12 Guidelines Productive Workplace
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Transcript of 12 Guidelines Productive Workplace
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7/29/2019 12 Guidelines Productive Workplace
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Good pracc,
good bunEliminating discrimination and harassment from your workplace
www.humanrights.gov.au/employers/
An ecient and cohesive workplace is all
about building the morale and productivity o
your employees and minimising complaints,disruptions and legal wrangles, so everyone can
get on with their work. This adds to your bottom
line and builds your reputation in the business
community.
Following are a range o
or induction, appraisal, promotion,
sta development and training, positive work
environment and grievance procedures to help
you build and maintain a workplace ree rom
discrimination and harassment.
Best practice guidelines for the workplaceenvironment checklist to use as a guide is
included at the end o this section.
Induction
Induction aims to provide new employees with
inormation about the organisation which will
help them to be eective in their job. Employers
should try to:
n give balanced (job specic and social)
inormation that is directly related to their
role and back this up with extra inormationat a later stage
n provide a mentor who can provide
additional inormation and answer
questions; and / or provide ormal ollow-
up ater a ew weeks
n ensure people with disabilities (visual
impairment, reading disorder, etc) have
inormation presented to them in an
acceptable ormat
n introduce new employees to their
colleagues, explaining the role o keypeople, including those they will be
working closely with
n encourage new employees to ask
questions
n ensure new employees know where to go
or help or with a complaint on any issue
n (i employing a person o a dierent sex,
race, person with a disability, etc to the
majority o the workorce) ensure other
employees understand appropriate
behaviour and communication expected
o them
n undertake any reasonable adjustments
necessary, prior to the employee
commencing work.
Appraisal
Good appraisal systems meet the needs o both
employer and employees. Employers should try
to:
n ensure all employees ully understand the
appraisal system
n have employee records, including
appraisals, accessible to them
n be specic in the perormance assessment
rather than use generalities such as poorattitude
n include positive eedback about what the
employee does well
n train sta involved in giving appraisals
n not make irrelevant remarks on an
employees le (eg, about ethnicity, age,
disability, etc).
best practice guidelines for creating a
productive workplace environment
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Promotion
Employers should advertise vacancies widely
throughout their workorce, giving all sta
members the opportunity to consider applying
and to increase the pool o applicants. Employers
should try to:
n ensure all procedures are air and
unbiased
n review each position as it becomes vacant
and select on the real requirements o the
job, not on who previously lled it
n provide constructive post-selection
counselling to unsuccessul applicants.
Staf development and training
Employers should examine how training is given
across the organisation, particularly looking at
breakdowns such as sex, disability, occupational
grouping, as well as types o training; internal vs
external, skill specic vs broad-based skill, etc.
Employers should try to:
n institute planned and on-going strategies
or increasing the skills o the workorce
n allocate sucient unds or training o rst
line supervisors who can deal with many
issues beore they reach crisis stage
n ensure access and reasonable adjustments
are made, i required, to allow sta with
disabilities to attend a broad range o
training
n
avoid training ater hours and on weekendsor consider provision o child care at such
training
n consider cross-cultural training / awareness
raising or sta (as this can assist customer
relations, as well as employee relations).
Positive work environment
Employers should consider the amily
responsibilities o sta and consider the
possibility o implementing fexible work
practices; job sharing; leave or carers o amilymembers who are sick, older or who have
disabilities; child care provision, etc. Research
shows that such structures improve loyalty
and productivity o an organisation. Employers
should also:
n examine whether or not the work
environment is hostile (eg, are there
initiation rites or apprentices,
discriminatory grati, oensive posters?
Are there opposing cliques in the
organisation which create riction?)
n develop and implement policies on
the prevention o discrimination and
harassment
n provide senior management support with
the implementation o the policies
n recognise that discrimination and
harassment between sta members is
not just a personal issue but one which
negatively aects the organisations
productivity and protability
n aim or cessation o inappropriate
behaviours now and in the uture as aprimary outcome, and discipline, i needed,
as a secondary outcome
n ensure that all sta have access to sta
notices, personnel procedural manuals
and any other appropriate inormation.
Grievance procedures
An organisation that has grievance procedures
is healthier than an organisation that does not
have one. Employers should try to:
n circulate policies and related inormationwidely and in appropriate languages
n institute grievance procedures which are
accessible to all sta
n provide education programs (training,
leafets, posters, etc) or all sta about their
rights and responsibilities
n provide inormation and support or
potential complainants to enable the most
eective resolution o the complaint
nreview procedures regularly.
FACT SHEET:
b
page 2
www.humanrights.gov.au/employers/
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FACT SHEET:
b
page 3
This fact sheet is part ofgood practice, good business information and resources for
employers to address discrimination and harassment in the workplace.
Available online at www.humanrights.gov.au/employers/
Australian Human Rights Commission.
CheCklist
a
h h
:
aInduction or new employees to provide
them with inormation about the
organisation
aGood appraisal systems that meet the
needs o the employer and employees
aPromotional opportunities or all sta
members
aDierent types o sta development and
training
aImplementing positive work environment
policies, such as fexible work
arrangements
aAccessible grievance procedures
a