COURSE OVERVIEW:

People are vital to the success of any organisation. It has been shown repeatedly that poor recruitment practices result in high labour turnover and absenteeism, with a consequent increase in costs. If the right people are recruited in the first place, they are likely to stay, fit into your organisation and work to optimum effect.

If the wrong people are recruited, they will either leave or engage in unsatisfactory behaviours or conduct, which means that you will have to manage them out of the business. This is time consuming and in itself carries risks.

Recruitment is a key part in keeping your team working. Make a recruitment mistake, and you might find the entire organisation suffering, having to pick up the slack or work around a dead weight.

The hiring process isn’t as simple as it may seem; finding the right fit takes thought, time, resources, and effort. When you’re filling a position, skills and qualifications aren’t enough. It’s important to find someone who can also fit into your culture, uphold your company values, and work efficiently and amicably with your other staff members. 

Even though your products or services are at the core of your business, your employees are its lifeblood. Hiring the right team is absolutely crucial—great employees help you achieve your goals, improve productivity or sales, and contribute to a winning company culture.

On the other hand, a bad employee can slack off, waste company resources and even bring others down with them. To prevent costly mistakes from draining your business, you need to know what to look out for, and how to avoid certain practices that could make a subpar situation even worse.

When it comes to building a successful company, it’s all about who you hire. A company is like a puzzle. Beneath every operation, role and deliverable is a person, and the person responsible for each of those responsibilities is going to dictate its success. In short: the people within your organisation are your most important assets.

Remember, your company is a reflection of the people you employ. If you want to be successful, you’ll want to avoid the most common employment mistakes at all costs.

This course sets out the main areas where employers go wrong, and provides guidance to help you avoid making those mistakes.

The first part of this course starts by looking at how to define what you want and how to go about acquiring it including the key elements of an effective recruitment process. Then talks you through the framework for the employment relationship for ensuring that you have a good contract of employment in place. Then tackles the importance of communicating standards to all staff at an early stage including why to advise prospective employees of key standards at the recruitment stage.

The second part starts by explaining why good record keeping is essential to successful management. And the benefits of good record keeping. Then considers how to avoid common pitfalls associated with the discipline process. Then discusses when a formal sanction is needed and how any disciplinary sanction must have a reasonable and proportionate response to the circumstances of the case. Finally, considers what we have to do to avoid falling foul of procedural requirements and the areas where employers experience problems at tribunal.

LEARNING OUTCOMES:

By the end of this course, you will be able to understand:

• The importance of recruiting the right person
• How to define your recruitment requirement?
• The job description and person specifications
• How to avoid unlawful discrimination?
• What to include in the job advertisement?
• Health screening in organisations
• The selection process
• The stages of the face to face interview
• The common mistakes at interviews
• How to use tests to assess skills and aptitudes?
• What to do after the interview?
• The importance of checking references
• The contracts of employment
• Do I need a written employment contract?
• The Fair Work Act 2009
• What are the benefits of having a properly drafted employment contract?
• Who should have a set of terms of employment?
• What should be included in the employment contract?
• What should not be included in the employment contract?
• The implied terms and the incorporated terms
• The different ways in which an existing contract may be varied
• How to express standards in clear, precise and measurable terms?
• How to clearly communicate standards and rules?
• The importance and benefits of keeping good records
• What sort of things should be noted?
• How long should you keep records?
• Working at best practice
• Privacy and personal information
• The rules about employee’s personal information
• When to disclose employee personal information to third parties?
• How to use best practice to protect personal information?
• How to commit to the privacy principles?
• How to develop a workplace privacy policy?
• How to deal with problems informally?
• How and when to take formal action?
• How to determine if it’s a conduct or capability problem?
• When to suspend an employee?
• How to prepare for a disciplinary hearing?
• How to handle discipline hearings?
• How to decide on a sanction?
• What to include in a formal warning?
• How to follow procedure?
• The importance of following procedure
• The reasonable employer

COURSE DURATION:

The typical duration of this course is approximately 2-3 hours to complete. Your enrolment is Valid for 12 Months. Start anytime and study at your own pace.

COURSE REQUIREMENTS:

You must have access to a computer or any mobile device with Adobe Acrobat Reader (free PDF Viewer) installed, to complete this course.

COURSE DELIVERY:

Purchase and download course content.

ASSESSMENT:

A simple 10-question true or false quiz with Unlimited Submission Attempts.

CERTIFICATION:

Upon course completion, you will receive a customised digital “Certificate of Completion”.