Best Employment Practices

Employers of Australian Apprentices should implement best practice in their employment arrangements for a number of reasons. Apprentices are often in their first full-time job, in unfamiliar environments and as such, an employers’ guidance and support can go a long way to delivering a successful completion and a more productive workplace.

Performance management

Situations often arise in workplaces where employers may feel as though their employees are underperforming or failing to achieve required goals. Similarly, the Australian Apprentice may feel uncertain about seeking help, or simply unaware that their performance is not being viewed as acceptable.

It is important that these situations are handled sensitively. Performance management should involve managers and employees working together to come up with a plan and ideas to review an employee’s performance and to provide them with a framework which will assist them to improve.

The below outlines some employment practices to manage the workplace performance of their Australian Apprentices.

Training

  • Employers are able to provide any relevant training which might assist the employee in fulfilling their job.
  • Training can include internal training that assists the employee is understanding what is expected of them at work. It can also include training that enhances an employee’s career goals and future opportunities.
  • By offering career development opportunities and internal training, employers can minimise risk of underperformance and help establish a positive working environment that improves overall wellbeing, productivity and staff retention.

Communication

  • Employers should conduct regular catch ups, performance reviews and informal feedback to employees wherever possible. This helps for staff to understand what is expected of them, what they are doing well and what areas they can improve in.
  • Establishing set goals with staff may also help them to stay motivated and recognise their value within the organisation.
  • Employers should aim to publicise and maintain an ongoing confidential system of communication which may allow staff to voice or discuss any employment-related queries, risks or complaints.

Codes of conduct and internal policies

  • Codes of conduct and internal policies can assist an employer to manage risk liability and clearly outline workplace expectations, should staff issues arise.
  • Conducts and policies should specifically define what conduct is required or prohibited at work, a process for lodging complaints and how the complaint will be resolved.
  • A clear and concise performance management policy will help in managing and eliminating underperformance of staff.

 

 

 

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