisational culture is safe and
comfortable for the employees which motivates the employees to perform effectively. It is
considered to be a large employer as they have more than 62000 employees working in their
organisation who are managed effectively by the HR department. Their operating income is
US$17.561 billion for the year 2018 whereas their revenue is around US$ 43.638 billions. BHP
is operating worldwide with their products such as Iron ore, coal, petroleum, copper, natural gas
etc. It is fully accredited with ISO 9000 and also with NCQA Managed Behavioural Health
Organisation which helps them to offers the better quality of the products, services and clinical
care to the customers (BHP Annual Report, 2018).
2) Review and Analysis of current Separation and Termination policy of the organisation
a) Locate the procedure and the separation and termination policy of the company

The termination or separation policy is being followed by BHP. Such separation or
termination can be voluntary or involuntary that can arise due to various reasons such as
resignation, retirement, death, abandonment of employment, unsatisfactory performance etc. The
company follows various steps while undertaking actions against the employees. It includes :
 They establish various rules and policies which are to be considered by the employees. It
includes various do's and don't which reduces the chances of the conflicts of interest .
 They enforce various rules fairly by progressively applying some disciplinary measures.
 Also they establishes the performance feedback system which help the people get to
know about their performance in comparison to the expected level.
 Before they decide to fire someone the managers investigate the incidents which helps
them take the effective decisions (DEVI, 2019).
When the employees wants to leave the organisation they have to give a special notice to
the organisation specifying the reason for leaving the organisation.
For example: The BHP terminated an employee who was working as a 'Administrator
Warehouse' because he failed to show the accountability for the job and his actions due to which
an accident took place at the site. This reflects that the organisation terminates the employees
with the sufficient reasons.
b) Supporting Documents for the separation and termination
The documents which are used while planning for the separation and termination includes:
Termination Forms: With the help of this letter the notice of termination is to be
provided to the employees which bring the contract of the employment to an end. It is provided
by BHP to the employees specifying the reasons of termination.
Quality Assurance forms: Quality assurance form are filled by the managers and the
supervisors which helps in determining the level of performance. Such documents are used at the
time of terminating the employee as with this their contribution for the organisation is analysed.
Legal Document for the HR: The Human resource managers are required to fulfil
various requirements for which they have to fulfil various forms in which they provides the
description of the incidents etc. This helps the regulators to take the decisions effectively for the
separation and the termination (Bratton and Gold, 2017).

3) Understanding of various aspects
 The planning of the termination includes various steps which are : various document need
to be prepared in which various and the expectation need to be communicated to the
employees and then on the basis of which the performance improvement plan is prepared.
Then a counselling need to be conducted and when everything fails the employee has to
be terminated (Falcone, 2017).
 For improving the quality of the termination process various aspects need to be
considered: A time frame must be their in which the process can be completed. All the
access of the employee whether electronic or physical are disconnected. The policies of
the termination must be transparent. The processes of the documentation must be fast so
that all the requirements can be complied with.
 The legal compliances need to be considered by the company which are that of Contract
act of Australia, Employment and Labour Law of Australia etc.
4) Critical Analysis of the research
 Yes, the policy includes the features of best practice systems which are: the decisions
must be based on the facts, all the documents must be well maintained, proper meeting
must be arranged in which the opportunity of being heard is provided to the employee, a
plan need to be developed. The legal implications of the employment act and labour law
must be complied with such as requirement of the documents, notice of termination
within a specific time limit, reason of the termination as per the law etc.
 The BHP consults the managers and take their opinions regarding the changes which are
to be implemented. This is because they have better understanding of the employees
behaviour and their expectations so they can make better analysis of the changes to be
made in the procedure (Hunter, 2018).
 The employees need to be considered while making the changes in the procedures such as
their confidentiality must be taken into consideration i.e., the information which is gather
of the employees must be kept safely so that their interest can be protected.
 The feedbacks so gathered from the employees must be taken into consideration while
formulating the policies and making changes in them. This will help them in maintaining
the quality of the procedure will help in controlling the activities.

