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Question 23 (a) Outline ONE employer obligation in an employment contract - HSC - SSCE Business Studies - Question 23 - 2019 - Paper 1
Question 23
Question 23 (a) Outline ONE employer obligation in an employment contract. (b) Distinguish between awards and enterprise agreements. (c) Assess the impact of ONE ... show full transcript
Worked Solution & Example Answer:Question 23 (a) Outline ONE employer obligation in an employment contract - HSC - SSCE Business Studies - Question 23 - 2019 - Paper 1
Step 1
Outline ONE employer obligation in an employment contract.
Answer
An employer obligation includes providing work for employees. Employers must adhere to minimum employment standards, which entail paying staff the correct wages, superannuation, and leave according to their employment contract.
Step 2
Distinguish between awards and enterprise agreements.
Answer
An award sets out the legally enforceable minimum terms and conditions that apply to a business or industry. These awards are established by Fair Work Australia and ensure that the basic rights of employees are protected. Conditions in a contemporary award include minimum entitlements above the National Employment Standards.
An enterprise agreement (EA) is negotiated at the workplace level between an employer and a group of employees regarding pay and conditions. EAs can be tailored to suit the needs of the workplace and may involve union representation. It must pass the Better Off Overall Test (BOOT) and is valid for up to four years.
Step 3
Assess the impact of ONE social influence on human resource management.
Answer
One significant social influence affecting human resource management is the increased participation of women in the workforce. This shift has compelled businesses to adapt their HR policies to embrace a more diverse workforce. For instance, organizations have implemented family-friendly policies such as flexible working hours and parental leave to accommodate working mothers. Additionally, changes in societal attitudes toward work-life balance have led companies to prioritize employee well-being, further influencing HR practices. Companies that respond positively to these changes often experience enhanced employee engagement and retention.