Across
- 1. "Occurs when the behaviour or performance of an employee is unacceptable and the business decides to terminate their employment."
- 3. "Voluntary termination that occurs when an employee decides to give up work entirely and no longer be a part of the labour force."
- 5. management, "Termination results from decisions made by either the employer or employee to end the employment contract and relationship." Termination can be voluntary or involuntary. The HRM must manage this process correctly to ensure legal compliance (entitlement issues, while also acting in an ethical manner (transition issues.)
- 7. relations, "The relationship that exists between employers and employees; and how they work together to determine the level of pay and working conditions."
- 13. management, "A system that focuses on improving both business and individual performance through relating the business' performance objectives to employees performance objectives."
- 16. agreements, "An agreement made between an employer and employees (and their representatives) outlining pay and working conditions within a particular workplace."
- 19. "Involves an impartial third party (sometimes a commissioner of the FWC) who facilitates a discussion between the disputing parties to work towards their own agreement. They will not offer suggestions or solutions, preferring to allow the parties to develop the agreement on their own terms."
- 21. "A business formed to represent and protect the rights of workers in a particular industry."
- 23. work commission, "Established by the Fair Work Act 2009 to provide information and advice about Australia's workplace rights, including awards and national employment standards."
- 24. "Provides a set of minimum employment standards for employees working within an industry. It acts as a safety net."
- 25. termination, "When the employer ends the employment contract by making necessary redundancies or dismissing employees for issues such as poor behaviour or work."
Down
- 2. action, "Is taken by employees or employers to settle a workplace dispute over working conditions."
- 4. "Voluntary termination that occurs when an employee decides to leave a business, generally to take up a position at another business. A period of notice must be given."
- 6. observation. "A process which aims to gain a broader perspective on employee performance by evaluating employees from a variety of viewpoints including managers, co-workers, customers and self-evaluation; to determine their strengths and areas for improvement."
- 8. "What the business can do to assist the employee as they move from employment to unemployment, in order to protect their reputation and maintain staff morale."
- 9. "When an employer does not need a job done anymore or needs fewer employees to do a job; usually due to the implementation of technology or changes to a business' structure."
- 10. "A formal assessment of how efficiently and effectively an individual is performing their role in the business. It involves assessing the employee"s performance against specific goals and providing them with feedback to improve."
- 11. by objectives, "A performance management strategy that sets specific objectives collaboratively with an employee, with feedback given on the progress towards them."
- 12. procedure, "A formalised set of steps that outlines the process of resolving disputes between employers and employees relating to pay, working conditions and disciplanary action."
- 14. "The rights to certain benefits an employee is authorised to receive upon being terminated. These entitlements are required by law."
- 15. contracts, "An agreement made directly between an employer and employee covering working conditions and renumeration."
- 17. evaluation, "The process an employee undergoes to critique their own performance in relation to predetermined objectives and their contribution to their own business team."
- 18. associations, "Provide a range of advice to employers and represent their interests on employee relations issues."
- 20. termination, "When an employee decides to leave a business, either by resigning or retiring from the workforce."
- 22. "Where an independant third party, usually a commissioner of the FWC, hears both arguments in a dispute and determines the outcome which will be legally binding."