TASK 2
To,
The Senior Management,
The organisation need to consider the policies of the termination and the separation while
managing the people effectively as with this the culture can be managed. On the basis of the
above analysis it is identified that the BHP has the efficient policies which helps them in
managing the termination and separation as they comply with all the legal requirement related
with the procedures such as they need to consider the time frame in which the notice of the
termination is to be provided to the employee (Allen, Kraakman and Subramanian, 2016).
Further the compliance of various law which are imposed by the employment and labour act,
Australian contract act etc. need to be complied with. This makes the procedure of the company
complex but this develops the clear understanding for the procedures and the policy of the
termination and separation among the employees. As the company employees a large number of
people so this increase the requirement of the company for such policies. Also various
documents need to be prepared by the company such as the termination letter, the quality
assurance report for the performance of the employees, quality reports for the audit of the work
done by them, legal letters which are to be prepared by the legal officers. All these documents
helps in taking the decisions for the conducts of the employees in vase of termination by force
which can due to various reasons. For making the process of the termination effective and
smooth various steps need to be undertaken by the organisation and planning need to be done by
them. Such planning includes the formation of the policies and making people aware about it.
On the basis of such analysis various recommendations need to be provided to the
organisation which can helps them in improving the procedure of separation and termination.
These recommendations are given below:
 The detailed inspection of the incidents need to be done for which frequent meeting need
to be arranged with the people who is responsible to take the decisions. Also with the
help of such meeting sufficient opportunity can be provided to the people in which they
can put forth their view and reason for the misconduct (Crosgrove, and et. al., 2016).
 Counselling must be done of the employee who is to be terminated as this may bring
change in them and it will help in keeping their employee with them. Such counselling

could be written or the employee can be engaged in any activity which will help them in
dealing with the misconduct.
 Feedbacks need to be taken from the employee who has been terminated or separated as
they can suggest the ways in which the improvements can be made. This can be useful
for BHP as the employees has been through this so they can provide the suggestions (Noe
and et. al., 2017).
The implementation plan need to be developed with the help of which the proposed
changes can effectively be implemented in the organisation.
 A communication strategy need to be developed for the employees which will help in
developing the understanding among them. Such a strategy will help in determining the
views of the employees and this will helps the managers in reducing the number of the
employees either separating or terminating. This will also facilitates :
1. that all the employees have an understanding of the policy of the termination and the
separation which will help in better and effective compliance of the implications
associated with it (Christensen, 2019)
2. such communication can be done by way of various sending mails to the employees, by
providing handbooks to the employees, publishing them in the annual reports and on the
websites which makes it accessible to all,
3. the changes need to be introduced in the policies with the changes in the legal
requirements and other changes made in the process. These must be communicated to the
employees at the same time.
 For implementing the changes in the organisation changes in the existing procedures need
to be made which will help in improving the procedure of the separation and the
termination. The steps of the procedure includes:
1. the policies are to be communicated to the employees which create understanding among
them of the implication of the misconduct. This will help in managing their behaviour
and the actions
2. the exceptions from the employees will be communicated to them which will help in
managing their performances,
3. as per the requirements the documents need to be prepared which will help them to
execute the process and to comply with the requirements,

4. after this a performance improvement plan need to be prepared which will help in making
introducing the changes in the employees behaviour. In this step various counselling can
be organise which will help in guiding the employees that can regulate their behaviour.
5. When all the aspects fails then the termination need to be done. For this all the
compliances of the Australian contract act, labour law, employment law etc. need to be
complied which will help in execution of the procedure effectively (Chelladurai and
Kerwin, 2018).
 For collecting the feedbacks from the employees various methods need to be used which
can be: questionnaire method in which specific responses can be gather from the
employees; conduct a live chat session in which the employees can provides their views;
the social channels of the employees can be monitored; email can be used for gather the
responses of the employees.
CONCLUSION
It is concluded from the above report that the organisation need to take into consideration
the policies related to the termination and the separation. Such policies can vary from
organisation to organisation as per the requirement of the organisation and the nature of the
business. These policies need to be modified by the employer and all the requirements which are
imposed by the laws need to be complied with. Also various documents need to be prepared so
that all the requirements can be fulfilled.

REFERENCES
Books and Journals
Allen, W.T., Kraakman, R. and Subramanian, G., 2016. Commentaries and Cases on the Law of
Business Organizations: 2016-2017 Statutory Supplement. Wolters Kluwer Law &
Business.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Christensen, K., 2019. The new era of home-based work: Directions and policies. Routledge.
Crosgrove, D.M., and et. al., 2016. Workplace Drug Screening: How to Prevent it from Driving
Away Millennial Employees. Journal of Leadership, Accountability and Ethics. 13(2).
DEVI, R., 2019. LEGAL COMPLIANCES IN THE TERMINATION OF EMPLOYEES: AN
INDIAN PERSPECTIVE. CLEAR International Journal of Research in Commerce &
Management. 10(6).
Falcone, P., 2017. 101 sample write-ups for documenting employee performance problems: A
guide to progressive discipline and termination. Amacom.
Hunter, B., 2018. The potential impact of the Workplace Relations and other Legislation
Amendment Act 1996 on Indigenous employees. Canberra, ACT: Centre for Aboriginal
Economic Policy Research (CAEPR), The Australian National University.
Noe, R.A., and et. al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Online
BHP Annual Report, 2018.[online] Available through:<
https://www.bhp.com/-/media/documents/investors/annual-reports/2018/
bhpannualreport2018.pdf>
Appendix 1
Termination Forms:
1

Quality Assurance forms:
2

Legal Document for the HR:
3