Equal employment opportunity
Massive recruitment and selection process that is conducted with openness and fairness and the employees are selected on merit without discrimination. The recruitment and selection procedure is done in accordance with the employment act
The employees are also issued with a policy brief and an induction training on how to embrace diversity in the workplace (Johnson, 2015).
The work environment is also developed to be conducive as required by the National employment standards to meet all the legal requirements.
The employees health and safety will also be upheld and all employes with health conditions will have to be attended to without any discrimination.
The policy is done in conformity with the following legislations
Age discrimination act 2004, racial discrimination act 1975, workplace gender equality act 2012, sex discrimination act 1984, workplace health and safety act 2011 and Australian human rights commission act 1986
The business has the policy to accommodate the employee’s work and family relations. The call of duty in the family of an employee needs to be communicated to the management which will make the necessary adjustment to ensure that the employee is given the opportunity (Global. & Association., 2012).
The policy applies to all employees regardless of their position and status in the organization.
Making a request
The request is made on a written form which includes a detailed description of the idea and all the necessary information regarding the family duty. The request is then submitted to the manager for approval.
Approving a request
The approval of a request is made upon considerations of all the factors surrounding the request and the organization’s position. The approval process takes two weeks which indicates that the employee needs to request in advance. The request could, however, be disapproved if it leads to adverse effects on the organization.
All organizations need to ensure that the employees refrain from cases of bullying discrimination and harassment of other employees to provide equal opportunities for all (Global. & Association., 2012). This forms include any behavior that inflicts a negative effect on other employees or their ability to perform. in case one is faced with the situation the procedure is trying to solve it with the person and if it continues one is expected to report to the human resource manager which could be written or verbal after which investigations are done, and the outcome could be a warning, training, demotion or even termination of the employment
The policy is to allow all people from diverse backgrounds to take up positions in the organization and utilize the differences in the development of Kingfisher garden center
Policy aim
Remove bias and prejudice for all employees
Policy scope
The policy covers all employees who have been engaged in kingfisher garden regardless of their terms of involvement in the organization.
Diversity strategies
Abides by all the legislation regarding diversity, employing strategies such as open communication, flexible working environment, mentoring programs and employee education for all employees.
The employee identifies the conflicting source and warns the fellow employee about their actions in a bid to solve the problem by themselves. In case the problem continues the employee reports the case to the human resource personnel for mediation.
Family/work relationships
Grievances are presented in a written form through the various avenues set by the organization. The personnel involved then takes the concerns and presents them to the administration which finds the possible solution and presents it to the employees.
The appeal process begins with dissatisfaction with the initial ruling which prompts one into action. The process involves the presentation of a written document which states all the details of the case and the reasons for dissatisfaction and then present to a higher authority (Information Resources Management Association, 2012). The alternative dispute resolution process that Kingfisher can use include arbitration by an external party. Responding to appeals require careful consideration of the case facts and the initial decision about the organization’s procedures to arrive at a solution.
The policy requires the recruitment of people from diverse social settings regardless of their status. The recruitment procedure includes a mass advertisement which attracts different people from all settings and is selected based on merit
The induction policy demands that all the new members subjected to training after which they are issued with the organization’s policy.
Procedure
The new employees are chosen through the normal recruitment and selection process. They are then subjected to the induction process which involves training on employees’ relations, their operations and the job they are to do in the institution. They are also presented with a document containing the organization’s policies for them to fit into the new setting.
All employees are subjected to training which begins with the induction training. Subsequent training are organized upon communication with the members on their training needs and designing the training that will address their concerns. The training are organized by the human resource person
A performance management policy and the procedure are essential for any organization that needs to meet its employee’s motivation. The policy aims to encourage good performance among the employees through rewarding successful people. The performance development plan is documented based on the identification of the top performing people in the organization and designing a reward system. The review for performance is done at the end of the financial year based on individual employees’ performance. Successful employees are rewarded through promotion or monetary compensation. Kingfisher provides a conducive work environment and has a proper reward system and an employee development program that ensures it’s able to retain its employees
The performance development programs at kingfisher include the mental programs, training in human resource and reward systems
A policy that minimizes the risk of unfair dismissal includes the participation in unionization program. In some cases however the employer can terminate the employee’s services without notice if the employee is found to commit actions that cause harm to the organization or other employees. The lawful of this act is however dependent on the type of employment.
Kingfisher is committed to continuous improvement through ensuring the employee’s welfare, using diversity for the organization’s development and exposing themselves to the mentorship program as well as frequent training and development that encourages their improvement. The auditing policy is reviewed at the end of every year by the human resource manager.
Risk assessment is necessary in case of any occurrence that exposes the employees to risk. The areas of human resources that need to be put into consideration in risk assessment include the employees working environment, health, and safety (Boxall & Purcell, 2015).
To identify the risk, one should make a keen observation of the working environment and the extent of exposure to any risk factors. Potential concerns also should be raised and addressed to ensure that the organization is safe for both the employees and employers.
The policy is done in conformity with the following legislations
- Age discrimination act 2004
- Racial discrimination act 1975
- Workplace gender equality act 2012
- Sex discrimination act 1984
- Workplace health and safety act 2011
- Australian human rights commission act 1986
References
Aguinis, H. (2014). Test-score banding in human resource selection : technical, legal, and societal issues. Westport, Conn: Praeger.
Boxall, P., & Purcell, J. (2015). Strategy and Human Resource Management. Basingstoke: Palgrave Macmillan.
Budhwar, P. S., & Mellahi, K. (2016). Handbook of human resource management in the Middle East. Cheltenham, UK: Edward Elgar Pub.
DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2015). Fundamentals of human resource management. Hoboken, NJ: John Wiley & Sons, Inc.
Dupont, C., Ferauge, P., & Giuliano, R. (2013). The Impact of Corporate Social Responsibility on Human Resource Management: GDF SUEZ’s Case. International Business Research, 6(12), 145-156.
Fried, B., & Fottler, M. D. (2015). Human resources in healthcare : managing for success. Chicago, Illinois: Association of University Programs in Health Administration.
Global., I., & Association., I. R. (2012). Human resources management : concepts, methodologies, tools, and applications. Hershey, Pa: IGI Global.
Information Resources Management Association. (2012). Human resources management : concepts, methodologies, tools, and applications. Hershey, Pa: IGI Global (701 E. Chocolate Avenue, Hershey, Pennsylvania.
Johnson, J. (2015). diversity policy. Kingfisher garden center, 1-16.
Nursery Award. (2018, July 27). Nursery Award 2010. Retrieved September 20, 2018, from https://awardviewer.fwo.gov.au/award/show/MA000033#P241_22887
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