Table of contents
Methods of Investigation
Visy Industries Overview
1.2 Vision Statement
1.3 Mission Statement
Gepps Cross plant overview
Best Practice of IR policy / procedures / workplace activities
Other relevant legalisation
Paid Paternal Leave Scheme
Fair Work Act 2009
OHS Policy and procedures
Disability Discrimination Act 1992
Implementing Policies and procedures
Cost Benefit Analysis
Communication and Consultation
Areas of concern
In house training
Industrial conflict and Dispute management
Conflict resolution skills
Grievance resolution strategies
Keeping IR policies and procedures update
Resources for the Industrial Relations
Reviewing the current EBA and establishing new policies
I Mark meegan am a senior manager of Human Resources and Employee Relations with Visy Industries Head Office in Melbourne. I have worked at the Visy board Gepps Cross plant in Adelaide, South Australia for a period of 5 years on the floor. I worked as a stereoman, feeder and stacker on most of the emba’s including the Gopfert and Emba 245.
I started from the bottom and worked my way to the top. I am currently studying a Diploma of Management and have completed a certificate 4 in Frontline Management.
I am going review and analyse the strategic, operational plan and the Industrial relations of the organisation as a whole. Currently Visy Industries has over 1500 workers in various plants and offices in Australia.
I will also discuss Human Resources planning and Collective bargaining agreements including employee and employer’s perspectives and union involvement. This is very important for state and federal legalisation are to be followed avoid penalties, conflicts and industrial strikes.
Industrial relations can improve staff morale, effective working relationship between staff and management, and increase production and quality. I will conduct a swot analysis to determine the current system’s effectiveness and make improvements.
I feel that Visy Industries could improve its Industrial relations for workers and provide more than just entitlements but better workplace relations with staff.
Currently Visy Industries complies with Collective bargaining and use Enterprise Bargaining Agreements. The Industrial relations are between workers who are union representatives of each plant, management and Human resources managers and Australian Manufacturing Workers Union. All the agreements are in the best interest of the organisation’s function, objectives and vision and workers award rates and entitlements.
The problem with the collective bargaining agreements in the organisation are that they do not entirely benefit workers and improve staff morale. Also that they are not entirely aware of that they have rights in implementing EBA’s in their workplace,
Management are following most the requirements of the Fair work act but do not review the strategic planning, workforce planning with the Industrial relations of the organisation. As a result, management and Human Resources do not provide the best Industrial relations for...
References: ← Legal studies, Unlawful dismissal, Online, 30/06/2010, http://www.ssdec.nsw.edu.au/socialscience/legal/unlawful.html
← Fox, Howard, Pittard, 1995, Industrial Relations in Australia – Development, Law and Operation, Longman Australia.
← Stone, Raymond J, 2008, Human resources management, John Wiley / Sons, 6th edition
← Fair Work Online, Online, 30/06/2010, http://www.fairwork.gov.au/Pages/default.aspx
 Fox, Howard, Pittard, 1995, Industrial Relations in Australia – Development, Law and Operation, Longman Australia.
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