Impact Of Regulation On Management Control

Explaining use of ABS Labour Force Survey to assist in workforce planning

Dsicuss about the Impact of Regulation on Management Control.

The ABS Labour Force Survey can help in understanding the rate of employment that exists in the Australian industries. It is the largest household study in Australia and it provides official measurement of the level of employment and unemployment in the country. The labour force survey can help in workforce planning as organisations can gain an idea about the type of people it needs to recruit so that they can remain competitive in the business market. At the same time, the Labour Force Survey provides a comparison between the people employed in the past with that of the present. This provides an opportunity of understanding the rate of growth or decline that the business market has endured over the years. The rate of unemployment and employment across seasons and the trends are provided in this labour force survey.

Figure 1: ABS Labour Force survey

(Source: Abs.gov.au 2018)

The purpose of Labour Market Information Portal is that it contains updated information about the labour market data to help people so that they can understand the local labour market. The data on the website are available at every level of the country namely the State, National, Employment Service Area and Labour Force region. It provides candidates and employers with an idea about the local labour market so that investing can be done based on the trends and the rate of employment that exists. At the same, the portal provides information about the increase or decrease in the employment rate so that workforce planning can be made based on the available labour in the market. Another example of valuable information that is provided by the Labour Market Information Portal is the total number of job active along with the job active youth in the market (Lmip.gov.au 2018).

According to Ahrens and Khalifa (2015), the National Skill Needs List identifies traditional trades that help in the analysing the skill shortage that exists at the national level. The list of the national skills need is based on the labour market research and analysis so that the information can be obtained about the employment rate. The use of the National Skills Needs List is that it is in collaboration with the Australian Apprenticeships Incentive Program and the Australian Apprentice undertaking so that certificate can be obtained to attract the labour skills that exist in the market. In the case of workforce, planning this can benefit organisations as employer incentives personal benefits can be set that are essential for ensuring motivation of the employees. It provides support for Adult Australian Apprenticeship payment along with Trade Support Loans. This provides opportunities to analyse the rural and regional skills shortage and take initiative to mitigate the problem.

Outlining the purpose of the Labour Market Information Portal with examples

The Fair Work Act 2009 deals with the interests of the employees and the opportunity that need to be provided to them so that they can seek employment in any areas of business. The key provision of the Fair Work Act is that it helps in governing the relationship between the employee and the employer in the Australian market. The act helps in providing a safety net of the minimum entitlement and enables flexible working environment in the industry so that any discrimination at the work place can be mitigated. It allows the state to refer to matters of the Australian Federal Government so that a relation system can be provided that are pertains to the working relations in the Australian workplace relation system. It encourages collective bargaining under which employees and employers set a mechanism of communication and mutual understanding so that their objectives can be respected.

The National Employment Standard provides a set of minimum entitlements that every employee working in Australia deserves. Despite the fact that employees are often provided with rewards, extension of contract, agreement on important decisions of organisations, the minimum requirement is one of the most important aspect for employees. Therefore, it can be said that the key employment conditions that are addressed by the National Employment Standards include providing a maximum weekly hours to the employees rather than daily routines. This can include flexible working shift so that every employee can continue to be satisfied with the working conditions and at the same time ensure that full productivity is provided for the betterment of the organisations. At the same time, the number of leaves for the employees is addressed by the National Employment Standards, which includes annual leave, parental leave and leaves during the public holidays.

As stated by Brunswicker and Vanhaverbeke (2015) enterprise agreements are made at the enterprise level between the employers and the employees. It involves the unions so that terms and conditions of employment can be discussed. This helps in mitigating any type of future conflicts as the unions play an important role in solving conflicts between employers and employees. More than one employer within a group of employees can make the agreement. The purpose of the enterprise agreement is that it provides an opportunity of maintaining collective bargaining within the workplace. A mutual decision can be made between the employer and the employees so that conflict relating to the work can be avoided on the highest basis. Therefore, it can be said that the bargaining of the employees and the manner in which employers negotiate terms and conditions keeping in mind the profit is the main purpose of the enterprise agreement.

Explaining the purpose and use of the National Skill Needs List

Modern awards are applicable for all the employees that are covered by the national workplace relations system. The modern awards help organisations along with the industry to perform work that are covered by the award. Therefore, it can be said that the modern awards act as monetary benefit for the employees so that they remain loyal at the workplace. The basic salary along with the incentive is the modern awards that people seek to gain at the workplace. In a highly competitive business world, modern award provides an opportunity to cover the base rate of pay so that the modern award can be applied for the betterment of the employees. However, it is essential that the employees and the employers keep up to date with the modern award so that any legal actions are not taken against them and they can get the minimum wage that they deserve.

