Elements and Performance Criteria
- Develop industrial relations strategies/policies
- Analyse strategic plans and operational plans to determine long-term industrial relations objectives
- Analyse existing industrial relations performance in relation to strategic industrial relations objectives
- Evaluate options in terms of cost benefit, risk analysis and current legislative requirements
- Establish industrial relations strategies/policies within the management team
- Identify the knowledge and skills needed by management and the workforce to effectively implement these strategies/policies
- Implement industrial relations strategies/policies and plans
- Develop an implementation plan and contingency plan for the industrial relations strategies/policies
- Make arrangements for training and development in accordance with identified needs, to support the industrial relations plan
- Undertake associated industrial relations activities to agree to changes required by policies or implementation plan
- Ensure procedures for addressing grievances and conflict are properly documented
- Communicate key issues about procedures for addressing grievances and conflict
- Manage negotiations, conflict and disputes
- Train individuals in conflict management techniques/procedures
- Identify and where possible alleviate or eliminate, sources of conflict or grievance in accordance with legal requirements
- Check documentation and other information sources to clarify issues in dispute
- Obtain expert or specialist advice and/or refer to precedents, if required
- Determine desired negotiation outcomes, negotiation strategy and negotiation timeframes
- Advocate the organisation's position in negotiation to obtain agreement
- Document and if necessary, certify the agreed outcomes with the relevant jurisdiction
- Implement agreements
- Take remedial action where groups or individuals fail to abide by agreements