Managers need an understanding of human resources procedure, especially where it relates to hiring and firing etiquette. The task of hiring and firing staff, often left to managers, is a difficult task and, as such, requires specific skills and knowledge.
Ideally, managers hire employees that are a good fit for a role and performance manage their staff. But if an employee is performing poorly or is breaching company codes of conduct, how will they manage termination?
Hiring, Firing and Managing Staff is a professional development course that will provide managers with the necessary skills and knowledge to manage separation or termination, performance management processes, workforce planning and employee relations.
On completion of this course, you will have gained the necessary skills and knowledge to confidently apply human resource management procedures to hire, fire and manage staff appropriately.
Course Structure
Unit 1 - Manage workforce planning
- Staff turnover and demographics
- Skills gap analysis
- Organisations need and objectives
- Factors affecting workforce supply
- Australian Bureau of Statistics (ABS)
- Industry associations
- Skills Service Organisations (SSOs)
- Reviewing staffing budgets
- Calculating costs
- Organisational requirements
- Triple bottom line (TBL)
- Redeployment, redundancy and retrenchment
- Recruitment
- Training and development
- Retention strategies
- Unacceptable staff turnover
- Labour turnover index method
- The survival rate method
- The half-life index method
- The stability index method
- The length of service analysis method
- The avoidable turnover method
- The resignation method
- Causes of turnover
- Retaining skilled labour
- Role development
- Relationship management
- Performance management
- Career planning/management
- Becoming an employer of choice
- Workforce diversity
- Equality and diversity in the workplace policy
- Sourcing skilled labour
- Online recruitment / agencies
- Advertising options
- Communicating with stakeholders
- Effective communication
- Agreement and endorsement
- Measuring workforce plans and initiatives
- Contingency planning
- Recruitment objectives
- Organisational change
- Employees resisting change
- Lewin’s change model
- Supporting employees dealing with change
- Change management strategies
- Workforce diversity goals
- Recruitment policies and procedures
- Advertising vacancies
- Interview techniques / exit interviews
- Effective induction
- Succession plans
- Identifying potential future leaders
- Employers of choice
- Work/life balance initiatives
- Career development
- Staff financial benefits
- Exiting employees
- Labour supply trends
- Organisational climate/culture
- Surveys and questionnaires
- Global financial crisis
- Government policies
- Disability services
- Aged worker initiatives
- PDCA cycle plan
Unit 2 - Manage recruitment selection and induction processes
- Induction policies and procedures
- Strategic and operational plans
- Recruitment and selection policies
- Technology efficiency
- Trial forms
- Staff communication
- Recruit and select staff
- Determine future HR needs
- Position descriptions
- Vacancy specifications
- Access to training
- Advertising positions
- Organisational policies
- Legal requirements
- Selection procedures
- Job offers
- Staff induction
- Training
- Induction processes
- Probationary employees
- Feedback from participants
- Induction policies and procedures
Unit 3 - Develop and manage performance management processes
- Performance management systems
- Strategic plans
- Operational plans
- Performance development planning
- Objectives and goals
- Business strategy
- Key performance indicators (KPIs)
- Performance appraisal process
- 360 degree evaluations
- Manager approachability
- Skills gaps
- Monitoring performance
- Employee feedback
- Employment contracts
- Employer conduct
- Health and safety
- Legislation
- Poor performance
- Employee development plan
- Discipline dismissal process
- Complete documentation
- Tracking poor behaviour
- Dispute resolution process
- Grievance procedures
- Terminating employees
- Employee records
- Rewarding staff
- Record outcomes
- Confidentiality
- Learning and development plans
- Human resources
- Training needs / providers
- Formal training programs
- Adult learners
- Negotiate remedial action
- Evaluation data
Unit 4 - Manage employee relations
- Determine long term employee relations
- Strategic plans
- Operational plans
- Workplace relations objectives
- Existing employee relations
- WR objectives
- Measuring workplace relations performance
- SWOT analysis
- Cost-benefit analysis
- Risk management
- Legislative requirements
- Awards and agreements
- Contracts of employment
- Records
- Personal/carer’s leave
- Long service leave
- Parental leave
- Community service leave
- Leave without pay
- Health and safety legislation
- Equal opportunity / anti-discrimination legislation
- Worker’s compensation legislation
- Industrial relations policies and plans
- Workplace relations strategy / policy checklist
- Skills and knowledge
- Conflict management
- Negotiation and investigative skills
- WR skills
- Implementation and contingency plans
- Strategy/policy objectives and outcomes