Pay: The payment relates to the fact that every employee be provided with a minimum wage so that effort provided by the employees for the betterment of the organisation can be rewarded. According to Arthur (2015), the minimum wage that an employee deserves is $18.29 per hour that amounts to $694.90 per week. At the same, time the casual employees get at least 25% of the casual loading.

Overtime: The overtime denotes the extra working hours that are provided by the employees. The minimum working hour that is fair for the employees is about 38 hours per week. The employees need to complete the quota so that 38 hours are fulfilled. Any time beyond the 38 hours for official, purposes are considered as overtime and employees need to be paid for the hours put in. This payment need to be done based on the calculation of minimum salary obtained by the employee.

The role of the trade unions in the Australian work relations system includes the ability to solve any workplace related issues. Workplace related issue could be in the form of disagreement in terms of contract, payment and working conditions. The issues can be solved by voicing the concern of the employees and by ensuring that during bargaining negotiations the issue is properly analysed. At the same time, the unions ensure that external conditions do not cause any hindrance to the working conditions in the organisation. At the same time, protecting the social security of the employees needs to be undertaken by the Australian market. Therefore, employees need to join a union so that they can be protected from any organisational decisions that may hamper the flow of work or deprive the employees from the basic wage that they deserve.

Outlining the key provisions of the Fair Work Act 2009

The Fair Work Commission in Australia’s national workplace relations system comprises of the workplace relations tribunal. It is considered as an independent body that possess the power to continue with a range of roles that include providing safety net of minimum working conditions such as minimum wage or minimum labour. The minimum wages in awards and good bargaining provide agreement to make the enterprise regulate with the industrial actions (Becker et al. 2016). This provides an opportunity to resolve individual and workplace related issue and provide a proper sense of stability in the organisations. The Fair Work Commission act instigates industrial actions that can be undertaken so that mediation and public tribunal hearing can take place keeping in mind the necessities of the employees.

While seeking industrial relations advice it is necessary to ensure that expert advice are sought from experienced people in the market. In this case lawyers can be sought so that legal advice can be gained that provide advice for the development of both private as well as public sector. Such organisations that provides expert advice is ACAS (Advisory, Conciliation and Arbitration Service) and FCB Group. ACAS provides free and impartial information to employers as well as employees that relate to various aspects of workplace relations and employment law (Acas.org.uk 2018). Support is provided by the organisation so that good relationship can be maintained between the employees and the employers. This is considered as one of the important moments in the success of business. At the same time, FCB Group provides opportunities for hiring lawyers and consultants so that proactive compliance can be maintained in the Australian market (Fcbgroup.com.au 2018).

The purpose of the labour force participation rate is to measure and evaluate the working rate population in a country. The rate of participation includes the total number of people that are involved in the market and those that are currently employed in an organisation. At the same time, unemployed people seeking jobs in the market are considered as eligible to participate in the labour force calculation rate. The use of the rate can be done by implementing a simple formula by dividing the number of people participating in the workforce with the total number of people that actually exists at the workplace. The percentage can be obtained by multiplying it with 100, which give an exact rate of employment in an economy. The labour force participation rate can help in analysing the rate of labour during the time of recession.

Outlining key employment conditions addressed by the National Employment Standards

Figure 2: Labour force participation rate

(Source: Chow 2016)

The employment to population ratio can be defined as the rate of employed people that exists in an economy. It is considered as a statistical ratio that measures the proportion of the working age population of a country and the manner in which the rate of employment can help in the progress of the economy. According to DeFusco et al. (2015), the purpose of the employment to population ration provides an idea about the population of a country as well as its economic development. The people that are currently not interested in working are taken into consideration while calculating the ratio. This helps in providing an idea about the people that are serious about the work and have the tendency to follow organisational rules and help in its development. Therefore, it can be used to predict the rate of employment as well as the rate of population that exists in an economy.

One of the models that can be used to predict future workforce needs is the Markov Chains in workforce planning. The model helps to provide specific emphasis on promotion of people based on the work undertaken by them. The model requires notion and system so that a statistical analysis can be made to predict the future workforce needs of an organisation. Apart from this particular model, the application of workforce planning and development model can be used to predict that future predicaments of the labour force of the future. This model can help in the determination of future needs and ensure that the current workforce profile is analysed so that any gap in the labour market can be predicted. Therefore, it can be said that the application of the two models can help organisations to identify the future workforce needs in the economy.

