Sector Training Activities

Managing Employee Performance

Employers often struggle with employees who, for one reason or another, fail to deliver on the outcomes expected of them. With the introduction of reform in relation to areas such as unfair dismissal and adverse action against employees, organisations need to ensure they have solid performance management processes in place.

Having a performance management process that involves giving a worker feedback as to their deficiencies, and then a reasonable opportunity to improve, is a good way of minimising exposure to liabilities. When performance is so poor that it warrants termination, the dismissal immediately enlivens the Act's unfair dismissal and unlawful termination provisions. If this is the avenue a dismissed employee takes, knowing how to manage the claim will go a long way in mitigating any loss your organisation may suffer...

Join WRMC for an informative seminar, which will provide valuable insight on two important IR subjects:

Managing Poor Performance

• The development of structured performance management processes
• Dealing with difficult employees who exhibit poor attitude
• The importance of, and how to develop, performance counselling skills
• Correcting poor behaviour/performance using disciplinary measures

Managing The Disciplinary Process:

• What the courts consider to be ‘reasonable’ opportunities for improvement;
• How to deal with workers who exhibit poor attitudes;
• How to ensure fairness in the disciplinary process;
• What remedies are available to employees and employers for wrongful or unfair termination; and
• How to prepare for an unfair dismissal claim.

WRMC have developed a case study where you, as the representatives of your organisations, will be expected to respond to an unfair dismissal application. You will be required to identify the facts, the relevant law and apply the facts in drafting a response to Fair Work Australia.