- Evaluation methodology
- Governance and scope
- Work breakdown structure (WBS)
- Communication plan / skills
- Training and development
- Learning and development plans
- Agreement on WR strategy change
- Trade unions
- Employer organisations
- Grievances and conflict procedures
- Communication to stakeholders
- Employee relations and policies and plans
- Conflict management
- Questioning
- Language
- CLEARVIEW method
- Conflict management training
- Workplace policies and procedures
- Specialist advice
- External WR specialists
- Outcomes, strategies and timeframes
- Advocacy
- Document agreed outcomes
- Implement agreement
- Action plans
- Gantt charts
- Resources
- Failure to abide by agreements
- Dismissals
Unit 5 - Manage separation or termination
- Best practice
- Conducting research
- Primary and secondary information
- Conducting research
- Analysing data
- Consultation with management
- Policies and procedures
- Features of a good policy or procedure
- Features of a bad policy or procedure
- Dismissal or termination procedures
- Unfair dismissal
- Redundancy
- Suspension of employees
- Resignation/voluntary termination
- Constructive dismissal
- Support from senior managers
- Communication strategy
- Redundancy/redeployment plan
- Outplacements
- Incapacity to perform
- Employment contracts
- Skilled staff
- Delivering learning and development plans
- Action learning sets
- Job work shadowing
- Classroom training
- One-on-one training
- On-site training
- Disciplinary procedures
- Termination decision tree
- Workforce data
- Separation / termination procedures
- Interviews and focus groups
- Exit interviews and process
- Recording data
Assessment
Assessment Information
When you study with Australian Online Courses, you will be assessed using a competency-based training method.
Competency-based training focuses on the achievement of skills and knowledge against set criteria to meet industry-standard and is not benchmarked against other students’ work.
In this course, the assessment will be comprised of written assignments and exercises, which may include short answer questions, reports, essays, research projects and reflective tasks.
If you do not achieve a competency result on your first attempt, you have two more attempts to pass your assessment. So, you have three attempts in total to obtain a competency result.
In this way, you can complete your course in your own time and at your own pace with the assistance of unlimited tutor support.
Testimonials
I have to say I have thoroughly enjoyed studying through Australian Online Courses. I found the content to be current and the assessments easy to understand. I cannot wait to register for my next course
L. Ireland, Seville Grove, WA | Hiring, Firing and Managing Staff
Course FAQs
Why Choose Australian Online Courses?
- Professional development that is widely recognised and respected;
- Improve your employment opportunities;
- Study online, anywhere via our elearning system;
- High-quality professional development programs written by industry experts;
- No entry requirements;
- All course materials provided online – no textbooks to buy;
- Unlimited tutor support;
- Easy to understand course content;
- Twelve (12) months’ access, with extensions available upon application (fees apply).
- Certificate of Attainment/Completion issued for your CV (hard copy provided); and
- Course may be tax deductible; see your tax advisor.
How long will it take to complete this course?
The approximate study hours for this course is 75 hours. We offer twelve (12) months’ access, with extensions available upon application (fees apply).
Can I purchase optional printed materials?
Yes! The cost for printed materials for this course is $50 per unit. Total cost for optional printed materials is: $250.00. Printed materials are optional and not required to complete the course. Everything you need to complete the course is provided online via our e-learning system.
When can I start this course?
You can start within 60 minutes during business hours when you enrol and pay in full with a credit card!
Credit card: Within 60 mins during business hours.
BPAY: Within 1-2 working days.
Internet Banking: Within 1-2 working days.
Cheque/Money Order: Upon receipt of mailed cheque.
Will I receive a certificate upon completion of this course?
Yes! You will receive a Certificate of Attainment upon successful completion of your assessment.
Do I need to attend classes or undertake any work placements?
No. All courses are delivered online via our Learning Management System and there are no work placement requirements in this course.
What support can I expect from Australian Online Courses?
Unlimited tutor support is available throughout your studies via email during business hours Monday to Friday. Our Administrative team are available Monday to Friday via email, live chat and telephone.
I am an international student. Can I enrol into this course?
Yes! We accept enrolments from individuals both within Australia and internationally; location is no barrier to entry into our programs.
Career Pathways
Future growth
Strong
Unemployment
Low
- Human Resource Officer
- Small Business Manager
- Office Manager
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