• The strategic workforce of the organisation is to ensure that it provides equal number of employees in each campus so that every student can get the benefit of proper education.
• The issues identified define the lack of variety of courses that include business and management. At the same time, the ageing workforce also provides an issue for the organisation
• The workforce objective includes developing people and resources so that a high performed and profit making education centre can be set up.
• The characteristics of King Edward VII College staff include people that average above the age of 43 years. Therefore, the number of employees needs to be increased from 19 staffs and the age group need to be diminished to achieve the strategic objective. The average age of working is 5 months with more males than female workers.
• The staff turnover has seen huge amount of fluctuations in the last 3 years. The average rate of 65% turnover is not acceptable for any organisation
• The factors that affect the working at the school are quite common and these factors such as economic conditions, industry trends and unemployment rate can hamper the growth of the society in general as well as King Edward VII College
• The industrial relation framework that applies to King Edward VII College is the Dunlop’s model in which the environment, factors and outcomes are analysed.

The purpose of the workforce plan is to identify the factors that may hinder the progress of King Edward VII College in the Australian educational market. The rationale for developing the workforce plan is to provide a contingency method for preventing and mitigating the issues.

• To be a leader in vocational education and training
• To establish and maintain high quality infrastructure supporting clients and staff
• To be well led, high performing, profitable and accountable
• To develop our people and resources

The external analysis that impact King Edward VII College includes substantial investment, sudden changes in the Government policies, predicted uncertainties in the economic condition of Australia and the failure to satisfy the demands and expectations of the students.

The current workforce has an average age of 43 years with an average experience of 5 months. Therefore, the current workforce capability is reduced due to the age of the employees. The risk area in this scenario is the fact that replacement need to be made with immediate effect so that the current workforce can average to a young age difference.

Explaining the purpose of enterprise agreements

The future working segments that are critical for success is recruiting young people. This can help King Edward VII College to reach their strategy and mission as more courses can be introduced that can help in the development of the students. The candidates need to possess skills that include having an experience in teaching students either at school or college level.

The gap that exists between the current workforce and the intended workforce is the age of the employees. Every employee need to be below the age of 50 years so that a proper future goal can be set up that can help in the proper development of King Edward VII College.

• To attract and retain skilled staffs by adopting motivational techniques
• To ensure that no discrimination is made between any of the staffs
• To improve the finances of the college by developing more courses

Issue/Need	Actions	Outcomes	Resources	Timelines
Lack of finances	Develop more courses to attract students	Increase in the financial capacity	Financial manager	Within 3 months
Motivate staffs	Provide the staff with basic pay and encouragement	Loyalty of the staff members	HR manager	Within 6 months

Table 1: Workforce plan action

(Source: Created by author)

Audience	Key message	Delivery method	Date/duration of session (if applicable)	Location
Client	To enrol in the college so that the future of the students can be secured	Conducting a seminar	30th June 2018. The session will commence from 11 am to 4 pm	At a reputed business lounge
Staff members	To improve the reputation of the college and increase the number of courses	Conduct a meeting	29th June 2018. The meeting will commence from 12:30 pm to 3 pm	At the meeting room in the college

Table 2: Communication plan

(Source: Created by author)

Unplanned or extreme event	Contingency Action
Loss of finances	Ensure investors are informed about the possibility of the crisis
Lack of response from the clients	Ensure social media and advertising media are available to spread the message
Loss of staff members	Keep in touch with the rejected candidates so that back up can be maintained
Economic crisis	Ensure enough finances are available for mitigating the fluctuation

Table 3: Contingency plan

(Source: Created by author)

In order to ensure that recruitment policy is made that help in creating diversity, King Edward VII College can opt to build good relations with cultural groups and organisations that work with a diverse community. This can help King Edward VII College to get word out about the policies it offers and the treatment it provides to the employees. Therefore, this can help in the effective planning of workforce and significantly improve the induction, recruitment and selection policy of the college.

(Refer to Recruitment selection and induction.doc for the update on diversity)

January

1^st January-Australian Independence Day. Celebration can be made by depicting pictures of the struggle made by the Australian people against the British people.

February

17^th-19^th Feb: National Multicultural Festival. King Edward VII College can participate by contributing to the community festival with the richness of the college.

March

No events

April

No events

May

1^st May- International Labour Day. King Edward VII College provides tribute to the labours that work hard so that the students can enjoy a proper educational journey. Cultural arrangement in the form of play can be made to depict the struggles of the labours.

4^th May-International Fire-fighter Day. King Edward VII College can provide tribute to the live heroes who risk their lives during crisis. The fire fighters can be provided with a good meal so that they can appreciate the talents of the students.

June

No events

July

28^th July- National Tree day for schools. King Edward VII College students can visit nearby schools to encourage them and provide them with an idea about the importance of planting trees around the neighbourhood.

August

No events

September

No events

October

No events

November

No events

December

25^th December- Christmas Day. Celebration around the college by organising programmes that display the story of Christ.

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