||Identify the talent required to meet your business objectives
|Best Practice Recruitment & Selection
the best way to implement your recruitment and selection processes; Get
tips on how to conduct the most effective behavioural interviews; Apply
best practice selection principles.
|Interview Assessment Form
this form to identify 'what' you are looking for and then review your
applicants against it - you are following compliant selection processes
and will get the talent you need in your business.
Fair Work Statement
|It is a requirement of the National Employment Standards that all new employees receive this form as part of their on-boarding program, and for a breach of the NES, a $33,000 fine applies!
|Application / Employee Details Form
practical form that ensures you have all the information you need to be
able to pay your employees. Also provides clear declaration that the
new employee is competent and able to fulfill the duties they have
Casual Letter of engagement
|Make sure ensure there are no surprises in the future – critical to your recruitment and selection success.
|Permanent Letter of Engagement
all of the details about your new starters role, their pay and their
entitlements in a letter that is agreed up front. Includes provision for
a position description and individual flexibility agreement.
||Link roles to business goals and well defined career plans
|Best Practice Training & Development
how to align your people and their work focus with your business
processes; Get tips on how to conduct the most effective induction
||A practical checklist for setting up and running your induction.
|Code of Conduct
are the guidelines for doing things at your place – what is acceptable
(and what is not). An integral part of the induction and management of
this as part of your induction program will minimise the amount of
unexplained absenteeism in your business. Set the standards up front and
then use it to manage attendance.
|Leave Application Form
||A form to record requests, and then calculate the payments and accruals if you have a manual system.
|Timesheet / Pay Slip
keeping requirements have changed. Use this timesheet to keep track of
the ordinary and additional hours your employee works. Doubles as a pay
slip if you are doing a manual payroll
of your induction information is recorded here, and your new starter
signs to acknowledge that they know and understand it. Often important
if all does not go well.
|WorkCover Retail Publications
extensive resource - most of which is free or low cost. Great to review
according to your industry for what applies at your place.
||Get more from your people through recognising excellence and driving performance
|Best Practice Performance Management
the best way to give and receive feedback from your new starters AND
your existing staff; Get tips on how to conduct the most effective
|Probation Review Form
them off on the right foot with a 6 week review during probation. This
gives them time to improve and manage your employment risk! .
like to review everyone for 30 minutes every 3 months. This is a great
tool to recognise excellence and make a plan for poor performers.
||Help people leave with dignity following a fair process
|Best Practice Discipline & Counselling
the best way to have those difficult conversations; Get tips on how to
record the key details and plan for the business possible outcomes for
your employees and the business.
||Follow due process – dot your I’s and cross your T’s, but most importantly protect your business!
|Small Business Fair Dismissal Code
||A fair and transparent process is key and this one is provided by the Fair Work Ombudsman.